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 planning?
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?