A number of my Australian clients are currently thinking through their workforce planning activities for next financial year, which begins on 1 July. This has been particularly important in environments with hiring caps, which feeds talent competition between teams.
Some useful insights emerged from this week’s conversation with a finance team that I wanted to share with you.
A combined Houston-To B or Not To B pattern can build a burning platform around the workforce shortage and your recommended solution. Let me explain how we structured the supporting points and then share an example:
- The Houston statement allows you to explain why you do not have sufficient staff to meet current and future demand.
- The To B or Not To B comment allows you put forward your recommendation. The supporting points address, and likely rebut, other solutions to the capacity problem that your leadership are likely to raise.
- The recommendation flows naturally from the two, enabling you to explain how you will continue to do what you can to improve efficiency, while also seeking the new hires.
I have outlined it further in the diagram below (also available for download) which you may find useful for future reference.
I hope that helps. More next week.
PS – I am hosting a Thinking Skills workshop this coming week. It's a great, light-touch way to introduce storylining to your colleagues. Here's the link to learn more.