Recently HR coach Esther Lucassen joined the team of Brilliant Work. She focuses on the human side of organizations in change and growth especially within SMEs. Her strength is to bring both parties closer together so that they can strengthen each other. In this article Esther talks about the importance of a well-designed change process and how you can lift your company and employees to a higher level with the help of an HR coach.
Growing people and organizations
Esther, how did you get into the role of HR coach?
“When I started for myself last year after years of practice, I defined my own mission and shared my passion for bringing out the best in people and teams in organizations. I believe that when people grow and develop, the organization also grows and develops. This aligns closely with the idea of learning and development, which is exactly what my work is about (especially in the SLIM projects as well).”
“I believe that when people grow and develop, the organization also grows and develops.”
Can you tell us something about your experiences with growing companies?
” What I often see is that smaller companies that are growing run into the same problems. Usually there is no HR department or no proper HR structure or tools yet, and companies have to change because they have to hire more staff, or they are hiring staff for the first time.”
From employee to team leader
Can you give a concrete example of a company you helped in this way?
“Of course. A client of mine had a small company that was starting to grow. Where before an employee only had to manage his own work, now he became a team leader. I helped them transition into a leadership position and grow others with increasing responsibilities. We also adjusted the HR cycle to properly monitor both personal development and results. It was a learning process, but in the end we established a solid structure.”
What are the biggest challenges for entrepreneurs looking to grow their businesses?
“A big challenge is that entrepreneurs find it difficult to let go of their ‘baby.’ They are used to doing everything themselves and find it difficult to delegate tasks. Of course, this is also exciting, especially the first time they hire someone or hand over an important task. Another example is an entrepreneur who already did work with externals and was now hiring an office employee for the first time. It was exciting for him to realize how much work he was doing himself and how much he had to let go.”
Learning to delegate
How do you help entrepreneurs delegate tasks?
“It is important to proceed step by step. Start with the less critical tasks and gradually work toward more responsibilities. For example, a client of mine thought it was ‘weird’ to hand over tasks he didn’t enjoy doing. He had to learn to see that there are people who actually get pleasure from the tasks he himself dislikes less. Through good conversations and clarity about who takes on which tasks, we can make a good match and ensure that everyone is in their strengths.”
“He had to learn to see that there are people who get pleasure out of the very tasks he finds less enjoyable.”
Do you also have experience with companies where it didn’t go as smoothly?
“Yes, absolutely. It depends on the person and also sometimes it plays a role whether someone is actually director-owner of the company or just director/business manager. For example, I worked with a director-owner who had difficulty letting go of tasks. He kept micro-managing, so to speak. This caused frustrations within the team. On the other hand, I also have examples of business managers who were actually good at delegating by leveraging the strengths of their team members.”
What if an employee fails to grow in a new role?
“Sometimes difficult choices have to be made. At one of my clients, we unfortunately had to say goodbye to an employee because the new responsibilities did not suit him. It is important to do this in a respectful way so that the employee continues to feel valued and can continue to use his strengths in another role within or outside the organization.”
How do you support companies in setting up an HR department?
“When a company grows and personnel management becomes too much for the entrepreneur himself, they often choose to bring in an office manager to the team to take on HR duties. Then we help set up the right tools such as interview forms, absence policies, and a proper selection process. Providing these tools makes it easier for them to manage staff. With the use of these right tools, the office manager with HR tasks and ambition can in the future advance themselves to HR advisor within the company
From competency profile to development interviews
What makes your approach unique?
“Together with the team at Brilliant Work, I offer customized solutions tailored to the specific needs of the entrepreneur and the organization. We always start with a thorough analysis of what is needed and tailor our approach accordingly. With a team of experienced professionals within Brilliant Work, we can address various aspects of HR and also business development, from competency profiles to development interviews.”
It sounds like you’re really making a difference for these companies.
“That’s definitely our goal. We help entrepreneurs not only take their first steps in hiring, but also in growing their organization and setting up a sustainable HR structure. It’s great to contribute to both people development and business growth.”
Also growing and developing with your business?
Recently HR coach Esther Lucassen joined the team of Brilliant Work. She focuses on the human side of organizations in change and growth especially within SMEs. Her strength is to bring both parties closer together so that they can strengthen each other. In this article Esther talks about the importance of a well-designed change process and how you can lift your company and employees to a higher level with the help of an HR coach.
