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A Guide to Human Resource-Centered Problems & Challenges Arising in Organizations

This guide presents some common problems and challenges with personnel that are addressed by the Leadership Is Relationship™ business coaching program.

The Problems are sorted into six general categories:

  • Emotional Management
  • Communication Skills
  • Values & Responsibility
  • Competency
  • Professional Relationships
  • Relationship to Company’s Future.

The Challenges form a separate category.

Each category begins by posing an opening question to generate reflection upon your company’s particular circumstances.  We then list some examples of evidence which might confirm that these problems or challenges are present in your company.

This guide is designed to support you in pinpointing and clarifying human resource-centered problems that may be having a negative impact on your company’s success. The LIR program can effectively assist your company in addressing these problems as well as helping to make positive adjustments to the company’s culture as a whole.

We suggest that you take a moment to respond thoughtfully to each opening question before proceeding to the examples of evidence. Consider various departments, divisions and teams, as well as individuals in your company. What do you observe? Who, what and where are your areas of greatest concern, and why is that so?

Common Problems in Organizations

EMOTIONAL MANAGEMENT

Do some of your managers have difficulty in governing their own behavior, moods and emotions—as well as skillfully managing those of others with whom they work?

Examples of Evidence of Emotional Management Problems

 Managers/staff exhibit:

  • Low self-confidence
  • Inconsistent or questionable trustworthiness
  • Defensiveness
  • Impatience and reactivity
  • Unskillful dealing with challenging relationships
  • Unproductive and/or negative behavior or attitude
  • Conflict avoidance
  • Persistent negative moods
  • Tendency to blame others and/or deny personal responsibility

 

 

 

 


  

 

COMMUNICATION

Does unclear communication in your company lead to breakdowns in getting jobs done right and on-time?

Examples of Evidence of Communication Problems

  • Necessary information is missing or distorted
  • Key people are left out of “the loop”
  • Frequent misunderstandings
  • Conflicts mismanaged
  • Dysfunctional working relationships
  • Ambiguity of roles
  • Inexplicable delays

 

VALUES & RESPONSIBILITY

Are departments and managers consistently responsible and accountable for producing expected results?

Examples of Evidence of Values & Responsibility Problems

  • People don’t do what they say
  • Operating from opinions more than facts
  • Lack of integrity
  • Inflexibility and unwillingness to consider other points of view
  • Supervisors do not mentor or empower employees
  • “Passing the buck”
  • Mixed messages sent to customers
  • Personal agendas prevalent
  • Unwillingness to exceed what is expected

 

 

COMPETENCY

Do any of your managers frequently fail to understand and implement what is required of them and their teams?

Examples of Evidence of Competency Problems

  • Failure to get things done
  • Little or no appropriate delegation
  • Poor planning and time management
  • Actions taken without proper knowledge and skills
  • Cannot prioritize effectively
  • Obvious lack of understanding

 

 

PROFESSIONAL RELATIONSHIPS

Do you have managers who struggle with resolving staff and other working relationship issues?

Examples of Evidence of Professional RelationshipProblems

  • Ineffective conflict resolution
  • Lack of empowerment, motivation or support of staff
  • Managers misuse or misunderstand their authority
  • Employees not asked for input
  • Team atmosphere not fostered
  • Staff not recognized or shown respect and consideration
  • Staff avoids interaction with management
  • Obvious negative mood among team members

 

 

 

RELATIONSHIP TO COMPANY’S FUTURE

Are you dissatisfied with your managers’ abilities to deal with change, inspire their teams, and creatively strategize for the company’s future?

Examples of Evidence of Relationship to Company’s Future Problems

  • Lack of cooperation and collaboration in change initiatives
  • Little enthusiasm and interest in future possibilities
  • Encouragement or challenge to staff to improve their skills is missing
  • Staff not inspired to do more and be more than what is expected
  • Resistance to or inability to sustain continuous change
  • Absence of innovation in processes and projects
  • Inattention to foresight and strategies to meet company’s future needs

 

 

Common Challenges in Organizations

CHALLENGES

Are there current or upcoming major projects, initiatives or events in your company that require significant adaptive capabilities and performance shifts by key personnel or entire teams and divisions? 

Examples of organizational Challenges that LIR can address

  • Grooming for and managing succession
  • Fostering dynamic internal customer relationships 
  • Coaching staff through major change initiatives
  • Adjusting to rapid growth
  • Sustaining a company culture that focuses on possibility—playing a “bigger game”
  • Developing a results orientation
  • Staying innovative and competitive

 
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