Download CREDIBLE ACTIVIST

Stewarding Change through
effective HR / OD
Panel Discussion
Bruce Baehnisch (Bendigo)
Anthony Mills (Sunraysia)
Jude Hollings (Kangan Batman)
Sue Seawright (Wodonga)
Demonstrate the Right
HR Competencies
Talent
manager/
organisational
designer
Culture
and change
steward
Operational
executor
Strategy
architect
Business
ally
Credible
activist
HR
professionalism
Capabilities
Processes
Relationships
Strategy architect &
business ally
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A NEW PARADIGM…
“Human Resource Management…seeks to
achieve competitive advantage through
the strategic deployment of a highly
committed and capable workforce using
an array of cultural, structural and
personnel techniques”
Storey J (1995) quoted in NCVER issues paper Control or capability? Human resource
practices for a changing environment. August 2006.
HR/OD Transition
Future
Horizons
Business
Partner
Business
Services
Individual
Services
Gatekeeper
The evolution of HR/OD
TASK AND ROLE
Linking the organisation to external customer
expectations.
Contributes to the organisation’s understanding
of its context
Customer orientation relevant to employees
Performance management, reward and
recognition systems staff development and so
on should reflect what external customers want.
Current policy drivers /
environmental factors
Which of these are relevant to the HR/OD
Professional?
Australia’s workforce profile
Skills shortages
The push for Skills Recognition / RPL
The push for Higher Level skills
The COAG agenda and the new AQTF
standards
Community perceptions of VET and trades
ALL OF THEM !!
Quotable quote…
“HR Management is not just about administering
people but also about shaping the culture of the
organisation.”
“Human Resource Management is literally too
important to be left only to HR managers.
Engaging the commitment of employees and
shaping culture requires the active participation
and leadership of line managers.”
NCVER issues paper Control or capability? Human resource practices for a changing environment –
August 2006
Credible Activist
Culture & Change
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to add text
Steward
TASK AND ROLE
As HR/OD practitioners we need to take up
our authority:
The Task and The Role:
“There are two ways to enact a role. We
can take it by facing the real work it
represents, or we violate it by escaping the
risks such work poses.”
Larry Hirschhorn
The Workplace Within
BEING A CREDIBLE ACTIVIST
CREDIBLE:
believable, being worthy of praise,
convincing.
ACTIVIST:
person who works energetically to achieve
political or social goals.
WHAT DO WE KNOW?
“Those who are credible without being
activists may be admired, but they will
have little impact……And activists who
lack credibility may have ideas, but won’t
be listened to”.
Dave Ulrich – Professor at University of Michigan’s Ross School of Business
Where do you get credibility from?
By taking up our role.
By knowing the business and being a partner in the
business.
Don’t wait to be asked – offer an opinion, make
recommendations, challenge long held beliefs.
Find and identify the decision makers in the business
and learn from them, partner with them.
Be willing to take a risk.
Be visible in your organisation through accepting
accountability for your actions.
What does an Activist look like
Activists have a vision, they see a future that is different
from today's reality.
Activists offer a point of view, take a position and
challenge assumptions, they put themselves out there to
be seen and to be heard.
Activists look for opportunities to be seen and to be
heard. You need to look for these opportunities so you
are seen and heard.
You know when you are being successful when you find
yourself being asked by your peers and senior managers
for your input and when this happens you have credibility
and it is important to use it wisely.
PERSONAL AUTHORITY
If individuals are to bring their strivings and
passions to their work (as their bosses
desperately want), they must now rely more on
internalized images of themselves – on an
emotional appreciation of who they are, who
they wish to become and what they can
contribute specifically to an organisation. “They
have to rely in greater measures on their own
personal authority.”
Larry Hirschhorn
Reworking Authority
Leading and Following in the Post-Modern Organisation
What do TAFE CEOs want?
Know the business – credibility
Know the customer – fact based decisions
Know your stuff – research, use & interpret
data - bring your knowledge to the table,
‘put the case’
Know our people – build capability through
frameworks, tools & coaching/mentoring,
‘be an enabler’
What do TAFE CEOs want?
Be a key influencer of cultural change & a
culture ‘filter’
Ensure alignment to business goals & values
Model the behaviours - flexible, responsive,
innovative, entreprenerial, customer focussed
Have absolute integrity……
…………“be the change you seek”
Gandhi
HR/OD today is very much about
how you can use your knowledge
to contribute to the bottom line by
not being afraid to express hard
messages about organisational
design, the need for culture
change, and how people can be
supported in their careers.