Shortening your Runway to Success
The “make-or-buy” analysis has been used by manufacturing management for decades, but it can be a powerful tool beyond manufacturing. The same strategy can be applied to human resource management.
In human resources, a “make” decision means internal talent development. This relies on internal management training to groom talent for leadership positions. When done well, you have a ready internal talent pool, trained and prepared for leadership levels—but often at significant expense over significant amounts of time.
Unfortunately, developing your talent internally for a rapidly changing area, like telehealth, is a luxury few organizations can afford. Aside from the financial commitment, time is a valuable commodity you do not have, when playing catch up.
Alternatively, the “buy” decision means recruiting the talent from outside your organization, talent that has already been developed by others. Recruiting those leaders who have already succeeded in overcoming the challenges you now face.
Once these individuals have been identified, they are contacted and hear your story—your unique narrative that will persuade them to enter into dialog with you.
This is a targeted, dynamic approach—not a passive one.
You are isolating the winners in your field and bringing them on to your side.
This is not posting positions on the internet or working your network in the time available.
Rather, you want an exhaustive effort made to find and vet every potential candidate. To cull it down to those “A-list” prospects who bring the most to you.
When executed correctly, your stress is greatly reduced, “standing on the shoulders of giants”—those who can deliver for you an effective telehealth program.