Brief Reflections for HR Professionals
Do you feel your organization can and should play a
role in helping people align work with their inner aspirations
and values? Do you have what you consider an effective
program in place to do this?
Would you find resistance in
your company, either from management or from employees,
to the idea of an "inner-needs" oriented career
and performance development program? Do you agree there
would be payoff for the company as well as the individuals
in such a program?
Do you feel a universalized lexicon using such phrases
as "individual life values," "inner aspirations,"
"personal success criteria," "larger
purpose" and "life stage transitions"
can be helpful in bridging the gap between corporate
culture and the spiritual needs of employees?
Does your organization use research-based
competency models that define what specific non-technical
behaviors distinguish successful from less successful
performers in key functions? Are they available on line
for easy use in self and 360 degree assessments?
Have these models been incorporated into practical
tools that can be used as the basis for an integrated
performance development program? Are they being used
for such things as selection, self-assessment, performance
appraisal, development of training objectives, and career/life
What behaviors have you observed
that help some individuals respond to career dislocation
better than others? Do you have tools in place to define
and teach these behaviors to others?
Are your HR programs focused too much on the "outward"
needs of the organization and not enough on the "inner"
needs of individual employees? Are you doing enough
to liberate people's spirits and help them grow in jobs
where their energies flow naturally?