For three years of being employed, I have practiced my capability of understanding the situation with my manager and learned to figure out from where he/she is coming from instead of focusing on the furious situation that came up. Leadership training performed during my college years gave me a different type of pressures of handling a team or a group. I admit to myself that I tend to panic a lot and feel the world above my shoulders with just the little things. These experiences opened my eyes about how big people behind different companies carry the pressure to save the company and avoid a stagnant operation consistently. These people are not just after the compensation they receive; it is about their competency to keep the company working and make this as their pride as an individual.
The same thing with people behind the strategic team. Given all the uncertainties, discrepancies and obstacles along the way, it makes them nervous and uncomfortable to make their next move for the company. Whether we shrug it off or not, we tend to think about the what if’s. These what if’s that slowly destroy the positivity that we had upon the creation of the strategic plan; and when an implementation is about to happen, we tend to see the unsustainable values on the table and think about it as a “too late movement” that urges us to proceed with the corrupt elements.
Most of the employees are trained to value the result of the process rather than the process itself. Overlooking the process doesn’t work that way in the corporate world because by experience, continuing with this will just prepare you for the moment that all the false inputs will backfire at the management.
Part of the competency of an HR Professional in the present trend is their ability to manipulate and control numbers – mathematical analysis, statistics, etc. Having this skill is a competing edge because it makes you capable of analyzing and estimating whatever situation using numbers. In strategic planning, a balance of quantitative and qualitative research gives a real assurance. Some HR Professionals focus on qualitative measurement which causes discrepancies due to improper addressing of the factors to be considered. If given a chance to undergo training and develop myself more, I would focus on practicing my analytical skills because this gives me the power to be sure, it may not be a hundred percent assurance, but having my basis that agrees with my timeline will get me going.
Speaking about the uncertainty of the external and internal environment, I recommend HR Professionals to be close and strictly monitor the development, whether it goes backward or forward and never compromise business ethics just for the sake of winning. Because strategic planning and implementation usually move with inconsistency along the way; accept the fact that it is normal and does your best to make it work by putting confidence on your basis.
