1. All aspects of what people do in organizations is deter-
mined in their mind. It follows that if we better understand
how the mind works, we will better understand the link
between people and the organization. But understanding
how the mind works demands a depth of science not appro-
priate to practical management, for example, the link be-
tween ideas and action (body-mind problem), and theory
creation in social science. It is important a practical manag-
er can have confidence the intellectual work has been done,
then and only then is the technology derived from the
science reliable, consistent and reproducible.
OPD-HCD™ team leadership technology is de-
rived from a scientific theory of psychology itself de-
rived from a tightly defined social science methodologi-
cal platform.
OPD-HCD™ divides the link between people and the
organization into two.
Current compliance, and administration of people in the
organization, largely unchanged.
Strategic human capital development, or strategic HR, the
pro-active aspect of HR, is completely changed from
current global approach.
The strategic management of all human perfor-
mance in the organization is the identification of the
ideal actions derived from strategy in every role (the
behavioral structure) and delivery of those actions to
standard (perfect game plans perfectly delivered).
Identification and delivery of the behavioral structure to
standard is the priority of the CEO determined to roll out
strategy so it has the greatest chance of greatest market
success. Responsibility for this task is delegated to the HR
Function who become the ‘right hand’ of the CEO oversee-
ing skills and application of all team leaders across the
organization. The ‘team leader’ is accountable for team
output. The HR Business Partner supports, coaches and
guides the team leader in the OPD-HCD™ technology
enabling the team greatest chance of greatest success.
Therefore, enabling each person greatest chance of greatest
work life success.
The key difference in OPD-HCD™ technology is
in the detail.
The following definitions illustrate. These details are over-
all quite different from current global best practice and are
a well-defined team performance technology offering clear
tools to all team leaders that will achieve consistent, relia-
ble results.
OPD-HCD™ the technology each team leader is to apply
in refining and full implementation of the behavioral
structure of the team to standard.
HR Business partner: The HR person assigned to coach,
support and guide team leaders in applying OPD-
HCD™ technology enabling the team greatest chance
of greatest success.
Organization development: Defining the organization on
paper, down to the ideal actions in each role. Identify-
ing and refining clarity and definition of the behav-
ioral structure from the agreed budget for the ac-
counting period. Specifying each job via its role
specifications. Each role being a unique set of KPIs
and ideal actions within the job.
Game plan: The psychological frame within the mind of
each person that is their understanding of ideal ac-
tions in the roles in their job, and is applied by the
person in forming their own daily behavior on the
job.
Engagement: The commitment by the person to their own
work life success.
Commitment: The agreement with the person they will act
such as to positively build their own work life suc-
cess.
Agreement: That delivery of the ideal actions to standard
offers greatest chance of greatest success in the role.
Positive acceptance: The person has no negative or ad-
verse emotions when they think of themselves deliv-
ering the agreed ideal actions to standard.
Intrinsic motivation: The ‘internal’ motivation of the
person. Engagement plus commitment.
Team motivation: The ‘external’ motivation being applied
to the person. The team leader ensuring every person
is having fun each day at work striving to deliver the
behavior structure to standard.
Training: Focused on the person skills at delivery of the
agreed ideal actions in the role. It follows, that train-
ing should immediately lift results.
Change management: Agree new goals and identify the
ideal actions derived from those goals. In the jobs
involved, refine the role specification→ agree the
new role specification with the person assigned the
role → coach, practice/role play the new ideal ac-
tions → support person refine their game plan→
performance review with person to consolidate ideal
actions as habit. Within OPD-HCD™ change man-
agement is clear and non-threatening.
OPD cultural audit: The regular (quarterly at least) moni-
toring of the implementation in the team of OPD-
HCD™ technology. The team leader with support of
the HR Business Partner selects the audit factors to
be improved for next audit.
Performance review: The regular (monthly at least) meet-
ing between the team leader and team member on
the effectiveness of the team member in acting out
the agreed ideal actions to standard.
Talent identification and management: Identifying those
people with greatest skill at contributing to the re-
finement of the role specifications in their job and
with the greatest willingness to apply themselves in
pursuit of their work life success. Giving opportuni-
ty to those judged with most talent.
When implemented these details carry the organization to
a focused, helpful, organized, friendly, and enjoyable
working environment with which customers pleased to
interact.
An organization is an idea influencing people. The organization
becomes ‘real’ through people and only through people.
Building culture where every person striving for perfect game plans perfectly delivered.
Newsletter 16 Proactive HR policy changes
Newsletter topics
1. Seeking new thinking.
2. How to double profits.
3. Goal—action.
4. Linking staff action to
strategy.
5. Human performance
driving results.
6. HR as rollout of strate-
gy.
7. Behavioral structure of
the organization.
8. Understanding human
psychology.
9. Linking people to be-
havioral structure.
10. Perfect human perfor-
mance.
11. Performance manage-
ment moving actual
toward perfect perfor-
mance.
12. Built in flexibility.
13. A scientifically proven
balanced solution to
human performance
as a driver of results.
14. Redefining engage-
ment.
15. Culture.
16. HR policy changes.
17. Lifting expectation.
18. Redefining leadership.
19. Redefining manage-
ment.
20. Why has it not been
done before?
21. Stop. Reflect. Chose
and improve.
22. Why can’t we do it
ourselves?
23. Mind of the CEO.
24. HR as the ‘right hand’
of the CEO.
25. Building a ‘verbal
ready’ Executive.
26. Understanding human
motivation.
27. Building and imple-
menting an integrated
motivation policy.
28. Human capital.
29. Finding and develop-
ing talent.
30. Choosing better ideas.
Reading these newsletters you will gain
new insight into how to manage the link
between people and your organization so
that both benefit by increased results,
greater success, increased profits, more
fulfilling work, and greater satisfaction.
Contact: info@opdcoach.com to meet and explore how this system will lift results in your business.
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