OzHR #7 - Coaching for the Process for the Outcome

"Fall in love with the process and the results will follow. You’ve got to want to act more than you want to be an actor. You’ve got to want to do whatever you want to do more than you want to be whatever you want to be, want to write more than you want to be a writer, want to heal more than you want to be a doctor, want to teach more than you want to be a teacher, want to serve more than you want to be a politician. Life is too challenging for external rewards to sustain us. The joy is in the journey." Attributed to Bradley Whitford, but it's the internet... who knows...

Ask anyone who is an expert at something and they'll surely tell you that they just love doing what they're doing, the 'expert' status is just a bonus. How often though do we coach people for an outcome, rather than helping them to fall in love with HR processes? Is it even possible for non-HR folk to be in love with a HR process? Well I say - Yes! If the process is there for a good reason, it should be a rewarding one to use. If the process is rewarding, then there should be a possibility of the users 'loving' or at least valuing it.

 Let's have a play at coaching for process, rather than the final outcome.

The chat will be Thursday 17 October, starting at 7pm AEDT. Now we're in daylight savings time, find your city (or corresponding time zone) below, for the starting time:

7pm - Sydney, Canberra, Hobart, Melbourne (AEDT)
6:30pm - Adelaide (ACDT)
6:00pm - Brisbane (AEST)
5:30pm - Darwin (ACST)
4:00pm - Perth (AWST)

Just make sure to pop a #OzHR in your tweet so we can see it, and be sure to invite others along for the ride!

The questions are:

1A Quickfire: In 120 characters, pitch to a supervisor the process of holding quarterly performance review meetings with their staff.

1B: How would you go about getting supervisors to fall in love with holding performance reviews with staff?

2A Quickfire: In 120 characters, pitch to a manager the use of a fully reported equal opportunity processs for recruitment.

2B: How would you go about getting managers to fall in love with reported equal opportunity recruitment?

3A Quickfire: In 120 characters, pitch to an employee the process of staying up to date with internal communications.

3B: How would you go about getting employees to fall in love with reading internal communications?

4A Quickfire: In 120 characters, pitch to an HR Officer the process of seeking feedback from internal customers.

4B: How would you go about getting a HR Officer to fall in love with seeking feedback from internal customers?

See you then,
Sarah