Neville Pritchard and Richard Scott give us a taste of their new book, Go Beyond, about workplace productivity.

Go beyond HR and be what you are:

• Ensure no unintended consequences:
  • Human Resources has reputational issues – where does it really stand in your organisation?
  • What is it referred to as?
• Language matters – reflect what you are for just as marketing, sales and finance do!
• Frameworks need to ensure and enable people contribution
• You are part of the business/organisation

Go beyond your department and start with the rest of the business:

• Alignment is key
• Go beyond the ‘HR’ agenda
• Your organisation is uniquely yours and you are part of it
• Go beyond being just as expected in your own leadership: Align, Integrate, Manage, Impact

Go beyond analytics and explore the story in all aspects of people support:

• Go beyond the metrics of ‘Personnel’
• What is happening?
• The ‘question’ comes first
• So what?
• Find the why, what, who, when, where and how – in that order!
• Provide insight
• Smash silos
• Who are the data champions?
• Enable predictive analytics
• What matters?
  • What behaviours will drive optimal results (going beyond the gross intent score)!

Go beyond engagement and value your people:

• Motivation:
  • AMP
  • Positive wiring
  • To whose benefit?
  • Contribution awareness
  • Recognition
• Two-way Checks
• What are your ‘Management Balance Sheets’?
• Detachment is beyond non-engagement
• Communicating is ‘never too much’ :
  • Why the secret?
• Resilience and Change Readiness is a consequence
• Wellness:
  • This is essential not desirable
  • Go beyond simply providing gimmicks and apps
  • Explore mindsets
  • Go beyond physical to include brain fitness and mental well-being
  • Reduce stress

Go beyond process to enable flow:

• Be clear on where everyone adds value
• Explore where they could add further value
• Put people back into the lean processes
• Ensure the right people are in the right seats facing the right way and doing the right things

Go beyond performance management to enablement:

• Go beyond performance management
• What do you need?
• Explore your ‘Intended Impact Grids’
• Ensure clarity of responsibility
• Enable performance – achieve results
• Energise your workplace

Go beyond training and learning to achieve impact:

• Encourage Personal Responsibility
• Clarify ‘Support and Guidance’ Responsibility
• Personal blend and opportunity provision:
  • Go beyond single strategies, provide solutions and embrace difference
• Learning needs risk:
  • ‘Relevance, Interest, Skill, Knowlege’
• Motivation to learn and perform matters
• Allow the ‘Learning to Performance Flow’:
  • Go beyond Transfer
• Functional Mastery:
  • Ensure your own development and credibility; be your performance and learning consultant/expert
• Go beyond Talent Management to enable optimal growth:
  • What have you got?
  • What happened after Day 1?
  • Do you have what you need now?
  • Is everyone in the right seat, doing the right things in the right way?
  • What will you need?
  • How are you developing talent in a collaborative and co-ordinated way?
  • Go beyond the subjective
• Maintain context

Go beyond recruitment and build your corporate team:

• Make it matter
• Go beyond ticking boxes
• Be clear on your culture, your values and who will fit
• Get who fits and who will ‘add value’
• Be brave

Go beyond jargon and communicate with conviction:

• Talk the right talk
• Be clear on ‘difference’
• Embrace difference
• Be thorough
• Repeat and enhance

Finally – simply, Go Beyond and do what you need to do in all aspects of People Support:

• By going beyond:
  • Fads
  • Tradition and ‘Common’ practice; be innovative and apply action to your unique organisation with and for your people
  • Compliance; create Impact and Flow from Insight
  • ‘Solutioneering’; the practice of deciding the answer and seeking the question later
  • Manager led assumptions; be who you are for who you are by applying expertise to rapid, appropriate, and deep insight
  • Valued to be Valuable; add Value as individuals, teams, departments, and be experts:
  • Standard reporting; measure what matters, analyse and report the story
  • Ticking boxes; align, integrate, manage, be credible, be efficient and commercial, be effective and create impact, be conscious of the possible
  • Common practice and impatience:
• Enable impact on performance to evolve within a supportive culture

About the authors

Neville Pritchard and Richard Scott are authors of Go Beyond, a new book about workplace productivity.