In our work we have observed patterns that increase HR's credibility with business leaders and also patterns that erode credibility. Here are some simple observations about the approach HR takes that creates or detracts from credibility.
Leaders who consider the “when” of feedback often increase the likelihood that action will be taken on the feedback offered.
The digital world of HR is a major theme for dozens of HR conferences and new applications and tools with great promise.
"If I could implant one trait in my family, friends, and colleagues who are undergoing continual transition, it would be hope."
The ability to influence others is required to turn good ideas into sustainable impact.
A 360-degree assessment is a tool where an employee's direct reports, peers, supervisor(s), even customers, can provide ratings and commentary around certain capabilities. Here are five tips to help you gain true value from the assessment’s feedback.
Debates continue about how to organize HR departments. Should HR work be centralized, decentralized, or some combination?
What is the leading cause of mortality? The answer may surprise you.
As I reflect on preparing new CHROs, I wonder if we should also help them learn to accept being uncomfortable?
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.