Download Workforce Management:

Human Resource
Leadership
Organizational Challenges and Solutions
Responding To
“Special”
Large-Scale Challenges
Human Resource
Leadership
Special Challenges??
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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
First…
Do Some
Old Fashioned Homework!!
Homework 1:
Understand Pragmatic Objectives
PROFITS
REVENUE
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Productivity
Quality
Pride
Teamwork
Loyalty
Commitment
Cohesion
COSTS
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Mistakes
Misunderstandings
Turnover
Absenteeism
Sabotage
Complaints
Frustration
Homework 2:
Understand Your Workforce Circumstances
Technical Competence Poor/Fair/Superior/Outstanding
Communication Skill
Poor/Fair/Superior/Outstanding
Professional Perspective
Poor/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
9
Country Club
(9/1)
8
Team (9/9)
Concern for People
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6
Middle of the
Road (5/5)
5
4
3
2
Improverished
(1/1)
Task (1/9)
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1
2
3
4
5
6
Concern for Productivity
Blake and Mouton, The Managerial Grid , Houston, Gulf Publishing Co. 1964
7
8
9
Homework 5:
Explore Decision-Making Options
Who makes What kind of
decisions How?
A. Alone
B. Alone after Input
C. Leadership Group
D. Representative Workforce Group
E. 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.
2.
3.
4.
Being more than mediocre
Achieving a role of significance
Reaping the rewards associated with a role of significance
Being accepted, admired and respected by leaders, peers
and subordinates
5. Being associated with an organization that one can brag
about with a great deal of pride
6. 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
PROCESS
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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
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Request input on a model of employee excellence from all leadership levels and
workforce units
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Compile prototype model of ideal employee
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Distribute model for review
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Obtain feedback
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Make decision
STEP #1B
ESTABLISH A MODEL OF EMPLOYEE EXCELLENCE
CRITERIA
 Fair set of expectancies.
 Reasonable set of expectancies.
 Simple, but complete.
 Buy-In.
 Well-being of the organization.
 Success of the workforce.
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!
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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!
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Quality internal communication must become systematic and
dependable.
A. Conduct Communication Audit (Policies, Procedures, Practices, and
Perceptions)
B. Implement appropriate recommendations
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Quality development sources must be used.
A. Formal Education
B. Vocational/Technical Schools
C. Adult Education
D. Community Education
E. 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 Reinforcement
for Continual Improvement
Must be Provided!
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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!
Enjoyable Support Activities for Participants Must be Provided!
KICK-OFF CELEBRATION
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
Dr. Will Powers, Founder
Concept 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
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Fredonia State Bank
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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.
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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.