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Welcome back to the series for the final “P”. So far, we have unpacked three of the Four P’s of Staffing a Digital Transformation Team. We have unpacked the first “P”, Philosophy, which dealt with the mentality necessary for success. We have also unpacked the second “P”, Pillars, which dealt with the foundational pieces upon which success is built and sustained. In our last post, we unpacked the third “P”, Process, which outlined a method useful for designing or remodeling your team. In this post we will focus on the final “P”, People. In Jim Collin’s book Good to Great he states, “If we get the right people on the bus, the right people in the right seats, and the wrong people off the bus, then we’ll figure out how to take it someplace great.” In this post we will help you figure out what composes the right seats in which you need people to sit. In our last post (Link) we shared the 25 talent areas necessary on a transformation team. This week we will give you our gap analysis template to use and help you get started designing or redesigning your team.
Before you download the template we should note that it will not necessarily help you determine how many of a particular role you will need. For instance, if the transformation includes a mass content migration then you may need multiple web content managers. While the template will help you determine roles, it will not help you determine scale.
The way decisions are made will also greatly impact your time. If there is a lot of “selling up” and evangelizing up, or through committees in the organization, then the leader of the team will likely have their hands full and they will need to give away responsibilities. For instance, the UX leads may have to be the ones evangelizing in the business units.
Marketing and Product
Marketing and product functions aren’t addressed in the template. We are assuming the marketing and product teams will be stakeholders in the process and partner with the core transformation team.
Not as easy we make it out to be!
While we present an easy process in using the gap analysis, we understand that it will likely take lots of conversations with lots of stakeholders in order to complete. You may need to alter the template to fit your specific needs.
Using the Gap Analysis
You are well on your way. The next step is to download our gap analysis template or create one from the talent areas listed last week. Use the template to determine which talents you have on the team and which talent areas you need on your team. If you have the talent on your team put a check mark under that talent area. If you do not have talent in a certain area leave the box blank. Next, go back through all the blank areas and start determining which talent areas could go together in a role. For instance, if Goals, Objective and Measures, Budget Planning, Trust Building, Education and Evangelism can all be in one role then simply put a “1” in each box. That will be your first role – someone that can take care of the goals, objectives and measures, budget planning, trust building, education and evangelism. Continue through the gap analysis grouping together the talent areas and creating the roles you need on your team. When you are done, you should have the basic roles outlined for your transformation team. You can transfer the information for each role into another document to create basic job descriptions. Here’s the download. In the download you will find a blank gap analysis along with a sample one already completed. You will also get a document that translates the gap analysis findings into basic job descriptions. Good luck! Please contact us if you have questions!