Editor’s Note: This is the third of 12 essays from the new book, The Rise of HR; Wisdom From 73 Thoughts Leaders. It’s compiled by Dave Ulrich, Bill Schiemann and Libby Sartain, and sponsored by the HR Certification Institute.
By Kristi McFarland
In many organizations, the role of human resources leaders has been to advise and counsel other business leaders.
Relationships of deep trust and open communication are built over years of working together, where the HR person and the business person both benefit: The business leader benefits from having a safe place in which to wrestle with leadership challenges and decisions, and the HR person benefits from being a valued confidante, mentor, and coach. Read more…
“You know what I always enjoyed, that I still think of a lot? When we would all get together as a family and how much laughter there was in the house. From our parents to all the kids and cousins, it was just pure laughter.”
When I took my first foreign assignment as a Chief HR Officer, I was told by one of the senior executives. “You know the change we all notice in HR? It is the sound of laughter.”
When you walk in now, everyone is smiling, laughing and joking with each other. At one time you hated to come down here; now it is a respite to walk into a friendly environment — especially all the smiles. Read more…
One of my favorite Millennials is graduating from college next month, and it occurs to me that he, like millions of others from the so-called Godless Generation, could benefit from some sage counsel before entering the workforce.
So while the world may view us crusty Gen-Xers as all but done, holding on for dear life while awaiting our sure and inevitable Millennial takedown (or is it shakedown?), I say “Bah! You’ve still got lots to learn from us, kids.”
For example… Read more…
Editor’s Note: This is the first of 12 essays from the new book, The Rise of HR; Wisdom From 73 Thoughts Leaders. It’s compiled by Dave Ulrich, Bill Schiemann and Libby Sartain, and sponsored by the HR Certification Institute.
By Josh Bersin
The human resources profession is at a crossroads.
Over the last few years digital and internet technologies have radically changed the way we work, requiring a tremendous change in all areas of human resources. Our latest global research shows that business and HR leaders have three major challenges: Read more…
Here are some phrases that can pose difficulties to many of us when our ego gets in the way.
Great leaders, however, understand their importance and master them early on.
1. “I was wrong”
Whether you’ve made an outright error or had a failure of judgment, there are few things more difficult than standing in front of people whose respect you desire and admitting that you got it wrong. Read more…
I’ve been speaking a few local SHRM events and some corporate events, and I’m always amazed to hear about all of the “enemies” that HR has!
You have employees, and hiring managers, and the EEOC, and employment attorneys, and staffing firms, and insurance firms, and HR software providers – I mean, if I hadn’t been in HR, I would think that everyone is against HR!
It feels like that some days, doesn’t it? Read more…
A friend (let’s call her Jeanine) phoned the other day with some great news and some not-so-great news.
The great news: She applied for an HR consultancy with a large, well-known consulting group and was accepted into the fold.
The not-so-great news: She wasn’t certain she was good enough.
Orientation for the new gig found Jeanine surrounded by fancy-degreed HR pros who’d worked at big-name, global companies while sporting impressive job titles. It was “Dr. this at Fortune 500 that” in the C-Suite all the way. Read more…
The topic for the March HR Roundtable in Cincinnati generated some buzz even before it convened.
There were people who chose not to attend because they didn’t feel that the topic needed to be discussed anymore because “everyone understands and gets” diversity.
That really isn’t the case, but that was their perspective. Read more…
Change management is about people, performance and leadership, ergo, one would think HR should be leading the charge (or at least playing a major role).
Unfortunately in many cases, HR is not involved because it does not bring the skill sets that would be useful to organizational change, or, is simply not even invited to the party. More concerning is that CEO’s don’t hold their HR leadership accountable for building the necessary expertise that would facilitate effecting change.
Without the internal expertise, organizations, more often than not, look to outside consultants to provide the needed assistance to effect the organizational changes they’re looking for. Read more…
“I am so thankful that I got this new job. I now work for a non-profit and we are spearheading all these new initiatives, connecting children and health care. I am on a mission. Never been so excited about a job before from my past of working for profit companies.”
This email message came to me the other morning from one of my colleagues in the U.S. I am hearing more of this type talk from people over the last few years.
This brought me back to a time one of our rising executives quit a promising job and career because her dream job materialized — one that would allow her to work with animals. At the time, I was sitting there listening to this and in the back of my mind, I just did not get it. Read more…