With competent people, map the positive changes

It is no longer 'what' you do that differentiates you from others, rather 'how' you do it that matters. The challenge in organisations is to attract, retain and develop people's skills to derive continually strengthening performance.

Additionally, achieving improvement in performance and maintaining the desired standards in a competing and changeable environment requires engaged, motivated people with a positive attitude.

Jim Collins said, "Get the 'right' people on the bus, the 'wrong' people off the bus, the 'right' people in the 'right' seats; they will figure out where to 'drive' it."

The correlation between people and performance is described through the overall business performance. Assume present performances begin at somewhat low or stable conditions or at a level that needs improvement. The interval between that and growth is related to "change".

People often change as a result of their "thinking", rather than criticism and analysis from others. It is "thinking" that influences people's feelings and attitudes.

The developments of skills and competencies in the right people in the organisation should be structured.

The first way is to develop business-driven people to ensure a better result of investing in training and development. Second, a robust succession plan must be established to address future gaps in functioning by systematically placing in-house talent on a development path at an early stage. Third, the functional competencies for all work groups must be defined. Last, a commercial training curriculum must be implemented.

It is critical for organisations to have the right people to ensure its success.

Chantana Sukumanont is executive vice president of Siam City Cement. Follow her column every second Monday of the month.