HBTM creates strategies and pathways for organisations to effectively and efficiently manage employees through a continuum of change within the working environment in order to successfully provide a ‘point of difference’ and retain a sustained competitive advantage in the selected market place.

 

In essence HBTM enables aspiring leaders to foster change, strengthen recruitment and retention processes and generate successful performance management outcomes whilst developing their own leadership styles and orientations. The below Five HR pillars are fundamental to the longevity in YOUR selected market place.

 

Knowing the Job – Having the qualification is an important facet but actually knowing your job and understanding your staff is pivotal. In many organisations leaders flounder through not knowing what the organisation is about and not knowing who their staff are.  If you don’t know these simple answers then do you really have the ability to lead for success if we do not know where we are going, how can you expect others to follow you on your journey.

 

Leading with Accountability – When you accept the responsibility to lead, you must ensure that you have the ability and belief to take people on the same journey.

 

Leading without Authority – Your staff don’t have to be in a position of authority to make the right decision.  The question is can they make the right decision at the right time without the fear of blame? Are they afforded ‘Mission Command’ and are you still responsible?

 

Mission Command – Are you comfortable in giving your staff the ownership of the task? In essence ‘The Keys to the Car’! Whilst many employees are comfortable to place self-limitations on their ability many relish in the opportunity to be challenged with the belief that they can achieve greater things.  Can you foster that belief and accept your staff only making ‘New Mistakes’?

 

Inclusion – When you have people performing at differing levels, it is important to foster the ‘Art of Inclusion’.  Involving staff at all levels provides transparency and the answer to the global question, Why?  They may not be in a position of authority but they have the ability to increase their performance and professionally develop in the best interest of the organisation. Financial remuneration cannot buy ‘Loyalty’.  Self-belief, trust and mutual respect simply priceless.