Success Model
One way to approach the concept of the Success Model is to think of your organisation like a machine. For example, when you’re driving your car, you know which pedal to push to make your machine go faster. You don’t have to be an engineer to know that a) the pedal is controlling the flow of fuel into your engine, and b) that making more fuel available will result in more speed.
There are many ways to make a car run more smoothly: use quality fuel; make sure your wheels are going in the same direction; ensure the gearbox is well lubricated.
You can draw a picture of how a car works. Imagine if you could draw a picture of how your organisation works.
A Success Model helps you to clarify the unique formula of your organisation
In the same way that vehicles are distinctively different from each other, so are organisations.
Start with the questions on the left. When you are working out the Success Model for your organisation, start at the top. This provides strategic clarity. When you are working out how to build more of the enablers that lead to the results you want, work up from the bottom.
This is a process that we find valuable when we’re getting to know our client organisations and what drives success.
Because HR’s work is more about enablers than outputs, this approach helps to illustrate clear links to results.
We take this a stage further in our HR Success Model.
Recording: How to lead HR for maximum strategic impact
Webinar series: How to thrive as a CPO in today’s world of work
Recording: As CPO, how do I lead through complexity and manage my anxiety?
The Seven Enablers
The Seven Enablers were identified in Enable-HR’s research into what drives excellence in HR.
We researched what businesses want from HR and distilled this into the activities and behaviours that drive successful relationships and results. Enable-HR provides a framework to understand and evaluate how HR operates, and then to align, develop and inspire HR people.
Click on the Enablers to find out more

Organisations we’ve worked with



































