systematicHR

We all hate this talk about “HR having a seat at the table.” It’s a tagline that getting old and perhaps a bit insulting. The truth is that HR has the influence to spearhead initiatives such as leadership development, but that influence is effective only when combined with the ability to mobilize the senior executives and the board to act in a consistent and methodical approach. This approach fulfills not only the the strategy though process that HR facilitates, but also fulfills the employer brand.

A couple weeks ago, I talked about PMO and project management. HR may not be the ultimate sponsor of leadership development or the employer brand. Ultimately, the board owns the decision for the next CEO, and they can at any time trump HR in regards to the emplyoer brand. However, think about these strategies as a project, and HR must influence the implementation and keep driving towards the vision with a group of executives and the board. If HR cannot become the facilitator for leadership development, this is a major risk to the “project” as HR would be the lead subject matter expert.
Now for the checklist:

• Launch a formal, high level succession-planning conference for senior executives facilitated by corporate HR and outside experts; outline the leadership development process; and cascade it through the company.
• Create leadership development programs that fills holes in your company’s talent port folio to ensure a deep bench for critical positions.
• Let HR create tools and facilitate their use, but require the business units to won the leadership development activities.
• Have the board oversee all leadership development initiatives, and insist on continual communication by CEOs and other senior managers on their commitment to leadership development.
• Reshuffle rising stars throughout the company, taking care that A players are exchanged for other A players.
• Make sure that your leadership development program is aligned with your strategy, reinforces your brand, and has support from your employees. ((Cohn, Jeffrey M, Khurana, Rakesh, Reeves, Laura. October 2005. “Harvard Business Review: Growing Talent as if Your Business Depended on it,” Harvard Business School Press. Retrieved from http://custom.hbsp.com on May 29, 2006.))