It Should Be Human Potential Management Not Human Resources
January 15, 2012 § Leave a comment
We have all seen Einstein’s quote about change. He said, “We can’t solve problems by using the same kind of thinking we used when we created them.” This tells me we can’t dissolve a problem until we find a new way of thinking about it. We must change our thinking first otherwise will resurface again later.
What problem should we address that will make the most difference for American businesses today? I want to help organizations dissolve the employee engagement problem. Engaged employees have an emotional connection to work. They voluntarily exert extra effort into their work. They do this without being threatened, bribed or even asked. To make us more competitive on the global stage we must improve our employee engagement. Improvement in technology can help but it is not the full answer. We must tap into every heart and mind of every employee in order to catch up to the Japanese, Chinese, and Koreans etc. Our average engagement in the USA is around 26%. That is a problem.
If we are to follow Einstein’s advice, we must begin to think differently? The fastest way to change your thinking is to change your language. I have a suggestion for my Human Resources Management friends. Change your name from Human Resource Management Department to Human Potential Leadership Department.
When we look up the word resources in the dictionary we find a source of supply or a means of spending. This definition suggests a limit or a finite amount. Human Potential Leadership suggests unlimited supply. The dictionary clarifies this with the words “possibility and development”. The greatest sin a leader can commit is not allowing people to achieve their full potential.
There can be three elements within the Human Potential Leadership paradigm:
- Leadership of the Context
- Management of Processes
- Self-management by all the people
Leadership of the context means an environment that allows everyone to reach their full potential. This environment has freedom and choice and encourages to self-management of employees’ own behavior. This type of environment naturally rewards (not with money but with learning and intrinsic rewards) self-reliance, problem solving, and learning. It demands a clear vision, aim and strategy for optimum action and faster decision making. It avoids dependence on management for everyday decisions that are required to solve everyday type problems.
Management of processes means just that. Notice I did not mention management of people. Instead everyone is already naturally involved with managing their own processes and their own interactions within those processes. This means everyone is clear about their hand offs to internal and external customers. They know how to use quality improvement tools and they apply the tools every day to improve those hand offs.
Self-management refers to the creation of trust through consistent behavior. This behavior is in alignment with natural principles and values. It refers to emotional intelligence. It means treating everyone with respect in every situation. It means social responsibility and full transparency without negative consequences. It means full integrity with everything.