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Strategic Relationship Management: The
Secret to HR’s Success
Robin Schooling, SPHR
Silver Zebras, LLC

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Relationship Management
Why
HR?

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We...
n Pay attention to changing conditions
n Explore the human dynamics
n Understand theories of motivation
n Are empathetic

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We...
n Understand cause and effect
n Analyze WHY stuff happens
n Build trust

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Culture of
Involvement

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Work Teams
n Define expected results
n Communicate!
n Provide resources and tools
n Provide learning opportunities

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Work Teams
n Checkpoints!
n Verify understanding (time and deadlines)
n Celebrate accomplishments/milestones
n Expand the scope over time

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MODEL
the desired behavior!

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“Hidden Dimension of Corporate
Culture”
Post 9/11 GROUP
EFFECTIVENESS study
by Harvard psychologists
n Stable team
membership?
n Appropriate staffing?
n Clear vision?
n Meaningful work?
n Rewards?
n Recognition?
n Strong leadership?

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“the single strongest predictor
of group effectiveness was
the amount of help
analysts gave to each other.”

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Company Culture– Adam Grant

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Giver Culture
High performance units where employees:
n Help others
n Share knowledge
n Offer mentoring
n Make connections...without expecting anything in
return

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Taker Culture
Environment where employees get as much as
possible from others, while...
n ... contributing less in return
n only helping when the expected personal benefits
will exceed “costs”

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Matcher Culture
Norm is:
n Employees help those who help them: equal balance
of given and take
n Employees only trade favors in closed loops –
inefficient exchanges

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Relationship
Building

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“And I can’t
deny the fact
that you like
me.
Right now, you
like me!”

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Seek first...
... to understand...

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Show your VALUE

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ASK for their input

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INVOLVE THEM in decisions

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Provide them with what they need

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Give Praise where Praise is Due

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So what about.....

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Have a VISION... of the relationship

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Building strong alliances
Crucial
Connections

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Leadership Conversations – Alan S.
Berson/Richard G. Stieglitz
n Targeted
n Tentative
n Transactional
n Trusted

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Attraction
n What do you like about
the other person?
n .... and what if the
answer is “not much?”

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Shared Interests
n Compatibility
n Shared experiences

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Working it Out
n Agree to disagree
n Listen...understand...
work to change the
dynamics

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Be Proactive
n Seek out opportunities
to communicate,
discuss, and strengthen
the relationship
n Meet them ‘where they
are’

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Deeper Understanding
n You will know before
they know
n You will anticipate their
needs and wants!

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Sustainability

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Make Relationships Matter
n HR leaders are the crucial element
n HR leaders set the tone
n HR leaders influence
n HR leaders can develop – and maintain – strong
partnerships

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@RobinSchooling
hrschoolhouse.com
silverzebras.com
Thank You!