Larry Cummings, Chief Connector
Economical human capital provisioning...    
All work are partnerships!  Pessimists see each party bringing their two half empty glasses to the relationship.  An optimist simply sees them as half full. But a connector envisions the cultivation that becomes one full glass. 

Cutting vs. Pruning

Businesses have been “cutting” expenses when they should have been “pruning.” Recognize the difference  when economizing expenditures and find a better outcome. Understand pruning is more than merely cutting the nonproductive. Consider the base definition: "Pruning, like any other skill, requires knowing what you are doing to achieve success. More trees are killed or ruined each year from improper pruning than by pests. Remember that pruning is the removal or reduction of certain plant parts that are not required, that are no longer effective, or that are of no use to the plant...It is done to supply additional energy for the development of___." You are more efficient when you define “for the development of___.”

So pruning is not about what is removed, but what happens to what is left on the plant or _____. Transfer this understanding to your expense reduction initiative:

·         Communicate what you are going to do to achieve success; getting stakeholder agreement on the removal or reduction of those parts that are not required.

·         Document that which is no longer effective, or that are of no use to the “doers” of that organization.  This should include personnel and those activities that aren’t fruitful.  Make it a fact-based initiative.

·         Constantly reassure the why of the pruning process, done to 'supply additional energy for the development of’ the organization and its stakeholder.

·         Document what resources are freed up and the harmony of people doing those jobs their intended to doHarmonious engagements reduce stress, which produces success.

Prevent cost before it happens.  Since the biggest business expense is usually people, effective engagement of human capital is vital.  Rethink your inefficient “cutting” tools – resume-centric recruitment, personality-based screening, knee-jerk HR decisions and paper-based talent management.  Don’t stand for “cutting” out the best; three things that traditional HR systems fail to do:

1.  Recruit better people that will be in harmony with your team – role based assessment system  

2.  Interviews that rank your candidates by required skills, team fit and aptitude – online structured interviewing system

3.  Use of Talent Management technology for efficiency gains and issue auditing – employee performance evaluations

Cultivate these three and glean a bountiful harvest of time, possibly/probably money and more productive people.

You can reach Larry at

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