Management strategies: human resources advice for emerging businesses

Black Enterprise, June, 1992 by Iris Randall

Once the job descritpion is written, it is easy to determine the personal qualifications that are most important for the position. Make a lists of them. Write them as compentencies. Answer the question, "A person who fills this job will be able to...."

Here's an example. The competencies for the Management Planning area of Staff Development in the example Job Description (see box) would be written as follows: A person who demonstrates this competency:

* Is proactive rather than reactive and takes action before being asked to, or before being forced to by circumstances of the business.

* Seeks information needed to solve problems and overcome obstacles.

Now, based on the job description and competencies, you should be able to list the major qualities that contribute to success in that position.

Handle Your Employees With Care

It's said that praise should roll off your tongue like water off a duck's back, and criticism should be as slow as molasses in January. True? It really depends on the style of the employee.

Below are four employees with different behavioral styles: The Direct/Dominant always likes to be in charge. The Interactive/ Infulencer enthusiastically takes on too much. The Steady/ Stabilizer has a structured way of looking at life. The Cautious/ Compliant wants to take very few risks and always be correct. How would you criticize or praise each?

Direct/Dominant: Don is active and outgoing. He usually charges right into a job and gets things done. Don is results-oriented. Although he sometimes irritates people he is a born leader. You can always count on him is a crisis, and, in fact, he may even create one or two. Praise him by letting him know how impressed you are with his ability to focus on the bottom line and get results. Don needs to see criticism as helping him reach his goals faster. Don't tell him what to do. Do talk about bigger challenges, higher visibility and increasing income.

Influencer: Ivy is fun to be around. She is always optimistic and enthusiastic about most projects. She can diffuse the most volatile situations. A great communicator, she has ready smile and cheerful disposition. She's eager to take on new assignments and sometimes over-schedules herself. She is a bit disorganized. She needs to know that she has the approval of others. She likes trophies, applause, outward recognition in front of her peers. To her, ciriticism says you don't believe she is truly a straightforward and optimistic as she seems. If you need to have her modify her behaviour, tell her privately and let her know how influential she is in motivating others.

Steady: Stan is more methodical. He enjoys procedure and policy and can always be counted on to get the job done. A traditional thinker, he doesn't make waves and is a good team player. Stan likes security, and although not charging ahead in his career, he is a very valuable contributor to the business. Change does not come easily to Stan, but given time and adequate reasons he can be counted on to work for the common goal. Praise for Stan would include his team, whether that be his secretary, work group of family. He needs to know that what he is doing is benfiting the company. If you need to criticize or modify his behavior, explain carefully how your request relates to the overall good for the company. No quick changes here, just incremental improvements.