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And the Oscar Goes to … HR! 4 Ways to Go From Good to Great

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Whether you love or hate the Oscars, you have a reason to pay attention next year.

That’s because in 2025 someone in HR will win a top prize at the Academy Awards.

Can you hear it now? … And the Oscar goes to … HR!

The Academy of Motion Picture Arts and Sciences added a new Oscar for Best Casting. In the movie industry, casting is HR: They pick the right people for the right roles at the right time (and when it’s done perfectly, the HR choices can lead movies to win an Oscar or many).

Why the Oscar Goes to … HR

Why is it important that the Academy has decided to celebrate the people behind the people? It’s because casting — ah-hem HR — does a huge, often-unseen job that impacts everything!

Moviemakers may be upping their game next year. In the meantime, we know you’re already good at HR. Can you become great — on course for an Oscar?

Yes you can!

But rather than give you ideas on how to manage benefits, recruitment or performance management better — which are topics we cover often on HRMorning — we’re going to focus on something you have to do every day: manage.

Being a good boss is good enough. But in HR, you set the standard. So why not be a great, Oscar-worthy boss?

Here are four strategies to up your management skills — strategies you can pass right along to your front-line managers by example or instruction.

Channel Creativity

University of Texas at San Antonio researchers found that some of the best leaders hold this characteristic in common: creativity. By being creative, they solve problems more easily and build confidence on their teams.

“When leaders feel confident that they can produce creative outcomes, their subordinates become more creative,” says  Dina Krasikova, a professor and researcher, who published the study in Science Daily.

Creativity, in and of itself, isn’t what helps you become a great boss, though. Instead, your creative choices positively influence employees around you.

“A factor in this is the power of positive thinking,” Krasikova says. “Leaders can imbue their subordinates with confidence and creativity just by setting an example themselves.”

So, at the risk of sounding cliché, think outside the box more often. Throw your creative ideas and solutions to the team first to see how others react: Is it enthusiasm or fear? If it’s mostly fear, ask the team for their creative ideas – and go with the lowest-risk ideas until everyone sees a string of success with trying creative ideas and solutions.

Roll up Your Sleeves

The best leaders don’t step ahead of their teams. They stay in stride. When they must rise up to lead, they carry the team with them.

“Team members [need to] feel like they are supported and have a boss they can depend on and look to as a leader, not just a boss,” says Jonathan Shroyer, founder of Officium Labs which is now Arise Virtual Solutions, where he is chief CX innovation officer. “People want great bosses, and this is becoming even more important in cultivating and retaining the right workers for your company.”

Be the ultimate team player. Not only act the part when necessary – that is, pitch in when team members need help – also consider yourself part, not head, of the group.

This serves two purposes: First, bosses who stand with the team don’t condescend to or leave behind employees. Secondly, great bosses run a more effective and efficient operation – and nearly everyone can respect a well-oiled machine.

Boast and Bow

Great leaders show pride for their team and employee accomplishments. But they’re humble about their own.

You want to consistently recognize your team’s efforts and accomplishments — not just when they’re grandiose. Great bosses know the effort is nearly as important as the accomplishment. Without honest everyday efforts, neither small nor great things will get done.

Whether you use calendar alerts, conscious observation or sticky notes to remind yourself to boast on employees’ efforts and accomplishments, do it sincerely. Half-hearted recognition and rewards are almost worse than none.

Also, when you’re recognized for accomplishments, spread the love: acknowledge the team and what they’ve done to help you achieve it.

Lead With Compassion, Direct With Clarity

Great leaders use compassion as a guidepost, not a compass. They recognize the need for empathy and concern for their employees, but don’t lose sight of business needs.

In practice, that means great leaders give direction with clarity, confirming employees see the goal and know the available resources. They maintain high expectations and make sure employees agree to the same.

This is where the compassion comes into play: Great leaders understand mistakes, missteps and failures will happen. When they do, directly address mistakes with employees with kindness while still keeping the focus on expectations. Then work together to resolve the situation.

Read the full article here

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