HR Development for Small Business Owners
HR Development for Small Business Owners
1. Leadership Development
In order to expand in an organization you have to develop successful leaders. Easier said than done. There are three things that are very important in making this come to fruition. Most importantly, the leader must have the appropriate level of experience in creating new leaders. Secondly, he must have been successful with developing leaders to the results that are necessary. Third, the leader must develop a process for the new leader to follow and emulate. But how do you create a process as a small business owner, there are so many books and authors, styles, industry differences. A good basic structure to start with as a new business owner is with a 1 page sheet of objectives with a timeline(daily,weekly, monthly and annually). What types of consistent behaviors are important in this role to achieve each of the milestones set for the business. Pick 3-5 core goals for each timeline on each sheet and prioritize them for your business and desired achievement timeline.
2. Transitional Support
When you are beginning to train the new leader it is important to give communication on a regular basis; may be daily, or monthly, or otherwise, depending on the level of skill and the level of experience. However, ensure that you have a specific outline of the outcomes desired after the process, whether it be 1 month, 3 months, 6 months or a year. If you have core objectives for that role and fill in the information that they are missing with a regimented process it will become more natural for them. It is important to do this in a manner that is beneficial to the new leader and the company. There are many books available on this topic under "leadership development".
3. Role Modeling
In order to have someone become successful it is usually helpful to model the behaviour so they can understand the process and see it in action. This may not be ideal if you are in another city, however there are web technologies that make this possible. I.E. Podcasts, net meeting and online training systems. If the leader cannot be there to role model for the new leader there are other options. Checking in on a regular basis is also helpful and teleconferencing systems are good for small businesses and owners with multiple locations to send a clear consistent message to leaders in each location.
4. System Process
Every small business and every industry has different systems. However you must design your own process on a page. Reading on other industry systems and successful models may assist you in this process. On a page create a flow chart with squares or circles describing each system with a heading and one sentence. For instance begin with the initial sourcing for your product and complete delivery to the home of your happy customer. This will assist you in advance as different situations may arise and you will log how best to deal with them for your business.
5. Tool Necessities
Every business has it's own unique tools. Look at other successful businesses in your industry and see what tools are most important and absolutely necessary for getting the job done. As your business grows and so does your capital you may be able to keep up to speed on new systems, that are faster, more efficient or assist saving the business and your customer time and money.
Continued success in your business in 2008, and take some time to "surf the web for the information you need that best suits your business". Then go out locally, city or state, and find other people who have been there, done that to assist you. It's a good start and you will get more comfortable as you go along. Like the famous astronaut Mr. Armstrong said when landing on the moon "That's one small step for man, one giant leap for mankind." So how about that's one small step for you, but one giant leap for starting your business. All the best!
http://www.businessgrowth.ca
HR Development for Small Business Owners - To learn more about this author, visit Daryl Des Marais 's Website.
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There are 5 things that are important to Human Resource Development for Small Businesses. They are leadership development, transitional support, role modeling, systems process and tool necessities.
1. Leadership Development
In order to expand in an organization you have to develop successful leaders. Easier said than done. There are three things that are very important in making this come to fruition. Most importantly, the leader must have the appropriate level of experience in creating new leaders. Secondly, he must have been successful with developing leaders to the results that are necessary. Third, the leader must develop a process for the new leader to follow and emulate. But how do you create a process as a small business owner, there are so many books and authors, styles, industry differences. A good basic structure to start with as a new business owner is with a 1 page sheet of objectives with a timeline(daily,weekly, monthly and annually). What types of consistent behaviors are important in this role to achieve each of the milestones set for the business. Pick 3-5 core goals for each timeline on each sheet and prioritize them for your business and desired achievement timeline.
2. Transitional Support
When you are beginning to train the new leader it is important to give communication on a regular basis; may be daily, or monthly, or otherwise, depending on the level of skill and the level of experience. However, ensure that you have a specific outline of the outcomes desired after the process, whether it be 1 month, 3 months, 6 months or a year. If you have core objectives for that role and fill in the information that they are missing with a regimented process it will become more natural for them. It is important to do this in a manner that is beneficial to the new leader and the company. There are many books available on this topic under "leadership development".
3. Role Modeling
In order to have someone become successful it is usually helpful to model the behaviour so they can understand the process and see it in action. This may not be ideal if you are in another city, however there are web technologies that make this possible. I.E. Podcasts, net meeting and online training systems. If the leader cannot be there to role model for the new leader there are other options. Checking in on a regular basis is also helpful and teleconferencing systems are good for small businesses and owners with multiple locations to send a clear consistent message to leaders in each location.
4. System Process
Every small business and every industry has different systems. However you must design your own process on a page. Reading on other industry systems and successful models may assist you in this process. On a page create a flow chart with squares or circles describing each system with a heading and one sentence. For instance begin with the initial sourcing for your product and complete delivery to the home of your happy customer. This will assist you in advance as different situations may arise and you will log how best to deal with them for your business.
5. Tool Necessities
Every business has it's own unique tools. Look at other successful businesses in your industry and see what tools are most important and absolutely necessary for getting the job done. As your business grows and so does your capital you may be able to keep up to speed on new systems, that are faster, more efficient or assist saving the business and your customer time and money.
Continued success in your business in 2008, and take some time to "surf the web for the information you need that best suits your business". Then go out locally, city or state, and find other people who have been there, done that to assist you. It's a good start and you will get more comfortable as you go along. Like the famous astronaut Mr. Armstrong said when landing on the moon "That's one small step for man, one giant leap for mankind." So how about that's one small step for you, but one giant leap for starting your business. All the best!
http://www.businessgrowth.ca
HR Development for Small Business Owners - To learn more about this author, visit Daryl Des Marais 's Website.
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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