Welcome to Human Resources by Design

Organisation Development & Human Resources Solutions

In partnership with our clients, we help you design, facilitate, and embed Organisation Development (OD) and Human Resources (HR) processes and practices into the organisation to support your organisation’s success. To do this, we draw on a creative combination of OD, HR and behavioural science experience and subject knowledge.

Organisation Development is about improving your organisation’s performance capability to be more effective by considering all parts of the organisation system. Systems thinking means having the ability to see the bigger picture, the relationships, and dependencies between what might, at first, seem to be completely unrelated. Figure 1 illustrates the interconnectedness of the organisation by considering People, Practices & Processes, Technology and Structure along with the Internal and External Operating Context of the organisation. All these elements play a vital part in the planning/change process. Understanding that if one part of the system is changed, it impacts other parts of the system.

Fundamentally any organisation initiative will have varying levels and depths of change. In considering the Dimensions of Change (Drivers, Engagement, Impact, Risk and Outcomes) is it a case of Recalibration, Realigning or Refining?

Managing continuous change is the new constant in organisations and responding to constant change is most cited as the biggest challenge in organisations today. The ability to lead in constantly changing environments, manage the change processes, within a psychologically safe transitional environment for staff has become a core competency for leaders. It is our experience that most organisations focus on what needs to change and forget the Psychological & Emotional Reorientation to Change. Whether the initial change and subsequent effect on other organisation systems are positive or negative will be determined by a myriad of complex factors which need to be considered in the entire change process.

To discuss your needs get in touch with Helen Hartley by email here

Figure 1 – Holistic Organisation Development

Successful change management starts at the top and is usually triggered by a strategic business need to do something differently or introduce something new. Are your leaders equipped to lead and manage the change process?

View our Masterful Leadership Model Here

Your organisation’s strategic business plan serves as a framework for moving your business forward. Successful strategic plans can enable senior management to communicate the organisation’s upcoming business imperatives and monitor the organisation’s performance against strategic objectives. Once rolled out to staff, it provides a basis for detailed tactical planning that links Business Unit, Individual and Team Performance against objectives. The strategic business plan plays a significant role in identifying major change initiatives which may result in OD initiatives at an Enterprise, Business Unit, Team & Individual Level

As the end game is about optimal organisation performance, Human Resources by Design uses a range of the most effective concepts, methods, and processes available to facilitate. We use tools that are considered ‘best in class’.

Figure 2 – Learning, Leading, Achieving

Learning, Leading and Achieving

We will partner with you to design and implement programs which allow your leaders to develop or enhance their skills to be most effective in their roles. Examples of this may include creating an organisational vision, strategic planning, setting objectives, building performance capability, evaluating performance, providing feedback, coaching staff, mastering the art of ongoing conversations and having challenging conversations! We will help you to become masters of ongoing conversations that will influence the day to day performance of your staff while setting individuals and teams up for success.

Being accredited to use the ‘best in class’ development tools such as MBTI® (Step I & II), Emotional Intelligence®, FiroB®, Belbins®, Benchmarks®, and SKILLSCOPE® we are able to provide data that enable participants to have a platform from which to grow. HR by Design also uses time tested concepts and methods to achieve your goals.

Our mantra is Learning, Leading and Achieving (figure 2) which we believe can occur at any level of the organisation. HR by Design programs are designed for Aspiring, Developing, Senior and Executive Leaders wanting to build their leadership capabilities by developing their People Skills through self-knowledge and understanding how people tick!

Human Resources by Design collaborates with you to design, plan and implement Learning, Leading and Achieving within your organisation.

By conducting needs analysis which may result in training or other OD/HR interventions
Building great organisation cultures
Developing leaders at all levels to be more effective
Developing and facilitate learning and development programs
Coaching teams and individuals

Building collaborative partnerships that jointly strive for results is important to HR by Design. After an in-depth consultation, clarification of the scope of work and agreement of deliverables, Human Resources by Design will work cooperatively with you to achieve your organisation’s goals. We consider it a privilege to be an extension of your HR team to create a great working environment that finds solutions to challenging organisation issues. We are here to make your job easier.

To discuss your needs call Helen Hartley on 0403 196 824 or get in touch by email here

Guiding Principles for Thoughtful Leaders

Perceptive

Thoughtful Leaders are masters of watching and listening to everything going on around them. Moving around they notice behaviour, culture, and patterns and relationships with great interest. When engaging with people they have heightened awareness of their tone, mood, and feelings. A thoughtful leader shows proactive and sensitive insight into relationships and situations.

Reflective

Thoughtful leaders understand the value of deep thinking. It enables them to find greater understanding and meaning to learn from their experiences. They think about the potential implications of their decisions and actions for themselves and the other people around them. They will make the tough decisions, but they will not make them without thinking first.

Empathetic

Thoughtful leaders can pick up on others’ emotions to better understand what is really happening; they perceive what other people are feeling and thinking even if they do not feel the same way. They think about how decisions may impact their people. Using self-regulating filters asking “If that was me, I’d feel…” to try to understand how others might react.

Growth Mindset

Thoughtful leaders have an insatiable appetite for knowledge which drives them to read, discuss and absorb complex concepts and broad perspectives. No amount of information is enough for them to feel complete and accomplished. They never stop being curious! What sets the thoughtful leader apart is that this mindset is used to drive and encourage others.

Optimistic

Thoughtful leaders are role models and set the tone for preferred behaviours, organisation norms and standards. They lead by example to inspire and motivate others. The thoughtful leader leads with optimism and positivity as they share their thoughts, perspectives, and insights. In doing so, they communicate their ideas in a manner that is confident, credible, and persuasive.

Action Orientation

Thoughtful leaders are rarely stuck in analysis paralysis. They know how to turn careful thought into meaningful action. They understand that thought and exploration without physical implementation and impact is selfish and wasteful. The thoughtful leader looks ahead, translates goals and objectives to others then executes plans according to those strategic imperatives.