Optimized PDS Drivers

This is the system that gets things done. It is arguably the most important system within an organization; literally empowering all other organizational systems – production, procurement, quality, and business operations. It is the system that cultivates talent and creativity, supplies ideas and powers implementation. It puts faces and names to the organization’s culture by attracting, training, and retaining people. Practically every organization has this workforce development system in some form, operating at some level of performance, although, it is a very difficult system to see. Its elements function at multiple levels, with many different stakeholders, and at various times as the organization marches toward its vision. Because this system is so vital to the overall organization, it makes sense to continuously improve its capabilities. It makes sense for all stakeholders to optimize their people development system (PDS).

Four Key Drivers

An act, process, or methodology of making something (such as a design, system, or decision) as fully perfect, functional, or effective as possible – this is, according to Merriam-Webster.com, the definition of optimization. Continuous improvement is to pursue optimization relentlessly. For the PDS it means an intense, long-term effort to:

• Optimize the purpose
  • Know the why behind the objectives that drive the PDS.
  • Establish higher standards and expectations.

• Optimize processes
  • Make the complete system visible.
  • Understand and improve the connections between system elements.
  • Remove waste and inefficiency.

• Optimize performance
  • Utilize system elements more effectively.
  • Use more and better data to make decisions.
  • Sustain the system.

• Optimize people
  • Expanding the idea and concept of development across the system to include:
    • Professional growth
    • Personal progress
    • Facilitating relationships
    • Enhancing culture

Three Key Tools

Optimizing the PDS is the ongoing process of improving and aligning these key drivers so that all other organizational systems have the support needed to achieve business goals and objectives. There are three key tools that support this journey toward a more powerful and effective people development system. Systems thinking brings connections to light, illuminating system behaviors. Lean thinking helps to identify waste and keep the team focused on continuously pursuing perfection. And foundationally, the concepts supporting a learning organization help to sustain a more robust PDS and enhance employee engagement.  

I look forward to exploring the different facets of optimization for the PDS in future posts. I would love to learn from your experiences too. How have you seen this optimization play out within your organization?