In this episode our topic is, "When Team Building Turns Into Team Destruction."
In this show we discuss A Stone* of Solutions™ including: 1) You can't force teams to bond. 2) Why do you think that you need teams to bond? 3) Functional teams function. 4) Dysfunctional teams do not function. 5) Team Building is a REWARD for FUNCTIONAL TEAMS. 6) Read number 5 again. 7) Team Building transforms Performing Teams into High Performing Teams. Team Building does not positively impact teams that do not function (as they have no existing foundation to build upon). 8) Lack of leadership is the reason for dysfunction teams (of managers, supervisors, HR, executives, etc.). 9) Problems caused by leadership must be solved by addressing leadership (not team building). 10) First, address leadership problems to create an opportunity for a functional team. 11) Second, assess the team to determine if they are functional or dysfunctional. 12) Lastly, Functional Teams are REWARDED with Team Building(indoor, outdoor, on site, offsite, retreat, or of the type that mostmeets the existing functional team expectations of a REWARD). 13) Dysfunctional teams are not a team (due to [...] Our HR HEROES HANGOUT™ series is dedicated to those who serve our societies each day, toiling in the bowels of the human capital infrastructure issues that fuel all organizations (hiring, retention, engagement, efficiency, compensation, legal compliance, policy and procedure continuous improvement, training and education, litigation mitigation, etc.); our HR HEROES! These are the unsung heroes that ensure that organizations achieve and sustain maximum human capital competitive advantage! In this episode our topic is, "How HR Helps (or hurts) Retention in the Hiring Process!"
In this episode we explore the hiring process situations where our HR HEROES actually are SUPER-HEROES! How? The mission for our HR Hero is to simultaneously defend the organization against "bad apples" while trying to lure in and retain "good apples." A "bad apple" is a human who does not want to be part of the organization. A "good apple" is a human who does want to be part of the organization. A "bad apple" must be warded off, defended against and expelled (if one gets past the organizational defenses). Why? Someone who "does not want to be here" will destroy everything they come in contact with. They complain, sabotage, obstruct, create conflict and spread the misery and pain that they are experiencing to peer staff, supervisor, customers, vendors, social media and any other entity that they interact with. They do not want to be there so they don't care about the mission statement, the customer, the goals, the culture, their coworkers, their boss, anything at all. You may wonder, why would a [...] Our HR HEROES HANGOUT™ series is dedicated to those who serve our societies each day, toiling in the bowels of the human capital infrastructure issues that fuel all organizations (hiring, retention, engagement, efficiency, compensation, legal compliance, policy and procedure continuous improvement, training and education, litigation mitigation, etc.); our HR HEROES! These are the unsung heroes that ensure that organizations achieve and sustain maximum human capital competitive advantage! In this episode our topic is, “How much law do I really need to know to succeed in the HR field?”
Answer: As much as possible. Human Resources is all about humans! Finding, hiring, retaining, engaging, educating and serving humans. The end-users for organizations are humans. Even at a veterinarian the human is the end-user customer who finds, procures and pays for the animal medical service. In the arts the human audience or attendee is the end-user. For-profit organizations have human end-users as clients and customers as do public governmental agencies. The human is the entire focus of commerce, government and society. It is therefore logical that the expert in human resources is a pivotal role in an organization! The HR professional is a professional. The field of HR is rapidly changing with new issues impacting business (technology, transparency, innovations, inventions, etc.) and the wider societal frameworks that businesses operate within (law, custom, etc.). The HR professional must understand the basics of the legal framework that their organization exists within. It is not sufficient for an HR professional to know that a particular form must be filled out by staff. They have to understand why the form is filled out (what is the purpose, how does it impact other areas, etc.). I make the analogy in the show that the legally uninformed HR professional is analogous to a person who does not know how to play a sport being told to stand on a playing field and do a certain movement. What is the bigger picture framework of the game? What are the rules? What is the purpose of the recommended action? HR is an exhilarating and fascinating field and in many organizations (especially smaller and/ or newer ones) the HR staff member is not a trained specialist. They were simply asked (or even told) that why would now “handle HR stuff.” They do their best without knowledge of the larger framework of employment and/ or labor law but they are not able to determine what is the best course of action for their employer as they don’t even know the game. This most often occurs when someone in leadership conflates the awesome realm of HR with administrative tasks. It is analogous to a person who knows nothing about baseball watching a professional player and saying, “all they do is stand there most of the time. I could stand there as well as they do!” Yes, for some positions at some times, players do stand in an area. Yet, to equate the entirety of the sophisticated nature of what they do with this one visible behavior is ill-informed, ignorant and incorrect. Similarly, HR HEROES do perform some administrative tasks but that is not the entirely of what they do. They have a sophisticated knowledge and expertise of external law and custom and of internal organizational policies and procedures. There is so much underneath the outward visible surface... Our HR HEROES HANGOUT™ series is dedicated to the unsung heroes that ensure that organizations achieve and sustain maximum human capital competitive advantage! In this episode our topic is, “Whose ‘side’ is HR really on? Employer or Employee?”
HR is a glamorous and exciting field (it really is) where every single aspect of an organization is addressed. It deals with money (compensation, promotions, benefits, etc.), power (promotions, etc.) and respect (the concept of being valued). Our HR HEROES understand that they are not a peripheral “administrative” entity but are instead the very heart of the organization! I have been asked whether our show topic is a “trick question.” It is not! Tips: Law = What You Have To Do Policy and Procedure = What You Have Decided to Do (organization specific) Ethics = What You Should Do HR is on the ‘side’ of what is best for the organization itself. 1) Ask, “What’s the rule? [Law first, policy and procedure next and finally ethics]. 2) Ask, “What is [...] |
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