Managing program goals has become increasingly complex as the business landscape continuously evolves. The past few years have taught us that being unprepared can be detrimental, especially when dealing with significant budgets ranging from $10 million to more than $100 million. Whether contingent workers comprise 10% or 50% of your workforce, transparency and compliance are paramount. Gaining alignment with the C-suite is crucial, but it requires a thoughtful approach that addresses the unique concerns of each executive leader’s purview.
Finance. For the finance team, the bottom line is everything. The CFO is concerned with optimizing spending and getting the best value for every dollar. To capture their attention, emphasize the potential for cost savings within your contingent program. Highlight departments that effectively collaborate with the program team, yielding higher cost savings. Providing insights into program performance at the department level allows for strategic adjustments, ensuring that resources are utilized efficiently.
Legal and regulatory. Legal and regulatory leaders prioritize compliance and transparency. Certifications, engagement with independent workers and managing remote teams are key concerns. Showcase how your well-run program enhances transparency, allowing legal and regulatory leaders to sleep soundly at night. Emphasize the program’s commitment to adhering to regulations, certifications and ethical practices when dealing with workers.
Manufacturing. For manufacturing leaders, the focus is on operational efficiency and safety. Demonstrating how your program contributes to filling shifts and providing essential training for worker safety is vital. Integrate solutions that make it easy for manufacturing leaders to oversee operations in real time. Consider introducing platform technology with mobile enablement to support just-in-time scheduling, ultimately aiding in meeting production goals seamlessly.
Engineering. Engineering leaders face constant pressure to innovate and bring solutions to market faster and more efficiently. Your program should support their quest for a competitive advantage. Highlight the skills development initiatives that keep their teams ahead of the curve. Showcase your ability to find creative sourcing solutions, supporting the sourcing of work rather than just people. Position your program as a strategic partner in achieving faster, better and cost-effective solutions.
IT, security and HR. To gain the support of IT leaders, emphasize the alignment of your program with the organization’s overall IT strategy. Showcase how the program contributes to enhancing security measures, ensuring data protection and minimizing risks. For HR, focus on talent management, demonstrating how the program aids in attracting, retaining and developing a skilled workforce.
Gaining alignment with the C-suite requires a tailored approach that addresses the unique concerns of each executive level. By breaking down program benefits and aligning them with what keeps each C-level awake at night, you build a compelling case for their support. Transparency, compliance, cost savings, operational efficiency, innovation and talent management should be at the forefront of your strategy, ensuring that your program becomes an integral and valued part of the organization’s success.
