1. The High Calling of Developing
Others in the Workplace
Dr. Jim Bohn
SHRM Spring Conference
2016

2. Vintage Brings Vantage
•Career began on the drafting board – 1972
•Moved from Engineering to HR in 1990
•First supervisory role – 1992 – lots of
lessons learned
•Managed multiple teams at Johnson
Controls until 2013.
•Finished career as Global Director of
Change Management

3. Take this hour to reflect on one of the
critical elements of HR
•Development is an organizational buzzword.
•What does “development” really mean to each
of us?
•Development is about the people we lead.
•Development is also strategic.
4/22/2016

4. Employee retention is
critical for maintaining
organizational knowledge
and continuity
Employee
satisfaction
Succession planning Millennial Demands for
meaning
1 2 3 4
Urgent Organizational Needs:
LINKED IN Talent Solutions 2015
“32% of organizations say employee retention is a top Priority in the next 12 months.”
4/22/2016
Where’s the best place to go to work?

5. Who was your favorite teacher?
•What was it about your favorite
teacher that made them effective?
•Why do you remember them to this
day?
•What one thing stands out about
their interactions with you?
4/22/2016

6. Tales of development
Anne
Jason
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Ken

7. How A Calling Exceeds A Job
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Something we sense we must
do.
Gratification time horizon is
much longer.
Deep satisfaction comes from
a sense of impact.
The teacher is the best
analogy.

8. ANNE
A Few Perspectives
Take the long view.
1
4/22/2016

9. A Few Perspectives
Take the long view.
Understand your philosophical
foundation for developing
others.
1
2
4/22/2016

10. A Few Perspectives
Take the long view.
Understand your philosophical
foundation for developing
others.
Reflect on the satisfaction gained in developing others.
• What other effort will provide a true sense of long term satisfaction in our careers?
Emphasis on Employee Satisfaction has eclipsed Managerial Satisfaction.
1
2
3 JASON

11. A Few Perspectives
Take the long view.
Understand your philosophical
foundation for developing
others.
Questions for assessing
your skills in developing
others.
1
2
3
4
4/22/2016
Reflect on the satisfaction gained in developing others.

12. Questions For Assessing Your
Skills In Developing Others.
[Table Discussion – 10 minutes]
Have you given thought to how you go
about developing others?
What are your core leadership
motivations for developing people?
What do you really believe about the
value of developing people?
What successes have you seen over time
when you applied effort to developing
people? What’s your success story?
1
2
3
4
4/22/2016
@DrJimBohn – The
Blue Collar Scholar

13. So, I’ve thought about development,
now what do I do about it?
• A model that can easily be remembered
• Built from time honored research on
human motivation (Deci & Ryan, DeCharmes, White,
Bandura and others).
• Recently revisited by Daniel Pink
• With a few of my own additions based on
research, teaching and experience
4/22/2016
Credit where credit is due!

14. The i C.A.R.E2. Model of Development
4/22/2016
•i
•C
•A
•R
•E2
"... We do not motivate clients or
install motivation in them. ... We find
the motivation that lies within them
and help them recognize it." ~
Rosengren (p. 10).
Leaders don't motivate anyone! They
create the conditions for motivation.

15. Competence
as a focus of development
4/22/2016
• Build competence through
thoughtful projects and effective
delegation.
• Provide feedback: Guidance without
punishment.
The i C.A.R.E2. Model
KEN

16. Autonomy as a focus
of development
4/22/2016
• Freedom in creativity.
• Freedom in process.
• Freedom in analysis.
• Freedom in voice.
Aute Nomos
AUTN NOMOS
Self Law
The i C.A.R.E2. Model

17. Relationships as a focus
of development
4/22/2016
• Ensuring day-to-day organizational
relationships have value and create
comradery.
• Be the one who kills the corporate
mythology about an individual.
• Avoid the “you’re not a team player”
pressure.
The i C.A.R.E2. Model
JASON

18. Effectance as a focus
of development
4/22/2016
• What on earth is Effectance???
• Creating meaning through significant
achievements.
• HERE is the power of recognition.
We sometimes make the foolish assumption
that employees understand their role in
organizational mission without context.
The i C.A.R.E2. Model

19. • Self-efficacy is a sense of the
ability to control outcomes.
• How does my work make a
difference in the organizations’
ability to succeed?
4/22/2016
I think I can …
I think I can …
I think I can
Provide me with your business card
and I will email you a free White Paper
on Organizational Efficacy.
The i C.A.R.E2. Model
Leader
Development
Opportunity
Self-efficacy as a focus of development

20. The i C.A.R.E2. model is a framework
for development
4/22/2016
•C
•A
•R
•E2

21. Next Step on this journey:
Developing Manager Satisfaction
In Employee DevelopmentT r a i n i n g M a n a g e r s o n t h e t o o l s t h a t p r o v i d e b o t h e m p l o y e e a n d M a n a g e r i a l s a t i s f a c t i o n .
Take the long view.
Understand your philosophical
foundation for developing
others.
Questions for assessing
your skills in developing
others.
1
2
3
4
4/22/2016
Reflect on the satisfaction gained in developing others.

22. • Check out the Rapid Diagnostic @ www.ProAxios.com
• info@proaxios.com
• 651-302-1574
• Grafton, WI 53024
• @DrJimBohn
We offer plainspoken guidance for
those who do the work.
@DrJimBohn – The
Blue Collar Scholar
Thank you!