Top 12 Disruptors for HR Leadership

We recently gathered a group of senior HR leaders, each one grappling with the impact of significant disruptors in their field, each one curious about ideas and options and solutions that could assist in creatively addressing them. Our open discussion format encouraged the sharing of successes and challenges. See below for a quick snapshot of the breakfast and energetic discussion.

As the paradigms we work within continue to be shaken and rattled, such as hierarchical mindsets and silos, human resources leadership seeks a new lens for connecting dots and solving challenges as they emerge. In what priority order would you put this list of a dozen disruptors?

1. Modern learning becomes more blended – with micro bite-sized offerings

2. Coaching skills are in demand, but short supply

3. Daily feedback is replacing performance management systems

4. Organizational structures are out of alignment and don’t support new business imperatives

5. Hierarchical view gives way to the enterprise perspective

6. Employee engagement gives way to the employee experience: recruitment, on-boarding, development

7. Data is king, but averaging the findings for strategy and direction is harder

8. New innovative platforms for talent management, learning and recruiting are exploding

9. A new diversity is required to create global cultures of inclusion for greater bottom line results

10. Work life “well-being” becomes essential for talent retention

11. Teams rule but remain dysfunctional, especially at the cross-functional level

12. Change is rapid, accelerating and constant and CEO’s want HR co-leading the effort

See PDF of 12 HR Disruptors

Several of the “disruptors” were seen as interwoven: recruitment, feedback, engagement, talent management.  As an increasing number of companies and industries question the value of the annual performance review, pioneers are testing the waters with ongoing feedback. Very quickly the conversation shifts from what metric are you using, to how are you engaging and empowering the workforce to participate in this new method and mindset. This was a hot topic among our guests – one company is in the midst of switching to ongoing “performance enablement” conversations and another company is exploring a model for seeking and giving feedback in all directions – up, across and down the organization. All of these are “change initiatives” which require not only great communication strategies but an appreciation of what it takes to shift our beliefs about performance, engagement, and training. 

Share with us the disruptors you are most inclined to be paying attention to at this point in time and how you are dealing with them.

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