To support the business in changing and turbulent times, HR leaders are looking for ways to support their stakeholders and offer new ideas/programmes above and beyond the norm.
Why? Due to the pressure of the business. The pressure for profitability and the pressure to contribute more to the business.
How are the HR leaders looking to do this? The HR leaders are looking to supply the right tools, and some of the old tools may not work anymore. They also feel that they need to add more value to the business.
So what might work today?
We all know that HR needs to understand the business and needs to link learning and development to the business goals and strategies. That is a no brainer.
To date, HR leaders have exausted their efforts with the sales and sales management teams by providing sales training programmes that offer a scripted, burdensome process. These programmes have brought in results, but the HR Leaders should take it one step further- even as the executives continue to look for quick answers-and quick results.
Wait a minute. Quick answers and quick results? You have tried programmes that offer the quick answers and results already. Some work and some don’t. What to do next?
As an HR leader, shouldn’t you be in the position to advise the business? Shouldn’t that be your key role?
To provide value you should look to be a proactive advisor. And as an advisor, you can position business differentiators.
How to differentiate?
Soft skills.
Soft skills are truly in need today. And I don’t recommend that becuse Egyii’s business evolves around that. I (and others) believe it.
Soft skills need to complement the current sales process and the product training.
Soft skills are the “glue” to keep it all together.
So why is it difficult to pitch to management? Is it because soft skills are difficult to measure? They don’t show “direct” results? If that is on the mind of your executive team, they need advice. Your advice.
Soft skills, such as relationship skills, are important as they complement the drive for immediate results.
They also build the pipeline.
…and they turn a prospect into a client and keep the client a client.
If you are focusing on programmes that bring immediate results, chances are you are losing the client, because they know when the sales pressure is on. Relationship building soft skills help relieve this pressure and give you the ability to sell immediately and medium/ long term…without losing the client.
Isn’t that what the business REALLY wants?
HR Leaders have the opportunity to be more active as advisors. Contribute more of your ideas to the business. Add more value by advising the business and offering new tools such as more targeted soft skills.
It may difficult to convince the stakeholders- give it a try.
For more, see:
Building and fostering client relationships.
Building and rebuilding trust.
Trip Allen, Team Egyii, Singapore
Many reasons for low employee engagement and high employee turnover are given by companies, from unhappiness about having to accept lower pay during the downturn, to high career expectations. These may play a part, but often the perception of employees by management as being less important in creating a competitive advantage than product or service innovation and marketing strategy, is bound to send the wrong signals.