January 31, 2019

QUICK CHECK of 13 Competencies Affecting Your Managing & Leading of Workplace Transition 0419

by Stephen Hobbs in wellth movement  | 0 Comments

In co-creating the well-living workplace ... 

A place of work where you work well together - you enjoy what you do and do what you enjoy ... 

Well-Living World Natural Educators

Are YOU [as a manager-leader, human resource professional, workplace educator or executive] competent to guide your stakeholders through workplace transition? 

Consider the following 13 action_outcome statements ... and ask yourself: 
Am I competent to __
[Your response is Yes, No, and a tentative Yes = No]

  1. Match the correct person for the correct job at the correct time
  2. Recognize shift happens in and around the organization of work
  3. Develop the capacity for employees to become aware of and work with shift
  4. Reduce layers of organization when connecting people with ideas-decisions-implementation
  5. Promote collaborative cross functionality
  6. Execute strategic focus on value propositions to benefit the marketplace
  7. Design jobs that integrate people 
  8. Provide the means for people to respond rather than react
  9. Connect competency achievement with productivity accomplishment
  10. Match recognition with competency achievement
  11. Match employee task satisfaction with importance of a job well done
  12. Introduce disruptive technologies in supportive ways
  13. Dialogue old and new technologies to enhance operations

*These statements were randomly select from a list of 200+ competency statements.

And your Yes-No score is? 

Also, if you want to share - ask a question about your score/the statements - use the comments section below.

We appreciate chatting with you ))smiles 

To extend your practice ...

Which one of these 13 competency statements is flashing like a neon sign? The one saying “work on me, work on me NOW!”

Alternatively – what competency statement would you add?

BONUS of 16 more:

  1. Use what is usefully old in new ways
  2. Match who can fill in during employee absence
  3. Match employees who best help leverage client relationships
  4. Ensure the simple organization of work 
  5. Obtain employees who can help leverage client relationships
  6. Remain alert to human resource trends affecting the organization of work
  7. Involve managers in all levels in preparing people for their next jobs
  8. Offer ways to retain employees through mentoring
  9. Deliver workplace transition experiences that exceed personal expectation
  10. Develop a mindset of confidence in self with others
  11. Develop stretch goals about being, having and doing one’s best
  12. Define organization requirements matched with employee commitments 
  13. Lead based on the employees’ personal hierarchy of values
  14. Define what the organization must supply to match what the person must bring to work
  15. Ensure ethics of individual performance  
  16. Recruit, retain, and retrain talent as and where needed

To extend your practice with bonus statements...

Which one of these 16 competency statements is flashing like a neon sign? The one saying “work on me, work on me NOW!”

Alternatively – what competency statement would you add?

Onward ... 

mentoring 18-04

In Closing Workplace Transition 0419 ...
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As we co-create well-living workplaces - places of work where we work well together - realize:
WELLth Movement guides inspired practitioners to become natural educators who deliver extraordinary experiences with their community of significance using eco-ethical architecture. 

Inspired Practitioners
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_ Parents & Grandparents looking to involve their children/grandchildren with nature

Natural Educators​
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Extraordinary Experiences
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_ Elevate groups and teams (departments/units) to communities of significance
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_ use of Ecological Literacy
_ use of Ethical Decision-Making
_ use of language that evolves love and compassion in being for the world

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Workplace Transition 0419


Dr. Stephen Hobbs

Writer - Walk with Nature as My Educator
- Share the Legacy I Intend to Live

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