Change is an inevitable and necessary part of growth and adaptation. However, for many large and complex organisations the journey of scaling better ways of working can feel like an uphill battle, with obstacles and challenges at every turn.

AgileAus23 gave us a unique opportunity to listen and learn from the community around the challenges people encounter within their organisations and the practices that actually make a difference, so that we can rally together to improve our teams and organisations

As senior executives and Chief Transformation Officers (CTOs) gear up for the challenges and opportunities of FY24 in Australia, redefining HR and operating models becomes a strategic imperative.

As organisations in Australia gear up for the challenges and opportunities of FY24, the importance of effective organisation design cannot be overstated. In a rapidly evolving business landscape, organisations must proactively adapt their structures, processes, and systems to remain agile, competitive, and resilient.

OKRs, or Objectives and Key Results, are a goal-setting methodology that provides clarity and direction to employees, teams, and organisations. When implemented correctly, OKRs can help teams stay focused on the goals that will make the biggest impact. OKRs are best utilised when they are time-bound, measurable, and focused on improving performance. For the most successful results, objectives should be broken down into key results and updated regularly, so that progress is continuously tracked. Finally, to ensure accountability, it's important to clearly communicate the goals to everyone involved. When used properly, OKRs can help you focus on the objectives that will have the most impact on your organisation.

A strategy for strategic workforce planning involves the systematic and proactive management of an organization's workforce to align with its long-term strategic objectives. It encompasses the identification of future talent needs, the development of talent pipelines, and the implementation of strategies to attract, develop, and retain the right employees.

One of the key things for any product is to clearly understand the problem your customers are facing that they want your product to help them with.

Workforce supply/demand planning is the process of assessing an organisations current and future workforce needs and developing strategies to address any gaps. It involves accurately forecasting future workforce needs, assessing the current workforce capabilities, developing a workforce plan, and regularly reviewing and adjusting the plan. By implementing effective supply/demand workforce planning strategies, organisations can ensure that they have the right number of employees with the necessary skills and experience to meet the demands of the business.

The article discusses the benefits of capability-based squad matching, which involves matching the capabilities and skills of individuals and teams to the tasks at hand. This process can lead to improved transparency and efficiency in delivery processes, better team collaboration, increased accountability, and improved decision-making. By enabling leaders to understand their people and teams, organizations can ensure that they are delivering high-quality work and focusing their efforts on the most important tasks.

Operating model redesign is a critical process for Australian organisations that want to remain competitive and achieve their strategic goals.