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| What HR, L&D, and OD Need to Know |
January 14, 2010 |
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Welcome to the first issue of our resource newsletter.
First of all, a reminder of how you know us: most if not all of you joined a SHRM webinar I led last year and requested the Daily Effectiveness Checklist.
If you are rolling your eyes and saying, "Oy, I don't want to receive this email every month!," then scroll below and remove yourself from the list. No harm, no foul. Seriously.
If you would like any of these things:
- best practices to use with the people you coach, consult, and support,
- links to 3-minute management best practices videos (free and online 24/7),
- invitations to complimentary webinars that provide actionable content,
- checklists and templates, and
- support for the development of your strategic role,
Our mission is to help make the lives of HR, L&D, and OD professionals easier--by helping them help their clients.
Looking forward to hearing from you and regards from the San Francisco Bay Area,
Leila & Associates | |
In this issue:
Thoughts & Best Practices
Complimentary Webinars
Video Resources
Coaching for HR
Must Reads
Our Most Popular Workshops
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 SMARTie Goals: Add "i" and "e"
Many of the companies shamed during the great recession had trained their managers to set SMART goals for their departments and direct reports. So, why didn't those SMART goals help us in tough times? Because they are much easier to craft than control. Putting goals on paper is simple compared to regular team and 1:1 discussions about how to meet and exceed objectives.
I also think something is missing in the current SMART definition. Consider a new approach to goal setting: SMARTie goals. What do the letters "i" and "e" stand for? Innovative and Ethical.
Innovative: how do your SMART goals address adding innovation into your organization's product or service? How can emphasizing a pioneering approach impact your employees, customers, and the bottom line?
Ethical: how do your SMART goals do the right thing? How does being explicit that the organization balances generating revenue with principled action affect customer AND employee engagement?
Wondering why the "i" and "e" are lowercase? Small steps . . .
I'll be discussing this in detail during January's webinar, which will be held January 26 at 10 am PDT. |
Best Practices for Ugly Performance Review Scenarios
"Tough" may be the more politically correct way to describe it, yet I'm going to call it what it is: the situation that makes you grit your teeth, roll your eyes, and groan, "Ohhh, I can't believe I have to have this conversation." It's ugly. Example: telling a top performer thanks for your hard work this year and sorry, no raise--again.
For the people you coach, here are 5 best practices.
1. Prepare.
Completely obvious, yes. Yet, how many times do you find yourself or a fellow professional dealing with the aftermath of a poorly planned performance conversation?
2. Decide what the end result needs to be.
This is how I frame many coaching discussions I have with leaders: what is the ideal state? What to want to happen after this conversation/meeting? Set your eyes on your target. Otherwise, any road will not get you there.
3. Practice what to say and how to say it.
What to say: the examples and details to present, the words to use, and the ones to avoid.
Worried about how to say it? Think of appropriate eye contact and gestures to use and the sighs and facial expressions to avoid. Don't forget recognition (here's my recent video on that topic).
4. Control the environment.
The logistics in delivering a tough message are similar to the sturdy cake box and where you place it in the car as you drive home from the bakery: if you don't take your time and think about it, it's going to be a mess when you get home--even within the sturdy box.
When will the conversation occur? What day? What time? Where? Office or conference room (frosted windows?)? Turn off your desk and cell phones and your computer monitor.
5. Follow up.
This conversation is not like the stack of papers in your office you need to sort through so they can be filed away neatly. It cannot be addressed once and then filed away as "done."
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Management Best Practices for Recession Recovery: Special Webinar for SHRM Members January 21, 2010 at 11 am PDT
While better times for your organization and team may not yet be the reality, several signs point to an improved 2010.
To prepare for a healthier economy, managers will have to dust off some old management practices while embracing some new ones. Rushing to hire and curtailing 1:1 time and group discussions are two "don't you dare" practices. Emphasizing innovation for everyone's sake is a "must do."
In this webinar, we'll discuss those practices and how they will help your organization, your team members, and your personal professional development.
Participants will receive access to a checklist and template.
Setting SMARTie Goals: Complimentary Webinar January 26 at 10 am PDT
Learn how to approach goal setting as we recover from the Great Recession.
SMART goals don't cut it anymore. It's time to ensure our goals are innovative and ethical.
We will share best practices, examples, and offer tips on how to communicate SMARTie goals.
Participants will be able to download SMARTie templates.
There will be 45 minutes of presentation and 10-15 minutes of Q&A.
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3-Minute Videos on Management Best Practices: Available 24/7 on BNET.com
If you're not familiar with my video series on CBS Interactive, take 3 minutes to watch Office Gossip Rx, which debuted on the front door of BNET on January 7. Generation Y Don'ts is another recent release.
Discussion guides are available for each video. Email us the titles, and we'll send you guides. Gather a group of managers over lunch, watch a video, and lead an informal discussion on how the topic relates to your organization and its employees.
For those in the SF Bay Area, contact me, and I'll lead a lunchtime session for you, complimentary. |
Coaching Webinar Series
Look No Further: HR is the Coach, a 6-part webinar series, starts February 9.
For HR professionals looking to change their problem-solving techniques, these concise sessions will introduce coaching fundamentals, models, and tools and speak to the business application. Download the brochure.
If you are an HR professional in transition, we offer a 25% registration discount. |
Questions to Coach By
Each month, we will highlight a topic we address when coaching managers, leaders, and executives.
This month's topic is Strengths.
- What do your colleagues consider your biggest strengths?
- What skills did you use, consistently, to gain your last promotion or position?
- How would your manager complete this sentence? "I always can count on you to ______."
February's topic will be Risk Taking. |
We develop custom learning programs and also tailor existing ones to suit client needs and preferences. Here are 3 popular offerings, also available as webinars:
Additional consulting services include developing and facilitating strategic planning retreats, guiding the development of corporate universities, and developing competency frameworks. |
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