HR Like a Boss.

In a recent conversation with John Bernatovicz, author of "HR Like a Boss", I had the pleasure of engaging in an insightful discussion about the role of HR as strategic leaders and the need for a paradigm shift within our profession. The exchange emphasized the importance of HR professionals stepping up, not just as experts in HR, but as individuals who possess a deep understanding of the organization as a whole. In this blog post, I will explore the key takeaways from our conversation, shedding light on the significance of HR's role in shaping organizational decisions, fostering engagement, and becoming trusted advisors.

Embracing a Collaborative Approach: The conversation began by acknowledging that HR has the potential to create a positive ripple effect within an organization. This entails moving away from a directive leadership style and embracing a collaborative approach that focuses on the how rather than simply the what. Instead of imposing HR recommendations, HR professionals should strive to help individuals discover the rationale behind these recommendations, fostering understanding and buy-in. Building trust and establishing oneself as a knowledgeable advisor becomes crucial in a landscape where HR often lacks direct authority.

Owning Our Expertise: As the discussion progressed, the importance of HR professionals taking ownership of their impact within the organization became evident. It was emphasized that HR is not limited to the HR department alone; rather, it should be seen as an organization within itself. Recognizing the expertise HR professionals bring to the table and the significant impact they can have on the overall success of the organization is vital. To be effective, HR professionals must immerse themselves in the business, understand its intricacies, and provide sound advice grounded in a holistic perspective.

Challenging Traditional Perceptions: Throughout the conversation, there was a shared sentiment of HR professionals yearning to break free from traditional perceptions and stereotypes. External perception of HR can often be negative or misinformed, and it is crucial for HR professionals to address this and actively work towards changing the narrative. By demonstrating their understanding of the business, cultivating strong relationships, and consistently delivering value, HR professionals can challenge these preconceived notions and position themselves as strategic partners.

The Rebel HR Mindset: In the Rebel HR flash round, an intriguing question surfaced: "Where does HR need to rebel?" This question sparked a discussion on the importance of breaking free from conventional norms and embracing innovative practices that drive positive change. It was emphasized that HR should rebel against the notion of toxic positivity, acknowledging that challenges and struggles exist and should be addressed authentically. Furthermore, HR professionals should rebel against complacency, continually seeking opportunities to enhance their knowledge, skill set, and impact within the organization.

Conclusion: In conclusion, the conversation shed light on the critical role HR professionals play as strategic leaders within organizations. By adopting a collaborative approach, owning their expertise, challenging traditional perceptions, and embracing a Rebel HR mindset, HR professionals can truly make a transformative impact. Let us seize this opportunity to step up, become trusted advisors, and drive positive change that transcends the boundaries of HR. By doing so, we can elevate the profession and contribute to the overall success and well-being of our organizations.