I was recently invited onto Ticker TVs new show Blackbelt Leadership with Karen Gately, where I discussed the steps leaders can take to reengage a checked-out team.
I had such a wonderful time chatting to Karen and am very excited to share the segment with you.
Click the link below to watch.
https://www.tickertv.com.au/news/black-belt-leader-re-engaging-a-checked-out-team/
Blue Kite specialises in providing
HR services to support businesses
to create better workplaces.
Driven by an increase in global competition and dramatic changes to workforce demographics, Succession Planning is more than just a plan. Coming of age over the past decade, a successful ‘succession’ goes hand in hand with career development and the weight it carries with both new and existing employees.
As 2020 fast approaches, establishing an effective succession management strategy alongside career development processes is more important than ever. The evolution of succession starts at the bottom; retaining, motivating and driving employees to consider how their role might extend deeper into the business, and giving them the tools to do so. With talent continuity essential to the evolution of succession planning, what better place to start than with your own team?
What is Succession Management, and why is it important?
Succession Management is, at its heart, a comprehensive and integrated recruitment strategy for positions of leadership. The world of work is changing, and no company can assume that essential talent will always be available. When it comes to the long-range view, finding value in the development and training of future leaders is equally as important as placing weight on technical skill.
Effective succession facilitates a positive impact on performance management, not only in terms of ensuring that key positions are filled with competent performers, but also in terms of saving money on external recruitment and training, which are often significantly more costly than promoting from within.
By encouraging the broader participation of existing employees, it shows your team that they have a future in your organisation; a path to get there, and a reason to stay. It’s vital for creating a culture of growth, which is both positive to the personal and professional development of your staff, as well as an important way to identify which employees have the necessary skills to either replace senior executives, or step into positions of leadership down the track.
Your employees know what’s in it for them; and it’s often the ambitious, talented team members who value the ability to take charge of their own careers that become your future leaders.
Where does HR come in?
In playing a vital role in the process of succession planning, HR leaders are on the front line when it comes to facilitating the smooth and successful transition of critical positions. While on the surface this process appears seamless, the challenges often lie within the integration of both long and short term goals, as well as choosing the right candidate with the best cultural fit.
With the concept of succession planning ever evolving, it’s become clear that an effective program needs to be dynamic and ongoing, multifaceted and further linked to greater collaborative initiatives. It’s a complex process that requires the right people to lead it, and deep investment into a long-term strategy.
In Part 2 of this topic I’ll share some deeper insights into understanding you team, their needs and how effective communication is paramount when implementing succession planning within you company.
Blue Kite specialises in providing
HR services to support businesses
to create better workplaces.
If you’re running a growing small business and are finding yourself spending an increasing amount of time and energy on your staff instead of spending that time on your business then this is the list for you.
If any of the below apply, then bringing a HR consultant on board could be the right choice for the future of your business.
1. You’re out of time
After good staff, the most valuable resource to your business is likely time. You may need a HR consultant if you or your team are consistently short on the number of hours you can devote to day-to-day HR tasks – or if those tasks are fractured among different staff members. Leaving HR as an afterthought can often lead to costly non-compliance or legal issues and dissatisfied employees. A HR consultant also saves you the time that you’d spend training and on-boarding a new in-house HR manager. Plus, a professional’s existing expertise also means tasks are often completed faster.
2. Your business is rapidly growing or changing
During periods of high change in your business, you’ll have enough matters – aside from HR – that demand your attention. And when that change is particularly tumultuous, a specialist can help navigate the stickier side of running an organisation. Especially as they understand the ramifications of changes in pay or roles, down-sizing, restructuring, terminations, investigations, conflict resolution and any disciplinary matters that arise.
3. You just haven’t found “the one” yet
Culture fit is one of the most important factors that nurture a happy workplace. Whether you’re thinking of adding an HR manager to your team for the very first time, or you’re in between HR managers, you want to hire the perfect person. Temporarily partnering with a HR consultant as a stop-gap measure during this time is often more cost-effective in the long run than hurrying the recruitment process. It also ensures your eventual new hire will be seamlessly joining a well-run department. Not to mention, a HR consultant can also assist you in finding the right person to join your team.
4. You need the resources to meet your business growth goals
Do you have big plans to grow your business and need a top-level HR strategy to meet your objectives but don’t know where to start? HR Consultants are experts in providing the framework to ensure you have the right staff and systems to meet your strategic business objectives. On top of this, they can develop an employment strategy in line with your overall business plan to communicate the vision to existing staff, build and motivate your team, drive efficiencies, and inspire individuals to reach their full potential. HR Consultants can also customise strategies to develop the individual capabilities of staff, to enable you to achieve your business goals.
5. You simply don’t need a full-time HR manager
If your business is small to medium in size you may very well not require permanent HR staff. Yet as soon as you hire your very first employee, it’s important to start thinking about your future HR requirements. You probably have an intimate knowledge of what your business offers, who it’s for and what your hopes are for the future, but may not know the finer details of HR. Working with a HR consultant means you can add their wide-ranging expertise to your team, and save on the salary and recruitment costs you’d spend on HR staff. Good consultants are also highly adaptable and flexible; meaning you can hire them on a project-by-project basis or for longer or shorter time periods to suit your business needs.
Still not sure if a HR consultant can assist your particular situation? Get in touch for a chat about how Catie Paterson Consulting can help you.
Blue Kite specialises in providing
HR services to support businesses
to create better workplaces.
