Dealing with Unusual Situations and Making People More Productive, I Enjoy the Outcome: Elena Klinkova, President of Guild of HR-clubs

Dealing with Unusual Situations and Making People More Productive, I Enjoy the Outcome: Elena Klinkova, President of Guild of HR-clubs

What criteria allow to define the potential of candidates applying for jobs? Why do some employees prefer a “horizontal” way of career building while others tend to the “vertical” one? These issues are highlighted by Elena Klinkova, the founder and President of Guild of HR-clubs, in an interview with w2 conference Moscow.

Elena is a human resources expert with 20 years of experience and a Candidate of Sciences in Sociology. She designs consulting projects in executive development, personnel evaluation, building of HR systems, e-learning and optimization of business processes. The speaker leads Guild of HR-clubs and ViLife workshop of quality life.

The interview reveals the teambuilding methods and an efficient approach aimed at supporting customer engagement at a high level.

Interviewer: w2 conference Moscow (W2CM)

Respondent: Elena Klinkova (E. K.)

W2CM: What inspired you to shift from psychology to personnel management? Why did you find this sector interesting?

E. K.: Personnel management is a power place allowing to advance in various areas: psychology, economy, sales, negotiations, analytics etc. Dealing with unusual situations and making people more productive, I enjoy the outcome. This is my source of progress.

There's nothing like helping people and businesses!

W2CM: Are there any criteria allowing to understand that a candidate will be a promising worker in the future?

E. K.: I can stress the following criteria of candidates’ potential: coincidence of their values with the company’s values, cognitive flexibility, i.e. the ability to adapt immediately and study in a changing environment, as well as their desire to do it.

W2CM: Sometimes the team involvement decreases. Could you give tips on keeping up personnel motivation at a high level?

E. K.: You should take a person-centered approach to the motivation system. It means that executives should regularly examine an individual motivational profile of their team and build cooperation based on the results. Such an approach allows to create conditions for staff self-motivation in order to ensure the greatest team engagement.

One of the tools for monitoring a personalized motivational profile is the Motype model by V.l. Gerchikov.

W2CM: What methods would you recommend to unite the team?

E. K.: As the phrase goes, the fish rots from the head down. Therefore, I would primarily recommend team leaders to learn how to establish a certain level of understanding and credibility among colleagues based on the mutually beneficial cooperation concept. It can be achieved by complying with all the arrangements, providing prompt meaningful feedback, and improving the skill of listening to your team members.

W2CM: What do you think of the “horizontal” way of career building? Is it worse or better than the conventional “vertical” one?

E. K.: I would rather not compare these career ways in terms of better or worse characteristics. I divide them according to the following principle: what is most appropriate to make employees evolve and enjoy the process.

We realize that some workers have a leading potential and are ready to admit responsibility for both their own decisions and the whole team. They best possible career method for them is the “vertical” and “horizontal” one with project operation elements. In this case, we allow such employees to informally become a leader of the project team.

Other people gladly advance their skills in a particular area and take responsibility only for their own actions. They prefer a traditional way of “horizontal” career building.

W2CM: What will you talk about at w2 conference Moscow?

E. K.: I will talk about the relevant well-being management trend as well as explain how staff wellness affects their productivity and corporate results. I will focus on the necessity of implementing well-being programs as the best solution for enhancing personnel prosperity and business performance. This data will be proved by the research selection. Besides, I will mention when staff wellness should be a priority of the HR strategy, analyze inconsistency in the understanding of well-being programs, as well as clarify the well-being definition and its components.

Elena will be a moderator at w2 conference Moscow on April 28. She will also participate in the panel discussion dedicated to the specific nature of offices with a different number of employees.

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