With the President’s March 13, 2017, signed Executive Order (EO), each federal agency has an opportunity to rethink its operations to improve the efficiency, effectiveness, and accountability of the organization. The guidance issued by the Office of Management and Budget (OMB) on April 12 provides additional direction to agencies, specifically around six factors to address in their plans, to include workforce reductions and cost savings. Each agency is required to submit an initial plan to OMB by June 30 with a final plan due on September 30.
Four areas where HR business partners can step up to help
Finance and HR naturally have a lot in common: Both are generally back-office functions; both are expected to support and serve the business; both have been and still are transforming to become more data driven, customer focused, and digitally adept—all in an effort to become more valuable to the business. For HR business partners aligned with finance, four areas in particular where finance is experiencing talent-related challenges are a prime opportunity to step in and make a meaningful contribution.
People need meaning and purpose in their lives to do worthwhile things. Why we do what we do, and what good it creates, are essential parts of being human. This also holds true for our lives at work. The corporate mission is not just for show—mission statements matter. When well-articulated and intentionally activated, they enable us to sit inside a nest of meaning that helps motivate us to work toward something worthwhile. If the mission is just about making money, it is not deeply meaningful.
Does culture create a leader, or can a leader create culture?
Posted by Anthony Abbatiello on October 07, 2016.
What came first, the chicken or the egg? That question may be as old as time itself.
At Deloitte, we’re pondering a modern version of that question. Does the leader create the culture or does the culture create the leader? Taking that a step further, what’s the cost to an organization’s culture if the leader is a “bad” egg? Culture is a system of values, beliefs, and behaviors that shape how real work gets done in an organization. When organizational culture is aligned to business strategy, the workforce will act and behave in ways that support the achievement of business goals. It’s the leaders’ duty to uphold the values and beliefs of the organization’s culture through their actions and decisions. This, in turn, enables the execution of strategy.
Continue reading “The chicken or the egg”
Powering teams to better execute business strategy
Companies today are “living organizations” that must constantly adapt to market and industry pressures in order to stay competitive. This mode of continual change means they can no longer operate effectively in formal, rigid frameworks. Most executives recognize this shift—92 percent of surveyed leaders believe that redesigning their organization is either very important or important, and many are moving away from formal, functional structures and redesigning their organizations to be dynamic and team-based. Organizational Network Analysis (ONA) is a tool that can help manage living organizations to keep them agile and responsive to changes in the business environment.
Posted by Juliet Bourke on May 10, 2016.
Five years ago I started reading everything I could find on the topic of diversity of thinking and decision making. There was a lot more opinion than fact, so I started doing my own research too. And, because I work in consulting, my team and I did a lot of our research in real workplaces. So our ideas are thoughtful and practical.
I made mistakes—the biggest one was to think that diversity of thinking was a substitute for capability. It’s not. You can’t just put a whole lot of people into a room who know nothing about a topic and assume that diversity of thinking will plug those knowledge gaps. Take it from me—I tried it, it doesn’t work.
Posted by Juliet Bourke on April 21, 2016.
Diversity of thinking is often touted as a panacea to groupthink and organizational inertia, but how do leaders take that profound insight and make it real? In my new book, Which two heads are better than one?, I take a practical approach to this challenge. Let me introduce these ideas with one set of examples.
Reflect on your employment experience for a moment. What would you say are the defining events in your relationship with your current employer? And now consider: what role did HR play during these times of maximum impact? Enabler? Inhibitor? No role at all?
Continue reading “Designing HR for the moments that matter”
Posted by Lisa Disselkamp on December 22, 2015.
Tis the season—the time of year that takes the challenge to balance personal and professional commitments to new heights. While some of the increased stresses businesses and employees experience can be chalked up to the end-of-year holiday rush, they are often accentuated examples of shortcomings that plague workforce management systems year-round.
Continue reading “Workforce management issues heightened during the holidays”
With all the press we read about diversity, inclusion, women in leadership, and the need to be open-minded about religious and cultural differences, one might ask “Is 2016 going to be the year of diversity in business?” Yes, I believe so: this topic has been raised in the public eye, and a broad range of research1 indicates that inclusive and diverse businesses outperform their peers by a significant margin. If you aren’t taking this topic seriously, you should be.
Continue reading “Lessons from our research: Ways to build a diverse, inclusive organization”