There is an untapped resource in every organization that could be the key to disruptive success. It is often overlooked, dismissed and even rejected as lacking any strategy or potential. But that is often where disruptive success comes from.
You have the power to disrupt but you might not think so.
I have spoken to Human Resource professionals for well over a decade and found them to be an untapped power source in most organizations. In an earlier article, I explained how executives often relegate H.R. to the tactical rather than the strategic. This week I take a closer look and examine the 7 ways that Human Resources can provide exactly what executives want but don’t think they have.
If you work in Human Resources, you have . . .
1. The Connections.
H.R. is connected with every member of your organization. Need to know what is going on? Want a way to filter information to everyone? H.R. talks to your team and in ways that you don’t. They just might be the best way for you to connect with your team.
2. The Data.
H.R. has far more data than many realize. It might just be the data (and knowing what that means) you need to strategize your radical change.
3. The Trends
Data and connections are great but knowing how they all fit together and what that means for the organization is critical. Too often Human Resources is relegated to the transactional, overlooked for the strategic while they often can provide the interpretation that you need.
4. The Compassion
Most H.R. professionals went into the field because they care about people. But too often the executive team minimizes how important those relationships are and are in dismay as to why the turnover is so high. Even H.R. will quit caring if no one else cares. One of the ways that happens is when good Human Resources professionals leave companies that don’t care.
5. The Understanding of Your Organization’s Culture
Relationships drive business. Build strong relationships and turnover is reduced. People want to work with those they know, like and trust. Build strong relationships and the quality of products and services soars, in part, because you want to provide what your friends want. That allows sales to soar. Every part of the organization thrives when leaders build strong relationships. But that culture doesn’t just happen. It takes someone working at building that culture. Human Resources knows how to build a strong culture. Executives need to empower them to do that.
6. The Answers Executives Need
It is kind of funny to watch executives and other departmental leaders panicking in the face of a deadline while bemoaning the lack of resources. Meanwhile, a very talented individual sits quietly because they have been excluded.
7. More Potential than most Leaders Utilize.
Radical change is happening in places many never thought possible because obedient followers now have access, connectivity, and mobility. They have leadership potential that was previously relegated to benefits questions, data entry, and planning parties. Today, those same individuals, if brought into the circle of influence are becoming strategic partners that understand the pulse of the organization. The executive finds lifting a load of radical change much easier when they have leveraged the power pent up within Human Resource professionals.
THINK BIGGER – REACH HIGHER!
Loren Murfield, Ph.D. I work with clients to think bigger and reach higher. Frequently, clients tell me, “Wow, I hadn’t thought about it like that before.” I love seeing them raise their standards and step up their performance, and do what they previously considered “impossible.” At that point, I help them write their legacy book. Contact me today to begin creating your legacy and then leaving it for generations to come.
Check out a brand new revision of my first book, “Chevettes to Corvettes: Unleashing the Ultimate Small Business.”