Services You Can Offer
Let’s go into a bit more depth on the scope for building a business in the People Space. Something worth bearing in mind: every business you will work with sets out to solve a least one specific problem for its customers. That applies to your business, too!
So think about the problem you want to solve.
For example, if you have seen evidence that the quality of leadership in organisations is a problem, you might say “I am going to help clients improve the quality of the Leadership available to their organisation (the problem you are solving), by delivering high quality Leadership Development programmes - or specialist content for their existing Leadership programmes (two possible solutions to that problem).
But actually, there are other solutions to that same problem: Executive Coaching (working with leaders as a coach to help them change behaviours and understand their own perspectives, compared to those around them); Succession Planning (helping the organisation decide how it will staff its most senior positions, when senior leaders retire or step away from the business); Recruitment Support (helping ensure that external hires increase the quality of Leadership available to the organisation); and Leadership Readiness (ensuring that new leaders are actually able to navigate the challenges of what is essentially a whole new job).
Other Problems to Solve
We looked earlier at the rise of the People Economy. One of the most pressing problems facing businesses and other organisations who value talent is this: Retention. Often framed as just a matter of discouraging people from leaving, it is actually much more nuanced. Organisations need the right people to stay longer, and other people to move on when they have made their contribution; which in turn, means that organisations need to be able to tell the difference between the two.
So what Solutions can be brought to bear on Retention? Employee Engagement Surveys or EES is one solution, but may be a rather two edged sword: an EES can tell you whether people are thinking of leaving soon, or not; but any reasons given in the EES may be at best, misleading. Organisations who base their Retention strategy on EES results often end up chasing their own tails, trying to solve a problem which gets worse, the harder they try.
So what else? Well, as the old saying has it, “people leave supervisors, not jobs” - so anything in the area of Selection, Training and Managing of Supervisors and Managers - and Leaders - is likely to bear fruit. But then, so is Career Development (ensuring that valued employees have a clear, time-based and desirable path to progress in their career) and Team Effectiveness (training teams to be more effective in the way they perform their roles, by inter alia understanding themselves and others better, learning to communicate in a way that takes diverse needs into account, and so on).
And so far we have only touched on two specific problems, leadership and retention; what about ensuring that there is good Internal Mobility (the ability for good employees to move between teams, functions and geographic locations); handling internal and external Change; adapting to New Technologies; and any number of other organisational problems that need to be solved?
In the longer term, the rule is simple: find the problem you feel most inspired by and at home around, and develop solutions that will fix the problem for your potential clients. But for now, find something you can deliver to solve a client pain point, right now, straight out of the box.
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