How does an organization implement corporate strategy successfully? Chris Catliff, the CEO for BlueShore Financial, offers three key leadership techniques that focus on high employee engagement as a driver of corporate strategy. According to Catliff, successful strategy implementation begins with employees understanding what the strategy is and why it is important for organizational success.
Catliff’s article focuses on the primary need for leaders to ensure that all employees are able to drive the mission and vision, because they (the employees) are empowered to do so. Of the three key tools that the author advises leaders to use, the need for tapping into legitimate authority stands out as a critical piece of this particular leadership puzzle. Legitimate authority, according to Catliff, is the application of consistent and dependable practices that allow employees to know where a leader stands from a values point-of-view, without needing to be told.
The article goes on to describe the need to support creative talent, flexibility, and the implementation of new ideas when the need for change is evident. What is notably absent, however, is the role that Human Resources could and should be playing in the delivery, support, and implementation of a leadership vision through effective employee engagement.
This is where the use of Human Resources research and analysis becomes critical. Catliff notes that only 29% of employees can accurately identify their organization’s strategy. In order to increase this percentage, the Human Resources function should be actively engaged. The Human Resources focus should begin with an evaluation of the effectiveness of the leader’s key drivers and messages.
As leadership’s ambassador to employees, Human Resources is the purveyor of legitimate organizational authority. In this capacity, Human Resources must uncover and address information gaps by delivering consistent and dependable findings that evaluate real levels of employee engagement in order to drive organizational success.
- If you were the Chief Human Resources Officer for BlueShore Financial, what types of metrics would you put into place that would measure employee engagement that aligns with its corporate strategy?
- How can the Human Resources function assess the impact of legitimate power within an organization?
- How can the Human Resources role identify the gaps between what an organization’s leader wants and what the workforce is actually doing?