Almost every system has gaps, and they are nothing to be afraid of. In fact, gaps in systems give users ongoing opportunities to improve the system until it is finally flawless.
This is true for most HR gaps as well, according to thought leader Kelly Kubicek, CEO of Fulcrum HR Consulting, which focuses on human resources management and people strategy.
However, there’s beauty in finding those gaps and closing them to reveal a more seamless, inclusive, and holistic organization.
“There are gaps everywhere. If we know where our gaps are, we can fill them with strengths later, said Kubicek.
Getting to Root Issues
When Kubicek onboards clients for HR consulting, she tries to drill down and identify exactly what the client is looking for to improve their team. This is how Fulcrum HR finds what each client really needs from them. And it’s surprising how often the client has not identified the same root issues as Kubicek and her team found during their fact-finding.
They call this signature process their ‘Get Real Philosophy.’
“One thing we commonly see is companies that are blinded to the things they see every day — how colleagues talk to each other, workflows, and interactions that have become commonplace on teams,” said Kubicek.
She offered an example from two senior executive clients she recently worked with. After having them answer the initial questions, she also spoke to the employees before performing a deeper analysis of the HR issues at the company. The clients were shocked at what she came back with.
“When they saw their results of the Get Real Philosophy analysis to see where they should start and what their actions should be, the biggest feedback was that the tension between the two of them was the biggest stressor for the team. The employees could always hear them arguing, making it difficult to concentrate and remain relaxed. I’ve never heard a room so silent as when I delivered that news,” she said.
What is The Get Real Philosophy?
“Because of not being able to initially see our blindspots — or gaps — the Get Real Philosophy helps us identify where those gaps are on a team,” said the CEO, who is considered an expert at solving management and operational blockages.
Get Real is an acronym for a workplace philosophy. The first part isolates and identifies Gaps, Evaluates their impact, and Translates a way to solve them.
This portion of the intelligence-gathering stage identifies the problem, for example, between leadership and mid-level management. From there, it’s easy to evaluate that there is a lot at stake if these two groups can’t get along. As far as a way to solve them, their communication would have to be improved, and they need more opportunities to interact openly.
The ‘real’ part can be broken down to Real recognizes real, Expectations, Accountability, and Leadership.
In this portion of information collecting, Kubicek and her team often learn that the people closest to these issues don’t realize they exist. “Teams are blind to their potential and their own glass ceiling, and we identify that in the philosophy,” she shared.
And, far from being angry with her for pointing out the flaws in their ways, her clients often welcome her advice. After all, most companies won’t bankroll a consultant who shows up and tells them, ‘everything’s fine.’
‘Get Real Philosophy’ in Action
Self-aware organizations will get the most out of the ‘Get Real Philosophy’ since it does employ a measure of self-awareness and introspection. It’s also not for the faint of heart since it often reveals issues organizations would prefer not to deal with.
But, to be truly people-centric, organizations have to take good, long looks at their gaps, problems, and issues.
“These conversations are part of the process and are not warm and fuzzy. These are cold, prickly moments. They don’t feel great, but they are a necessity to growth, and it’s honorable when clients own their shortcomings and gaps and embrace a sense of vulnerability with their team that they may have never done before,” she said.
With these forward-thinking ideas surrounding gaps and solutions, Kubicek is helping HR departments in the country’s top companies become stronger, more united, and more human.
About Kelly Kubicek
Kelly Kubicek, CEO of Fulcrum HR Consulting, is on a mission to make HR more transparent. Fulcrum HR Consulting boasts vast HR experience, including accomplishments such as consolidating the entirety of over 9000 Nebraska state employees in one system in under 12 months and extensive work in Diversity and Inclusion efforts. To discover how to uplevel your HR Process visit www.fulcrumHRconsulting.com