Monthly Archives: April 2011

Organisational Development Competencies…

Recently a colleague and I were discussing the competencies, traits and key skills that Organisational Development Practitioners need in today’s world…Big question!

It is exciting to see Organisational Development taking up its vital role within the organisation and system, but does the CEO or Human Resources for that matter know what OD is really about?

So I decided to put the answer out there to my network. I would have to say, an interesting topic and one will simliar answers.

  • Persistence
  • Enthusiasm
  • Patience
  • Consistency
  • Integrity/Honesty
  • Good listener/communicator
  • Strong leadership/coaching skills

Yes agree with another colleague of mine in relation to the above – similar to leadership qualities? A must have is Integrity – but I think this is an innate quality.

Then we have;

  • Organisational Awareness & understanding of own organisation
  • Marketing OD
  • Change Management
  • Project Management
  • Consulting Skills
  • Managing Service Level Agreements
  • Analysing & evaluating metrics & data
  • Advanced Facilitation Skills
  • Interpersonal skills
I for one love my role in the OD space, I am always learning and improving my strengths, competencies and skills in this arena, but how do we truly take up our role in organisational development – and ultimately partner with the CEO and Human Resources? One colleague mentioned that we need to be holistic in our role as well as have an understanding of our stakeholders and their capability. I agree.
If you are interested in more information in this area – I have attached a great piece of information on this subjection a word document.

I would welcome and love your insight on this area.

Enjoy! Sonia


Shine…

What does it take to Shine – is it all in the attitude, doing what you love or feeling connected? I wanted to share with you about this wonderful new book that has been released called Shine. Now below is a summary from Amazon, yes I copied and pasted it onto my blog. Why reinvent the wheel I say!

I am currently reading about 5 books at once on Brain Science, lets just say reading about the pre-frontal cortex and amygdala is really fascinating but boy it is a lot to take in. I should have taken more notice in science at school. But learning about how the brain works from an organisational effectiveness point of view – really interesting!

This book is a different and I like how he tells a story – with some great examples and tools. There are some great insights, ideas and lessons…And you can implement them! Fantastic I say! But why read a book on this stuff if you can’t take the lessons and ideas and use them to make changes, a difference or even change your own thinking. Let’s face it we all like to Shine…okay maybe I am projecting there because I certainly do!

Book overview

“Your job as a manager is getting harder all the time. But your most critical responsibility—especially in today’s world of intensifying competition—is how to help your people shine their brightest.

How do you inspire solid contributors to strive for more? What should you do if a star player falls off their game?

In Shine, bestselling author, psychiatrist, and ADD expert Edward Hallowell draws on brain science, performance research, and his own experience helping people maximize their potential to present a proven process for getting the best from your people:

-Select—put the right people in the right job, and give them responsibilities that “light up” their brain.
-Connect—strengthen interpersonal bonds among team members.
-Play—help people unleash their imaginations at work.
-Grapple and Grow—when the pressure’s on, enable employees to achieve mastery of their work.
-Shine—use the right rewards to promote loyalty and stoke your people’s desire to excel.

Brimming with Hallowell’s trademark candor and warmth, Shine is a vital new resource for all managers seeking to inspire excellence in their teams.”

About the Author

Edward M. Hallowell M.D. is a psychiatrist, an instructor at Harvard Medical School, and director of the Hallowell Center for Cognitive and Emotional Health, which serves individuals with emotional and learning problems. He was on the faculty of Harvard Medical School for 20 years. He has written two popular Harvard Business Review articles and authored 13 books, including the national bestseller Driven to Distraction.

Click here to access book on Amazon


What’s up with the market…talent market that is…!

Have I ever told you how much I love my job! I am sure I have at one stage but at present I am feeling overwhelmed, excited, energised and a little bewildered? Overwhelmed and excited that I am working with great talent; talent that are so open to their own leadership effectiveness and also the effectiveness of their teams! I am getting through…yippie!

But…there is a but. I am bewildered. Did you notice I wrote that word in the second sentence? I have so many leaders asking me for advice on how to find talent as well as assisting them in finding talent. I am more than happy to help as I love helping my clients find great talent – and in turn I love talent finding fantastic new opportunities! Yes it is still a talent war but yes another but how do I get through to my clients; leaders in the industry that it is not only about finding them, but keeping them warm and engaged throughout the process.  I hear from so many candidates who are disillusioned by the recruitment process. I would have to say, I can’t blame them! Not only is it about being creative and strategic in your sourcing channels, but being present and active in your candidate care.

I met a Human Resources Leader about recruitment last week who is looking for people for a major project in central Queensland, like most of my clients. And how refreshing that she said, I promise to get back to you and I am available for you to call anytime for feedback or next steps.  Yes I nearly fell over with excitement! Do you know how many of my clients who I work for in trying to help them find this most valuable resource for them and they don’t even return my calls? Hey I know we are busy, but if you are not getting back to your partner in recruitment, will you give them same treatment to my candidates? Hey I am no angel and I am first to admit that I also need to treat my candidates better…and I am really busy at times as well. And if I think about what I preach around emotional intelligence, I do forget that I have been in their shoes where I have applied for roles and even through the interview stage and I have been treated poorly. I do apologise to those candidates now who might be reading my blog. I am truly sorry for not getting back to you – or not keeping you in the loop in a timely manner.

And hey we all do it! But why? Let’s be more aware and proactive about it. And accountable…I really like this recent article about GlaxoSmithKline – a leader in the recruitment candidate care ethos. Some great insight how others are doing it – and doing it well. And holding everyone involved in the recruitment process accountable.

I am now going to challenge myself and get back to all my candidates. Or at least give them some form of communication. Will you take on the challenge! I know you want to…

GlaxoSmithKline Article from HRManagement US