Do you have what it takes to be an HR superhero? Learn what you can do to make your superpowers stand out from everyone else by assessing yourself to see you're a leader or if you could use a little work.
1. Ability to Develop Themselves
HR leaders with strong self-awareness and the propensity to develop themselves are able to better identify other self-developers in their talent pool and workforce. They also are generally more positive, productive members of their team and have a strong personal foundation to help themselves and others grow professionally.
If your results show that you have weak self-development skills, make it a point to work on the skills you scored low on. You can also share the chart with someone else and have them assess you to get a better picture of the skills you need to develop. Having characteristics of self-development only helps you grow personally so you can better help others as well.
2. Ability to Develop Others
Effective employee reviews aren’t something leaders do at employees; reviews are something that leaders do with employees. Use these questions to gauge and establish employee alignment with your organization, then follow up accordingly to solicit feedback from employees regarding how they’re managed.
This gives the employee the chance to provide upward feedback in a conversational dialogue, rather than a formal review setup, and gives managers and employees great insight into each perspective.
Ability to Consider the External Audience
In HR, it’s all about the internal audience, the employees and workforce behind the company. But what about those outside of the office walls? The customers?!
“When comparing HR leaders to all other leaders in our database, they were rated significantly more negatively on their ability to understand the needs and concerns of customers. In many ways, the function of HR is focused on internal problems, but the lack of understanding of the external environment often caused others to view some HR leaders as not in touch with the issues facing the organization. HR leaders were also rated more negatively on their ability to represent the organization to key groups.” — Jack Zenger & Joseph Folkman, HBR
Understanding the external environment is crucial to making smart HR decisions. Planning and working with blinders on is not the way to HR Superhero status.
4. Ability to Have a Strategic Perspective
Only 29% of total employees can correctly identify their company’s strategy out of six choices, so it’s safe to say HR leaders could be thrown into that mix. In fact, HR leaders have been negatively rated on “their ability to have a clear perspective between the big picture strategy and the details” thus losing perspective on long-term, bigger business issues. Destined HR Superheroes are able to engage executives with their focus on long-term strategy and don’t get lost in the day-to-day work of HR.
5. Ability to Think Quickly and Pivot Faster
“HR leaders were rated significantly more negatively on their ability to anticipate and respond quickly to problems. A number of items noted a general lack of speed and urgency to respond and react quickly. On a number of occasions, we have watched as senior executives ask for a program or process to be rolled out quickly only to have HR respond, ‘It takes more time than that — we need to slow the process down.’ While at times that is necessary advice, too often it is the first response given by HR without considering what could be done to speed the process and move quickly.” — Jack Zenger & Joseph Folkman, HBR
HR Superheroes are able to prioritize top-level concerns and plan for future changes because knowing the right balance between planning and being agile is crucial to achieving organizational goals.
About Sara Pollock:
As the head of the Marketing department, Sara makes sure that ClearCompany’s message, products and best practices reach and assist as many HR practitioners as possible.
The team at Social Hire won't just do social media management. Our team work closely with your team to ensure your business sees great value from the service and that your team gets tangible results.
What the Social Hire gang loves is making a difference for our clients, and we don't want to waste your, or our resources on marketing for marketing's sake, if it doesn't get your organisation the impression you need - we take a different approach.
Our specialists are a team that assists our partners improve their presence online by giving online marketing on a regular basis.
You might like these blog posts How To Pick The Right Social Media Marketing Agency, 5 Smart Ways to Use Content to Boost Your Sales Funnel, How Startups Can Hire the Best Tech Talent, and 17 Social #Recruiting Statistics For 2018 via @lauriewooduk #socialmedia #socialrecruiting.