Human Resource Leadership Organizational Challenges and Solutions.
-
Upload
augustus-phillips -
Category
Documents
-
view
230 -
download
3
Transcript of Human Resource Leadership Organizational Challenges and Solutions.
Special Challenges??
Recruitment of Quality Employees Retention of Quality Employees Negative Workforce Culture Poor Workforce Skills Many Mistakes Many Misunderstandings Low Productivity High Costs Low Profit Outcomes
Special Challenges Require Special Solutions
Soooooo. . .
…the only thing that makes any sense is to create “Change” within the
Organizational Culture
Homework 1: Understand Pragmatic Objectives
Productivity Quality Pride Teamwork Loyalty Commitment Cohesion
Mistakes Misunderstandings Turnover Absenteeism Sabotage Complaints Frustration
PROFITS REVENUE COSTS
Homework 2: Understand Your Workforce Circumstances
Technical Competence Poor/Fair/Superior/Outstanding
Communication SkillPoor/Fair/Superior/Outstanding
Professional PerspectivePoor/Fair/Superior/Outstanding
Workforce Health Poor/Fair/Superior/Outstanding
Jerk Factor Jerks/Acts Like a Jerk/OK Folks/Heroes
Homework 3: Develop/Review Mission Statements
1. Financial Organizational Mission Statement
2. Public Organizational Mission Statement
3. Workforce Mission Statement a. Organization b. Department c. Program
Homework 4: Develop/Review Leadership Style
Blake and Mouton, The Managerial Grid , Houston, Gulf Publishing Co. 1964
Country Club (9/1)
Team (9/9)
Middle of the Road (5/5)
Improverished (1/1) Task (1/9)
1
2
3
4
5
6
7
8
9
1 2 3 4 5 6 7 8 9
Concern for Productivity
Co
nce
rn fo
r P
eo
ple
Homework 5: Explore Decision-Making Options
Who makes What kind of decisions How?
A. AloneB. Alone after InputC. Leadership GroupD. Representative Workforce GroupE. Workforce
Homework 6: Review Underlying Workforce Motivators
Brainstorm list of 100 Positive Motivators Brainstorm list of 100 Negative Motivators
Are these active motivations in your workforce?1. Being more than mediocre2. Achieving a role of significance3. Reaping the rewards associated with a role of significance4. Being accepted, admired and respected by leaders, peers and subordinates5. Being associated with an organization that one can brag about with a great deal of pride6. Working in a healthy, high-quality environment where:
a. Misunderstandings are minimized b. Productivity is admired c. An atmosphere of teamwork, friendliness and
competence abounds
Step #1 A
ESTABLISH A MODEL OF EMPLOYEE EXCELLENCE
Share With Your Workforce A. Challenges (e.g. competition, costs, circumstances, mistakes, misunderstandings etc.) B. Dreams (An extraordinary, healthy organization where employees and the organization are proud of each other!) C. Your Plan to overcome Challenges and generate the dream organization
Request input on a model of employee excellence from all leadership levels and workforce units
Compile prototype model of ideal employee
Distribute model for review
Obtain feedback
Make decision
PROCESS
STEP #1B
ESTABLISH A MODEL OF EMPLOYEE EXCELLENCE
Fair set of expectancies.
Reasonable set of expectancies.
Simple, but complete.
Buy-In.
Well-being of the organization.
Success of the workforce.
CRITERIA
Step #1C
ESTABLISH A MODEL OF EMPLOYEE EXCELLENCE SAMPLE MODEL PROTOTYPE
The Perfect Employee will have the following three qualities:
1. Technical Competency
2. Quality Communication
a. Listening
b. Talking
c. Reading
d. Writing
3. Professional Perspective
a. Positive Approach
b. Solution-makers
c. Continual Improvement
Step #2
CLEARLY ESTABLISH THE NEW EXPECTANCIES FOR WORKFORCE SUCCESS THROUGHOUT YOUR ORGANIZATION
Employees should never be able to say that they just didn't know that you were really serious about this new program. Everything must reflect the qualities in the new Model of Excellence!
Meetings, Meetings, Meetings!! Position Descriptions Appraisal System Reward and Recognition System Employee Handbook Employee Orientation Program Employee Recruiting and Hiring Criteria Public Awareness Campaign Internal Newsletter Support Posters in all facilities
Step #3 A
REALLY HELP YOUR WORKFORCE DEVELOP THE SKILLS THAT MEET THEIR NEW STANDARDS OF EXCELLENCE!
Quality internal communication must become systematic and dependable.
A. Conduct Communication Audit (Policies, Procedures, Practices, and Perceptions)
B. Implement appropriate recommendations
Quality development sources must be used.
A. Formal EducationB. Vocational/Technical SchoolsC. Adult EducationD. Community EducationE. Special Programs (associations, SB Co-op, external consultants and trainers, vendors)F. In-house Development (mentors, apprenticeships)
Step #3 B
REALLY HELP YOUR WORKFORCE DEVELOP THE SKILLS THAT MEET YOUR STANDARDS OF EXCELLENCE!
Motivational Internal Reinforcement
for Continual Improvement
Must be Provided!
Enjoyable Support Activities for Participants
Must be Provided !
Step #3B
REALLY HELP YOUR WORKFORCE DEVELOP THE SKILLS THAT MEET YOUR STANDARDS OF EXCELLENCE!
Motivational Internal Reinforcementfor Continual Improvement
Must be Provided!
Desired qualities must be in appraisal review Desired accomplishments must impact promotions Desired accomplishments must impact raises Desired accomplishments must impact assignments Desired accomplishments must receive public recognition Leadership must be bragging about workforce accomplishments
Step #3B
REALLY HELP YOUR WORKFORCE DEVELOP THE SKILLS THAT MEET YOUR STANDARDS OF EXCELLENCE!
Wooden Nickel Give-away Contest
Discussion Group Names
Tips for the Needy Week
Lunch/Break Spotlight
Discussion Group Letters
Improvement Buddy Week
Pre-arranged Candid Conversations
Distribution of Support Gifts
Warm Fuzzy Week
Bi-weekly/Monthly Newsletter Focus
Newspaper Clippings of Best Example of Poor Communication
Dear Dr. Communicate Column
Complete Accuracy Week
Save-a-Buck-a-Day Contest
Holiday Tip Program
Bulletin Board/Banner Update Responsibility
Cross-group Coffee/Lunch Breaks
Best Communication Suggestion Recognition
Show-Me-What-You-Do Week
Identify Improvement Areas in a Decoratively Prepared Food Dish
Communication Joke of the Week
Birthday Tip Program
Recognition for Outstanding Customer Management
Self-improvement Library Loan Program
Customer Award for Best Communication Tip
On-site Break-time Competitions
Acronym Contest
Community Charity Drives
Quote-of-the-Week Recognition
Unit-based Skit and Award Meeting
Customer Involvement Programs
Poetry Contest
Enjoyable Support Activities for Participants Must be Provided!
KICK-OFF CELEBRATION
Dr. Will Powers, FounderConcept Keys, Inc.10165 Regent Row
Benbrook, TX 76126 817/996-2808 [email protected]
Background
Will Powers (Ph.D.) has been an executive consultant in the area of workforce leadership for over 30 years. His candid and pragmatic focus upon organizational leadership and communication systems has helped thousands of business owners and executives reduce the headaches and heartaches of managing to succeed during challenging times.
During this time, Dr. Powers also served as Department Chair, Associate Dean of Graduate Programs, and Acting Dean of the College of Communication at Texas Christian University where he is currently a Full Professor. Dr. Powers has published almost 200 books, articles, and papers. While maintaining a solid global perspective, he is in the unique and fortunate position of being able to focus intensively upon a small number of organizations each year. A sample of those organizations appears on the next slide:
Selected Consulting/Development Organizations Fredonia State Bank Northeast MO Bankers Assn. Chillicothe Bankers Assn. American Heart Assn. United Way American Lung Assn. Kelly Services Fisher Guide Motors Weber Aircraft Solstice Corporation Texas Forestry Assn. Grandy's Inc. Quaker Oats Dist. Center Fort Worth Texans Hockey Team Fort Wayne Komets Hockey Team Univ. of Nebraska Football Staff Purdue Univ. Football Staff Vanderbilt Univ. Football Staff U.C. Berkeley Football Staff North Carolina State Univ. Oklahoma Christian College Ball State University Football Staff Indiana School Board Assn: Indiana Principals Leadership Academy.
. Ball Memorial Hospital Larue Carter Hospital New Castle State Development Center Indiana Health Care Administration Flow Memorial Hospital First Texas Medical Jay County Hospital Residential Management System Sparbanken i Kalmar, Sweden Indiana agriculture Leadership Program U.S. Plywood Corp. Great Potential Achievers, Inc. Snelling and Snelling Harcourt Road Internists ABB 3M Corporation Dynamerica Howard Community Hospital Kosciusko Community Hospital Key Plastics Thomson Consumer Electronics Cassidy Restaurants Girl Scouts of America NASA.