Whether you are communicating the business value of human resources to the decision makers in your organization, recruiting applicants or working with employees, teams and business partner, you MUST use your expertise to influence others!
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.
It’s a beautiful, quiet Sunday morning on Lake Seminole as I write this. I’ve enjoyed the solitude and a great time of reflection following a frenetic week. My thoughts have been rather random, but all centered around this profession that I love and have had the opportunity to watch evolve.