In each of the last five years, I have coached over 60 aspiring HR professionals who have remarkable competence and passion. While they each have individual challenges, the most common concerns relate to their careers: What does a career in HR look like? How do I move ahead? What should I do next to move forward in my career?
RBL Insights: Blog
Debates continue about how to organize HR departments. Should HR work be centralized, decentralized, or some combination?
Impact occurs when ideas are focused, outlive their creator as they are advanced by others, are applied and adapted, and create sustainable change. How can leaders have ideas with impact?
What is the leading cause of mortality? The answer may surprise you.
In political offices, work organizations, hobby groups (e.g., choirs, sports teams), and even religious settings, we often face the reality that our leader(s) may have personal qualities that we don’t admire. So how can we follow a leader we don’t necessarily “like”?
As I reflect on preparing new CHROs, I wonder if we should also help them learn to accept being uncomfortable?
By definition, a cardinal rule is a rule on which all other rules hinge. It provides context and serves as a starting point. In our experience, the cardinal rule of all organization improvement work is, be clear about what you are optimizing.
In an effort to improve alignment and avoid the resulting frustration among HR and business functions, I would like to suggest two fundamental shifts in the way we look at value creation.
Time is both the same and different for everyone. While everyone has exactly the same number of seconds, minutes, and hours in a day, week, month, or year, each person defines and uses time differently.
Over the past weeks we’ve shared some insights on how to better manage the collaboration conundrum. Here are the survey results.