A Clear and Compelling Mission
The cornerstone of any high-performing team is a well-defined mission that resonates with its members. Gary Milbourn emphasizes the importance of starting by understanding the "why" of the team's existence. By engaging the HR team in a collaborative process that distilled down their broad range of tasks into a succinct mission—select, support, develop—Gary was able to provide a north star that guided the team's decisions and actions.
"So our job is to select our most outstanding employee. Support our employees...and then develop them."
This approach to defining purpose is not just theoretical; it has real-world implications. When each team member understands and embraces the reason behind their daily work, it nurtures a sense of contribution to a greater goal. Teams with a shared and meaningful purpose tend to exhibit higher levels of commitment, creativity, and overall performance.
Strategic Planning and the 30-60-90 Day Method
Gary's method of breaking down his action plan into 30, 60, and 90-day segments is an excellent example of strategic planning in HR. By setting short-term goals and milestones, an HR team can remain agile, adapt to change, and make significant progress toward its long-term objectives. Gary's ability to turn an abstract vision into concrete steps is crucial for strategic HR planning.
"I wanted to start really with my team very quickly and define a clear mission and purpose for our team."
This phased approach allows for the incorporation of feedback and accommodations for unforeseen challenges, ensuring that the team is continuously moving forward without becoming overwhelmed. It is a testament to the importance of a step-by-step, measurable strategy in building an elite team.
Engagement and Continuous Feedback
Engagement with stakeholders—whether they're employees, managers, or external partners—is a recurring theme in Gary's strategy. He recognizes the value in gathering regular feedback to inform HR practices. By conducting an annual HR-specific customer experience survey, Gary and his team could maintain a pulse on what was working well and identify areas for improvement.
"It really came from listening and engaging...People closest to the work will tell you they know what they want it to feel like and they understand the core work that needs to be done and how we can help them do it better."
The integration of regular check-ins and surveys aligns with the best practices of employee engagement and continuous improvement. By valuing the insights and experiences of those at the coalface, the HR department ensures its operations not only serve theoretical best practices but are also tailored to the actual needs of its organization.
Building a Future-Proof HR Department in Education
To wrap up, Gary's conversation highlights several key principles that are indispensable for HR leaders aiming to create high-performing and purpose-driven teams. A strong sense of mission and purpose unites team members under a common cause. Strategic planning, broken down into manageable time frames, provides a structured pathway to achieving lofty objectives. And continuous engagement and feedback from those affected by HR processes ensure the department is attuned to the real heartbeat of the organization.
Embracing these insights, HR professionals can expect to construct a team that not only meets current organizational needs but is also prepared to adapt and excel in the face of future challenges. With the right mix of purpose, planning, and open communication, the potential of any HR team can be fully realized, transforming it from functional to elite.
Chief HR Officer, Council Bluffs Community School District
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