We’ve all got our buttons – that if pressed, are guaranteed to get us over-reacting. One of mine is when I’m asked the question ‘don’t you think it’s important for HR to have a seat at the top table?’
I think what gets me agitated about this – is the assumption behind the question that, unless we have the recognised positional power that comes with a Board place or being a member of the Exec – that we are unable to wield influence. Which I think is frankly, rubbish.
In this short video, we look at how you can build influence and credibility in HR without having positional power.
Sometimes, data isn't enough to persuade people to change. We need to think less about proving things and more about what would make them want to change. In this blog we look at how we can and how we shouldn't use data in HR.