The metaphors most frequently used to describe the human resource frame are family and community. These are terms associated with the HR frame. It supports the leaders belief that organizational goals and objectives can best be achieved when the organization is supportive of the needs of its employees. It also assumes that employees are placed in positions that allow them to utilize their skills and supports their continued growth and development. There is generally lots of support for professional developement and flexible work schedules. You may also notice that leaders with an HR frame are really concerned about relationships. They care about how people feel and are generally in favor of company or department social events like picnics and retreats. These events are an effort to promote a personal and caring environment. It is not surprising (maybe even expected) to see co-workers/leaders attend family events like weddings, funerals, or holiday socials.
Leaders in the HR frame support employee empowerment and welcome input from staff members. They may have an "open door" policy. Which implies the willingness to always hear feedback and new ideas.
The HR frame is workable and most people would prefer to work in a family or community environment where they are valued as individuals. However, for the leader of this type of organization there is the basic challenge of alligning the goals and objectives of the organization with the needs of the employees.
The HR frame is the one that I naturally gravitate towards. I make it a point to get to know staff members. It is also a part of my management style to inquire about vacations, sick relatives and other events that are important to staff. I make sure to send flowers for hospital stays, weddings and funerals. It is a part of our family environment. New employees are welcomed to the "family". I think staff members appreciate the personal touch and I believe it is an important element in helping me to reach organizational. One of the drawbacks of this frame is that it requires a good deal of time to talk to people (I do about a 20-30 minute walkaround every morning) and it can also be emotionally draining to support staff in this very personal way. But this is a style that I am comfortable with and one that has proven to be effective in my organization.
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Jewel, thanks for an enlightening post from someone who definitely uses the HR frame. I think the conflict you speak of about aligning the needs of the "family" with the needs of the organization is something the most sincere adherent to HR frame will always have to deal with. Sometimes you have to switch frames; for example, when a decision has to made quickly and there is no time to gather input, the leader has to switch to the structural frame and make the best decision they can for the organization. And although the family metaphor makes us think of committed relationships, it also carries a strong structural image... "Father (or Mother) knows best!"
ReplyDeleteBalancing the frames is challenging in my experience. While I try to focus on HR, my addiction to the Structural Leader comes out far more often.
ReplyDeleteI spend time in the classes, can tell you 95% of my students names, build strong teams, empower staff, make leaders out of staff, etc. However, due to our AYP status I struggle with the "pressures" to get the job done well. While both can be an integral part of success, I find I am not so good at the "fluffy stuff".
Since I recognize my weakness, I surround myself with people who are good at "fluffy". They compliment my leadership style and pull me back when the HR begins to go out the window.
George, I agree with you that there are situatuins that call for a different frame in order to get a task accomplished quickly. If your staff knows that you normally include them and get their opinions - Beacuse of the trust that has been built ,I think staff are more apt to go along with you without question because their is trust within the relationship.
ReplyDeleteAbsolutely. We constantly switch frames to fit the current situation. It sounds like you are an amazing leader and one who can juggle multi-tasking (switching frames) very easily.
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