Before we get too far into this discussion, I think setting the background and context for this series is essential.  Throughout my career, one of my hobbies was studying organizational design.  What makes good organizations run smoothly and accomplish their tasks and missions effectively and efficiently?  I have had several opportunities to assess and create organizations from scratch.  I thought exploring the tools and processes I used to create or assess organizations might be fun.  This series focuses on organizational design and function and may interest two groups of readers.  First is the young professional interested in growing as a leader and manager.  Second, the executive who might be looking for a quick mental refresh on a subject.  Reflecting on my career, I tried to think of things I wish I had known and appreciated more deeply as a young leader and manager.  I think it would have benefited me to understand better the interconnected nature and impact of essential foundational organizational elements.  In a manner of speaking, this series could be thought of as a letter to my younger self.  I would also like to acknowledge a couple of key points.  First, although there are commonalities across all industries, there are also differences.  Second, in my opinion, the size, e.g., the number of people in the organization, and working conditions, e.g., in-person, remote, etc., make some of the points raised in this series more or less applicable, e.g., an organization with 20 employees may not find a vision statement as impactful as a 2000-employee organization.  All of that is to say that some topics discussed in this series may not be as relevant in some industries or organizations.  Although the points discussed in this series have helped me throughout my career, they may not be as relevant in all situations.  Hopefully, some of the points raised will help you too.

Resource management is challenging at any level.  Balancing priorities and initiatives is never easy.  It’s not very often that someone says, boss, I have too many resources.  Can I share them across the organization?”  There are numerous ways leadership teams must manage resources, such as –

1. Identifying the types and quantities of resources required to carry out various activities within the organization.  This involves assessing the organization’s current and future needs.
2. Acquiring the necessary resources through various means, such as budgeting, fundraising, investment, recruitment, procurement, or partnerships.  The aim is to obtain resources in the most efficient and cost-effective manner.
3. Allocating resources to different departments, projects, or activities based on their priorities and requirements.  This involves deciding how resources should be distributed to achieve optimal outcomes.
4. Maximize the utilization and effectiveness of available resources.  This may involve resource leveling, capacity planning, performance monitoring, and continuous improvement initiatives.
5. Assessing the performance and impact of allocated resources to determine their efficiency and effectiveness.  This includes evaluating the return on investment (ROI) and making adjustments as necessary.
6. Investing in the development and enhancement of resources to meet changing organizational needs.  This can involve training and upskilling employees, upgrading technology and infrastructure, or expanding physical facilities.

Effective organizational resourcing is crucial for the success and sustainability of any organization.  It ensures that resources are aligned with strategic objectives, enables efficient operations, supports innovation and growth, and ultimately helps achieve desired outcomes.

I used three principles to guide me when managing limited resources.  First, I tried to allocate resources and attention to efforts that, if successful, would either increase or create additional resources.  In other words, the snowball effect starting small and gaining size and momentum as efforts became successful.  Second, I tried to the extent possible to keep everyone informed.  The boss, employees, and customers all tend to be happier and more understanding when they know everyone is doing their best.  Third, I would align resources with organizational priorities. 

“Nothing in the world is worth having or worth doing unless it means effort, pain, difficulty… I have never in my life envied a human being who led an easy life.  I have envied a great many people who led difficult lives and led them well.” – Theodore Roosevelt