The Leaderonomics Show - Dave Ulrich Goes Deep Into What A Great HR Leader Should Deliver

Oct 22, 2023 β€’ 15 Min Video
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The key idea of the video is that HR professionals should focus on being business leaders and delivering talent, leadership, and culture outcomes to help companies succeed.

Key insights from the Video:

  • 🌍 Dave Ulrich focuses on helping organizations and leaders deliver value through transformation and best practices in the workplace.
  • πŸ’‘ Google's HR strategy focuses on innovation, encouraging employees to spend 20% of their time on creative and innovative projects.
  • πŸ’ͺ Good service is not just about smiling at customers, but about eliciting a smile back from them, emphasizing the importance of an outside-in approach to winning customers.
  • πŸ—£οΈ HR professionals need to speak the language of the business and contribute to strategic discussions, emphasizing the value they can bring to achieving business goals.
  • πŸ—£οΈ Bosses have a duty to have positive conversations with their employees, providing feedback and guidance.
  • πŸ’Ό HR professionals should start by understanding the needs of the business and demonstrate how their work can contribute to its success.
  • πŸ’‘ "HR people should give great advice on talent, leadership, and culture. Listen to their advice as the CEO, but remember that you're still responsible and accountable."
  • πŸ’Ό The best HR experienced by Roshan was when a senior HR leader at General Electric supported and encouraged him to take a sabbatical, emphasizing the importance of caring for employees' well-being.

Time Stamps

  • 00:00 πŸŽ“ Dave Ulrich, a professor at the University of Michigan, discusses his expertise in HR management and how curiosity about organizations and people drives the development of HR systems that shape organizational thinking and growth.
    • Dave Ulrich, a professor at the Ross School of Business at the University of Michigan, discusses his expertise in HR management and his career in the field.
    • Curiosity about how organizations and people think and act, particularly in creating value for others, drives the development of HR systems that shape organizational thinking and growth.
    • I changed my career path from law to studying organizational behavior after realizing the fascinating implications of organization in various aspects of life.
  • 02:47 πŸ“š HR is not just about policies, but about using tools like hiring and training to help businesses succeed; HR can also encourage innovation and create structures for experimentation, as seen in Google's approach.
    • HR is not about HR, but about helping the business win by using tools like hiring, training, compensation, benefits, and communication to create the outcomes of HR and overcome its legacy as policy administrators.
    • HR can help business leaders achieve their goals by encouraging innovation and creating organizational structures that allow for experimentation, as exemplified by Google's approach.
  • 05:00 πŸ‘₯ Being the employer of choice means choosing employees that customers would choose, and HR should be involved in being customer-focused by building relationships with customers and hiring, training, and paying employees to meet their needs.
  • 06:11 πŸ“š HR professionals should focus on being business leaders and discussing the business results they can help deliver, rather than just suggesting HR initiatives, while also considering the challenges of performance appraisal in HR.
    • HR professionals should focus on being business leaders and discussing the business results they can help deliver, rather than just suggesting HR initiatives like training and career plans.
    • The leadership capital index is a pyramid that emphasizes the importance of leadership in driving financial performance and intangibles, and it is designed to provide knowledge to investors and senior business leaders, while the speaker also discusses the challenges of performance appraisal in HR.
  • 08:09 πŸ‘¨β€πŸ’Ό Performance appraisals should focus on meaningful conversations between bosses and employees, as bosses have a duty to provide feedback and training to create a positive work environment.
  • 09:12 πŸ’Ό HR professionals should focus on delivering talent, leadership, and culture outcomes to help companies succeed, while relying on technology for administrative tasks.
    • HR needs to focus on building a structure and policies while relying on technology for administrative tasks such as payroll, benefits, and healthcare.
    • HR professionals should focus on delivering talent, leadership, and culture outcomes to help companies succeed, and whether starting in HR or the business, it is important to learn and understand both areas.
  • 11:11 πŸ‘ Business success requires navigating tensions and paradoxes, taking advice from advisors in different areas, and building trust and relationships with the CEO as an HR person.
  • 12:42 πŸ“š HR plays a crucial role in implementing the CEO's vision for company culture, as demonstrated by General Electric's experiences under Jack Welch and Jeff Immelt.
    • A senior HR leader at General Electric helped the speaker realize the importance of taking a break and returning to work, highlighting the caring nature of HR.
    • HR is responsible for executing the CEO's vision for company culture, as seen in the examples of General Electric under Jack Welch and Jeff Immelt.


 

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Roshan is the Founder and β€œKuli” of the Leaderonomics Group of companies. He believes that everyone can be a leader and "make a dent in the universe," in their own special ways. He is featured on TV, radio and numerous publications sharing the Science of Building Leaders and on leadership development. Follow him at www.roshanthiran.com

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