Claiming your seat at the organisational table of excellence

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Claiming your Seat at the Table

of Organisational

GreatnessPresented by Caryn Walsh

Pure Magic International Business Solutions Pty [email protected]

Copyright Pure Magic Int Business Solutions

http://www.puremagicbusiness.com.au/

mailto:[email protected]

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People before Strategy – a new role for the CHRO

I base this presentation on the work of Ram Charan, whom I admire as a business

leader and specialist practitioner.

I also include many of my own experiences and insights into

Organisational Development, Growth and Long Term Sustainability


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My Bu Lesson

Health is all. Without health, all is nothing

People are all. Without people an Organisation has nothing


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Research abounds

Happy people = enhanced productivity = increased profits


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Key Definitions

Definition of Great – the quality of being great; eminence or having distinction.

Definition of HR – HR is a critical component of employee wellbeing in any organisation, no matter the size. HR responsibilities include payroll, hiring, firing and keeping up to date with Tax laws. (HR Resources – Small Business Encyclopaedia)

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HR Short-Changed We recruit and induct

people We are visionaries Accidental Counsellors Advisors to the CEO Confidantes Allies/Guides Have to grow rising

stars Need to be stars

ourselves Organisational

Development Advocates

We are the Safety Police Links between

departments Disciplinarians Custodians of employee

morale Change agents Party/fun organisers Have to weave magic … and spread magic.

Should I continue……………?


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If we are all of these things, why are we often under-valued?

Why are we invited to sit at the Table of Greatness only when

others feel like it?


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Ongoing debate about HR Is it necessary? It’s a high administrative expense! Perhaps we could manage without HR? Why do we need HR? They don’t do much around here

anyway! They are the biggest cost centre in our Company! What return on investment do they yield? Little, at

best!

They have missed the point ….. but perhaps, as HR practitioners, so have we!Copyright Pure Magic Int Business Solutions

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You have got to be kidding!

Consistently CEO’s world-wide see human capital as a top challenge and they rank HR as only the 8th or 9th most important function in

the Company.

Research by McKinsey and the Conference Board


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It’s time! For HR practitioners to truly stand up and be

counted For CEO’s and HR to work strategically together – HR

to grow out of the administrative ‘bog’ …. and allow HR to propel the Organisation’s energy For HR to be aligned with the CEO by building and

assigning talent at all levels For HR to get serious about understanding where

and how they need to add value to the business Do it with conviction and discipline!


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HR – Given the same level of seriousness Managing humans is as important as managing

money

Charan advocates that CEO’s in the 1980’s boosted the financial function beyond merely accounting

It is the CEO’s in 2015 and in the future who need to position HR as a key strategic partner in the success of the business

These same CEO’s need to boost HR beyond merely administration, recruitment and retention……

HR needs to position HR as strategicCopyright Pure Magic Int Business Solutions

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HR must….Stay focussedStay strategic Most importantly, stay relevant!


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Claiming your Seat at the Table


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How do HR Practitioners change the Organisational belief that HR adds

little strategic value to the Company?

How can they be seen as critical participants at the table where key

Organisational strategies are developed, decided and ultimately

implemented?Copyright Pure Magic Int Business Solutions

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How HR is perceived58% of CFO’s believe HR is not on same level

as other Executives (Global Intelligence Survey)

67% CEO’s state CHRO’s don’t know business well enough

27% of Executives question the necessity for HR Copyright Pure Magic Int Business Solutions

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The G3 Partnership – A Leadership TriangleCEO, CHRO and CFO.CHRO is not a ‘supporting’ act to carry out

decisions made by othersCHRO is a key host at the table creating

impact and is a major contributor to critical outcomes and strategies discussed at the table

HR must be seen as a vital force with which to be reckoned


Copyright Pure Magic Int Business Solutions 17

What should a Greatness

orientated HR Practitioner do?

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Think Lobster, not Leftovers!


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Five strategies to stay at the table

1. Get deadly serious about your role and impact in helping the Organisation meet key business outcomes

2. Develop a new collaborative contract with the CEO

3. Help design Strategy. Predict Outcomes4. Anticipate and Diagnose Problems5. Prescribe value-adding actions by propelling

human capital to achieve key business outcomes Copyright Pure Magic Int Business Solutions

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Whatever it takes, get to the table and

firmly implant yourself on a seat

CCopyright Pure Magic Int Business Solutions

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Strategy 1) Get deadly serious

Be deadly serious and relentlessly determined to understand everything about the business and the value HR plays in successfully running it

Get a firm grip on ways in which HR can add value to the bottom line – happy people = profit!


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David Owens, MD of HR Partners, says

There is an enormous need for HR leaders to speak the language that is understood by the

business. HR leaders can, and do, innovate and they (can) play a significant role in shaping new ventures and providing input on critical business issues


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Strategy 2 - Develop a new contract with the CEO

Reflective Practise – what value, impact do we bring? How?

Renewed discussion about what you bring to the table with others at the table

Clear outcomes in your role and innovative contributions you make

Focus on key people and development strategies - constantly link them to key business outcomes

Act and talk with conviction all the timeCopyright Pure Magic Int Business Solutions

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Strategy 3 – Design Strategy and Predict Outcomes Research – ‘2% of the people drive 98% of the business impact’ CHRO needs to identify skills and gaps in 2% specifically High leverage positions need special attention. Nothing

overcomes a poor fit! Watch! Look! Observe! What human potential will assist in

driving the Organisation forward? Who needs to be developed to fill which role to achieve what

business outcomes? Be constantly curious Always look for opportunities to move and grow people to meet

strategic outcomes Anticipate problems before they ariseCopyright Pure Magic Int Business Solutions

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The Golden Three (G3)

G3 sit around a table, deciding what is needed to achieve significant business value, using qualitative and quantitative factors

They work collaboratively to assess what a team or store or strategy needs to outmanoeuvre the opposition in the heat of the battle


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They go from this…


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To this …..


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Strategy 4 – Anticipate and diagnose problems

CHRO’s often know why an Organisation is struggling before others do

Most problems are people problemsRelationship, skills or misfit issuesCHRO’s are in a prime position to anticipate

problems, diagnose potential blocks and remedy them before they arise

Do this …. and well!

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Strategy 5 – Add value - unleash human capital to achieve key business outcomes

CHRO assesses workings of the social systems Where are bottle-necks? Frictions? What communication issues are there? Where are the silo’s and why? Who is playing politics and withholding vital information? Address the ‘Pink Elephant’ in the room by not allowing issues

to be swept under the carpet Design actions to overcome problems and add value Be flexible with human capital - unleash it, move it around, grow

it to meet key business outcomesCopyright Pure Magic Int Business Solutions

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The re-assignment of people, along with

capital re-allocation is what boosts companies

Charan, R 2015


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Add to the Profit CycleGrow, empower and support your peopleTo do so, you will retain themThey will focus on customers and efficienciesYou can buy their heads, but truly gifted HR

practitioners engage their heartsHelp your people become, and remain,

market leaders


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Organisations are only successful because ….

People are!Copyright Pure Magic Int Business Solutions

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Claiming your Seat – In summary!Get serious about your role and the value HR addsGet ‘whole’ business smart – financial viability,

sales capability, operations, business growth, sustainability

Work out how and where HR adds significance and ongoing value – Value add in everything you do!

The G3 must focus on shaping and driving the organisation

HR is a critical player in driving the business forward – Don’t undervalue your role!


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Having the business expertise is critical. You have to earn your seat at the

leadership table.

You have to prove yourself.

Only by listening and collaborating with the business leaders do you claim your

seat at the organisational table of greatness!

Pat Langer, winner of Cable and Telecommunications 2013 HR Leadership Excellence Award


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Another Strategy!

Instead of being invited to the table, invite the other two to your table

Choose the Organisational meal Work out which ingredients to use (including many talented

and competent people) Design how, when and where you will add the ingredients

together (strategy, people, growth and impact) Cook them in one strategic melting pot (key people, robust

processes and systems, policies and procedures, strategic plan)

Serve up the best strategic meal the Table of Organisational Greatness has ever seen – time and time and time again!


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One last thought!

HR leaders need to act like, and be, a force with which to be reckoned.

HR does not make a difference.

HR is THE difference!Copyright Pure Magic Int Business Solutions

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It has been wonderful working with you today!

I have loved every minute of it and I hope you learned something to take

away with you.

Vinaka vakalevu!


Date post:	15-Apr-2017
Category:	Leadership & Management
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Claiming your seat at the organisational table of excellence

Leadership & Management