Part 1: Can you afford “not” to have a people centered approach to Business?

Are we looking at business backward? Success is driven and measured in financial terms, but people are the heart of business. People matter most, and paradigms are changing to reflect that. New business traditions are emerging that value human factors side-by-side with financial ones. Employee satisfaction is as important as profitability.

How can success be viewed in terms of human capital rather than financial capital? Harvard Business Review poses some intriguing questions, and offers illuminating insight, in a new article on talent management.

The Cost of Money, the Cost of People

The real cost of money is near zero in today’s business climate, according to HBR. Interest rates and inflation are in balance. Capital is plentiful and cheap, comparatively speaking.

Talent, by contrast, has a very different cost basis. This is not meant in financial terms like salary or recruiting costs, but in terms of human value. It can be understood by looking at what a person is worth to your organization, what the impact might be if you lost half of your best people, and what the impact might be if you could swap out some of your sluggish performers and replace them with star talent.

“The business press refers to a ‘war’ for talent,” HBR says. Human capital is precious. Cultivating, attracting and retaining good people means more than quantifying the value of employees; it means building relationships and putting people first.

Key Questions

For business leadership, the questions are changing. Placing greater value on human capital is directly related to business growth, customer satisfaction and financial performance. Here are some questions that are popping up:

Are our employees inspired?
Who are our difference makers?
What sets them apart in our organization?
How can we empower others to become difference makers, and to be inspired?

Inspired employees and difference makers comprise only a small part of the average company – 12 to 15%. Other companies, however – those that make employee satisfaction a priority – have a lot more of those inspired difference makers that move business forward.

 

Cloning your key staff

alignment

Every entrepreneur has at some point wished they could ‘clone’ their best team members. Faced with mounting challenges, they’ve muttered to themselves something along the lines of: “If only I could find someone else like Jane – she just gets it.”

Not literally clone Jane, but mirroring her performance and approach. The ‘chosen few’ are often just that – few. Owners prize employees who are fully engaged with the culture, committed to the mission, delivering against their goals and sharing the journey. Replicating that approach is key to scaling the business. Continue reading “Cloning your key staff”

Become an HR Rebel with a Cause at HR West 2017

HR rebel with a cause

Let’s be clear – the stories we read about institutionalized discrimination and harassment at high profile companies like Uber, are not just a failing of management, but of HR. Most of us don’t enter the HR field to protect institutions, post-rationalize actions, or build legal cases. We enter it to help people reach their potential. Sometimes we need to speak truth to power. When the time comes, how will you respond when careers, well-being, livelihoods and reputations are on the line?
Continue reading “Become an HR Rebel with a Cause at HR West 2017”

Managing Millennials – Balancing Control with Autonomy

Managers are bombarded by confusing advice about the wants and needs of millennials. Already the largest working generation, the 54m Americans between 18 and 34 represent tremendous potential for organizations. They tend to be well adapted to change, technologically savvy, and poised to unleash innovation. But as a manager, how do we successfully motivate this group to maximize satisfaction and opportunity for both the individual, manager and business? Millennials want feedback, but how often and how do you know it’s constructive? How do you match a need for control with a desire for autonomy?

Continue reading “Managing Millennials – Balancing Control with Autonomy”

HR: 5 Human Resources Compliance Mistakes You Don’t Want to Make

Welcome to the latest Options4Growth blog! We’re your go-to source for all topics related to  HR compliance and so much more.

It’s easy for small and mid-sized organizations to focus so much attention on day-to-day business issues that they forget to keep tabs on an area that could be a serious and costly liability – human resources compliance. Small business owners may not have the resources to properly dedicate to all of the issues involved with human resources compliance, but it doesn’t mean they’re any less liable for them. Let’s have a look at some of the top compliance-related issues companies may face.

Continue reading “HR: 5 Human Resources Compliance Mistakes You Don’t Want to Make”

“OpaConnect” Links People to Strategy

I have to say we are not in the habit of blogging, but we have a big announcement to make, hence the shout out. Options4Growth has been consistently delivering the message to our clients and our network about the importance of connecting “people” to the organization’s strategy. When employees share in the creation of their roles and responsibilities and can see the link to the company initiatives, change happens, accountability and engagement occurs.

Conceptually, this makes good sense, but how do you implement? As of last week Options4Growth has engaged on our own journey of practice what you preach. We now have our own proprietary, cloud based tool, that helps employees engage, perform and move in the same forward direction, together, toward the completion of company initiatives.  Key word here is “together”.

Continue reading ““OpaConnect” Links People to Strategy”

Kirsti in Kenya – My Last Update from Kenya

Saturday was the second day of leading a “Mastering the Rockefeller Habits” workshop in Nairobi.  The workshop was made up of working class women, many of which are entrepreneurs, looking grow their businesses.  We worked again, on the normal foundation of a strong business, including defining their core values.  Many of which included:

  • Hard work
  • Respect
  • Trustworthiness
  • Fear of God

Continue reading “Kirsti in Kenya – My Last Update from Kenya”

Kirsti in Kenya – A Day for the Entrepreneurs

Today was a day for me to dig in and work hard. Part of the work I am doing in Nairobi is with two small non-profits, eMentor and Youth Banner.  Both programs support entrepreneur’s by giving them training and mentoring to start their own businesses.  I am working with individuals, who have gone through the training programs and have already been running their own businesses for a period of time.  The workshops focus on how they can build a solid foundation for their businesses and how to grow them.

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Continue reading “Kirsti in Kenya – A Day for the Entrepreneurs”

Kirsti in Kenya – Day Two of Visiting Schools

Today we visited three more schools, all of which are public, government run institutions. What struck me the most, was that every single school had their mission, vision and core values posted all around the school.  It was amazing!

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I spoke with Alice Watakah, the Deputy at Kileleshwa Primary School, and asked why it was that all of the public schools had this.  Her answer was simple. “Because we must!  How else would people know what we do and why we are here?”   Such a simple answer to a tough question.

Continue reading “Kirsti in Kenya – Day Two of Visiting Schools”