Knowing the ideal work culture is very important for every professional that want to achieve organizational goals in any business department. Knowing what is ideal help identify organization strengths and weaknesses. The objective is to focus efforts in eliminate those variants that try to prevent to have a successful organization. For example, an ideal work culture involve that all functions within organization work along to achieve a grand goal. Any strategic and operational goal formulation needs to consider every function affinity and willingness to work together. If the functional strategies are developed in coordination with the grand strategy, then the implementation of the functional strategies will in turn implement the grand strategy. Not only must functional strategies be consistent with the grand strategy, they must also be consistent with one another” (Novack, Dunn and Young, 1993, p. 31). Maintain commitment consistency among functional areas is the key to get results. Everyone has to work hard to define clearly jobs, goals, and strategies. The important is that everyone stay align to achieve success.
Achieving success takes planning, organization, leadership, and control. All functions competencies come in play to create that strong core that every business function needs. One of the most popular strategic tools is to conduct a strengths, weaknesses, opportunities, and threats (SWOT) analysis. Conducting an SWOT analysis needs to take in considerations all the factors that will be affecting the business. Those factors could be the work culture, resources availability, or even financial status.
The main point is that the SWOT analysis has to consider every issue that compromised the way of doing business and to that essential competencies incorporation has an important role in the tool. Coman and Ronen (2009) suggested competencies like the use of rationally analytic quantitative techniques need to be considering when formulating a strategic planning. Quantitative data gathering skills are very important to conducting a SWOT analysis. Every analysis needs to determine waste, profit, performance, and inventory data.
All that data must be input in numbers to make easy the identification of improvement opportunities throughout the functions. In addition, using people oriented competency brings real advantage on conducting an SWOT analysis too. The people are those that have the status information on the function managerial performance; function weaknesses and strengths have been already identified. Gathering people feedback about how the function could be improve provide any team conducting the SWOT analysis excellent results.
These competencies combination will help to structure the analysis using sense and organization. As a personal opinion, conducting an SWOT analysis takes hard work. Enthusiasm plays an important role in performing the task. Identifying the essential competencies that will facilitate the SWOT analysis execution is very important. When doing a comparison between those competencies essentials with personal competencies to conduct an SWOT analysis, I find that they are quite related. Be organized, and goal focus gives direction to understand the function needs during the analysis.
However, those same competencies give me the right tools to handle those competencies that are essential. Quantitative and people oriented skills are essential but losing the focus or the organization of the data needed to support the SWOT analysis will lead to create a strategic and operational plan with false expectative. The bottom line is that a well conducted SWOT analysis needs all the competencies available from the team members. Establishing functions strengths, weaknesses, opportunities, and threats gets time, but the rewards will bring endless fortune for every function.