by Lori Kleiman, CEO of HR Topics
We are seeing a dramatic increase in Human Resources (HR) professionals that are considered a member of the leadership team and impacting the strategic initiatives in their organization. In order to make a full impact, HR leaders need to have the authority to carry out initiatives as part of that leadership team.
Authority is defined a person or organization having power or control in a particular sphere. We can often establish ourselves as a person in a position of authority if we demonstrate that we are credible, influential, and have reach throughout the organization.
You’ve Got to Be Credible
Credibility is the quality of being trusted and believed in, which is a key factor for anyone in a leadership position. People are often seen as credible when based years of experience, educational degrees, and certification in a field demonstrating expertise. But if you don’t have time—there are ways to increase your credibility.
In the field of HR, we often have leaders come through other areas of the organization. Many HR professionals haven’t had formal education, but have a great understanding of people and operations. They continue to excel as top talent in the organization. For those that need to build credentials that will lead to credibility, I always recommend HR certification as a quick and very effective first step.
| Take action now to establish your position as a business leader! Attend HR Business Leader in 5 Steps: The Proven Track for Driving Growth and Engaging Strategically on Monday, November 28, 2016. For more information, see below. |
Being Influential
Influence is the ability to have an effect on the development or behavior of someone or something. Employees look to leaders for guidance, and will follow in the footsteps of those they feel are influential. HR leaders, in particular, need to be pro-active in this area.
We should be reflective of our culture and be able to speak fluently about the business operation. We must be approachable to all internally, but also be able to separate from the employee population as executives: HR leaders must know and understand “the gang” without being a member of the group. Writing skills should provide a level of communication that demonstrates executive experience, while still being approachable to the internal culture.
Reach Far and Wide
Finally, and likely most important in your day-to-day activities, is reach. HR professionals have to get out and be sure that they are interacting with and have a deep understanding of the entire organization.
I recommend attending other department meetings just to listen. Begin to understand what their world is like, and you will be able to reach across department barriers to better serve your customers.
Make the same connections with those outside your organization. Participate in industry conferences to learn what is on the mind of your CEO. Connect with organizational stakeholders so you understand what drives them—and you can design initiates around those goals. Finally, be sure you are aligned with your vendors in a way that they are providing support that goes far beyond basic service and paying an invoice.
Stand Up and Be Seen
HR is still trying to get their seat at the table, and it’s one of my favorite topics. Stop waiting for your invitation, step up to the plate and take your place. Consider how the areas of credibility, influence, and reach will add to your authority in your organization. Using these concepts, you will find yourself to be a driving force in your organization.
Join Lori, on November 28, 2016, as she presents, “HR Business Leader in 5 Steps: The Proven Track for Driving Growth and Engaging Strategically.” Learn how to chart your own course to becoming an indispensable member of the C-suite. Click here to register today!
 Lori Kleiman is an accomplished businessperson, entrepreneur, and leader. In her most recent corporate role, Kleiman orchestrated a group of 18 HR consultants nationally. She brought cutting edge HR techniques to the group, and fostered a practical sense of HR to small businesses. Kleiman has conducted seminars to business people and HR professionals sharing best practices and new initiatives to bring to small businesses throughout the United States. With a Master of Human Resources and the highest level of certification available in HR, an SPHR designation, she has the depth of knowledge needed to provide her clients with the foundation of traditional study and real world solutions to drive immediate action. |