From a HR perspective, there are some givens and some assurances we must give to support induction, employability, and know-how share; when leading #skills acquisition and global #talent recruitment drives.

Culture

An inclusive culture that embraces and adapts; is a pre-requisite to workforce planning and planned recruitment drives. An excellent article I read recently, shares just this and changing workplace dynamics, for performance and collective productivity via @GigaOm:

Simple workplace measures such as team meetings hosted by different experts, icebreakers, discussion workplace forums, focus areas, team play, creativity techniques (with a clear purpose!), meeting facilitation that champions’ diversity and input are all great ways to create inclusive workplace culture. You must have heard this quote ‘We have two ears and one mouth so that we can listen twice as much as we speak. – Epictetus’. Nothing can be truer when exploring and establishing great leadership traits. There is so much information that is unsaid, unstated or unstructured; that can create impact in a positive way – if only we encourage inclusive discussion and diversity. Perspectives are key to growth – both from leadership, employee and organisation perspectives. Hone this skill and you are well on your way to creating a great workplace.

Context

Leaders should ensure that culture, personal development and work activities are relevant, meaningful and supportive of #talent and #skills. Equally, ensure that there is common purpose that is understood and which informs actions; including an understanding of company values and work ethics.

An excellent white paper download to support front line managers is shared via Dale Carnegie. How often do we manage situations in crisis or reactive mode? What is key to gain engagement and team effort? Ensuring communications are clear, purposeful and context specific is another key leadership people skill. How often though do we look back at our management style and assess our own communication method or style? Probably not enough. At the very least, self-evaluation becomes a priority only when things go wrong. Context drives performance in much the same way as the right fuel for a car. If our communication doesn’t convey meaningful information either by sharing an understanding of why we are doing a specific task or activity or why it is relevant, then we haven’t engaged the individual nor created connection.

Language

Create teams that work across professional silos and corporate functions, for projected activity. Ensure team meetings are inclusive, carefully facilitated and encourage debate, discussion and inspiration. Diversity of opinion and talent should energize the room, ideas and actions that follow.

A good facilitator will ensure that challenges are shared, and opportunities are created as a collective. A good leader will also ensure language differences, meaning and perspectives are shared and understood. What is presumed offensive or untoward in one cultural context, may not be in another. Skills and talent aside; individuals must be able to connect and enjoy working with each other, if they are to work above and beyond their achievements, and successful attributes. The difficulty arises when time and deadlines restricts open discussion. But managers and leaders must make time to encourage this. You won’t need to implement role storming  or the reframing matrix if you have truly diverse teamwork.

Accountability

Ensure that HR practices are fully compliant, and supportive of diverse leadership development (Employability). This also means managers listen, contribute and support diversity of opinion; understanding different work ethics and motivators, and professional development needs.

The buck certainly stops with you! So does successful or not so successful outcomes. A project manager must make sure everything is completed to deadlines and quality; in a systematic way. The project board ensures money is well spent, risks managed and timescales are adhered to. This is in no way different to the context of accountability. Not understanding your workforce needs, means you have not connected and you are not in the know – triggers, reasoning, context or motivators. That leads to a very vulnerable position from your leadership style to organisation perspective. There are competitors out there who are ensuring diversity works – business results and annual reports expose achievements and hidden truths.

Attitude

There is only one way! That is one of openness and transparency – embrace and have empathy. Listen; understand differences in opinions and working styles. Encourage as leaders, with the ultimate responsibility for developing high performance culture and teams. This also means ensuring there is trust in the team. An excellent management technique is the Johari Window.

In applying Shelle Rose Charvet’s ‘The Intercultural Connection Theory’, we can share the following simple summary:

The need for ‘leadership mindfulness’ comes to mind when piecing all this information together. To be effective, either when recruiting an individual from the East to West or West to East; or even working globally, the key to leadership success is in creating and sharing clearly the ‘purpose’; and to inspire initiative and collaboration with everyone you work with – that includes those you are not responsible for. To be flexible in your approach, and yet being assertive and focused in your vision i.e. when milestones missed, are not to be tolerated. To create the perfect team, means everyone understands the need for development as individuals and teams collectively. The need to be authentic and inclusive; and the need to maintain open cultures – energized and creatively inspired, for innovation and productivity.

I welcome views and professional feedback, from individuals working globally – East and West.

Prabhjit Kaur (CMgr MCMI | AssocCIPD | MBA(Open) is the Founder of KaurSkills (India and UK) and World Skills Leadership Café. She is also a Skills Strategist | Workforce Transformation | Educational Leadership & Policy Consultant. Connect with her on LinkedIn, Facebook & on twitter at @Prabhjit_Kaur.