Being a new leader is hard. Whipping up a bunch of needed change while treating people like humans is even harder.
You probably know what needs to be done. I get it. The problem is that your wave of change is going to cause stress and panic. It’s up to you to do that change in a #workhuman way. As it turns out, it’s the path that gets you best, most sustainable organizational results over time.
First up, you’re probably wondering about the #workhuman hashtag. WorkHuman was a concept started by Globoforce, a recognition and rewards technology solution for your employees. Last year, Globoforce held their first WorkHuman Conference with the focus on how to make our workplaces better for ourselves and our employees. I’m attending the 2016 version of the WorkHuman Conference – this post is part of that coverage.
Back to new leaders. It’s probably mandatory that you tear stuff up, right? I was doing work last week on a retained search for a lead exec for an organization with a $90M budget. New leaders are going to push change in order to be successful. As I talked to 5 candidates last week, it became clear to me that the leaders with the best chance to get change with the lowest possible body count (i.e., turnover, both involuntary and voluntary) do three things well.
Read the whole post over at Kris Dunn’s The HR Capitalist (an FOT contributor blog).