HR should involve business leaders in strategic planning process
This strategy template from Gartner provides a powerful one-pager.
Like most things, less is more. The acid test, however, of any strategy is to what extent it is achieved – what it actually contributes to organisational success.
That means that delivering against your HR strategy is the evidence for how well you’re partnering, strategically.
‘HR cannot succeed alone. It can deliver only when its work is embraced, embedded and lived by leaders and managers across the organisation’ to quote my own book ‘Empowering HR‘.
It’s the living of it that creates value, and that needs to start with the creating of it. Not alone, but with stakeholders.
That’s achieved through the depth and rigour of the conversations rather than the neatness of the outcome.
As Dave Ulrich entitled an article ‘To improve sustainable HR impact – change your conversations‘.
What kind of actual engagement, support and advocacy do you need from business leaders to ensure that your HR strategy is delivered?
That’s what matters, and that’s what you win when you effectively involve your business leaders in your strategic planning process.
That means that HR has to turn its traditional approach upside down.
Building strategic relationships with senior stakeholders enables you to learn from them and then create alignment in your thinking. Only then can you market HR’s strategic priorities in a way that wins active support from business leaders.
Explore this with fellow HR leaders at our popular 3-hour virtual workshop ‘How to build a business-led HR strategy‘ is Wednesday 15th March 2023 at 13.00 GMT.
