Human capital challenges aren’t always obvious—but they’re often at the root of execution failures, misaligned teams, or stalled growth. It’s not always obvious that what you need is organizational or talent advisory support. Here are some things to listen for that may signal the need for strategic HR, organizational or leadership support.
When thinking about your organization and people, it may be helpful to ask yourself these questions:
We're going through some big changes—have we talked to someone the people side?
It sounds like we may have people / culture issue—do we have someone advising on that?
Do we have someone thinking strategically about talent and leadership?
Do we have someone in place to lead the people side of the business at the exec level?
Who’s helping us think through how our people strategy supports all this growth?
Have we considered bringing in a fractional CHRO or advisor?
Strategy & Alignment
Board / Exec meetings aren’t leading to real action or change.
We just can’t get on the same page….
We have a strategy, but execution is all over the place.
Our teams are in silos – we’re not aligned on priorities.
Performance & Talent
We need to upskill our people, but don’t know where to start.
We don’t consistently hold people accountable.
There’s a lack of clarity around goals and responsibilities.
Our performance management process isn’t working. I can’t actually get rid of poor performers.
Organizational Growth
We’ve got a big opportunity, but I’m not sure we’re ready for it.
We’re growing fast and having real growing pains. We’ve outgrown our current structure.
This change could totally shift how our function (IT, Finance, HR, etc) adds value.
We’re merging two teams / companies and need help getting aligned.
Human Capital Management
Our HR person is great but overwhelmed. We need more senior guidance.
We’ve grown and need to professionalize HR / the People function.
We’re trying to become more strategic with people, not just reactive.
People stuff keeps falling through the cracks—we need someone to own it.
Leadership & Culture
We need help building an exec team that actually works well together.
We’re bringing in new execs / transitioning founder roles—it’s bumpy.
Our leaders are stuck in the weeds or focused on the wrong things. We have strong managers, but not strong leaders.
The culture just doesn’t feel right anymore.
Next Steps
If any of the above sound familiar to you, it might be worth having a conversation with an external advisor. At SRO Advisors, we have the expertise and experience you need and a structure that fits into your budget. Contact us today!
