Have the skills to Meet Job Demands - Angela Hooper-Menifield

Angela Hooper-Menifield - "The People Side of Business"

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Introduction
Here we are approaching the end of 2020 and the end of the 4th (last) Quarter of the year - it begs to question, how much closer are we to success?

Entrepreneurs/Small Business Owners. People like us, Living the Life, employ 57% of the planet's population and yet we are often treated as the source of its problems. Not here, we celebrate the contribution you make to a better society and our focus is to improve your chances of success. 

This week we continue the new programming structure. We use a Balanced Scorecard to format our weekday shows: Finance (Monday) = Operations (Tuesday) + Sales (Customers) + People (Employees) with Fridays dedicated to Owners. Look at the week this way - Monday through Thursday is working IN the Present, Friday is working ON the Future.

Also, we just built a new community, our version of a Chamber of Commerce. Join Up and gain access to our Hosts and access our library of best practices.

Have a great business week.
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Show Objectives
Your employees are hired to perform a list of tasks as outlined in their Position Descriptions. Your job is to ensure they master those skills. One way to do that is knowing how and when to reskill and upskill. In today’s ever changing world, many new skills are needed, especially in the digital realm. When your employees have the skills to meet job demands.

What You Need to Know
Mastery is about how the organization hires, promotes, and uses technology to multiply performance. Job fit is critical because putting people into positions who do not have the knowledge or personality to be successful is a waste of time and money – no matter how hard anybody tries. Once you have the right person in the job, what is the nature of the psychological contract (Show D.017) about competence – are they motivated to improve and is the company investing in developing their skills. 

The key to skill mastery is the understanding that most people draw meaning from their work. When they are challenged to raise their level of play in an environment that supports growth and development, people flourish. When people flourish, the best stay. What is critical for skill mastery:

• putting the right person in the job;
• investing in skill development – start with their present job then cross train for all the jobs in their process, and;
• using technology to eliminate all of the tasks that can be automated to multiply what can be accomplished in a work day.

Key Issues:
Owner/Manager Perspective:
There are three drivers or causes for creating skill mastery:

• Job Fit – there are two factors when selecting an individual for a job, are they eligible (do they have the education, work experience, etc.) and are they suitable (their character and personality a fit for the position or group) – it is a measure of the job descriptions and the recruiting / selection process;
• Skills Development – there are two things to consider, first is the psychological contract (a set of expectations) between the individual and the organization where the person will take advantage of any opportunity to improve their skills, and a commitment by the organization to provide as much formal training as possible – it is a measure of training;
• Automation – this is nothing more than the effective use of technology, does the organization look for ways to use technology to not only remove mundane or dangerous tasks, but to find ways to enhance performance – it is a measure of technology.

Employee Perspective:

1. Become competent for your position - identify the final gaps.
2. Become indispensable by taking on the thankless jobs required to make the business work - what is left?
3. Find opportunities to gain exposure for knowledge and skills beyond your position

What You Need to Do

1. Develop people technically first - the job of management is developing skill mastery
2. Continue to develop your business skills to make competence complete
3. Promotion is based on the ability to demonstrate new skills
4. Have clear standards and hold employees accountable for job performance
5. Formalize Training
   1. Technical Skills - driven by technology and position descriptions;
   2. Human Skills - driven by management requirements and teamwork;
   3. Conceptual Skills - driven by ownership demands of strategic thinking and innovation.

Shows
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