Comments for NJ Hess Associates Blog / Patterns of Work

Comment on When Dismissals Lead to a Threat of Violence by njhess

njhess — Thu, 03 Feb 2011 01:52:05 +0000

Thank you John for affirming the most important point that if an employee poses the threat of danger, it is most important to bring security personnel into the picture before taking action. There is no question that this reduces the risk of violence. This continues to be a very relevant issue. Is this person a risk to self or to others? Bring in the professionals. Glad to know you are nearby in State College PA.

Comment on When Dismissals Lead to a Threat of Violence by john wilk

john wilk — Thu, 03 Feb 2011 00:24:25 +0000

Nancy, i just wanted to comment on your blog about HR letting people go and the potential for workplace violence to occur. Especially in todays economic times. I have a background in law enforcement and corporate security and have consulted businesses and corporations on the very things you mentioned in your post.
It is interesting also to note that witnesses and people who knew the person prior to the incident might say that the person was quite and dont understand why they would do that. But as i tell HR people that there are tell tale signs through verbal and non verbal clues from the person who is being disciplined and or being terminated. I like the fact that you mention keeping the key players involved from the company, security and law enforcement and havng an emergency plan in place. The company should practice it prior to any incidents actually occurring.

Comment on Better Management Leads to More Efficiency by Nancy Hess

Nancy Hess — Wed, 25 Aug 2010 14:36:46 +0000

Interesting analogy Mark because at root the leader training in scouts is about transfer and development of knowledge and skills and that is key to success today! Perhaps the fear of keeping one’s job heightens the tendency to hold onto tasks instead of developing others.

Comment on Better Management Leads to More Efficiency by Mark A. Griffin

Mark A. Griffin — Thu, 19 Aug 2010 20:57:39 +0000

Outstanding article.
So true, I have seen it some of what we believe to be the most well run companies. One of the greatest problems we have as a nation is our lack of leadership capabilities, our perception of what it takes to be a leader and how to deliver results, is way out of whack. Most companies could use a dose of basic boy/girl scout type patrol leader training!

Comment on We too can beat the odds! by admin

admin — Thu, 17 Jun 2010 11:39:27 +0000

Mark, thanks for your insightful comments. A sudden shift demand seems like a good kind of crisis if it actually means the need for more human capital, or at least we frame it that way in the business world, but underneath, the “linear” principles play out and the inability to adapt, even to an upswing, will stifle the best organization. I can visualize the metaphor you offer, there is a difference between someone who jumps in and starts barking orders, without clear direction, and the person who sees beyond the horizon (which is after all, looks to be far away, but is really only 12 miles or so) and prepares the crew.

Comment on We too can beat the odds! by Mark A. Griffin

Mark A. Griffin — Mon, 14 Jun 2010 20:23:09 +0000

Great article Nancy, I have worked in both environments, cyclical and linear. I believe a lot of the environment climate is related to the goals and objectives of the organization coupled with the life cycles of its goods and or services, but most importantly reflects the values and leadership capability of the organizations senior management. Often times companies fall into the linear model because of a shift in demand, and a lack of Human Capital to address this shift, they go into crisis mode as a means to survive. I believe it is imperative for leadership to infuse cyclical principles into the organization to both inspire employees and to spark innovation; linear employees are often stuck in the headlights and will ultimately assist the company in spiraling further downward.

I believe the most important take away is to be aware of where you are, and how might shift and encourage behaviors to help guide the organization in the direction you want to go. Often times leaders fail to look closely at their organizations environment and just jump right in at guiding the boat!

Comment on LEADERSHIP STRATEGIES IN YOUR HEALTH CARE PROGRAMS by Mark Hiester

Mark Hiester — Tue, 01 Jun 2010 14:02:33 +0000

Thanks Nancy, an illuminating post. I hope to remember the key points in it as well as Hannibal’s elephant’s recalled the Alps.

Reminds me of a book my wife (working at the unfortunately domained, http://www.adultlit.org) is reading: Icebergs, Polar Bears, and Change.

Comment on Performance Reviews and Workplace Stress by HR Carnival: Be Inspired | HR whY?

HR Carnival: Be Inspired | HR whY? — Wed, 26 May 2010 16:45:28 +0000

[...] done on the TalentJunction blog. Do performance appraisals freak you out? Nancy Hess discusses Performance Reviews and Workplace Stress. var a2a_config = a2a_config || {}; a2a_config.linkname="HR Carnival: Be Inspired"; [...]

Comment on We too can beat the odds! by Yaron Prywes

Yaron Prywes — Thu, 01 Apr 2010 18:07:59 +0000

Great blog Nancy! Glad I found it.

Comment on Labor Negotiation vs. Employee Engagement – Do they intersect? by Brad Shuck

Brad Shuck — Sun, 14 Feb 2010 22:48:14 +0000

Thanks for using our article on engagement. Great blog and great insights! Thanks for sharing…