People Optimization Model

This may be a leap, but I’m going to assume in this edition of HR Elevated that we are on the same page with regards to three points. First, our working definition of optimization - to make as effective, perfect or useful as possible or to make the best of. Second, our goal is to optimize our organizations. This means that in for-profit organizations we are striving to maximize shareholder value in both the short and long term. Third, organizational optimization is a function of people optimization. (See my last blog post.) Running with my initial assumption, let’s discuss an approach to optimizing our people.

The People Optimization Model is borrowed from the great research and writings of David Ulrich and the lessons learned from many attempts to apply his teachings. I must acknowledge that some attempts failed and a few succeeded. The failures are not a reflection on Dr. Ulrich’s work, just my poor understanding or execution. The model focuses on four simple, yet very encompassing, stages of human engagement - recruitment, development, challenge and reinforcement.

I’m sure it’s no surprise that it all starts with recruitment. It’s about getting the right people in the organization and in the most suited roles. The key is beginning with the end in mind. In other words, defining the performance and behavior results or contribution we need from that person and the role they will fulfill. From this, we can more accurately identify the attitude, effort, activity, knowledge, skills and experiences that most effectively drive those results.

Once we have the best people in the organization, we need to continue to support their development. Experience has taught me that the best approach for effective development is the method successfully used by apprenticeships for over 100+ years. Apprenticeships combine self-study, instruction, lab-type practice and on-the-job training (OJT), with the strongest emphasis (to the tune of 70%+) being on OJT followed by lab-type practice. This method addresses all learning styles with a very definite bias toward learning by doing, under close observation and mentoring of an experienced journeyman or master craftsman (subject matter expert). Utilization of on-demand learning technologies helps facilitate the integration of the self-study and instruction stages into the practice and OJT.

One of the benefits of the apprenticeship approach to development is that it inherently incorporates challenge as part of the development. Only when an individual is challenged to apply the new knowledge and skill does it anchor in and become part of their competency toolkit and personal growth. The more we use, challenge and stretch our knowledge and skills, the more confident and capable we become. We also become prepared to share it with others and to take the next step in our development.

Last but not least is reinforcement, which includes recognition and rewards. It is very common for us, as humans and members of the animal kingdom, to be drawn toward those activities for which we are reinforced through recognition and reward. When a particular action or behavior is reinforced, we tend to repeat it if we feel the level of the recognition or reward matches the energy we have expended. As leaders, effective reinforcement requires that we know our people as individuals and understand what forms of recognition and reward provide the best reinforcement for each person.

At England Logistics, there is nothing more rewarding, personally and organizationally, than observing the actions of a truly optimized person. How are you optimizing your people?

Comments

Post a Comment

Popular posts from this blog

Image
Generation vs. Individual Some months ago, I shared a post on LinkedIn regarding the continued emphasis on targeting the needs of different generations, with a particular emphasis on the rising millennial generation. This discussion concerned me then and continues to do so now. Long before the focus on generational differences, there was a lot of energy and resources used to erase boundaries created by stereotyping and labeling. Yet, here we go doing it all over again, but now with generations. This leads me to ponder why we feel such a need to put people in boxes. In turn, this leads me to ask the question, “Which is more important, knowing an individual’s generation or knowing the individual as a person?” While I do acknowledge that there can be benefits to recognizing and responding to trends and patterns as they appear, I have come to believe that the key to engaging and retaining quality team members is to value the individual person for what they bring to the team...
Read more
Image
Win-Win Recruiting: For The Business and The Professional There is a new paradigm evolving in the job market. It is creating a new world for employers and employees, businesses and candidates. It has a more level playing field than ever before. Therefore, it is important that both the business and the professional adapt a mindset of reciprocity, in everything from the early stages of marketing themselves all the way through screening, selection and employment. The players are now engaged in a game similar to tag—the role of pursuer and pursued can alternate within the same exchange in a matter of seconds. Whether we’re in the role of the business or the professional, each of us must now engage the recruiting process with clarity, candor and a spirit of mutual courting. When we are in the position of the business seeking employees, it is critical that we set clear expectations, including the results required of the role we are filling. Throughout the history of job descriptio...
Read more
Image
"What Color is Your Parachute" Book Review As a new year begins, many of us engage in the long-standing tradition of making a New Year’s resolution. We typically establish these to improve our self or some aspect of our life, including our careers. Resolutions often involve improving roles in our current organization, finding a new place of employment or launching our careers. If any of these rings familiar for you, then I would invite you to join me for a brief exploration of “What Color is Your Parachute: A Practical Manual for Job-Hunters & Career-Changers” by Richard N. Bolles. Let me preface this review with an important clarification that we will not just be reviewing the 2019 edition. It is the 46 th  edition since it was originally published in 1970. Not just 46 th  printing, but the 45 th  update, renewal, revision, refinement, etc. to keep this tremendously helpful tool current with the ever-evolving world of employment. While the tools to secur...
Read more