Olen Properties

Debbie Stein

Human Resources Voice

Understanding Individual Development Needs

Every day, I greet the challenge of engaging my top performers. While this is a welcome task, it is still very much a challenge. How do you keep 400+ people, who regularly exceed expectations and are constantly hungry for development and learning opportunities, satisfied and engaged?

Across my 26 years in human resources, I have come across a few key practices that make all the difference.

Communication is very important. I ask them! It sounds simple, but it is the most effective place to start. The range of answers is truly amazing. I get everything from requests for continuing education to support a certification or designation, to a request to learn more about Japanese brush painting, to improving foreign language skills. The point here is that development is not a one-size-fits-all concept.

Making Space for Authentic Conversations

Asking questions is only the beginning. I listen during meetings, casual conversations and even in the lunchroom for cues. I am a big believer in practicing management by walking around. Not only does it help me become more approachable, but I can also r e a d i l y engage with the team in a more natural and authentic way.

" The more we understand what motivates people individually, the better we can support their growth. "

The more we understand what motivates people individually, the better we can support their growth.

Turning Feedback into Action

Listening without action quickly loses credibility. I maintain a continuous curriculum that includes both generalized and specific leadership training and development opportunities. Many times, I have team leaders ask me if we can ‘tweak’ training that would be suitable for their entire team.

I also get requests for more specific training on a particular topic that came up during one of our more general sessions. Those requests help shape future learning opportunities and ensure our training remains relevant for our industry.

The development curriculum needs to be timely. If we integrate a new software or CRM and we do not do training for 6 months after, what good is it? Training and development should be relevant and immediately useful to ensure the highest percentage of engagement and effectiveness.

Reinforcing Culture through Development

I do my best to ensure that any training or development reflects and reinforces my company’s culture of Excellence, Accountability, Teamwork, Communication and Passion.

My team is pleasantly demanding, pushing me every day to find ways to keep them at the top of their game. The reality is that their drive challenges me to continuously improve as well. As long as they keep striving for more, I will continue to welcome the challenge with open arms!