"I don’t want your bull@%! theory. Show me how you can make my department better. I need for you to deliver results that matter to the business." These comments in a first meeting with an Operations Executive certainly garnered my attention.
The reality is…these comment are spot on
Theory doesn’t blend well with metrics and bottom-line business results. The conversation about HR having a “seat at the table” is old news. The door is open and select Human Resources functions have their seat; increasingly ones being populated by HR Business Partners who are fully aligned with business units.
But for many organizations that have filled these roles with HR generalists, long on specific skills in the HR function, but short on experience in other critical areas of the business, these partnerships are proving frustrating for both sides.
HR’s traditional choices of off-the-shelf solutions (people and processes) have worked, so why not continue, is the thinking of many.
Why Many OTS Solutions Don’t Work
Innovation matters to a company’s bottom line. Innovative solutions to fast and ever-emerging challenges result in profit, improved systems, and truly engaged and retained talent.
Cookie-cutter designs and solutions don’t work for companies that are industry leaders. They are safe. They are the status quo. And they do deliver results, but not at the high degree of return of top risk-takers and innovators.
What’s your company’s design? Do you play it safe or do you have business-focused results that earn a respected seat at the table?”
At GT Associates nothing we do is ordinary.
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