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Workforce Transformations Insights April 2020

Workforce Transformations Insights April 2020

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your workforce into a
true force

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Workforce Transformations Insights April 2020

Think about workforce transformations in a whole new way.

Welcome to Transformation Insights, a publication devoted to the latest thinking on what it takes to transform organisations.

The coronavirus pandemic is transforming the world forever, forcing us to rethink and reshape our businesses and our lives. As the result, many companies are transforming to adapt the new situation, but are they successful?

COVID-19 is accelerating business transformation. Before the pandemic, all kinds of organizations were pursuing business or workforce transformations to meet future challenges and opportunities. Unfortunately, many of these companies were taking a very long time to enact change. And even when they did, they were reluctant to go all in, leaving them in limbo: neither the same as they were nor different enough to really move into the future. Many organizations had acknowledged the need to “transform” but just hadn’t gotten around to it.

After the pandemic, we will see many more businesses fully embrace rapid,
urgent transformation. They are learning how to do this purely as a matter of survival. We have already seen this in some industries like hospitality and healthcare. Social distancing meant that many restaurants went from being fully booked to completely empty. Undeterred, many began re-tooling their operations to focus solely on pick-up or delivery service. They were aided signifcantly in this transformation by companies that provide meal delivery on demand. In order to protect patients seeking medical advice or treatment, healthcare systems are pushing people to telemedicine options to limit human-to-human contact. Patient trafc to telehealth services is surging. Telemedicine app Amwell experienced a 158% increase since the virus hit. The shift to telemedicine is poised to dramatically impact the healthcare industry, creating new opportunities. Other organizations in other sectors of the economy are being forced to adopt similar changes, and it will change the world of work forever.

“In today’s marketplace, organizations are discovering the need to turn their attention inward to find their future talent. Let us help you turn your workforce into a true force.”

We combined research insights with our expert knowledge to home in on five key areas of focus to ensure workforce transformation success.

  • Put HR in the Driver’s Seat
  • Honest Evaluation Ensures Ongoing Success
  • Let Leaders Lead
  • Don’t Leave Career Development in the Dark
  • Culture is Crucial
LHH_Transformation-Insights_Issue-No-8

source: lhh.com

Categories
Assessments & Analytics Career Transition, Outplacement and Mobility Change Management Coaching Organizational Development People Development Workforce Transformations

Workforce Transformations Insights Jan 2020

Workforce Transformations Insights – Jan 2020

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your workforce into a
true force

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Workforce Transformations Insights - Jan 2020

Stay informed with our perspective on workforce transformations trends, thought-provoking insights and expert analysis that help companies create opportunity.

Think about talent in a whole new way.

The new year will bring profound changes to the way we work. Companies who see change as an opportunity will need to adopt new approaches to talent management in order to actually seize the opportunities.

Ranjit de Sousa, LHH President

In this issue, we spoke to Ian Williamson, Dean of Victoria University Business School in New Zealand while we were at the World Business Forum in NYC. Ian talked about new ways to invest in and value employees. We also sat down with Simon Gibertoni, CEO at Clinique la Prairie, who shared the challenges he faces in exporting an experience vs. a product as his company expands globally. We dug into the strategies that successful companies employ to build the workforce of the future. What emerged were the top four trends in workforce transformation we expect to see in 2020.

The most successful companies will start viewing human capital as a renewable resource, rather than something that can be discarded and replaced on a whim, he said. Like an asset, Williamson said, labor is something that must be managed to be sustainable and to provide the greatest value possible.

Far too many employers are still trapped in a cycle of firing employees whose skills are no longer needed and then going out to hire people with new skills that will drive future growth, Williamson said.
The global skills shortage makes this traditional workforce strategy untenable, he added, because there just aren’t enough skilled workers to go
around. Williamson noted that by some estimates, global IT companies need more than 85 million skilled workers to fill immediate openings.

LHH_Transformation_Insights_JAN_2020

Source: lhh.com

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Career Transition, Outplacement and Mobility Organizational Development

The Power of Social Networks

The Power of Social Networks

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your workforce into a
true force

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Social media continues to be an essential element of career management and the engine driving talent acquisition.

Modern candidates use social networks to manage your reputation, create a professional online presence, expand conversations, grow and manage networking contacts, and attract new career opportunities.

The-Power-of-Social-Networks_LHH-Salary-Guide-2015

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Coaching Organizational Development People Development

Leaders from Within: Coaching Through Growth at Procore

Leaders from Within: Coaching Through Growth at Procore

Let us help you turn
your workforce into a
true force

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coaching through growth

Procore Technologies faced an enormous opportunity in 2014. This market leading provider of construction management software was experiencing rapid growth. Procore needed a revised management approach that could accommodate such expansion both in terms of business volume and professional staff.

Procore leadership, recognizing the opportunity to enhance staff collaboration, curiosity and capacity for personal growth, launched a pilot coaching program for a small group of leaders. This pilot ignited an unexpected appetite across the organization for more internal coaching opportunities. Soon, Procore brought in ICF-credentialed coaches to integrate a coaching program into the company culture to provide accessibility and scalability.

Since then, Procore’s coaching program has reached over half of its employees and is a powerful tool for acquiring and retaining talent, developing leaders and nurturing a world-class culture that values the whole employee.

As a result of Procore’s sustained commitment and innovative approach to coaching, the company earned the International Coaching Federation’s (ICF’s) top honor for organizations with strong coaching cultures: the 2019 ICF International Prism Award. ICF’s Prism Award program honors organizations that have achieved the highest standard of excellence in coaching programs that yield discernible and measurable positive impacts, meet rigorous professional standards, achieve key strategic goals, and shape organizational culture.

With two focused goals—accessibility and scaling—Procore created a robust coaching program that empowers every employee’s development and growth as the company continues to scale.

Accessibility to Reach Each Employee

To make coaching readily accessible, Procore set out to demystify coaching by offering many opportunities for employees to familiarize themselves with the program:

  • The organization offers a 90-minute, in-person workshop that introduced coaching. The workshop, “Framing Up Coaching,” introduces listening skills, powerful questions, leaning into curiosity and an understanding of presence and perspective. Being able to leverage these skills builds empathy, connection and work effectiveness.
  • In addition, one of Procore’s internal Executive Coaches speaks at each new employee orientation, explaining the program and its offerings. They also get a tiny taste of curiosity through a playful question game.
  • Combined with its team of internal Executive Coaches, Procore gives employees the opportunity to receive on-demand coaching from external, ICF-credentialed coach practitioners. Employees who utilize this service commit to weekly one-hour coaching sessions via webcam. They also can access this service anytime during business hours for spontaneous check-ins.
  • The Coaching Corner is a collaborative space that features articles written by internal Executive Coaches, as well as forums where people can share questions related to coaching.

Scaling to Build a Coaching Culture

To achieve scalability, Procore reinforces its coaching culture through leaders who embody a coaching approach. These leaders understand how to ask their team questions instead of giving them answers, apply active listening and help their team members navigate collectively toward a solution.

Creating coaching opportunities for the executive team is essential to building a coaching culture. “If [the C-suite is] not actively in coaching engagements, you can forget about having a successful coaching culture,” says ICF Professional Certified Coach Jeanne Smith, Procore’s coaching culture architect and the organization’s Prism Award nominating coach.

As much as 90% of Procore’s executive team participates in one-on-one coaching with ICF-credentialed external coach practitioners. These executives then bring their coaching leadership styles to their teams.

“Being a leader isn’t just being in a position of power,” says Procore’s senior director of real estate and facilities. “Being a leader is inspiring others and having them want to be on this journey with you.”

A Personalized Approach to Growth and Development

A high-quality work culture across the entire organization is a top priority at Procore. Coaching is a direct investment in maintaining and improving that culture. Employees are learning to lean into asking instead of telling in workplace conversations, creating a trusted environment that welcomes diverse points of view.

“This personal approach makes Procore unique,” Smith says. “The beauty of the work that we do as coaches is to develop the whole person. And as human beings we crave that one-on-one attention. When a company says, ‘I support that,’ the people of the organization feel seen and heard. This invites them to bring their best selves to their work, their teams and their clients.”

With an executive team that understands the impact of curiosity and strengths-based leadership, Procore is ready to tackle future coaching goals and continue to foster a healthy workplace culture organization-wide. Through its coaching program, Procore has built a workplace where every employee is valued and encouraged to grow.

Source: International Coaching Federation

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