And today there’s no more appropriate function within an organization than HR to champion that unleashing! Nor is there any better time than the present to reimagine our workplaces to create communities of human beings vs. warehouses of human resources . . . and to replace our outdated power “over” militaristic, hierarchical structures with power “with” possibility partners relationships.
HR’s communication and relationship skills, combined with their organizational and human development expertise, make them the ideal function to spearhead the development of these new workplace infrastructures. REARCHITECTING WORK - Possibility Partners Unleashing Potential, (a soon-to-be published book) contains the 10 design principles on which these infrastructures are based.
My most recent employment experience with YWCA Metropolitan Chicago, serving for 3 ½ years as their Chief Possibility Officer, compelled me to write the book and to launch Possibility Partners, LLC, to support like-minded HR leaders in the creation of these infrastructures in their enterprises.
At YWCA Metropolitan Chicago we proved that shifting the focus from performance management to possibility partners unleashing potential altered the relationships people had with themselves, their work and with each other.
Replacing the often-dreaded annual performance reviews with year-round “How’s It Going” Possibility Partners conversations resulted in people embracing ownership for results vs. accountability being imposed (and often resisted). People felt increased levels of confidence, competence, and empowerment, as they engaged in open-hearted, honest conversations (rather than confrontations) that led to greater collaboration, along with increased levels of mutual trust, respect, and support.
Get a free copy of the 10 design principles in my upcoming book, Rearchitecting Work . . . Possibility Partners Unleashing Potential.
If you would like to schedule a 20-minute conversation to explore how we might be of service in your organization, click here.
Fun facts about me
As for what led to my passion, I’ve just recently discovered how my love of climbing trees in my youth ties in with my adult, lifelong purpose and passion for unleashing people’s potential – a purpose and passion I find so compelling I intend to do it until I draw my last breath. The idea of retirement simply pales in comparison.
About the tree climbing -- I grew up in a small town in North Dakota in a place I would describe as safe and secure but not a hotbed of progressive thinking. This was during a time when children were expected to amuse themselves vs. engaging in scheduled play dates, etc. One of my favorite activities was to climb trees, which required skills in the identification of “climbable” trees and the ability to climb them. I became skilled at both, sitting in a tree for hours -- enjoying my expanded experience of the world, while feeling empowered to do so with the skills I had developed.
This in my estimation is what happens for people when we HR professionals create the conditions that enable people to change their experience of their world at work. They have a sense of empowerment that results from having developed the necessary skills and abilities needed to support those changes. And when that happens, I believe it liberates people to be able to change their experience of the world in all areas of their lives that collectively will lead to a world that works better for everyone. People are liberated to participate, contribute, and self-express vs. proving themselves!
I’m much more interested in learning more about you!
I would love to hear about what led you to your HR passion and the vision you have for the impact and difference HR can make for the human beings in your organization. Click the link below to book a call or send me an email at [email protected] so we can connect.Book A Call
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