Getting the right results for the business, on budget when you build focus
This involves taking a real step back so that you can get the full picture. Take a deep breath from daily pressures and book time in your diary to scope out three key areas:
Creating a situation where you’re clear about your overall direction and priorities is the first step. Then you can make effective choices from day to day, hour to hour, about what you actually do. To build focus involves making this a conscious, proactive process, continually challenging how closely you establish the links between your effort, right now, and results.
As James Cracknell, Olympic rower, asks: ‘will this make the boat go faster?’. When you make practical and pragmatic decisions about how you spend your time and energy, it becomes much easier to justify them to the business. ‘We do x because it leads to more of y, and y contributes to the bottom line. Take a look at these numbers to see the relationship between the two’.
Focus is about successful implementation, and reaping the rewards of your intervention in a way that’s valued by the organisation. Ensuring this happens needs to be at the front of our minds from the very beginning. Consulting and collaborating are key – asking the right people the right questions about their needs. What are the required business outcomes as well as HR outcomes? As we consult, we learn about the business and also we build relationships. Because we have invested in two-way dialogue about what’s practical and fit-for purpose, the door will be already open when we’re ready to implement. Stakeholders will be willing and eager to play an active role and evaluate the benefit with us.
There are some wonderful technical, specialist HR solutions available today that can have a real appeal to us as professionals: eg. in talent management, reward, HR software, or performance management. Being ‘context savvy’ and ‘business savvy’ means that we have to start from the inside of the organisation. Often the simplest solutions are the most effective. It is certainly easier to ‘internally market’ solutions that are in the language of your stakeholders, rather than use HR jargon. To build focus keeps your feet on the ground. With our tight resources and increasing demands, we can only afford to invest in projects that will work.
Enable-HR International Ltd90a High StreetHanhamBristolBS15 3EJ
firstname.lastname@example.org 8720 7097
The new book by Deborah Wilkes “Empowering HR” is packed with the insights of 20 years’ experience in the world of HR, experiential and insightful.
“A strong and positive voice in this HR world”Professor Dave Ulrich, HR Thought Leader
Enable-HR International Ltd
Company Registered in England, No: 08914016©2023 All rights reserved Enable-HR, Bristol