As a Chief HR Officer, you've likely encountered different types of CEOs. Some want tactical HR leaders-they expect you to “just do the HR job.” They see HR as a support function, responsible for payroll, compliance, and hiring, but they don’t envision HR playing a significant role in strategic business decisions.

Others, however, want strategic talent management initiatives. They talk about pipelines, leadership development, and culture transformation. But even these CEOs may not fully grasp the foundational HR work—like effective systems, consistent processes, or even accurate data—that has to be in place for those strategies to succeed.

The challenge? There’s no one-size-fits-all solution for becoming a trusted advisor to your CEO. And many CHROs fall into the trap of thinking their technical knowledge of HR processes or best practices is enough to secure and sustain their influence. The reality is, that’s only part of the equation.

The Trap of “Presenting” vs. “Discov...

As a CHRO, you’re expected to provide answers and guidance on complex business and people strategies, often under high-stakes pressure. 

But when facing a challenge that demands fresh perspectives or specialized insights, where can you turn? Trusted relationships with other CHROs offer access to candid, relevant feedback that can elevate your decision-making. Here’s how to maximize these interactions, ensuring you leave each conversation with actionable insights and clear direction.

1. Start with a Clear Problem and Background Context

How to: Define your problem in one or two sentences, and provide essential background, including key metrics and organizational context. This sets the stage for an efficient, productive discussion. Why it Matters: Clear problem statements help peers focus on the core issue without needing additional clarification, making feedback more targeted and effective. By the Numbers: Studies show that 66% of executives make faster, better decisions when ...

In today’s fast-paced business environment, CHROs must go beyond traditional roles to become highly sought-after consultative advisors. I’m sharing a simple approach that can help you transition from being seen as a transactional manager to a trusted advisor who drives financial growth and organizational success. Let me walk you through five foundational shifts and a proven framework that will empower you to elevate your advisory status and bring meaningful value to your internal clients.

The HR Leader’s Dilemma: Transactional vs. Strategic

I know firsthand that many HR professionals feel bogged down by tactical tasks, making it difficult to engage in strategic initiatives. The challenge often lies in accessing necessary data, acquiring the right technology, and getting buy-in from business leaders. Additionally, HR is frequently viewed as a cost center rather than as a driver of business outcomes. These challenges can perpetuate a cycle of reactive problem-solving, where we’re se...

You think…Mastering business transformation means adding more work—more meetings, more reports, and more complexity to your already overwhelming role.

But really… CHROs who drive company growth don’t work harder. They work smarter by understanding business models, financials, and transformation frameworks.

Why CHROs Must Know the Numbers

Quick question, what's your company’s revenue? What's the gross profit margin? Don't know these answers off thee top of your head? More importantly what are the levers for growth for these metric to rise? Don't know these answers off thee top of your head?

That’s a problem. Because if you don’t understand how the business makes money, how can you influence strategy?

In today’s landscape, CEOs don’t want HR experts—they want strategic partners. And that starts with understanding:

✅ How your company creates and captures value (business model).

✅ How to read financial statements cold (so you never feel out of place in a leadership meeting).

✅...

CHROs staying current in HR isn’t optional—it’s the difference between being a trusted advisor and being overlooked when strategic decisions are made.

You think you’ll naturally stay informed through meetings, reports, and your team. But really by the time you realize you’ve fallen behind, your credibility is already slipping. If you just use a curated source of high-impact insights, you can stay ahead without adding more to your already packed schedule. Then you’ll get a reputation as the go-to leader for business strategy, not just HR.

In my latest course in CHROSchool.com I break down how CHROs can:

✅ Stay ahead of business trends without information overload. 

✅ Make better, faster decisions using curated, relevant insights.

✅ Become the trusted advisor the C-suite relies on.

The best CHROs don’t just react to change—they lead it.

But here’s the problem: Most CHROs don’t have time to read every white paper, attend every webinar, or scan hundreds of reports to stay info...

In this live discussion, Lisseth will share how she led the transformation of her organization's Learning & Development (L&D) and Organizational Development (OD) functions to support CCRC's rapid growth.

Lisseth will dive into the business challenges that drove the need for this transformation, the process of building out the L&D and OD teams and capabilities, and the tangible results they've achieved - including integrating AI-powered tools, developing blended learning approaches, and aligning talent strategies to the organization's growth objectives.

This is a can't-miss conversation for CHROs looking to support their organization's growth through strategic L&D and OD initiatives. Join us to learn from Lisseth's real-world experience and insights.

Transcript is generated with the help of AI.

Well, hello there, LinkedIn friends. We are here on, um, the 27th of August and I'm here with Debra Bosley, Dr. Debra Bosley. And we're going to be talking about plain speak today. And I think many of you are mastermind members in the CHRO community recognize how important it is to have plain speak, right? It's a part of our marketing hat. So we talk about a lot, Debra, we're about the five pillars of not just successful CHROs, but happily successful CHROs. And one of those is putting your marketing hat on. And so I'd love for you to, first of all, tell us a little bit about your background and your company and then let's jump right into some of the areas that, some tips, tricks you can give us but also like why is this so important?

Dr. Debra Bosley: Okay, thank you, Cindy. Thank you so much and thank all of you in the audience who are here to share this time together. Um, I, uh, I was a professor of technical communicat...