Leadership Flashcards
What is Vision?
Defines and supports a coherent vision and long-term goals for HR that support the strategic direction of the organization.
Vision statement is what the org aspires to become the future and provides motivation and unity. Should include things that inspire people and motive them to want to become part of the org and contribute. Should be clear and concise.
PROFICIENCY INDICATORS FOR ALL HR PROFESSIONALS
⊲ Embraces and supports the business unit’s and/or organization’s culture, values, mission and goals.
⊲ Defines actionable goals for the development and implementation of HR programs, practices and policies that support the
strategic vision of HR and the organization.
⊲ Identifies opportunities to improve HR operations that better align with and support the strategic vision of HR and the organization.
⊲ Supports the implementation of HR programs, practices and policies that uphold the strategic vision of HR and the
organization.
FOR ADVANCED HR PROFESSIONALS
⊲ Envisions the current and ideal future states of the HR function, organization and culture to identify gaps and areas for improvement.
⊲ Develops the long-term strategic direction, vision and goals of HR and the organization to close the gap between the current and ideal states of the HR function and the organization.
⊲ Develops and socializes a broad plan to achieve the strategic direction, vision and goals of HR and the organization.
⊲ Solicits feedback from executive-level stakeholders on strategic direction, vision and goals.
⊲ Pivots HR strategy, approaches and/or programs in response to significant changes within and outside of the organization.
What is the purpose of HR initiatives?
Implements and supports HR projects that align with HR and organizational objectives.
PROFICIENCY INDICATORS FOR ALL HR PROFESSIONALS
⊲ Defines and elaborates on project requirements set by leadership.
⊲ Sets and monitors project goals and progress milestones.
⊲ Manages project budgets and resources.
⊲ Identifies and develops solutions for overcoming obstacles to the successful completion of projects.
⊲ Identifies and monitors the resources necessary to implement and maintain HR projects.
⊲ Identifies when resource allocation is inconsistent with project needs and makes adjustments as necessary.
⊲ Demonstrates agility and adaptability when project requirements, goals or constraints change.
FOR ADVANCED HR PROFESSIONALS
⊲ Translates HR’s vision, strategic direction and long-term goals into specific projects and initiatives with clear timelines and goals.
⊲ Monitors the progress of HR initiatives toward achievement of HR’s vision, strategic direction and long-term goals.
⊲ Collaborates with leadership to remove obstacles to the successful implementation of HR initiatives.
⊲ Obtains and deploys organizational resources and monitors their effectiveness.
⊲ Ensures accountability for the implementation of project plans and initiatives.
What is the purpose of influence?
Inspires colleagues to understand and pursue the strategic vision and goals of HR and the organization.
PROFICIENCY INDICATORS FOR ALL HR PROFESSIONALS
⊲ Builds credibility as an HR expert within and outside of the organization.
⊲ Promotes buy-in among organizational stakeholders for HR initiatives.
⊲ Motivates HR staff and other stakeholders to support HR’s vision and goals.
⊲ Serves as an advocate for the organization or employees to advance the organization’s strategic direction and goals.
⊲ Shares opinions about important issues, regardless of risk or discouragement from others.
FOR ADVANCED HR PROFESSIONALS
⊲ Promotes the role of the HR function in achieving the organization’s mission, vision and goals.
⊲ Builds credibility for the organization regionally, nationally or internationally as an HR expert.
⊲ Serves as an influential voice for HR strategies, philosophies and initiatives within the organization.
⊲ Advocates for the implementation of evidence-based HR solutions.
⊲ Inspires HR staff, non-HR customers and executive-level organizational stakeholders to support and pursue the
organization’s strategic direction, vision and long-term goals.
⊲ Builds consensus among leaders about the organization’s strategic direction and long-term goals.
⊲ Uses HR knowledge and skills to influence business strategy.
⊲ Empowers leaders to create an environment where there is tolerance for risk taking and workers feel comfortable sharing ideas.
What is ethical practice?
The KSAOs needed to maintain high levels of personal and professional integrity, and to act as an ethical agent who promotes core values, integrity and accountability throughout the organization.
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Key Concepts
⊲ Ethical business principles and practices
⊲ Examples include transparency; authenticity; conflicts of interest
⊲ Privacy principles and policies
⊲ Examples include anonymity; confidentiality; opt-in/opt-out policies
⊲ Internal ethics controls
⊲ Examples include protection of employee confidentiality; standards for employee investigations
What does KSAO stand for?
Knowledge, Skills, Abilities and Other characteristics
What is personal integrity?
Demonstrates high levels of integrity in personal relationships and behaviors.
PROFICIENCY INDICATORS FOR ALL HR PROFESSIONALS
⊲ Shows consistency between stated and enacted values.
⊲ Acknowledges mistakes and demonstrates accountability for actions.
⊲ Recognizes explicit and unconscious biases in oneself and others, and takes steps to increase self-awareness.
⊲ Serves as a role model of personal integrity and high ethical standards.
FOR ADVANCED HR PROFESSIONALS
⊲ Brings potential conflicts of interest or unethical behaviors to the attention of leaders and executives.
⊲ Helps others to identify, understand and address their biases.
⊲ Holds others accountable to their commitments.
What is professional integrity?
Demonstrates high levels of integrity in professional relationships and behaviors.
PROFICIENCY INDICATORS FOR ALL HR PROFESSIONALS
⊲ Maintains privacy as appropriate and complies with laws and regulations mandating a duty to report unethical behavior.
⊲ Uses discretion appropriately when communicating sensitive information, and informs stakeholders of the limits of
confidentiality and privacy.
⊲ Maintains current knowledge of ethics laws, standards, legislation and emerging trends that may affect organizational HR
practice.
⊲ Leads HR investigations in a thorough, timely and impartial manner.
⊲ Establishes oneself as credible and trustworthy.
⊲ Does not take actions based on personal biases.
⊲ Applies, and challenges when necessary, the organization’s ethics and integrity policies.
⊲ Manages political and social pressures when making decisions and when implementing and enforcing HR programs,
practices and policies.
⊲ Provides open, honest and constructive feedback to colleagues when situations involving questions of ethics arise.
⊲ Balances ethics, integrity, organizational success, employee advocacy, organizational mission and values, laws and
regulations, and organizational policies and procedures.
⊲ Seeks opportunities to learn new skills and improve existing skills to become a stronger HR professional.
FOR ADVANCED HR PROFESSIONALS
⊲ Withstands politically motivated pressure when developing or implementing strategy, initiatives or long-term goals.
⊲ Balances ethics, integrity, organizational success, employee advocacy, and organizational mission and values when
creating strategy, initiatives or long-term goals.
⊲ Establishes the HR team as a credible and trustworthy resource.
⊲ Promotes the alignment of HR and business practices with ethics laws and standards.
⊲ Makes difficult decisions that align with organizational values and ethics.
⊲ Applies power or authority appropriately without seeking personal gain or benefit.
⊲ Demonstrates agility and courage when making difficult decisions or handling challenging situations.
What does an ethical agent do?
Cultivates the organization’s ethical environment, and ensures that policies and practices reflect ethical values.
PROFICIENCY INDICATORS FOR ALL HR PROFESSIONALS
⊲ Empowers all employees to report unethical behaviors and conflicts of interest without fear of reprisal.
⊲ Takes steps to mitigate the influence of bias in HR and business decisions.
⊲ Maintains appropriate levels of transparency for HR programs, practices and policies.
⊲ Identifies, evaluates and communicates to leadership potential ethical risks and conflicts of interest.
⊲ Ensures staff members have access to and understand the organization’s ethical standards and policies.
FOR ADVANCED HR PROFESSIONALS
⊲ Advises senior management of organizational risks and conflicts of interest.
⊲ Collaborates with leaders to support internal ethics controls.
⊲ Develops and provides expertise for HR policies, standards and other internal ethics controls to minimize organizational risks from unethical practices.
⊲ Creates and oversees HR programs, practices and policies that drive an ethical culture, encourage employees to
report unethical behaviors, and protect the confidentiality of employees and data.
⊲ Communicates a vision for an organizational culture in which there is consistency between the organization’s
stated and enacted values.
⊲ Develops HR programs, practices and policies that meet high standards of ethics and integrity.
⊲ Designs and oversees systems to ensure that all investigations are conducted in a thorough, timely and impartial manner.
⊲ Audits and monitors adherence to HR programs, practices and policies pertaining to ethics.
⊲ Designs and oversees learning and development programs covering ethics.
⊲ Implements and maintains a culture and system that encourages all employees to report unethical practices and behaviors
What is Diversity, Equity & Inclusion (DE&I)?
The KSAOs needed to create a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, feel a sense of belonging, and use their unique backgrounds and characteristics to contribute fully to the organization’s success.
Key Concepts:
⊲ Characteristics of a dynamic workforce
⊲ Examples include multigenerational; multicultural; multilingual; multitalented; multigendered
⊲ Approaches to developing an inclusive workplace
⊲ Examples include executive sponsorship; leadership buy-in; allyship; unconscious-bias training; employee resource groups; mentorship; diversity metrics; psychological safety; using preferred gender pronouns
⊲ Workspace solutions
⊲ Examples include lactation room; prayer room; Braille and screen reader; closed captioning; wheelchair ramp; gender-neutral restrooms
⊲ Barriers to success involving conscious and unconscious bias
⊲ Examples include gender-based discrimination; racism, including systemic racism; stereotypes; ageism; ableism; ingroup/outgroup bias; affinity bias; gender identity bias; sexual orientation bias; social comparison bias; extroversion/introversion bias; neurodiversity bias; microaggressions; personal barriers such as imposter syndrome and identity covering; cultural taxation
⊲ Techniques to measure and increase equity
⊲ Examples include SHRM Empathy Index; diversity of employees at all organizational levels; pay audits; pay equity reports; pay transparency; employee surveys
⊲ Benefits and programs that support DE&I
⊲ Examples include caregiver options; workplace flexibility policies; paid leave options; tuition reimbursement programs;
global festivities and events calendar
⊲ DE&I metrics
⊲ Examples include gender diversity; race diversity; retention rates for diverse employees; diversity of external
stakeholders
What is Leadership & Navigation?
The knowledge, skills, abilities and other characteristics (KSAOs) needed to create a compelling vision and mission for HR that aligns with the strategic direction and culture of the organization, accomplish HR and organizational goals, lead and promote organizational change, navigate the organization, and manage the implementation and execution of HR initiatives.
All HR professionals:
Focuses on understanding leaderships and the skills and knowledge needed to be a leader: influencing, building trust, emotional intelligence, and motivation. Knowing when and how to lead and when to manage is the key to effective leadership and navigation.
Key Concepts
⊲ Leadership theories
⊲ Examples include situational leadership; transformational leadership; participative leadership; inclusive leadership; leader-member exchange theory; servant leadership; transactional leadership; trait theory; contingency theory
⊲ People management techniques
⊲ Examples include directing; coaching; supporting; delegating; mentoring
⊲ Motivation theories
⊲ Examples include goal-setting theory; expectancy theory; attribution theory; self-determination theory; equity theory; Herzberg’s 2-factor theory
⊲ Influence and persuasion techniques
⊲ Examples include personal appeal; forming coalitions; leading by example; rational persuasion
⊲ Personal leadership qualities
⊲ Examples include vision; self-motivation; self-discipline; risk taking; commitment to continuous learning; growth mindset
What is the purpose of Equity Effectiveness?
Ensures fair treatment in access, opportunity and advancement for all individuals in the workplace.
PROFICIENCY INDICATORS FOR ALL HR PROFESSIONALS
⊲ Contributes to the development and enhancement of an organizational culture that provides access, opportunity and equity for all employees.
⊲ Identifies opportunities to enhance the equity of organizational policies and procedures to all employees.
⊲ Assesses equity using tools to determine the relationship among empathy, inclusion and behavior.
⊲ Implements and manages benefits and programs that support a diverse and equitable workforce.
⊲ Consults with managers about behavioral distinctions between performance issues and DE&I differences.
⊲ Partners with people managers to hire new employees from diverse groups across a variety of dimensions.
FOR ADVANCED HR PROFESSIONALS
⊲ Designs and oversees HR programs, practices and policies that promote an organizational culture that provides access, opportunity and equity for all employees.
⊲ Plans interventions to resolve identified inequities.
⊲ Incorporates the results of equity assessments into HR strategy and programs.
⊲ Identifies, advocates for and oversees benefits and programs that support a diverse and equitable workforce.
⊲ Seeks out and hires a team of HR professionals that is diverse across a variety of dimensions.
⊲ Advises business leaders on how to behave in more empathetic and inclusive ways.
How does DE&I connect to Organizational Performance?
By demonstrating the importance of DE&I efforts to achieving organizational goals and key objectives.
PROFICIENCY INDICATORS FOR ALL HR PROFESSIONALS
⊲ Demonstrates support to internal and external stakeholders for the organization’s DE&I efforts.
⊲ Designs and executes effective DE&I initiatives to achieve business goals.
⊲ Collects, reviews, analyzes and effectively communicates DE&I metric results to show measurable effects on
organizational objectives and productivity.
FOR ADVANCED HR PROFESSIONALS
⊲ Creates and advocates for the organizational business case for DE&I.
⊲ Partners with leaders to incorporate DE&I goals into the organization’s strategic plan.
⊲ Sets and tracks DE&I goals and metrics to measure the effect on organizational objectives and productivity.
⊲ Incorporates DE&I goals and best practices into all HR programs and policies.
⊲ Identifies changes in the workforce and workplace related to DE&I that are necessary to help an organization meet key business objectives.
What is culture?
The beliefs and behaviors that govern how people act in an organization, and it is now believed to be a major determinant of a company’s success or failure. Culture is considered a potential competitive advantage, if it is perceived as a strong culture.
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What are ethics?
The rules or standards that govern conduct of individuals within a profession. Ethics are the standards people use to guide their decision-making with the intent that outcomes are fair to those involved.
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What is unethical behavior?
Inconsistent with the stated values, norms, and beliefs of the organization’s stakeholders.
What are some benefits of active diversity policies?
-Strenghtened cultural values within the organization
-Enhanced corporate reputation
-Helped attract and retain highly talented people
-Improved motivation and efficiency of existing staff
-Improved innovation and creativity among employees
-Enhanced service levels and customer satisfaction
-Helped overcome labor shortages
-Reduced labor turnover
-Resulted in lower absenteeism rates
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What are the costs of diversity programs?
-Costs of legal compliance
-Cash costs of diversity
-Opportunity costs of diversity
-Business risks of diversity
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What are internal dimensions of diversity?
Aspects in which we have no control over. This dimension includes the first things we see in other people, such as race or gender
What are external dimensions is diversity?
Aspects that we have control over and usually forms the basis for decisions on careers and work styles.
What are the 3 major components of personal attitudes and behaviors required of human resource management groups trying to implement a successful DE&I?
- Emotional intelligence
- Global mind-set
- Intercultural wisdom
