The High Calling of Developing Others in the Workplace

Dr. Jim BohnSHRM Spring Conference2016

Vintage Brings Vantage•Career began on the drafting board – 1972•Moved from Engineering to HR in 1990•First supervisory role – 1992 – lots of lessons learned

•Managed multiple teams at Johnson Controls until 2013.

•Finished career as Global Director of Change Management

Take this hour to reflect on one of the critical elements of HR•Development is an organizational buzzword.

•What does “development” really mean to each of us?

•Development is about the people we lead.

•Development is also strategic.05/03/2023

Employee retention is critical for maintaining

organizational knowledge and continuity

Employee satisfaction

Succession planning Millennial Demands for meaning

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Urgent Organizational Needs:

LINKED IN Talent Solutions 2015“32% of organizations say employee retention is a top Priority in the next 12 months.”

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Where’s the best place to go to work?

Who was your favorite teacher?• What was it about your favorite

teacher that made them effective?

• Why do you remember them to this day?

• What one thing stands out about their interactions with you?

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Tales of development

Anne

Jason

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Ken

How A Calling Exceeds A Job

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Something we sense we must do.

Gratification time horizon is much longer.

Deep satisfaction comes from a sense of impact.

The teacher is the best analogy.

ANNE

A Few Perspectives

Take the long view.

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A Few Perspectives

Take the long view.

Understand your philosophical foundation for developing

others.

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A Few Perspectives

Take the long view.

Understand your philosophical foundation for developing

others.

Reflect on the satisfaction gained in developing others. • What other effort will provide a true sense of long term satisfaction in our careers?

Emphasis on Employee Satisfaction has eclipsed Managerial Satisfaction.

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A Few Perspectives

Take the long view.

Understand your philosophical foundation for developing

others.

Questions for assessing your skills in developing

others.

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Reflect on the satisfaction gained in developing others.

Questions For Assessing Your Skills In Developing Others.[Table Discussion – 10 minutes]

Have you given thought to how you go about developing others?

What are your core leadership motivations for developing people?

What do you really believe about the value of developing people?

What successes have you seen over time when you applied effort to developing people? What’s your success story?

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05/03/2023@DrJimBohn – The Blue Collar Scholar

So, I’ve thought about development, now what do I do about it?• A model that can easily be remembered

• Built from time honored research on human motivation (Deci & Ryan, DeCharmes, White, Bandura and others).

• Recently revisited by Daniel Pink

• With a few of my own additions based on research, teaching and experience

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Credit where credit is due!

The i C.A.R.E2. Model of Development

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• i•C•A•R•E2

"... We do not motivate clients or install motivation in them. ... We find the motivation that lies within them and help them recognize it." ~ Rosengren (p. 10).

Leaders don't motivate anyone! They create the conditions for motivation.

Competence as a focus of development

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• Build competence through thoughtful projects and effective delegation.

• Provide feedback: Guidance without punishment.

The i C.A.R.E2. Model

KEN

Autonomy as a focusof development

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• Freedom in creativity.• Freedom in process.• Freedom in analysis.• Freedom in voice.

Aute Nomos

AUTN NOMOS

Self Law

The i C.A.R.E2. Model

Relationships as a focus of development

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• Ensuring day-to-day organizational relationships have value and create comradery.

• Be the one who kills the corporate mythology about an individual.

• Avoid the “you’re not a team player” pressure.

The i C.A.R.E2. Model

JASON

Effectance as a focusof development

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• What on earth is Effectance???• Creating meaning through significant

achievements.• HERE is the power of recognition.

We sometimes make the foolish assumption that employees understand their role in organizational mission without context.

The i C.A.R.E2. Model

• Self-efficacy is a sense of the ability to control outcomes.

• How does my work make a difference in the organizations’ ability to succeed?

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I think I can …I think I can …

I think I can

Provide me with your business card and I will email you a free White Paper on Organizational Efficacy.

The i C.A.R.E2. Model

LeaderDevelopmentOpportunity

Self-efficacy as a focus of development

The i C.A.R.E2. model is a frameworkfor development

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•C•A•R•E2

Next Step on this journey:Developing Manager SatisfactionIn Employee DevelopmentT r a i n i n g M a n a g e r s o n t h e t o o l s t h a t p r o v i d e b o t h e m p l o y e e a n d M a n a g e r i a l s a t i s f a c t i o n .

Take the long view.

Understand your philosophical foundation for developing

others.

Questions for assessing your skills in developing

others.

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Reflect on the satisfaction gained in developing others.

• Check out the Rapid Diagnostic @ www.ProAxios.com• info@proaxios.com• 651-302-1574 • Grafton, WI 53024• @DrJimBohn

We offer plainspoken guidance for those who do the work.

@DrJimBohn – The Blue Collar Scholar

Thank you!