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Audio Tidbit Leadership

The Ideal Home for the Perfect Employee

In the last episode of the Audio Tidbits Podcast, focus was on the perfect employee, on those who aspire to be perfect employees and on employers who hope to hire the perfect employee. In this episode, the discussion is expanded to consider the ideal home for the perfect employee. Please consider an organization that aspires to be the ideal home for the perfect employee. You can then judge the quality of the fit for yourself.

As a potential home for the perfect employee, what are our prerequisites for employment?

To join our organization, a potential employee has to have substantial qualifications for the position of interest. Organizations typically set minimum qualifications for positions. This means the positions are open to people who are just barely qualified. Throughout the organization, then, someone who is just barely qualified – and most likely, sometimes by someone who is not qualified – may provide virtually any service. These services cover all aspects of the operation. We have to be able to assure the people who use our services, either internally or externally, that employees who are substantially qualified to provide them are delivering those services. The best way to make this assurance is to only have employees who are clearly qualified to do what they do – people who are substantially qualified for the position they hold.

Our employees are clearly qualified to provide the services they provide. They are, in turn, allowed to provide those services with a minimum of supervision and direction. They function relatively autonomously and independently, so long as they function within the expected, functional parameters. Within limits, they can do what they think is reasonable and appropriate. Given this level of discretion and flexibility, there are additional criteria the organization uses to select employees. They are included below. Each criterion is required. If the prospective employee does not meet the criterion, he (or she) quite simply is not likely to succeed within the organization’s eco system. This is not a judgment about the individual’s competence. Rather, it is merely a conclusion he or she would not make a good employee here.

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EHSM

The Management Team

Taken from Ecological Human Services Management

Shift focus now to consider human services agency excellence from a Management Perspective. Earlier, we saw the agency is not a static entity with fixed relationships to other entities and elements. It is more like an organism whose survival and success are interdependent with the survival and success of many other organisms and elements in the incorporating environment. As we consider internal agency functioning, the organic analogy applies just as it does within the Helping Triangle.

The people — agency staff — associated with the internal operation of the agency are not static entities with fixed relationships to other entities. Rather, they are separate, autonomous organisms dynamically associating to form the internal portion of the agency’s eco system. I refer to this as the internal eco system. Taking the analogy a step further, the purpose of agency Management is to establish, support, and sustain the internal eco system.

There is an underlying point here that is somewhat counter-intuitive. The purpose of agency Management is not to manage people. The purpose is to establish, support, and sustain the internal eco system. Agency Managers do not manage people. They manage the internal eco system or aspects of the eco system. Agency staff function as self-managing organisms within the internal eco system. De Pree (2004, page 15-17) When talking about organizational leaders advised us in part that leaders owe the organization’s people a clear statement of the values of the organization; a new reference point for what caring, purposeful, committed people can be in the institutional setting; maturity as a sense of self worth, a sense of belonging, a sense of expectancy, a sense of responsibility, a sense of accountability, a sense of equality; rationality valuing trust, human dignity, and self fulfillment; and space to grow and exercise diversity. As managers manage the internal eco system, they must keep this covenant with everyone associated with the agency. …

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Leadership

Question Decisions

It is important for you to actively and thoughtfully Participate on the management team. An important element of your participation is to assure that you Question decisions and actions of others you think may cause problems or jeopardize operations.

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Leadership

Understand Budgets, Financial Reports & Management Data – Audio TidBits Podcast

It is important for you to actively and thoughtfully Participate on the management team. An important element of your participation is to assure that you Understand your organization’s budget, financial reports, and other management data.

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Leadership

How Do You Fit In?

It is important for you to actively and thoughtfully Participate on the management team. An important element of your participation is to assure that you See how your duties and responsibilities relate to other areas of your organization.

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Leadership

Follow Policies & Procedures

It is important for you to actively and thoughtfully Participate on the management team. An important element of your participation is to assure that you Follow Organization policies and procedures.

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Leadership

Work Within the Scope of Your Responsibilities and Authority – Audio TidBits Podcast

It is important for you to actively and thoughtfully Participate on the management team. An important element of your participation is to assure that you Work within the scope of your responsibilities and authority.

Categories
Leadership

Where Do You Fit In? – Audio TidBits Podcast

It is important for you to actively and thoughtfully Participate on the management team. An important element of your participation is to assure that you Understand your roles with others, where and how you fit in.