HR Solutions: Fast-growth companies turn problems into chances

The philosophy of a manager in a traditional company is, “Give me an equipment problem. Give me a customer problem. But please do not give me an employee problem.” These orthodox supervisors hope staff obstacles will go away without any intervention.

Fast-growing companies such as the Dynamic Dozen, however, see employee problems as opportunities to improve. This inherent belief that problems can become opportunities to grow is foundational to success, since workers are often cited as the primary reason for their employers’ success.

When issues come up involving staff members or supervisors, a Dynamic Dozen executive doesn’t fall apart. Just when those executives think they’ve seen it all, a unique challenge will present itself. Since some situations are a first within the corporation, smart executives will turn to an executive/management coach for ideas regarding a constructive resolution.

The goal is onward and upward. When executives are in uncharted waters, they are eager to resolve the challenges. It helps when those executives are in a confidential environment with an adept professional.

A good executive/management coach will have many years of experience in the human relations field. These coaches will have seen it all, and then some, because their backgrounds are primarily assisting a wide variety of companies in multiple fields They will know what works, and what doesn’t.

Executive coaches will take time to listen to all the details regarding a particular situation, and they will assess management’s experience in dealing with similar issues.

Company leaders working with coaches will be able to let their guards down and candidly discuss the raw facts with the coach, knowing that the conversation will be kept private and will lead to suggestions for resolution.

If the executive/management coach determines the issue resides in protocol, a plan will be created to help the manager bring about positive change for the growing enterprise.

Coaches may participate in on-site management team meetings in order to facilitate the change.

If an employee needs to choose different behaviors to bring resolution, the executive coach will outline a coaching, discipline or termination action plan. The coach also might recommend additional, one-on-one coaching sessions for the manager in skill sets that are conducive to helping the employee change. Those skill sets include delegation, maximizing motivation, decision-making, problem-solving, interpersonal communication, developing a positive attitude and time management.

Dynamic Dozen companies are a special breed. Employees and managers are seen as the most valuable asset. People problems that are properly resolved are encouraged. When these employees and managers are recognized as valuable assets, and people problems are resolved effectively, company finances go skyward, creating companies that are deserving of Dynamic Dozen honors.

Lynne Haggerman, M.S., is president/owner of Haggerman & Associates, a firm specializing in management training, retained search, outplacement and human resource consulting. She can be reached at lynne@haggermanandassociates.com.