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:
- Positive wiring
- To whose benefit?
- Contribution awareness
- 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
- 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:
- 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.