Wow, it's been three years since the 5th article in my Stealth Quality Series. Now, having taken time off to get my Masters in Organizational Leadership and graduate certificate in Human Resources, I could finally finish this paper on workplace relationships in time for February 14th.
It has often occurred to me that human performance management is the last frontier in Quality Assurance. We have the math and all those little charts, but what do we do with human behavior? The costs of getting it wrong are critically important, especially considering human resources is the single largest cost category for so many organizations.
I suggest that organizational excellence depends on relationship management almost as much as our personal relationships do. There is a ton of advice for leaders and managers about human performance, and rows of books in the bookstore’s Management section. Feel free to buy and read as many as you like, but it occurs to me that the insights we need might be as close as home on Valentine’s Day.
It has often occurred to me that human performance management is the last frontier in Quality Assurance. We have the math and all those little charts, but what do we do with human behavior? The costs of getting it wrong are critically important, especially considering human resources is the single largest cost category for so many organizations.
I suggest that organizational excellence depends on relationship management almost as much as our personal relationships do. There is a ton of advice for leaders and managers about human performance, and rows of books in the bookstore’s Management section. Feel free to buy and read as many as you like, but it occurs to me that the insights we need might be as close as home on Valentine’s Day.
