Are HR specialists obsolete?

More and more there is talk of the HR business partner and HR generalist functions when it comes to all things HR. These functions are HR’s way of aligning with the C-suite or, as most say, getting a “seat at the table.” To have the HR business partner or HR generalist in your organization says you are being “strategic.” In any event, both of these roles are handling everything from succession planning to recruitment plans, depending on the organizations’ structure.

Three Questions to Frame Change Initiatives

“Framing” an organizational change initiative means setting the context – clarifying fundamental questions about what the change is about and why it’s worth the time, effort and resources it will take to get from here to there.  It means being clear about these issues in one’s own mind and communicating this frame to the initiative’s […]

Tips for Training Employees on New Technology

Every time I turn around, it seems there is some new system that uses technology to make an HR or workplace process easier. Think of the applicant tracking systems (ATS) many companies use now compared to the old way of managing paper applications and resumes. Technology can save time and streamline processes in ways that […]

How Great Change Leaders use Stakeholder Agility

In today’s business environment, leading change has become an integral part of a manager’s job. It’s also become more challenging. One of the biggest challenges is gaining sustained commitment from those whose support we need to be successful. This post is about a particular kind of leadership agility we need to lead change effectively: “stakeholder […]