Why HR is the Best Change Management Partner

Human resource (HR) leaders are uniquely positioned within their organizations to play a significant role in change management. Traditionally, they have been workplace policy enforcers, employee liaisons, and corporate communicators. However, the evolving corporate climate–and the influence of technology and workplace analytics–have reshaped the HR function. It warrants a different

Organization Strategy

Executing a Winning Organization Strategy

Companies seeking to gain market share have to execute an organization strategy that allows them to differentiate and win in the marketplace. There are many ways for organizations to differentiate. These may include, but are not limited to: Great customer service Most innovate product offerings Most convenient delivery method Best

Give Human Resource Business Partners a Break

As we work with major organizations undergoing HR transformation (and many are still underway), we find variants of the three-pronged HR delivery model (business partners, HR operations and centers of expertise) popularized by David Ulrich over 20 years ago. One recurring challenge is freeing up Business Partners to fulfill the strategic relationship building and brokering role envisioned in many, if not most HR models.

Organizational Megalomania

Everyone has limited resources. Everyone must choose where value will and will not be offered. Understanding and appreciating this enables organizations to focus limited resources on the most strategic and differentiating activities. It enables leaders to be smart about where they prune costs. Believing that your organization can do everything—that it can be everything for everyone—prevents an organization from really differentiating itself in a sustainable way.