The challenges of today’s evolving workplace demand increasing needs for change in the focus of Human Resources leaders and a shift in the organizational perception of HR. In this sense, HR professionals of the future must be aware of and able to address the organization’s business needs with strategic and innovative solutions.
Forbes columnist Kevin Kruse suggested that leadership is a process of social influence defined as maximizing the efforts of others towards the achievement of goals. This definition articulates the idea that leadership is not necessarily a function of formal authority and that ultimately, its focus is on action and accomplishment. A leader defines and articulates a vision of an outcome and in the process of sharing that vision, he persuades others to contribute to the end result. HR professionals should position themselves as a person who understands the pressures and challenges faced by a leader and is available to help create the best solutions possible.
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Further, HR Leader should be viewed as an enabler that provides strategies and tools — not an inhibitor that quotes workplace rules. HR professionals who offer thoughtful, sound, and creative solutions to problems are viewed as partners rather than administrative roadblocks. If HR professionals combine the knowledge of business with the understanding of the workforce that drives the business, new approaches and solutions can be presented. If innovative solutions are offered, HR professionals become a needed and valued partner that is positioned to serve as a trusted advisor who provides strategic advice and counsel on the front end of decision-making rather than operating from a reactive state of existence. The strategic leadership provided by HR professionals is necessary to help guide and influence an organization to have optimal performance.
Here are 7 considerations for action and areas of emphasis in HR leadership:
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