The Nightmare Scenario

As oil continues to spew into the Gulf of Mexico, I become less angry and more saddened. But this isn’t a rant about BP or our dependence on foreign oil – you can find plenty of those in the blogosphere. In any web as tangled as the mess in the Gulf, bad guys are not hard to find or to criticize.

What got me thinking is a storyline about BP’s long history of questionable safety practices and the man hired after the disastrous Texas City BP refinery explosion in 2005: Tony Hayward. Among Hayward’s initiatives was a push to improve BP’s safety performance. The zingers are just too easy here so when you’ve finished thinking up a few, take a moment to think about your own organization’s vulnerabilities.

What’s your nightmare scenario? You know, that nagging situation that pops up from time to time only to be tabled because there’s no easy solution. Your situation may not be currently putting your employees or customers at risk, but in the long run it may be expensive to ignore it.

Remember that sunlight is the best disinfectant. Develop a plan to communicate with affected audiences – and remember that communication is a two-way process, with as much value generated by what is heard as by what is said. The first step to a brilliant solution may be as simple as making sure that everyone starts out on the same page.

Training and communication plans are a great way to tap your internal resources and widen understanding of issues that have the potential to become your nightmares. In the best case they may be avoided, but if your nightmare scenario does emerge, the outcome will be better if all parties are informed and prepared.

2018

I recently read an article in Workforce Management (2008) that examined what human resources will look like a decade from now. Nine thought leaders and HR executives were brought together to make these predictions. The key forecasts include:

• Collaboration to build strong relationships through social networks and wikis
• Work arrangements will be more adaptive and informal
• Global values being defined so they are easily understood by employees across the globe
• Corporate social responsibility to avoid the crisis of today to ensure fairness
• Hiring and training will be tied to the bottom line and will be virtual, global and just-in-time
• Leadership development will be key given that leaders will be held accountable for their decisions
• Benefits will need to be tailored to meet diverse needs and attract talent

As I explored this article, I identified that EPI is positioned well for 2018. EPI is building a social network infrastructure, we are a virtual team that is adaptable and informal, and many of our clients are global. Given that leadership development is a niche at EPI, we can help HR executives and professionals prepare their leaders for tomorrow. We have developed numerous, customized leadership programs that closes leadership gaps and develop leaders to take a collaborative approach where they engage employees and impact overall organizational performance.

Our clients testify that EPI is a strategic partner that helps their organizations recruit, manage and retain talent and we are positioned to help you into the next decade.

Reflection and Reevaluation

As we approach the midpoint of 2010, it’s a good time to reflect on how key events this year have impacted your perspective on life and your priorities both personally and professionally, and to reevaluate where you’d like to spend your time and energy. Reflection is a key part of adult learning, as is adjusting to shifting perspectives. The more you practice reflecting on all areas of your life, the more you grow.

I had a baby in March, my first, and boy have my perspectives and priorities changed! I knew they would, but I had no idea how until baby Shelby arrived. I had planned to finish grad school at the end of the fall and to run a half-marathon, my third, in mid-October. I was hoping to attend a conference out-of-state at which I’m to co-present a workshop on using Twitter to encourage engagement and retention beyond the classroom, and I wanted to start volunteering again this summer. I had even hoped to start working full-time not long from now.

After three months of perpetual fatigue, occasional frustration, and exuberant joy, however, I now realize that finishing grad school, while important, is probably something I’m going to need delay until next year, mostly because I want to spend quality time with my little girl. I’m pretty sure I can still run that half-marathon, but my training won’t begin as soon as I envisioned and it won’t be nearly as dedicated as in the past. And I’ll need to train largely on my own versus with a team because I can’t commit to group runs. I’ll be able to contribute to the content of the conference workshop, but I’ll probably have to let my co-presenter attend on his own. Volunteering will almost certainly have to wait until next year or beyond.

As for working full-time? Well, I’m enjoying the balance of part-time work and full-time motherhood, so why rush a good thing? Shelby will only be this tiny and dependent on me once, and if I let these important developmental months pass me by, I’ll regret it. She is so incredibly adorable, and I’m lucky to have the ability to spend a lot of time with her and to work as part of a company that values balance and personal development, so I’m going to enjoy my days off with Shelby while I can. At least, that’s my plan for now!

What events so far this year have served as a catalyst to change your perspective and priorities? How have you adapted to them and how would you like to see the rest of your year play out as a result, both personally and professionally?

Development Plans

Do you have a culture within your organization that will allow for individual solutions to development?

So many companies don’t utilize the employee development plans that are central to growth and leadership. While this is a challenge, in and of itself, for those companies who have implemented IDPs (Individual Development Plans) another issue exists. Development requires something other than a one-size-fits-all approach. It is tempting and I can understand why, to create a form, fill in the blanks and then think that the development process is complete. I would challenge you to go further and realize that what works for one may not work for another.
Creative solutions may take time, but at the end of the day, are worth it.

Some questions to ask:

1. How do you define development?
2. How does this definition fit with the overall strategy of the organization?
3. What is holding you back from integrating a development solution that actually develops those within your organization?