Make a difference
“If it doesn’t make a difference, it doesn’t make a difference.”
I know that sounds ridiculously simple, but that’s because it is. In our running of businesses, in our organisations, in our practice, we need to ask ourselves one simple question, “does it make a difference?” And if the answer is no, then stop doing it.
The reality is that within most organisational situations, people are doing a huge amount of things that don’t matter. They don’t make the business perform better, fulfil some regulatory need or create value. They just exist.
If HR is to be the driver of organisational performance, it needs to be a force for change, highlighting inefficiencies and unnecessary bureaucracy and calling out redundant practice. Simply, we need to be as comfortable looking at process and improving it as we are creating it.
It also means that we need to understand the entire organisations, how and why it works and the levers and buttons that make it successful . Then we can be clear about how to help it become even better. By retaining a single and absolute focus on performance.
It probably isn’t popular or politically correct, in a world that loves a trier but hates a succeeder, however, it really is only the result that matters. If we want to be a profession with teeth, if we want to define relevance, if we want to have influence and reach, then focussing only on those things that really make things better, has to be the way.
And that starts with our practice, our behaviour and our thinking. Because if we want to be better, we need to be single minded. Focus on results, focus on performance, forget the rest of the nonsense. If it’s not making a difference, it doesn’t need to be done.