Getting more headcount and budget dollars isn’t hard.
But most leaders go about it the wrong way.
They go to their boss with frustrations, complaints, and a laundry list of “needs”.
But that doesn’t work.
If you’re struggling to get more resources, it’s usually because you haven’t presented a compelling strategy that paints a clear vision of the future and what THE BUSINESS gets in return for their investment.
Business leaders don’t always care how understaffed you are. Or that your ATS is clunky. Or that you want a new AI tool.
They want THEIR problems solved.
And the sooner you can present a solution to a big strategic problem THEY have, the sooner your budget dollars and new headcount will fall from the sky into your lap.
HOW TO SECURE MORE RESOURCES
The key to obtaining more resources is creating a clear and compelling strategy that maps to solving a business challenge.
But how do you create one? And what are the components?
I have a process I’ve used at companies like Pfizer, The Hershey Company, and Sheetz to triple the size of my departments and influence millions of dollars of investment in technology, new programs, and strategic partnerships.
All tied to solving real business problems and ROI.
It’s not rocket science but I have a name for it.
I call it the “Destination Strategy Intensive” or DSI for short.
And anyone can do it…
THE “DESTINATION STRATEGY INTENSIVE”
A “DSI” is a 3 day, off-site, strategic planning process.
It involves some pre-work and 3 days of intense discussions, uncomfortable conversations, and collaborative decision-making with your leadership team.
We also bake in a little fun too!
At the end of the 3 days, we walk away with the following…
A one-page crystal-clear strategy for the upcoming year (PDF).
Headcount needs, people moves, and promotions (Spreadsheet)
Clarity on the key projects we’re committing to and who will lead them (Spreadsheet)
Technology purchases and upgrades (Spreadsheet)
A calendar of key activities to establish our annual rhythm (Spreadsheet)
A plan for employee training and engagement (Spreadsheet)
A blueprint for the dollars and people resources we need for the next 24 months. (PowerPoint)
It’s an intense three days, we got a ton of work done, and by the end we’re pretty sick of each other BUT…it’s my favorite three days of the year!
In fact, we just finished up our fourth off-site in five years.
While it’s fresh in my mind, I’m happy to take you through how we did it.
It’s not super secret.
So, I’m happy to share how we spend the 3 days, the exact agenda, the simple tools we use, and what we do afterwards.
I won’t show you our final strategy (of course) but – if you’re interested in learning the process – DM me and I’ll add you to a small group Zoom session I’m doing later this month.
The only requirement is that you need to be a Talent Acquisition leader and a member of my free community.
Size of company or size of TA team doesn’t matter.
DM me for deets.