{"id":85421,"date":"2022-09-28T08:22:19","date_gmt":"2022-09-28T15:22:19","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=85421"},"modified":"2022-11-21T04:18:31","modified_gmt":"2022-11-21T12:18:31","slug":"ryan-estis-human-centered-organization","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/ryan-estis-human-centered-organization\/","title":{"rendered":"Ryan Estis: This is \u2018a cry for better leadership\u2019\u00a0"},"content":{"rendered":"\n

Modern leaders are under greater pressure than ever before to make the work experience more satisfying and engaging. By meeting those needs and making your people your priority, you can transform your entire organization, according to Ryan Estis.<\/p>\n\n\n\n

And he would know: Ryan has more than two decades of experience guiding organizations through transformational change, first as a top-performing sales professional and now as an adviser to some of the world\u2019s highest-performing teams. \u201cThis is very much a leadership and communication issue,\u201d he says. \u201cLeaders are the driving force in making work better.\u201d<\/p>\n\n\n\n

\u201cA human-centered organization is one that exists to fulfill a purpose for all of its stakeholders: customers, community, employees,\u201d Ryan says. \u201cIt builds resilience and de-risks innovation through constant iteration, improvement, and learning. It cares as much \u2014 if not more \u2014 about the experience of a diverse, empowered workforce as it does its customers.\u201d<\/p>\n\n\n\n

Ryan will be exploring that topic as the keynote speaker at our Make Work Better Summit<\/a><\/span> on Nov. 16, 2022, and ahead of that event, we asked him to share his advice for making work better for everyone.<\/p>\n\n\n\n

Reinventing leadership for a new world of work<\/h2>\n\n\n\n

People have always quit their jobs for a variety of reasons, but the Great Resignation<\/a><\/span> represented a collective <\/span>expression of the need for change. And it\u2019s not just about wanting higher comp and better titles. Many people are departing because they don\u2019t feel like they belong. They\u2019re leaving for human-centered reasons.<\/p>\n\n\n\n

\u201cI think the Great Resignation is a cry for better leadership,\u201d Ryan says. \u201cWe\u2019re entering a time where people, generally speaking, have an evolving set of expectations of their leader.\u201d<\/p>\n\n\n\n

According to Betterworks\u2019 2022 State of Performance Enablement report<\/a><\/span>, 72% of respondents aren\u2019t just leaving jobs \u2014 they\u2019re running away<\/span> from them, rather than toward<\/span> new opportunities. As an HR leader, your job is to understand what they are running away from and how you can address those challenges.<\/p>\n\n\n\n

\u201cThose are very leadership-oriented opportunities,\u201d Ryan says. \u201cTo create a culture of connection, safety, trust, belonging \u2014 that\u2019s purpose-driven, value-led, where people are connected to something larger than themselves.\u201d<\/p>\n\n\n\n

Embracing HR\u2019s role as a change agent<\/h2>\n\n\n\n

Businesses are evolving in reaction to the pandemic, economic instability, and rapid advances in technology, but that evolution looks different for each organization. HR leaders play a key role as organizations explore these challenges and make long-term strategic decisions.<\/p>\n\n\n\n

\u201cI think HR is uniquely positioned to lead transformational change, but that\u2019s a very different kind of role than what we\u2019ve traditionally thought of as an HR generalist, practitioner, or leader,\u201d Ryan says. \u201cIt\u2019s more of a leadership and strategic advisory role versus reacting to the imperatives of the business.\u201d<\/p>\n\n\n\n

That can be a big shift in how the business has typically perceived HR \u2014 or even in how you, as an HR leader, have perceived your own role. You have the knowledge and experience to influence change, and acting as an adviser is an ideal way to influence your peers in leadership to take the right actions. \u201cIt\u2019s almost like being an internal consultant, a management consultant to the business,\u201d Ryan says.<\/p>\n\n\n\n

Consultants understand the business\u2019s priorities, define successful outcomes, assess the situation, and present back the current state. Then, from a position of expertise, they make recommendations or define the strategy that\u2019s required to deliver. \u201cBased on the strategy and what we\u2019re trying to accomplish in the marketplace,\u201d Ryan says, \u201cthis is what we need to be thinking about from a leadership, culture, talent, priorities perspective.\u201d<\/p>\n\n\n\n

The potential for impact is massive. \u201cThis is an opportunity to reinvent, to reimagine work. And HR is the linchpin in this conversation,\u201d Ryan says. \u201cThe HR practitioner and leader is more valuable to the organization today than at any previous time in history.\u201d<\/p>\n\n\n\n

Focus on progress, not perfection<\/h2>\n\n\n\n

It\u2019s easy to feel overwhelmed by the constant swirl of change, but in many ways, people fundamentals haven\u2019t changed.<\/p>\n\n\n\n

\u201cIt starts with getting the foundational execution around HR right,\u201d Ryan says. \u201cWhen you\u2019re delivering in a robust, proactive, baseline way, then you have the opportunity to reimagine how work gets done \u2014 and how we treat the people doing the work.\u201d<\/p>\n\n\n\n

Don\u2019t set your standards impossibly high, however. You can\u2019t expect to create the best outcome every time. What\u2019s important is to keep moving forward. \u201cEvolution and success are iterative; it\u2019s a little bit at a time,\u201d Ryan says. \u201cThe idea is to pursue progress, not perfection.\u201d<\/p>\n\n\n\n

Reimagining work is no small feat. If progress is a marathon, remember that you need to take care of yourself to finish the race.<\/p>\n\n\n\n

\u201cPart of the impetus for reimagining work is because people are overwhelmed, anxious, lonely, stressed, burned out, exhausted, frustrated, and at their wits\u2019 end \u2014 and HR isn\u2019t immune to any of those things,\u201d Ryan says. \u201cNone of this should be done at the expense of taking care of your most important asset, which is you.\u201d<\/p>\n\n\n\n

Shifting to a human-centered approach to work will take time and dedication. But remember the power of this moment and the potential HR has to influence organizations and make employees\u2019 lives better. \u201cWe have this moment in time,\u201d Ryan says, \u201cthis window of opportunity to start to think about the work experience differently.\u201d<\/p>\n\n\n\n

<\/p>\n\n\n\n

Like what you read? Register for our Make Work Better Summit<\/a> to hear from Ryan and other HR leaders.<\/p>\n","protected":false},"excerpt":{"rendered":"

Discover why this thought leader says HR is uniquely positioned to lead transformational change.<\/p>\n","protected":false},"author":117,"featured_media":85545,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[3518],"tags":[],"featured_location":[],"industry":[],"class_list":["post-85421","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-leadership"],"acf":[],"yoast_head":"\nRyan Estis on Leading Human-Centered Organizations - Betterworks<\/title>\n<meta name=\"description\" content=\"Putting people first can transform how your entire organization operates. 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