Strategic Relationship Management

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Information about Strategic Relationship Management
Business & Mgmt

Published on July 16, 2013

Author: robinschooling


+ Strategic Relationship Management: The Secret to HR’s Success Robin Schooling, SPHR Silver Zebras, LLC

+ Relationship Management Why HR?


+ We... n Pay attention to changing conditions n Explore the human dynamics n Understand theories of motivation n Are empathetic

+ We... n Understand cause and effect n Analyze WHY stuff happens n Build trust

+ Culture of Involvement

+ Work Teams n Define expected results n Communicate! n Provide resources and tools n Provide learning opportunities

+ Work Teams n Checkpoints! n Verify understanding (time and deadlines) n Celebrate accomplishments/milestones n Expand the scope over time

+ MODEL the desired behavior!

+ “Hidden Dimension of Corporate Culture” Post 9/11 GROUP EFFECTIVENESS study by Harvard psychologists n Stable team membership? n Appropriate staffing? n Clear vision? n Meaningful work? n Rewards? n Recognition? n Strong leadership?

+ “the single strongest predictor of group effectiveness was the amount of help analysts gave to each other.”

+ Company Culture– Adam Grant

+ Giver Culture High performance units where employees: n Help others n Share knowledge n Offer mentoring n Make connections...without expecting anything in return

+ Taker Culture Environment where employees get as much as possible from others, while... n ... contributing less in return n only helping when the expected personal benefits will exceed “costs”

+ Matcher Culture Norm is: n Employees help those who help them: equal balance of given and take n Employees only trade favors in closed loops – inefficient exchanges

+ Relationship Building

+ “And I can’t deny the fact that you like me. Right now, you like me!”

+ Seek first... ... to understand...

+ Show your VALUE

+ ASK for their input

+ INVOLVE THEM in decisions

+ Provide them with what they need

+ Give Praise where Praise is Due

+ So what about.....

+ Have a VISION... of the relationship

+ Building strong alliances Crucial Connections

+ Leadership Conversations – Alan S. Berson/Richard G. Stieglitz n Targeted n Tentative n Transactional n Trusted

+ Attraction n What do you like about the other person? n .... and what if the answer is “not much?”

+ Shared Interests n Compatibility n Shared experiences

+ Working it Out n Agree to disagree n Listen...understand... work to change the dynamics

+ Be Proactive n Seek out opportunities to communicate, discuss, and strengthen the relationship n Meet them ‘where they are’

+ Deeper Understanding n You will know before they know n You will anticipate their needs and wants!

+ Sustainability

+ Make Relationships Matter n HR leaders are the crucial element n HR leaders set the tone n HR leaders influence n HR leaders can develop – and maintain – strong partnerships

+ @RobinSchooling Thank You!

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