Putting Humpty Dumpty Back Together Again: Restoring Teams After Workplace Investigations Ronald Pizzo, Labour Lawyer, Pink Larkin, 2018
A workplace investigation will not repair dysfunctional workplace relationships. A workplace investigation neither builds bridges, nor resolves interpersonal conflict. In fact, an investigation may make a difficult work environment even more difficult. So how do we put Humpty Dumpty back together again, if all the King’s horses and all the King’s people could not?
Google’s Project Aristotle In 2012, Google undertook a multi-year initiative to answer one question: what makes some workplace teams soar while others fail miserably. The research team, which included organizational psychologists, statisticians, engineers and sociologists, studied the literature and over 150 Google teams. They found five (5) behavioural norms that all successful teams shared.
5 Questions to Help You “Sell” the Value of HR Jim Harrison, Queen’s IRC Facilitator, 2017
In the current business environment, it can be very frustrating some days to be an HR professional. In many ways it is like we are living the first line of Charles Dickens’ A Tale of Two Cities: It was the best of times, it was the worst of times…
Never have there been more HR programs and initiatives that can have a direct impact on business results – and never has it been harder to get the attention, investment and commitment of business leaders to make substantive – and at times even minor – changes in order to use the full value of our HR expertise.
In many companies, while HR has been granted a “place” at the table – or earned that place – they have not yet been granted or earned an equivalent and impactful “voice” at that table.
Businesses are in a constant state of change; yet, HR often waits in line for attention and investment behind technology, and technology, and technology, and then marketing (driven more and more by technology) and finance (often driven by technology in the endless appetite for more data). I think you get the point – and if you are an HR professional you not only get the point, you are probably living it. There is an endless, jostling line-up at the money trough for change initiatives – and there is a limited amount of money, resources, “brain-space”, time or attention to handle them all.
There are three reasons why it is easier to sell a technology – or marketing or finance – investment than an HR investment.
Here’s a few images that we shared online from our programs this month.
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Spotlight on our Designing Collaborative Workplaces program Advance your High Performance Teams and Create a New Workplace Culture
Collaboration has emerged as a core organizational competency and is critical for success in today’s workplace. Our Designing Collaborative Workplaces program takes a deep dive into the why, what and how of collaboration, giving you key insights into the essential conditions for building high performance teams, enabling collaborative workplaces, and creating engaging work spaces for collective learning.
Recognize the essential behaviours that drive team success
Develop core team skills and processes for innovating, partnering and executing
Populate your teams with the right skills, talents and resources Support your teams as they form and become productive
Develop a framework that empowers your teams yet keeps them focused and aligned with other efforts
Identify the DNA and logic of a truly collaborative workplace and how to promote it