5 mistakes every HRD should avoid

Описание: 5 mistakes every HRD should avoid

In this video, we're unravelling the mistakes that even seasoned HRDs make. So get ready to gain insights on how you can build trust, innovation, and save a load of time.

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The role of an HRD has really changed. It looks nothing like it was pre-COVID. Actually, the hats that we have to wear as HRDs are fundamentally
different. We have to gain trust, we have to gain loyalty, we have to do everything, while also making sure that we're engaging our staff, and we're
creating a culture of innovation, and even high performance. So how do you do it? How do you wear all those hats and really remain authentic?

Well there are five things I think you should avoid. And if you're doing any of them, don't beat yourself up, we've all been there and bought the T-shirt. So think about how you might plan, go forward and get If you found this video helpful please like and subscribe for development if some of these
really resonate with you.

The first is about micromanagement. Sometimes as an HRD, the tendency to micromanage – when you're in an SME, and you're the only person – is overwhelming because you're consumed with all the things that you have to do. So you become operational rather than strategic. But when I talk about micromanagement, what I mean is you're telling, and you're doing, what your leadership and your management community should be doing. So equip your managers and leaders to take some of that detail away
from you. Because no one wants to be told what to do. We're all grown ups. Think about it like transactional analysis. We want to be, as HRDs, the adult; we don't want to go into 'parent'. And we don't want our employees
and our leadership team to think of themselves as children.

The second is not providing enough context on the why. So whether
you've read Simon Sinek's Golden Circle or not, he always talks about start with why. And whenever we're talking to clients, we always ask them: why
now? What's your burning platform? So think about your why. Think about your what and think about your how, and then you will know whether you're
going to make an impact, and what ultimately needs to change. But if you don't know the burning platform and the why, then why are you creating loads of things?

In effect, that's point three. Don't start creating loads of initiatives that you think as an HRD that you need to deliver, but actually the business doesn't need. So if you understand your why, and you think about then the what and the how, then you're going to be creating initiatives that build that
trust, that drive that creativity, that ultimately create high performance. So don't just deliver a load of stuff.

That leads to the fourth point, which is where you become reactive rather than proactive. Now, engagement scores, data actually being called by your CEO or your board "we need to solve this" makes you more reactive, right? But stick to the plan. We've got a triangle model, which is all about
creating that plan. It starts with the get, keep and grow brilliant people, and builds out building blocks and work streams. And ultimately, that starts making you more proactive rather than reactive.

And then the final point, and probably the most important, is not focusing enough on culture. Now culture for me is like a garden. If you leave a garden in the hot weather, all your flowers are going to wilt and die. It needs constant cultivation, it needs a watering system, it needs a plan, right? And culture is exactly the same. Focus on why people want to work there, how you become more innovative, how you drive high performance, but if you only focus on the stuff, then you're not really focusing on the why, which is your culture.

So think about those more useful HR and talent management video content.

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Hope you enjoy this video. See you next time.

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