Continuing the “People First” Mission Leading change by putting people first is a noble aspiration. It has been the central theme of this course, but one could argue it is the most prominent theme in the entire JWMI MBA program. Sustaining this focus and building a culture that embraces this ideal requires that senior leadership beyond the HR department: (a) believes this approach will lead to a competitive advantage, and (b) commits to the practices to make it happen. As our course draws to a close, share your insights on the following: What can we do as HR leaders to ensure that a “people first” agenda is truly embedded in the culture? How can we ensure the changes we want to drive connect practices that put people first with competitive strength? How will you apply change leadership differently based on what you learned in this and your other HR concentration courses? What’s next in your own professional change journey? Post your initial response by Wednesday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, 1st response  RE: Week 10 DiscussionCOLLAPSE Dr. Bodam and classmates,  What can we do as HR leaders to ensure that a “people first” agenda is truly embedded in the culture? As HR leaders, we must understand that communication is a critical element of the “people first” agenda.  If we, as HR leaders, do not use candor and empathy through our communication, we will fail.  There is a need to listen to employees, and also, we have an obligation to let them know where they stand in the company.  To communicate with employees through dialog at all levels, top-down and bottom-up.  By this, I mean that all must feel comfortable communicating in the workplace environment.  How can we ensure the changes we want to drive connect practices that put people first with competitive strength? The way that this is done is through concise and clear communication from the start of any change that takes place in the organization.  Having a standard from the start of any change initiative done will create a competitive strength that will ensure the changes are sustainable.  Making the foundation of values and mission for the company in any aspect is key for all leaders and especially HR leaders. How will you apply change leadership differently based on what you learned in this and your other HR concentration courses? Through this class and the other HR concentration course, I have learned that always place people first.  I will use the communication skills that I have learned through the military and through JWMI to make a foundation of the company’s mission and values.  I will make sure that the employees understand the mission and values of the company as well.  By knowing these, we will make sure that we have a strong foundation to grow.  I will also make sure that the applied changes are always clear and concise for all employees. What is next in your own professional change journey? My journey for the last two years has been, let’s say, crazy.  The last job I had was overseas, and I worked 7 days and about 14 plus hour days.  Since I did this for about three years, I decided in 2019 that I would take off, which lead to the pandemic of 2020.  With this being said, I am working on getting into the business world to share the great leadership that I have gained over the years.  I have not worked in the HR field before, but I have been receiving bad HR individuals.  I want to branch into HR to make sure this does not happen to others and make sure the company I am with grows into what I know it can be.   As we all know, communication over the last 10 years or so has changed, and I feel that it needs to be brought back into everything we do.  I will make sure that it is there in my professional career and does not leave the workplace.  In the end, we all want to work in a place that promotes change to the next level of growth.  V/R Kurt  2nd response  RE: Week 10 DiscussionCOLLAPSE Good evening Professor Bodham and classmates, To ensure that the people’s first agenda lives on, we should ensure that the organization’s culture is empowering, quick to make decisions, open and candid, and allow the departments to be more risk-tolerant (1).  In maintaining the people’s first agenda, the following behaviors should also occur: people are necessary to the organization’s success. Everyone is needed; pay employees what they are worth and ensure opportunities are available for advancement. HR leaders can work with department managers, assisting them that the culture will thrive for the organization’s success. To gain competitive strength, organizations will need more leaders and not the manager. “These new change leaders must have a vision and the ability to predict the future; they must have a special capacity to anticipate the radically unexpected” (2).  The principles that I have learned in this course resonated with me due to talking and walking the walk. As a leader, we must lead by example, and I must also examine my goals and aspirations. I am engaged with those that I lead to synergy with the organization that I am employed. The information that I have retained in the course dealt with how we perceive a situation or what we think. I understand now that your attitude and vision have much to do with your success as a leader. My professional career path must change, which is a process because I desire to enter a career I do not have experience in. However, I have a plan, and I am in constant contact with the leadership of the HR department where I am employed when the positions are opened I will make a career shift.  Best Wishes to all in your future endeavors! Danielle References Kotler 2012. Harvard  Business School Press   JWI 556 Week 10 Lecture Notes

Continuing the “People First” Mission
Leading change by putting people first is a noble aspiration. It has been the central theme of this course, but one could argue it is the most prominent theme in the entire JWMI MBA program. Sustaining this focus and building a culture that embraces this ideal requires that senior leadership beyond the HR department: (a) believes this approach will lead to a competitive advantage, and (b) commits to the practices to make it happen.
As our course draws to a close, share your insights on the following:

What can we do as HR leaders to ensure that a “people first” agenda is truly embedded in the culture?
How can we ensure the changes we want to drive connect practices that put people first with competitive strength?
How will you apply change leadership differently based on what you learned in this and your other HR concentration courses?
What’s next in your own professional change journey?

Post your initial response by Wednesday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday,
1st response
 RE: Week 10 DiscussionCOLLAPSE
Dr. Bodam and classmates, 

What can we do as HR leaders to ensure that a “people first” agenda is truly embedded in the culture?

As HR leaders, we must understand that communication is a critical element of the “people first” agenda.  If we, as HR leaders, do not use candor and empathy through our communication, we will fail.  There is a need to listen to employees, and also, we have an obligation to let them know where they stand in the company.  To communicate with employees through dialog at all levels, top-down and bottom-up.  By this, I mean that all must feel comfortable communicating in the workplace environment. 

How can we ensure the changes we want to drive connect practices that put people first with competitive strength?

The way that this is done is through concise and clear communication from the start of any change that takes place in the organization.  Having a standard from the start of any change initiative done will create a competitive strength that will ensure the changes are sustainable.  Making the foundation of values and mission for the company in any aspect is key for all leaders and especially HR leaders.

How will you apply change leadership differently based on what you learned in this and your other HR concentration courses?

Through this class and the other HR concentration course, I have learned that always place people first.  I will use the communication skills that I have learned through the military and through JWMI to make a foundation of the company’s mission and values.  I will make sure that the employees understand the mission and values of the company as well.  By knowing these, we will make sure that we have a strong foundation to grow.  I will also make sure that the applied changes are always clear and concise for all employees.

What is next in your own professional change journey?

My journey for the last two years has been, let’s say, crazy.  The last job I had was overseas, and I worked 7 days and about 14 plus hour days.  Since I did this for about three years, I decided in 2019 that I would take off, which lead to the pandemic of 2020.  With this being said, I am working on getting into the business world to share the great leadership that I have gained over the years.  I have not worked in the HR field before, but I have been receiving bad HR individuals.  I want to branch into HR to make sure this does not happen to others and make sure the company I am with grows into what I know it can be.  
As we all know, communication over the last 10 years or so has changed, and I feel that it needs to be brought back into everything we do.  I will make sure that it is there in my professional career and does not leave the workplace.  In the end, we all want to work in a place that promotes change to the next level of growth. 
V/R
Kurt 

2nd response
 RE: Week 10 DiscussionCOLLAPSE
Good evening Professor Bodham and classmates,
To ensure that the people’s first agenda lives on, we should ensure that the organization’s culture is empowering, quick to make decisions, open and candid, and allow the departments to be more risk-tolerant (1).  In maintaining the people’s first agenda, the following behaviors should also occur: people are necessary to the organization’s success. Everyone is needed; pay employees what they are worth and ensure opportunities are available for advancement. HR leaders can work with department managers, assisting them that the culture will thrive for the organization’s success. To gain competitive strength, organizations will need more leaders and not the manager. “These new change leaders must have a vision and the ability to predict the future; they must have a special capacity to anticipate the radically unexpected” (2). 
The principles that I have learned in this course resonated with me due to talking and walking the walk. As a leader, we must lead by example, and I must also examine my goals and aspirations. I am engaged with those that I lead to synergy with the organization that I am employed. The information that I have retained in the course dealt with how we perceive a situation or what we think. I understand now that your attitude and vision have much to do with your success as a leader. My professional career path must change, which is a process because I desire to enter a career I do not have experience in. However, I have a plan, and I am in constant contact with the leadership of the HR department where I am employed when the positions are opened I will make a career shift. 
Best Wishes to all in your future endeavors!
Danielle
References

Kotler 2012. Harvard  Business School Press

 
JWI 556 Week 10 Lecture Notes

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