Tools for the team leader vs. Tools for the organization
Real-time, reliable data vs. Infrequent, suspect data
Integrated solutions vs. Siloed programs
Real-world behaviors vs. Theoretical models
In HR, you wear a lot of hats. At the end of the day, when you’re done ensuring company compliance, reviewing benefit options, and doing about 1,000 other tasks, do you find you’ve spent your day doing what you joined HR for? Did you join HR because you believe in helping people do more of their best work? Most likely, you believe helping your people learn and grow benefits your organization because you recognize that work — and results — are accomplished through people.
It’s easy to be pulled away from the core of what brought you to HR. Now it’s HR’s moment to return to people. To activate talent. This starts by recognizing that when it comes to talent, it’s team leaders who make the difference. So let’s ensure that talent activation tools are designed for the team leaders who can get results with them – for how they work and when they work – to get more work done through others.
This discussion will reveal why it’s now the moment for HR to return to what they love and lead with people, and discuss the four seismic shifts that have gotten us to where we are today.
