In recent years, there has been much discussion in HR about the concept of business partnership, often also referred to as "strategic" business partnership. Basically human resources want to be included in the discussions or debates at the level of top management about the future development of the company. Most importantly they want their opinions heard and included in decision making. Erika Andersen published an interesting view on this phenomenon on Forbes.com. This popular blogger, coach and author of several successful books on leadership and people management advises HR not to try force their way in.
"This never works long-term. People will simply “forget” to invite you to meetings, or pointedly ignore you at the meetings you do attend," says Andersen. She adds that the best way to be treated as a strategic partner is to think and act as a strategic partner. You cannot build good reputation in a day. Andersen recommends to start with following four steps.
Understand your company's business
You need to know what drives your business forward, and how all the parts of the company work as a whole. You must also understand your business strengths and weaknesses and how they compared to your competition. You must be also be able to present your views.
Think out of the HR box
You must try to understand the needs of your company as a whole, not only in terms of HR. Take a step back and try to see other departments needs that might be in conflict with the needs of HR.
Help your managers
Talking is important, but it is more important to offer help. Your primary task is to help managers, and all employees via their managers, meet their goals. So focus on ways you can facilitate the work of managers. Then let the results of your work speak for themselves.
Listen
Lead with your ears in all situations. Ask questions, be curious about what people tell you. People appreciate someone who listens to them.
Erika Andersen's last book can be viewed and ordered through the online store Amazon.com here: Leading So People Will Follow.
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