Envisioning Tools

Much of what we have presented, so far sets the context for envisioning the kind of HR function you need to become. In this section, we want to turn our attention to practical tools and frameworks that will help you work with individuals and groups to envision the new world of HR. Understanding our approach to organisational transformation and change will help you to understand better how to use these tools and frameworks.

In this section, we aim to achieve two objectives:

1. to explain the tools and frameworks themselves;
2. to explain the use of these tools and frameworks in practice.

As with all the tools and frameworks presented, they are there to be tailored. We are great believers in using language and presentational formats that are right for your organisation. With this in mind, we will also show how we have tailored some of the tools and frameworks to respond to different circumstances.

Why use tools and frameworks? We would like to offer you four good reasons:

1. They are solution neutral: The tools are there to help you understand where you are now and what you need to become, given your particular business context.
2. They enable conversations to happen: Each of the tools and frameworks is designed for use with individuals or groups to stimulate debate and discussion. We believe that developing a shared vision amongst critical stakeholders is the necessary goal of the envisioning process, and this means that there must be a dialogue.
3. They accelerate the envisioning process: Having a common tool or framework actually accelerates envisioning because there is a common point of reference. In this way we accept that debate is, to an extent, contained. However, having a common framework within which points of agreement and disagreement can be identified and, where necessary, worked through is hugely beneficial.
4. They work: We have used these tools and frameworks in many different environments, and they are extremely powerful in helping groups to engender speed into the envisioning process and create purposeful outcomes.

The four tools and frameworks include:

• business drivers,
• organisational levers,
• HR value pyramid,
• visualisation.