In Jim Collins’ best-selling book Good to Great, the leadership guru uses a powerful analogy that your company is a bus and its leader is the bus driver. Most people assume that great bus drivers (aka great leaders) start the journey by announcing the destination and route to its passengers.
HR professionals are responsible for creating engaging environments that spawn and support high levels of commitment. That commitment extends beyond the individual business units and the enterprise to the larger industry in which the enterprise functions.
A few weeks ago Joyce Chastain and I had the opportunity to interview Dave Ulrich specifically on the topic of “Becoming a Relevant HR Leader.” Not only was it an honor to interview a man who has had a great impact on our profession, but listening to his advice made me reflect on my own career and forced me to ask myself if I am doing the things that make me a true relevant HR leader.
When considering the abundance of information on human resource (HR) management, it frequently appears as if there are two choices in HR delivery: do old HR a new way, or do new HR the old way. But what if both choices could be combined?