Management & Administration
This HR chief sees interpersonal connection as probably the most useful asset for office tradition — one thing that AI received’t exchange anytime quickly.
After the pandemic, many leaders see the necessity to rebuild connections between colleagues and departments.
Hybrid and distant work have frayed the social cloth of organizations that have been constructed on on a regular basis in-person interplay. Within the present panorama, HR leaders that may foster stronger connections between workers throughout the group are invaluable.
Cindy Scharringhausen, senior vice chairman, human sources at Camden Property Belief, spoke with us in regards to the significance of constructing connection in 2024 as a part of our “How I Received Right here” collection.
One other bonus that comes from specializing in human connection? It’s a job that synthetic intelligence (AI) can’t exchange.
What was the hook that first bought you interested by office tradition?
Scharringhausen: Coming from a big household of seven siblings, my upbringing naturally piqued my curiosity in direction of determining individuals — understanding what fosters constructive dynamics and what doesn’t. This naturally drew me to concentrate on office tradition.
The complicated parts of an incredible tradition have at all times intrigued me, and I’m fascinated about attempting to know the dynamics of people. Rising up in an enormous household served as a private coaching floor the place I may hone my means to know the distinctiveness of every individual and additional gasoline my ardour for understanding and influencing individuals dynamics.
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What has been the largest problem you confronted in your profession when attempting to construct an incredible office tradition?
Scharringhausen: Creating an incredible office tradition is a collective effort that extends past particular person contributions. It’s a long-term endeavor that requires sustained consideration.
The first problem lies in guaranteeing that each workforce member understands their function in fostering the tradition. The interactions amongst workforce members, together with friends, maintain equal significance in shaping the tradition, alongside the actions of high leaders.
Overcoming this problem includes emphasizing the understanding that actions converse louder than phrases and sharing a dedication to sustaining and constantly enhancing the office tradition.
What’s the No. 1 lesson you will have discovered about what it means to be an incredible office in a post-pandemic atmosphere?
Scharringhausen: The massive takeaway post-pandemic is the importance of fostering interpersonal connection within the evolving work panorama. The brand new emphasis lies in understanding find out how to forge these connections in a dynamic work atmosphere.
Establishing real connections inside groups and between workforce members and their supervisors is a key issue. It includes studying about their work experiences, expressing appreciation, and looking for to know.
This requires intentionality and isn’t at all times simple, however the outcomes result in elevated worker engagement.
How do you suppose AI will change your work? Are you excited for these adjustments?
Scharringhausen: I’m excited in regards to the potential of AI to reinforce and elevate buyer help by preliminary help to each prospects and workers.
Whereas AI brings unbelievable capabilities to numerous facets of enterprise, I consider it can not exchange the important human interplay that builds belief and fosters loyalty. As AI continues to play a extra outstanding function in enterprise, it turns into crucial to ascertain and foster connections between people, groups, managers, and leaders.
For these overseeing groups, understanding the person wants for engagement is essential. Even when AI supplies options, there’s a must prioritize teaching and mentorship for switch of data, guaranteeing development and improvement within the office.
What’s your favourite profession recommendation you’ve ever acquired? Why?
Scharringhausen: Early in my profession, I acquired sage recommendation from my mentor: to rent the very best, most gifted people on the market and never be intimidated by their strengths and brilliance.
I’ve carried that recommendation with me all through my profession. You must be assured in what you deliver to the desk earlier than you might be assured in hiring individuals who could also be smarter than you or might even be given alternatives within the group that aren’t offered to you.
Hiring the very best and the brightest, actively listening to them, and providing them development alternatives helps domesticate an atmosphere the place they really feel empowered to do their greatest. That’s my duty to Camden workforce members. Serving to others obtain their targets is the very best technique I can consider, not just for the person but additionally for the group.
What’s a current e book or podcast you really liked that you just suggest to our group?
Scharringhausen: I might suggest “9 Lies About Work” by Marcus Buckingham.
The e book is believed frightening and really related to getting a definite perspective on what drives the worker’s expertise and due to this fact constructive or unfavourable engagement. Because of this e book, we have now eradicated the annual efficiency analysis and changed it with a mannequin that’s set to foster the connection between the worker and their direct supervisor — creating extra dialogue and connection than a proper every year course of.
What about your job makes you excited to come back to work each day?
Scharringhausen: I really like nurturing Camden’s sturdy dedication to our workforce members and sharing how that interprets into an distinctive worker expertise. That is the very best job ever!
If you happen to may wave a magic wand and alter one factor about how workplaces function on the planet immediately, what would it not be?
Scharringhausen: I want that everybody may expertise the empowerment and positivity that an incredible work tradition supplies.
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