#EPISODE 52: 🔊 Boost HR Influence

The One Minute For: Nailing Succession Planning, Establishing Effective Communication, Managing Difficult Personalities

Author

Art Voloshyn
May 21, 2024

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IN TODAY’S EPISODE 👀 

 

4:50

Audio: #EPISODE 52

 

THE ONE MINUTE TO THINK 🤔

 

❝

"Employees who spend 6 hours per week with their manager are 29% more inspired, 30% more engaged, and 16% more innovative than people who only spend 1 hour per week interacting with their leader".

― Mark Murphy, Managing Narcissist, Blamers, Dramatics and more…

 

THE ONE MINUTE TO GET INSIGHT ✨ 

Manage Challenging Colleagues

From Managing Narcissists, Blamers, Dramatics and More…: Research-Driven Scripts for Managing Difficult Personalities at Work by Mark Murphy

 

1:27

Audio: #EPISODE 52-1

 

“When dealing with difficult personalities, you need to be both respectful and assertive. Respectful means that you treat them with dignity and courtesy, even if they don’t deserve it. Assertive means that you stand up for yourself and your rights, without being aggressive or passive”.

How to Manage Challenging Personalities?

Type 1: Narcissist (self-centered, entitled, manipulative, demands special treatment and  situations).

Solution: set clear boundaries, interactions focused on facts.

Type 2: Confidently Incompetent (overconfident, resistant to learning, unaware of their limitations).

Solution: provide guidance, give feedback, offer training opportunities to improve skills and performance.

Type 3: Silent Personality (quiet, avoids engagement, withdrawn, hesitant to participate).

Solution: create a safe space for open communication, offer support, encourage involvement.

Type 4: The Blamer (blames others, avoids responsibility, makes excuses).

Solution: emphasize personal responsibility, provide constructive feedback, encourage self-reflection.

🔽 Summary 🔽

 

SPONSORED CONTENT TO EXPLORE 👇

 

THE ONE MINUTE OF EXPERT VOICE 🎙

Strategies for Effective Communication with Other Department

by Mark Murphy for Forbes

 

1:04

Audio: #EPISODE 52-2

 

Mark Murphy is The founder of Leadership IQ, a New York Times bestselling author, contributor to Forbes and CNBC, and rated as a Top 30 Leadership Guru.

 

The "What's Your Communication Style?" assessment shows a communication gap between HR and other departments. HR emphasizes personal and functional communication (emotions and processes), while Finance and IT prefer analytical and intuitive communication (data and concise messaging).

To bridge this gap, HR should:

✔ Replace emotional terms with data and figures: Instead of saying "employees are stressed," provide survey results showing specific stress levels and their impact on productivity.

✔ Deliver insights concisely for intuitive thinkers: Summarize key points quickly. For example, instead of detailed explanations, state, "Employee dissatisfaction has increased turnover by 10%, costing $12 million annually".

✔ Tailor messages to match other departments' styles: Understand that Finance and IT prefer facts and clear data. Adjust your language to be more analytical and less emotional to resonate better with them.

 

LET’S PRACTICE 🧪

Succession Planning for Business Success

by SHRM

 

1:26

Audio: #EPISODE 52-3

 

What is Succession Planning

It's a critical HR process that ensures the organization has qualified leaders in place to step up when key roles become vacant. It involves identifying, developing, and preparing successors for future leadership positions.

How to Do It?

✦ Identify Key Roles. HR should determine which roles are critical for the organization's future and require a succession plan.

✦ Assess Leadership Capabilities. Evaluate the current leadership team and potential successors using performance metrics and data to identify any skill gaps.

✦ Communicate the succession plan to all stakeholders. Ensure effective dissemination throughout the organization, involving executives, managers, potential successors, and key personnel.

✦ Facilitate Mentorship and Coaching. Provide mentorship and executive coaching to prepare potential successors for future roles and address any skill gaps.

✦ Ensure Visibility and Flexibility. Maintain open communication about successors with the leadership team and be prepared to adjust the plan as necessary for maximum effectiveness.

 

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