When Content does not Match up to Intent, you are bound to lose credibility. As Human Resource Professionals the writing on the wall is loud and clear. If we fail to live up to the talk in our profession then we are seen as folks "throwing the cannon balls" at the party.
Have you experienced that people speak about some new concept they heard of, bring in a whole lot of jargon and then quickly adapt and adopt what was working somewhere and which they claimed could be a cure all, a solution for tomorrow and then .... Bingo !!! it all fizzles out as quickly as it got created.
If this rings a bell then it is probably a case of intent-content gap at work. What you wanted did not happen and what you expected did not turn out to be. Here are four reasons why this happens.
a) The concept did not fit into your context: Understanding the context is key to successful implementation. What works for A situation does not apply to Situation B. Try remembering the last time you tried a least common denominator approach to employee engagement. Wont' work - it has to be segmented if it has to work, Not everything that motivates an employee in second year of his job career can motivate the one with a decade or more.
b) Concept not thought through: If you tried an approach that resembles tunneling your way through the mountain then at best you can see the other side. If you want to see the top you need to climb the mountain. Ask few of your HR teams what a normalization process intends to achieve and see how much they can explain.... or even simpler ask what the philosophy for performance management is and if you have a common response you are doing well otherwise the concept is not clearly understood.
c) Rome was not built in a day: Big Bang roll out without a prototype or a working model is a sure way to rework, or in all likelihood failed implementation. Ever remember a day when your folks at work decided that you need a new process or system from the scratch, from the ground up to replace the current one.
d) Mismatched Capabilities: You put the squirrel to do what the turtle was supposed to be doing. Climbing trees is best done by the squirrel and swimming across the current in the river by the turtle. If you ever tried switching roles in the name of meeting goals of job rotation then you will be in for a surprise.
Have you experienced that people speak about some new concept they heard of, bring in a whole lot of jargon and then quickly adapt and adopt what was working somewhere and which they claimed could be a cure all, a solution for tomorrow and then .... Bingo !!! it all fizzles out as quickly as it got created.
If this rings a bell then it is probably a case of intent-content gap at work. What you wanted did not happen and what you expected did not turn out to be. Here are four reasons why this happens.
a) The concept did not fit into your context: Understanding the context is key to successful implementation. What works for A situation does not apply to Situation B. Try remembering the last time you tried a least common denominator approach to employee engagement. Wont' work - it has to be segmented if it has to work, Not everything that motivates an employee in second year of his job career can motivate the one with a decade or more.
b) Concept not thought through: If you tried an approach that resembles tunneling your way through the mountain then at best you can see the other side. If you want to see the top you need to climb the mountain. Ask few of your HR teams what a normalization process intends to achieve and see how much they can explain.... or even simpler ask what the philosophy for performance management is and if you have a common response you are doing well otherwise the concept is not clearly understood.
c) Rome was not built in a day: Big Bang roll out without a prototype or a working model is a sure way to rework, or in all likelihood failed implementation. Ever remember a day when your folks at work decided that you need a new process or system from the scratch, from the ground up to replace the current one.
d) Mismatched Capabilities: You put the squirrel to do what the turtle was supposed to be doing. Climbing trees is best done by the squirrel and swimming across the current in the river by the turtle. If you ever tried switching roles in the name of meeting goals of job rotation then you will be in for a surprise.
So in case you have to think about the narrowing intent content gap you have four places to focus on. Remember FOCUS brings attention, attention gets results.
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