Are you prepared to have HR leadership conversations which reinforce yesterday and today?
Or will you choose to have “those” conversations? You know, the ones that change the way employees, partners, stakeholders and clients perceive your organization?
It just could be that some employees already have these conversations. Are you listening? Or do you dismiss what is said? Because you have this habit of ignoring people. Mostly due to perceived differences in the significance of the comparative hierarchy of these voices compared to yours.
Alternatively, is your own voice, as an HR leader of worth, ignored within your organization for these same reasons?
As the workplace continues as virtual as well as hybrid, the pandemic moves organizational change to center stage. How will your own HR leadership conversations qualify and quantify the value of change? So you get to where you really need to go? Together. One millimeter at a time.
First, regardless of the size of your business, take inventory of people, processes, software and hardware. Which areas and entities became more robust due to improvements made during 2020? Also, evaluate whether these improvements resulted from ideas generated from non-traditional resources. Then, consider the continuous value of voiced input received from across and throughout your organization.
How can you identify voices of undiscovered change agent leaders in your organization? And continue building a culture of HR leadership conversations. Are you ready to have a conversation with me to discover how to listen and design from your organization’s voices? Contact me here.
Next, reflect on how the pandemic exacerbated already-existing feelings of inequity between knowledge and manual workers. Because resentment builds the longer the pandemic drags on, as knowledge workers continue to work from home and essential and manual workers remain on-site.
However, what about creating an ongoing forum to acknowledge everyone’s voices, regardless of job title, pay grade and level of education? Would you like to learn how to structure that conversation in a relevant manner? Contact me here.
Moving forward, together, the workplace undoubtedly will continue to change. Jobs will be eliminated and others up- and re-skilled. The conversation becomes so much more than a head-count and hiring strategy one.
Do you target earning a seat at the leadership table, so your voice is part of these human capital decisions? And you become a go-to resource for human capital strategy in your organization? Then take these next steps. To get to where you really need to go. Together with me.
Planning your next team, corporate or association meeting? Searching for a one-on-one catalyst to get you unstuck? Engage me to present a One Millimeter Mindset ™ program! Delivered virtually or in-person. Contact me here.
I specialize in professional innovation, cross-functional leadership and client retention. Together with professionals like you, I translate across communication and collaboration disconnects separating people and professional disciplines. My One Millimeter Mindset™ virtual and in-person speaking programs and workshops leverage Voice of the Customer design methodology and storytelling to move individuals, teams, departments and organizations one millimeter beyond yesterday’s tools and today’s comfortable professional habits and mindset. Why remain an order-taker when you can develop into an innovator and revenue-generator? Become more professionally visible, cross-functionally relevant and strategically valuable to your organization. One millimeter at a time. My playbook of cross-functional collaboration, Do YOU Mean Business? is available on Amazon.com. Contact me here.
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