All my best,
P.s. HR Peer Group Circles puts you in an private HR community that says yeah, yeah, that's good... you’ve got access to ideas and information and that's awesome but when are you going to show up? When are you going to take that seat at the table? When are you going to face the possibilities within you? When are you going to face those fears and next level challenges? The group says: I'm not going to let you hide.
You've got to show up and that's the hardest part of it. It sounds very simple but it's the number one reason why we don't ask tell senior execs...
Learn how to create a proactive and creative talent Acquisition Process and not leave recruiting to chance! Super impressive results with millions in savings on search fees. Don't miss it!
All my best,
Ps. If you’re interested in being part of a movement to ensure HR is positioned to bring the most to those we serve, consider joining our virtual on-line monthly meetings with hundreds of HR peers to discuss strategic human capital topics and build your personal board of directors. Get on the wait-list to be notified about early bird discounts and notifications of our CHRO interviews.
Don't have time to watch the video blog? Read transcripts below...
Adrianne: Cindy, how are you?
Cindy: Good day, Adrianne,...
Check out our guest vlogger Sandi Knight, CHRO of HealthMarkets and her thoughts on mentoring and internal coaching.
All my best,
We are all sick of hearing about HR not having a “seat at the table yet the reality is only 7% of middle market companies have an HR executive in the “C” suite*.
If you’re interested in being part of a movement to ensure HR is positioned to bring the most to those we serve, consider joining our virtual on-line monthly meetings with hundreds of HR peers to discuss strategic human capital topics and build your personal board of directors. Get on the wait-list to be notified about early bird discounts and notifications of our CHRO interviews.
Check out Cheryl's thoughts on implementing and designing a Strategic HR function.
Ps. Could joining an HR Mastermind group help bring out the best in you? Book a call to learn more here:
Summary of Vlog Post by Emma Lokar, HR Intern (Ready an Internship, Summer 2019)
Technology as a Key Foundation:
Human Resources has quickly become one of the main drivers behind the use of technology throughout the business regardless of the industry. Not all companies are technology companies on the surface, but every industry is integrating technology into their strategy, core processes and employee experience.
Mitel’s, CHRO, Tom Lokar, discusses how he and his team put technology in their day-to-day to become more efficient and productive. With technology at the core of HR they are taking employee’s focus out of the weeds, and into more strategic growth. Growing the business and increasing the bottom line is every function’s goal. Technology should be the foundation of any great HR team and organization.
“To be a value center you have to look at many parts of the business, but it starts...
Check out our latest guest Vlogger Amy Messersmith,Amy Messersmith, CHRO at U.S. Anesthesia Partners speaks about Culture.
Ps. Interested in learning more about our ReadyNext HR Circle?
Click Here to learn more: https://www.chropartners.com/WaitList
Leaders Aren’t Pushers: Tony Bridwell, Ryan LLC, Chief People Officer and Author.
Pushing vs Leading:
Most organizations push, (rather than lead) their teams towards results. After all, pushing often feels more natural and is certainly the predominant way most organizations are run. Many of us set goals for our team, and then put the pressure on until it is hit. We use external validation and reward structures to incentivize our team to perform. Sometimes it works, and when it doesn’t, we just push harder.
Pushing Yields Employee Burnout:
But all of this leads to burnout and frustration with your team, and an endless revision of the job description. Sound familiar?
If you’re a pusher, you aren’t alone. So how can you tell if you are “pushing” rather than “leading?” Here is the biggest clue:
Inconsistent results are the leading indicator that you are creating a culture of pushers rather than leaders.
If your results sound like...