Confidence matters. When we’ve got it, we’re unstoppable. When we don’t have it, we lose our mojo and deliver less impact.
That’s why we’re researching the topic of confidence in HR.
There’s the sense of a sea change in the air. More organisations are giving their HR functions more credence – recognising that talent is the key to rising to current challenges, appointing their HR head to the leadership team – and listening to HR.
Another vital ingredient is the accountability of business leaders for performance, and I was delighted to read Dave Ulrich‘s article this week on accountability: https://lnkd.in/e-jzJ8kh
He states: ‘Increasingly, business executives have highlighted the importance of investing in people, leadership, and culture as top priorities, equal in importance to dealing with global uncertainties and technological change (AI).
‘Yet despite this clear evidence of impact and even knowing how to improve, too few organizations realize this value. Employee engagement remains static; leadership gaps continue; and poor culture practices hold organizations back.
‘Articles continue to disparage HR efforts. We believe that not closing this knowing-doing gap is due in part to a lack of consequential accountability in delivering human capability practices. Without accountability, insights (ideas, research, and solutions) on human capability become false hopes and they languish.’
The implicit link with leadership maturity is so well put, and do read the article as Dave goes on to explore further the accountabilities that rest with different groups.
Let’s capitalise on this positive energy. Our mission is always to advocate for HR people and enable their success and positive organisational impact. We’ve teamed up with Marion Hewitt to research ‘Confidence in HR’ and reveal how HR can rise up as people and as a function.
If you’re in HR, please complete our survey and we look forward to sharing the findings:
Confidence matters. When we’ve got it, we’re unstoppable. When we don’t have it, we lose our mojo and deliver less impact.
That’s why we’re researching the topic of confidence in HR.
There’s the sense of a sea change in the air. More organisations are giving their HR functions more credence – recognising that talent is the key to rising to current challenges, appointing their HR head to the leadership team – and listening to HR.
Another vital ingredient is the accountability of business leaders for performance, and I was delighted to read Dave Ulrich‘s article this week on accountability: https://lnkd.in/e-jzJ8kh
He states: ‘Increasingly, business executives have highlighted the importance of investing in people, leadership, and culture as top priorities, equal in importance to dealing with global uncertainties and technological change (AI).
‘Yet despite this clear evidence of impact and even knowing how to improve, too few organizations realize this value. Employee engagement remains static; leadership gaps continue; and poor culture practices hold organizations back.
‘Articles continue to disparage HR efforts. We believe that not closing this knowing-doing gap is due in part to a lack of consequential accountability in delivering human capability practices. Without accountability, insights (ideas, research, and solutions) on human capability become false hopes and they languish.’
The implicit link with leadership maturity is so well put, and do read the article as Dave goes on to explore further the accountabilities that rest with different groups.
Let’s capitalise on this positive energy. Our mission is always to advocate for HR people and enable their success and positive organisational impact. We’ve teamed up with Marion Hewitt to research ‘Confidence in HR’ and reveal how HR can rise up as people and as a function.
If you’re in HR, please complete our survey and we look forward to sharing the findings: