Post on 31-Dec-2015
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Think about…
How do you effectively translate yourHR strategies into tangible results?
Questions:• What has worked well for you?• How could you manage differently?• What obstacles would need to be removed?• What agreements would you need to make?
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Low performers• Question: What are the biggest problems
with the “low-performing employee” mindset?
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Rule 1: Refocus inputs to outputs
• But I work so hard…• I come in early…• I stay late…• You made a great presentation…• You sent a brilliant email…• You arranged a flawless training event…• You wrote the perfect benefits letter…
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Two ways to add value
• Increase Revenue• Reduce Costs• HR’s new role: deliver work worth paying for• “Worth” is when Value > Cost
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Results-based hiringDirector of Sales
Inputs Hiring Results-Based Hiring
10-12 yrs. exp. with industrial sales Increase sales by 20% w/in 12 months Good sales management experience Improve margins by 3% w/in 12 months Solid international experience Build an Independent Rep. Channel in
Europe within 90 days B.S. Technical Degree Implement sales forecasting and pipeline
mgmt. w/in 4 months Go-getter/initiative Revamp all sales collateral material w/in 6
months Good team builder Evaluate all sales staff within 90 days Great skills in sales Close 2 new major accounts per quarter GAWE (Gets Along with Everyone)
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Rule 2: Everyone involved• You’re in a bigger game than you think!
• Be willing to influence… and BE influenced
• Go to non-experts for some answers
• Full involvement means full ownership
• People don’t argue with their own ideas
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Expertise vs. Experience
The PowersThat Be
HR
HR
HRHR
Mfr
Sales
Svc
HR Ops
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Idea Incubator Form
• Great way to gather ideas• Gives structure and context• Encourages collaboration• Variations: “Yes” is easier• Asks YOU for help• Their next step = proactive
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• External: “Who you gonna call?”• Make them WANT to call HR first!• Internal: Track commitments & metrics
• Tracking = check progress on commitments to mgr• Emails, phone calls, 1-on-1 meetings
• Metrics = check progress on stated goals & results• Tangible results, deliverables, outcomes, $$$
Rule 3: Strategy+Success=Loyalty
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• Internal = Employees; External = Customers• POWER TOOL: “I was just talking to one of
our customers and she said...”
Rule 4: Understand Other People
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Information/Relationship Matrix
• Useful in managing UP (Your boss)• Useful in managing ACROSS (Other depts)• If you truly understand other people
– You give them what they want…– How they want it...– When they want it...
Relationship OrientationLow Information, High Relationship
Interested in personal advice.Want you to have intimate knowledge of their company/work/issues.Want your problem-solving.
How to handle:–Offer them personal advice–You make most of the decisions, then offer them for approval–Act like a pleasant expert
Partnership OrientationHigh Information, High Relationship
Want to create and sustain a long-term, mutually beneficial relationship.Want all of the attributes of all the types.“We’re in this for the long haul.”“You need to take the lead here.”
How to handle:–You’ve hit GOLD!–Prepare for a major time investment–Make sure partnership goals are part of your evaluation process
Transactional OrientationLow Information, Low Relationship
Price, Speed, Accuracy.You’re a necessary evil/overhead expense.“I just want it good, fast, and cheap.”“We need it tomorrow by 4pm.”“The specs are...”
How to handle:–Give them what they want: Good/fast/ cheap. Then leave them alone until they askfor something else!
Information OrientationHigh Information, Low Relationship
They want you to keep them informed.Don’t necessarily want to be your friend.Love info on trends, big picture issues.“What’s the latest on...”“Give me the info and I’ll make the decision.”
How to handle:–Flood them with information–Articles, websites, white papers–Keep them up to date on trends
I n f o r m a t i o n
Relationship
Adapted from Professional Staff Management Consulting www.psmin.com
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Rule 5: Let Go to Leap Ahead
• “I know what works”• Let go of what USED to work
• Break “da RULZ”• Experts can be famously wrong
• Let go of the HOW• Focus on the RESULT
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BEFORE DURING AFTER
Specific FEELINGS/THOUGHTS
Rule 6: Toughness and Tenacity
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1. PreparationPreparation
2. Frustration
3. IncubationIncubation
4. Strategizing Strategizing
?
5. IlluminationIllumination
6. ImplementationImplementation
Creative Process
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The Power of Resilience
1. Expect EASY/Actually HARD
2. Expect HARD/Actually HARD
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Rule 7. Sales & Service Mindset
Question: “If you come up with a great idea, and nobody listens or buys into it, whose fault is that?”
Answer: ____________________________
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Selling Your Ideas
Make sure you have a great “product” Selling is a relationship business
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Selling Your Ideas
Prepare, prepare, prepare! Always give people options
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Results Coaching
• 21 Questions for results-based HR leaders• Help move people from strategies to results
– Beginning– Middle– End
• Help them cross the finish line
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Innovation GPS
• Great way to give feedback• Gives structure and context• Encourages dialogue• Eliminates flat-out “NO”• Asks THEM to refine/revise• YOUR next step = support
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Closing Commitments
• Refocus inputs to outputs
• Everyone involved
• Strategy + Success = Loyalty
• Understanding of others’ needs
• Let go to leap ahead
• Toughness and tenacity
• Sales and service mindset
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GSC SHRM Results…
• Wow! This was a great session (INPUT)• Wow! I got a ton of great ideas (OUTPUT)
RESULTS• Wow! I tried it and here’s what happened
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David’s Other Services
• Professional and Trade Associations– Local, state, national meetings– Special events and fundraising seminars– Keynote and concurrent presentations
• Corporate Clients– Onsite training and seminars– Leadership retreats and strategy sessions– National and regional meetings
• Call or email David to request his E-InfoKit– david@unconsulting.com or 610.716.5984