![]() ![]() The quality and quantity of your effort on a day-to-day basis? The way you interacted with people on your team or in other departments? Your attitude about the organization, and its mission? Now, in each box for which you have a vivid recall of the experience, think about how working at that organization affected you and those with whom you worked in terms of: Upper right: strong sense of purpose and incentive alignment.ģ. Lower right: strong purpose, but mixed signals in terms of policies and programs making up incentive alignment Upper left: Good incentive alignment, but low sense of purpose Lower left: Low incentive alignment and low purpose alignment Think about how those experiences fit into the four boxes: Note, you may also recall your experience on sports teams or as a volunteer for a community agency, etc. Study the 2x2 and think about your work experience over the years. Follow these steps to reflect on your own experience over the years. It’s pretty straightforward, not requiring a lot of additional explanation to convey the gist, but I’d like to amplify the figure’s implications by making it personal. The figure below helps us explore the Human Capital Stewardship framework by enabling us to explore the synergy of incentive and purpose alignment. While they can fall short on capturing nuance, they’re often very useful for explaining relationships and synergies – in this case, the synergy between human capital management and human leadership. ![]()
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