Sometimes we spend so much time trying to prove our assessments work; we lose focus on what truly matters. So, what makes the difference in whether or not an assessment implementation will thrive? How effectively we are able to partner with our HR contacts to gain buy-in throughout an organization. You can have an extremely successful validation study with ground-breaking correlation coefficients, but if you don’t have buy-in from key stakeholders within an organization, those impressive results won’t mean much.
While there is no one magic bullet to gaining buy-in, there are steps you can take to help foster buy-in for a new initiative. Sometimes it requires providing key pieces of ROI information in easily understood terms, a one-on-one discussion, or may be as simple as a few meetings with key stakeholders. What matters is that you partner with your key contacts, assess who the relevant stakeholders are within that organization, what their needs and expectations are, and that you address those needs and expectations. Appropriate points of communication to relevant stakeholders is also critical for buy-in.
In a little over a month, I’ll be hosting a webinar with a close friend as we share our opinions on how best to gain the all important “operational buy-in.” In this presentation, Bob Mullins, Senior Organizational Development and Training Manager for Nissan North America, and I will tackle very common HR and Operations conflicts – selection using referrals, and the politics associated with it.
We will also discuss how Nissan was able to transform a hiring process that was based heavily upon referrals, and evolved the company to the point where the hiring system became: 1) highly objective, 2) legally defensible, and 3) easily quantifiable.
We’ve promised that everyone will walk away with the following:
- The story of Nissan’s journey from politically-driven hiring to an objective legally defensible process
- Suggestions on how to navigate the political landscape when seeking change
- Pros and cons of using referrals in hiring
- Data on the effectiveness of every traditional hiring step in predicting performance
- How to understand validity, and the process of measuring individual hiring system effectiveness
We are also planning some considerable time for Q&A. We hope to see some (or all) of you attend. You can sign-up here.