The Circle of Influence is more than a buzzword in the world of Human Resources (HR) these days. It is increasingly the core around which HR managers are building strategies aimed at a better, productive and happy work environment

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What is the ‘Circle of Influence’?

Stephen Covey, a productivity specialist, introduced the concept of the “Circle of Influence” in his book “7 Habits of Highly Effective People. In it, he outlines three circles:

• Circle of Concern: Areas beyond our direct control, such as the weather, the economy or politics.
• Circle of Influence: Aspects we can potentially influence, such as work procedures.
• Circle of Control: Directly controllable factors, such as personal performance.

The Circle of Concern includes things that affect us but over which we have little or no influence, such as the weather or political decisions. Often we spend a lot of time and energy on these issues, which leads to reactive behavior. On the other hand, understanding our Circle of Influence – the things we do have some control over – helps us be proactive and effective by focusing our energy on what we can actually change

Reactive versus Proactive

Reactive individuals tend to blame others and see themselves as victims; sometimes they also focus on the weaknesses of those around them. Proactive people, on the other hand, focus their gaze on actions they can take and get moving

By focusing on things you can change, you will find that your influence increases. When you focus your attention on changeable aspects, you automatically adopt a “come on!” mentality

So the goal is to spend more time on aspects within the Circles of Control and Influence in order to have a greater impact and to reduce stress and helplessness

Implementing the ‘Circle of Influence’

Managers can use the Circle of Influence model to help their teams prioritize and solve problems, especially during stressful or changeable situations. The model provides teams with tools to gain greater control and influence and promotes an action-oriented approach to dealing with concerns and stress

HR can implement the Circle of Influence model by focusing strategies and daily activities on areas where it has direct influence, such as employee satisfaction and development, while also developing proactive initiatives to address potential challenges within the broader organization. In short, it’s about maximizing their impact on employees and organizational goals through proactive and strategic initiatives

Why is it a Hot Theme in HR?

Creating a positive and supportive workplace is essential to attracting and retaining a skilled workforce, especially in light of changing employee needs and the way we work. As a result, HR strategies are gaining in importance. The Circle of Influence concept is proving particularly valuable in this context

–        Increased Employee Engagement:

At a time when employee engagement is critical to organizational success, the Circle of Influence offers HR the opportunity to empower employees and increase their engagement and productivity

–        Need for Strategic HR:

With rapid changes in the labor market and organizational environment, a more strategic and proactive HR approach is necessary. The Circle of Influence enables HR to think ahead and focus on strategic goals, such as talent development, diversity and inclusion, retention and well-being at work

–       Changing Workscape:

The shift to hybrid and flexible working has changed the dynamics of the work environment. HR has a central role in navigating these transitions and facilitating a supportive and inclusive culture, using the Circle of Influence as a guide

–       Sustainability and Well-Being:

Employee well-being and organizational sustainability have become top priorities. The Circle of Influence provides a framework for HR to implement wellness initiatives and promote a sustainable organizational culture

Conclusion:

The Circle of Influence is not just another trend, but an essential concept that defines the role of HR in modern organizations. It enables HR to be a proactive and strategic partner in promoting employee engagement, organizational sustainability, and a positive work culture. Understanding and applying this concept can therefore be critical to the success of HR and the organization as a whole