Pace and resilience, and courage to stand up and speak out
To build Push, ask yourself these questions:
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:
Often it takes many small steps to achieve our goals. For example, helping senior leaders to understand engagement, and its links to productivity and profit, can take several conversations. Sometimes they’re planned, and more often they’re opportunities we take in the moment to make our point in a way that relates to their agenda. Only then can we move on to talk about how we can measure engagement or improve it. Push is about persisting with our message, and judging how much energy and courage is appropriate. It can take time, but we grow in stature as we make progress. On other occasions, we need to make a judgement, stand tall, speak clearly and hold our nerve. Sometimes we are in conflict about what we can and cannot deliver with our resources. Managing and negotiating expectations fairly and clearly is part of Push.
Being continually proactive and challenging can be exhausting. Conflict is inherent in many situations we face in HR, and it’s impossible to keep everyone happy. We have to feel strong enough to stand up for ourselves, and feel able to bounce back. EI and resilience are capabilities that we can develop with the support of our team, colleagues and coach.
How do we decide when to invest this extra energy? A classic example is HR policies, which have huge value in establishing standards and procedures. However, upholding rules can be transactional, eg. solving a problem the way we always solve it so that nothing changes. It’s efficient, but perhaps our action could be more effective in adding value, for example in creating an opportunity to coach a line manager or give them high quality feedback.
In Push we urge HR to be transformational, which means finding new ways to move forward and to develop. Challenge and stretch yourself in conversations so that you open doors to collaborating and working out new ways to add extra value. Here are some examples:
Enable-HR International Ltd90a High StreetHanhamBristolBS15 3EJ
email@example.com 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