• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Strategic Relationship Management

Strategic Relationship Management






Total Views
Views on SlideShare
Embed Views



2 Embeds 3

https://www.linkedin.com 2
http://www.linkedin.com 1


Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
Post Comment
Edit your comment

    Strategic Relationship Management Strategic Relationship Management Presentation Transcript

    • + Strategic Relationship Management: The Secret to HR’s Success Robin Schooling, SPHR Silver Zebras, LLC
    • + Relationship Management Why HR?
    • +
    • + We... n Pay attention to changing conditions n Explore the human dynamics n Understand theories of motivation n Are empathetic
    • + We... n Understand cause and effect n Analyze WHY stuff happens n Build trust
    • + Culture of Involvement
    • + Work Teams n Define expected results n Communicate! n Provide resources and tools n Provide learning opportunities
    • + Work Teams n Checkpoints! n Verify understanding (time and deadlines) n Celebrate accomplishments/milestones n Expand the scope over time
    • + MODEL the desired behavior!
    • + “Hidden Dimension of Corporate Culture” Post 9/11 GROUP EFFECTIVENESS study by Harvard psychologists n Stable team membership? n Appropriate staffing? n Clear vision? n Meaningful work? n Rewards? n Recognition? n Strong leadership?
    • + “the single strongest predictor of group effectiveness was the amount of help analysts gave to each other.”
    • + Company Culture– Adam Grant
    • + Giver Culture High performance units where employees: n Help others n Share knowledge n Offer mentoring n Make connections...without expecting anything in return
    • + Taker Culture Environment where employees get as much as possible from others, while... n ... contributing less in return n only helping when the expected personal benefits will exceed “costs”
    • + Matcher Culture Norm is: n Employees help those who help them: equal balance of given and take n Employees only trade favors in closed loops – inefficient exchanges
    • + Relationship Building
    • + “And I can’t deny the fact that you like me. Right now, you like me!”
    • + Seek first... ... to understand...
    • + Show your VALUE
    • + ASK for their input
    • + INVOLVE THEM in decisions
    • + Provide them with what they need
    • + Give Praise where Praise is Due
    • + So what about.....
    • + Have a VISION... of the relationship
    • + Building strong alliances Crucial Connections
    • + Leadership Conversations – Alan S. Berson/Richard G. Stieglitz n Targeted n Tentative n Transactional n Trusted
    • + Attraction n What do you like about the other person? n .... and what if the answer is “not much?”
    • + Shared Interests n Compatibility n Shared experiences
    • + Working it Out n Agree to disagree n Listen...understand... work to change the dynamics
    • + Be Proactive n Seek out opportunities to communicate, discuss, and strengthen the relationship n Meet them ‘where they are’
    • + Deeper Understanding n You will know before they know n You will anticipate their needs and wants!
    • + Sustainability
    • + Make Relationships Matter n HR leaders are the crucial element n HR leaders set the tone n HR leaders influence n HR leaders can develop – and maintain – strong partnerships
    • + @RobinSchooling hrschoolhouse.com silverzebras.com Thank You!