When it comes to getting things done in HR, which of these do you most often hear, think or feel?

“Too much to do, not enough time…”
“We aren’t focused on the things that make the difference…”
“It’s difficult to tell who’s doing what…”
“We spend more time fire-fighting than delivering the plan…”

These symptoms aren’t new…

We are always overly busy…
And rarely get the chance to consider whether we’re doing the right things
We suffer from tunnel-vision and “not invented here”…
And often end up responding to who shouts the loudest

Sadly, I don’t have a magic wand…

Throughout my career in HR, I’ve been struck by the “magical thinking” that is so prevalent in our function.

It goes something like this: “Things will be better/easier when…

“We have a seat at the table…”
“We have perfect processes…”
“We have an integrated people strategy…”
“We outsource HR…”
“Leaders get it…”
“We do what the latest guru tells us is HR nirvana…”
“We share this amazing book with every manager…”

You’ve likely heard one or more of these – many times! – you may even have said or thought them yourself.

(that’s OK, I was a big fan of gurus and books for a long time)

Here’s the problem with magical thinking: IT DOESN’T CHANGE ANYTHING!

And it keeps us trapped in a cycle of negativity.

But there’s good news…

NO MAGIC REQUIRED!

Early in my career, I earned a reputation for getting things done; and for achieving what had previously been considered “impossible” goals.

Over time, I began to see that what I was doing wasn’t common in HR – a subtle blend of strategy, vision and theory, coupled with a structured approach to delivering outcomes

(this latter informed my book, Project Management For Human Resources)

As I gained more experience (and battle-scars!) this naturally evolved into a more structured approach to Portfolio, Program and Project Management within the HR function.

And I proved that…

This stuff works;
It delivers results; and
The function has a blind spot to how to do it well

FUNDAMENTALLY, IT ALL BOILS DOWN TO 5 KEY BUILDING BLOCKS 👇👇👇

5 BUILDING BLOCKS

Delivered by People Experience Governance

* * *

PEOPLE EXPERIENCE FRAMEWORK

Provides consistency of intent

STEERING COMMITTEE

Focuses HR activity on business objectives

HR LEADERSHIP TEAM

Drives accountability into the function

PROGRAM MANAGEMENT OFFICE

Keeps everything on track

PROJECT MANAGEMENT PROTOCOL

Increase likelihood of positive outcomes

Want to learn more about the 5 building blocks?

In April, I’ll be presenting a FREE webinar on these 5 building blocks…

And how you can bring them to life in your HR function!

Who is the webinar for?

Obviously, I think this subject is essential, but the level of importance to you depends on what you’re dealing with on a day-to-day basis.

If you’re an HR function of 1 person, or a small team, then this should be, at minimum, of interest
If you’re an HR function large enough to have both Business Partners and Specialist COEs then this is really important
If you’re an HR function that spans geographies, business units and/or duplicates HR functionality in multiple places then, frankly, this is critical!

Of course, you may be part of the unicorn HR function that experiences none of the above symptoms

(though I’d lay good money that that isn’t the case)

but if you’re at all interested in shifting the effectiveness and efficiency of your function, you need to join me for this webinar!

JOIN ME FOR THE FREE WEBINAR: 5 BUILDING BLOCKS FOR PEOPLE EXPERIENCE GOVERNANCE

Limited attendance per webinar (max. 20)
Multiple dates/times available (TBC)
Delivered via Zoom
Presentation and Q&A
FREE to attend
Multiple dates/times in April 2024
Pre-registration required
FREE membership of Improving HR Mastery Community (optional)

You’re Invited! FREE Webinar – 5 Building Blocks of People Experience Governance