The strategy focuses on creating a Programme and Compliance Development Lead role aimed at boosting program efficiency and ensuring compliance within an organization. Initially, it involves assessing the current program and compliance gaps. Actions include conducting a comprehensive audit of existing programs, gathering feedback from departmental heads, and reviewing regulatory changes. For example, identifying where program delivery fails can pinpoint areas needing improvement.
Next, a detailed job description for this new role is crafted, outlining responsibilities and necessary qualifications. This step involves consultation with HR, emphasizing skills essential for success. An example includes defining KPIs and training pathways to ensure the recruit is well-equipped.
Finally, the new role's integration into existing operations is planned. Key actions include gaining management approval and onboarding a qualified candidate. For instance, setting up regular meetings with stakeholders ensures alignment of objectives.
The strategies
⛳️ Strategy 1: Assess current program and compliance gaps
- Conduct a comprehensive audit of current programs to identify inefficiencies and compliance issues
- Gather feedback from departmental heads on existing compliance challenges
- Review recent regulatory changes relevant to the industry
- Analyse past compliance audits to pinpoint recurrent issues
- Benchmark against industry standards to identify gaps in current practices
- Identify key areas where program delivery falls short of objectives
- Consult with external experts or auditors for an unbiased assessment
- Map out all existing compliance processes and workflows
- Evaluate resource allocation to current compliance and program efforts
- Prepare a report detailing the identified gaps and areas for improvement
⛳️ Strategy 2: Develop a comprehensive job description for the new role
- Outline the primary responsibilities of the Programme and Compliance Development Lead role
- Identify key skills and qualifications required for the position
- Define performance metrics and KPIs for the role
- Determine the reporting structure and team collaboration expectations
- Consult with HR to align the job description with organisational standards
- Identify potential career development and training pathways for the role
- Specify tools and resources necessary for the role’s success
- Create a detailed list of expected contributions and impacts within the first year
- Outline the role’s involvement in strategic planning and decision-making processes
- Draft a compelling job advertisement for external recruitment if necessary
⛳️ Strategy 3: Implement the new role and integrate with existing operations
- Gain approval and buy-in from senior management and board members
- Present the findings of the gap analysis to stakeholders to demonstrate need
- Recruit a qualified candidate for the Programme and Compliance Development Lead position
- Design an onboarding process to integrate the new role smoothly into the team
- Set up regular communication channels and meetings with key stakeholders
- Implement a 90-day plan with milestones and deliverables for the new lead
- Develop a feedback loop for continuous improvement and feedback on role efficacy
- Align current projects and compliance initiatives with the new role’s objectives
- Schedule regular review sessions to evaluate role impact and adapt strategies
- Document progress and adjust strategies based on organisational growth and compliance needs
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
