As the new year approaches, HR leadership needs to step up and change the management practices at their organizations. The old days of command-and-control leadership are fading in favor of what might be better termed a trust-and-track method, in which people are not just told what to do, but why they are doing it. Time to take the reins HR professionals.
Paul Spiegelman has a list of “old school” practices you ought to chuck, and “new school” practices to champion instead:
- Out: Micro-management, or the need to control every aspect of your company.
In: Empowerment, the ability to give your people some rope–even rope to make mistakes without blame.
- Out: Management by walking around the office; it is no longer enough to be visible.
In: Leadership by watching and listening, engaging in conversation, implementing the ideas presented to you, and distributing the results.
- Out: Pretending you know everything. You don’t have all the answers, so why try to make people think you do?
In: Knowing your leadership team members and trusting them. Choose great people who have the right skills and fit the culture. And get out of the way.
- Out: No mistakes, or a “no tolerance policy” some still think works.
In: Learning from mistakes, or being the first to admit an error.
- Out: The balance sheet drives the business, and informs all other decisions.
In: People drive the business, boosting customer loyalty, and profit.
- Out: Job competency is sufficient. Do the job asked, and you’ll survive.
In: Recruit “A” players who will go the extra mile. They’re out there.
- Out: Invest in technology to increase productivity.
In: Invest in people.
- Out: Demand change; be very specific about what you want and when.
In: Nurture change; your people can come up with the best ideas and you can give them credit for it.
- Out: Fried food in the cafeteria.
In: Wellness in the workplace.
- Out: Incentives; pay employees more money and they’ll do more.
In: Rewards; being valued matters more than money.