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Building Capability

Why You Should Develop Tools, Methods and Standard Procedures for Building Organisational Capability

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Building organisational capability isn’t just about developing the skills and competencies of your workforce. It also means building the tools, methods and standard procedures to continue developing your workforce’s organisational capability in the future. 

What are the benefits of developing tools, methods and standard procedures for building organisational capability? 

The main benefit of developing tools and methods for your organisation? It’s scalable. This means that as your business grows, you’ll be able to expand processes to encompass the size of your organisation. A scaled-up workforce comes with new roles and an increase in the number of capabilities needed for your organisation to run. With pre-built tools, methods and procedures in place, you can easily measure and develop capability across your organisation. 

It’s also repeatable. Even without a growing business, you’ll be assessing your organisational capabilities continually to ensure your workforce is on the right track and keeping up with industry trends. It’s also a good method of singling out individuals who may have capabilities for leadership roles within your company. 

But you don’t want to have to start from scratch every time you start assessing organisational capability. This is where developed methods, tools and procedures for building organisational capability come in handy: You can use them to streamline or even automate the process, from assessing current and needed capabilities to laying out a framework for building capability. 

What are the challenges of developing tools, methods and procedures for building organisational capability? 

The most important part of building organisational capability is ensuring it’s aligned with your business’s strategic outcomes. You need to make sure your tools, methods and procedures are developed with your strategic outcomes in mind so they can work to push organisational capabilities that support those outcomes. Having the wrong organisational capabilities means your workforce will not be able to complete work or keep up with industry trends. 

On top of this, industry trends will change which capabilities are actually needed, and that can be hard to keep up with. Capabilities are constantly changing with technology and new processes to the point that your business will never be able to just set an organisational capability and forget it. You have the challenge of having to continually develop your tools, methods and procedures to ensure your changing organisational capabilities are being build. 

What are the impacts of not developing tools, methods and standard procedures for building organisational capabilities? 

The short answer? Your organisational capability building will be costly, time-consuming and will lack direction. 

The long answer is that you need those developed tools, methods and procedures to keep your organisational capability building on the right track, at the right time. Without them, you’ll be starting from scratch every time you want to build organisational capability. This means evaluating what capabilities you currently have and which ones you need to meet company strategy, as well as what process you’ll use to build those capabilities. It’s a time-consuming task already, but without the means to streamline the process it becomes even longer (and more expensive). 

In an ever-changing environment where industry trends shift overnight, time does not exist in abundance. Your organisation will fall behind quickly if it can’t keep up with new capability requirements due to having a lack of processes in place. Ergo, you need to develop tools, methods and procedures for building organisational capability if you want your business to survive. 

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