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Our exclusive Success Through People© Model takes the mystery out of managing people in small and medium-sized businesses.

THE STP MODEL

OUR EXCLUSIVE SUCCESS THROUGH PEOPLE© MODEL, AND THE TOOLS AND SUPPORT WE PROVIDE, TAKES THE CULTURE, LEADERSHIP AND ENGAGEMENT LEARNINGS FROM THE ACADEMICS AND THE ’’BIG PLAYERS”, AND APPLIES IT TO SMALLER BUSINESSES, SO THAT YOU TOO CAN HAVE SUSTAINABLE, PROFITABLE BUSINESSES THAT ARE ALSO GREAT PLACES TO WORK.

The Success Through People© Model provides a tangible structure and process to help you assess current people management practices within your business, and identify and prioritise strategies to:

  • Increase performance & profit
  • Improve engagement & satisfaction (of you AND your team!)
  • Build great workplace cultures
  • Ensure sustainability

While the content has recently been refreshed and the model itself has had a facelift, we’ve been successfully using this tool with our clients for around 10 years, and it forms the centrepiece of our offering.

Curious? Check out the 8 core elements of the model by clicking on  each of the “hotspots” on the image below, and or download a PDF Success Through People Model summary.

HR Success Elements Model
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Successful businesses have a clear sense of who they are, where they are going and how they are going to get there. There is absolute clarity around the vision that inspires them, the values that define them and the strategy that will enable their future success.

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Capable leaders are able and willing to make an effective contribution to all areas of the business. They’re results-focused, effective decision makers, skilled communicators and committed to the singular vision, values and strategy of the business. Collectively, they perform as a consistent, collaborative and cohesive leadership team.
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Successful businesses have a well-defined, professional and robust process to consistently attract and select from the best available talent. In addition to capably evaluating candidate skills, knowledge and experience, they effectively assess and select for personal attributes, values alignment and potential contribution to culture.
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Successful businesses set and reinforce clear expectations of their people, both in terms of “what” they need them to do and “how” they need them to do it. They reinforce this consistently through, for example: position descriptions, policies and procedures, onboarding processes, goal-setting/KPIs and regular, meaningful coaching discussions.
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The most effective businesses build and maintain a culture of accountability across all dimensions: employees are accountable to management, managers are accountable to their teams and peers, the business is accountable to its customers. Performance review processes, benchmarking, customer and employee surveys, for example, can all play a role. There are consequences for not meeting expectations and processes in place to recognise exceptional performance.
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Those engaged in the business need to have the tools, resources, information, authority, attitude and capabilities necessary to succeed in their role. High-performing businesses know what it takes for individuals to achieve success, and they regularly review and take action to address any gaps. The allocation of tools, resources, information, authority and training are directly linked to achieving the vision, values and strategy of the business.
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Successful businesses actively identify, eliminate and/or control the risks associated with engaging people. In addition to managing relevant legislative risks by ensuring compliance with the Fair Work Act and Work Health & Safety Act (in Australia), for example, broader business risks such as those related to succession planning, knowledge/information management and employee conduct and performance are also acknowledged and effectively managed.

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The most effective businesses actively nurture and value the contribution of their people, to encourage peak performance and support the retention of talent. Remuneration and benefits are at or above the market, there are opportunities for genuine collaboration, there’s potential flexibility in work arrangements, and there are opportunities for individuals to learn, grow and have their contributions acknowledged.

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