My Philosophy on Strategic HR

• START WITH THE BUSINESS STRATEGY

  HR practices linked to business strategy are the hallmark of value-added HR. Start with the business strategy, then identify the strategic capabilities needed to execute it, and then determine how talent, leadership, and organizational culture can accelerate business strategy execution.

• KEEP IT SIMPLE

  Unnecessary complexity gets in the way of execution and prevents engagement and support from others. When developing HR strategies, tools, or processes, only add more complexity when the value that is to be gained significantly outweighs the necessary costs, time, and energy.

• MOVE BEYOND “BEST PRACTICES” TO “BEST FIT”

  While best practices and approaches help to expand one’s view of what is possible, focus solutions on what is the “best fit” for an organization’s unique culture, circumstances, and readiness. There is rarely one “best” way, and the organizational context is key when making strategic choices.

• FOCUS ON PROGRESS VERSUS PERFECTION

  As Winston Churchill said: “Perfection is the enemy of progress.” Have high standards and strive to achieve them, but don’t be immobilized by the desire for things to be perfect before action is taken. Perfection is rarely needed to achieve the desired results, and its pursuit often leads to missed opportunities.