If you’re an existing TCG client, you are probably familiar with the term “stra-tactical”. In fact, it may have given you a giggle during a search intake with your search partners. But what is it? Where did it come from?
Stra-tactical: the ability to easily shift between strategic thought and tactical action. Not afraid to jump in and lick the envelopes to ensure success.
History of the Term
Stra-tactical is a combination of the words “strategic” and “tactical,” with the goal of conveying the idea of a person or approach that can shift easily between strategic HR management thinking and tactical action. It means being able to switch easily between thinking about the big picture and making plans, and taking practical and hands-on actions to make those plans a reality. In this sense, being stra-tactical means not being afraid to get involved in the details and doing what it takes to achieve success.
Stra-tactical people usually possess these essential qualities:
- Strategic thinking: The ability to think ahead, see the big picture, and plan for the future.
- Tactical knowledge: Understanding the practical steps required to achieve goals and the tools and methods to implement those steps.
- Adaptability: The willingness and ability to shift between different perspectives and approaches as circumstances change.
- Attention to detail: The ability to focus on the details of a task and ensure that it is done correctly.
- Action orientation: A bias towards taking action, rather than just thinking or talking about a plan.
- Problem-solving skills: The ability to identify and overcome obstacles to achieve goals.
- Strong work ethic: A willingness to put in the time and effort required to achieve success.
- Communication skills: The ability to articulate plans and ideas effectively and to work collaboratively with others to achieve common goals.
Traditionally Stra-tactical Roles
HR Transformational Leaders
Why: When HR is undergoing transformation there are many bumps along the way. Perhaps a key transactional role needs to be replaced or the transformation is too much for the incumbent. A stra-tactical leader sets the path but is also able to execute and enjoys both pieces equally.
HR Leaders of smaller organizations
Why: Smaller organizations have fewer resources. If one person is out, the whole team is affected. A strategic and tactical HR leader in a smaller organization can go from an organizational development project to completing I-9s on the drop of a dime.
Now, not everyone is “stra-tactical”, not everyone WANTS to be. For hiring authorities, knowing whether this quality is needed and a proper assessment of a candidate’s tolerance for this type of hybrid function is key for successful hiring decisions. At The Christopher Group, the evaluation of whether or not this skillset is needed is always included with our Intakes as well as during the candidate assessment process.
So let us know, are you “stra-tactical”?