There is a pattern I keep hearing from CHROs.

They have good people. Experienced people. People they trust.

The work gets done.

And yet, when something gets complicated, ambiguous, politically sensitive, cross-functional, or simply does not have an obvious answer, something happens.

The thinking starts rolling uphill.

Another strategic-thinking rep, another execution rep

A leader brings the problem to the CHRO.

The CHRO starts asking questions.

"What is really going on here?" "What does the business need?" "What are we missing?" "What happens if we do nothing?" "What would the CFO say?" "What is your recommendation?"

And somewhere in that conversation, the CHRO begins doing what they are very good at.

They connect the dots. They reframe the issue. They spot the business implication. They see the executive objection coming. They generate three or four ways to solve it.

The HR leader walks away with a much better answer.

And executes it.

Which seems like good leadership.

Ex...

The CHRO Skill No One Talks About Enough: Disciplined Ignoring

Most CHROs I know are not struggling because they lack effort.

They’re struggling because everything sounds important.

And when everything sounds important, attention gets scattered.

The CEO asks for something. A board member raises a concern. A consultant sends a 42-page report. A trend starts showing up everywhere. A peer mentions something that sounds smart.

Suddenly, the calendar is full, the team is running hard, and everyone is busy.

Busy is not the same as strategic.

The real skill most CHROs are not talking about is disciplined ignoring.

Not ignoring people. Not ignoring the business. Not ignoring the hard things that need to be faced.

Ignoring the constant stream of requests, meetings, projects, and trends that make you feel productive while pulling you away from work that actually moves the business forward.

This is exactly why I loved Erica Chapman’s talk on focus.

Erica Chapman, Vice President of H...

HR can often feel more like an “administrative resource" rather than the strategic Human Resources role that impacts the business by driving growth. If you are a corporate HR leader that feels like:

• There’s not enough time, staff, or resources to focus on strategic initiatives
• Your strategic skills are being under-utilized
• Everyday is like playing a game of whack-a-mole
• The HR team is doing more administrative work than they should

In this sixty+ minute lesson with Billy Parsons, VP of HR for U.S. Dermatology Partners, you will learn how to streamline HR processes to free up HR from tactical tasks, so that you can focus on talent strategies that drive growth for your organization. Billy shares:

• 4 key phases to streamlining HR, and how to get buy-in from your team 
• A template for ensuring the work of process improvement yields an optimal employee experience
• Best practices on process improvement modification for the most impact and least amount of effort
• Get process in pla...