Leadership

Let’s face it…most so called “Leaders” don’t really lead at all – they simply tell people what to do. Here’s a thought, what if you stopped telling and started inspiring.

The fact is without inspiration you can never truly achieve business or people transformation.  Inspiration is the driving force behind any true transformation, so ask yourself this, “Why am I inspired to transform my business, people, and my leadership?”  If the answer is, I don’t know, dig a little deeper.

Ask yourself 3 powerful questions:

You are a leader taking on a new challenge and wish to hit the ground running to make an impact – and fast.

Many of us will be familiar with this situation and the challenges and opportunities it provides. Only very few organisations hire leaders in order to simply maintain the status quo. Often, there is an expectation that they will bring something different to the table and make an impact.

Where we’ve come from – The journey to ‘me’

The narrative of the individual has been the dominant voice in our culture since the birth of the Enlightenment (“I think, therefore I am.”) Each person was raised to be individual, autonomous, self-reliant, and high achieving. It has been a glorious age of the individual – celebrating our break from the clutches of the monarchy to individual freedom and creative expression that resulted in ground-breaking achievements in science, medicine, technology, and education.

Recent experiences have taught us the value of knowing what skills reside within the organization, how demand for skills can swiftly shift with the market, and the value of deploying or developing existing employees to meet changing needs.

By knowing how work will change and the impact on skills demand, organizations can reskill or upskill their people to future-proof their workforces.

"HR should have a seat at the top table. Right? But what does HR need to do to get there?

As we continue to shift towards a more people-centric approach in the new world, HR has become an extremely hot topic! Research shows that executive leadership wants and needs an HR business partner who adds value to the organisation and bottom line.