Maria and Michelle continue their series on executive leadership with today’s episode. Focusing their conversation on the importance of successful top-down leadership, our hosts believe it is even more important than great HR leadership because executive leaders define culture, performance, and influence how HR is leveraged.
After introducing today’s topic, Maria and Michelle go on to discuss the steps you can follow to first, determine the strengths of senior leadership and then to get them to where you want and need them to be. Clearly, it's time for leaders to do their job of implementing top-down initiatives, and our REL Talent professionals are here to explain exactly the why and the how for listeners today.
The Finer Details of This Episode:
Quotes:
“HR should not have to fight for a seat at the table; it should be a given.”
“Get to know your executives deeper than just how involved they are. If you really want to gather their support, you’ve got to understand what makes them tick, how they think, what’s important to them. How long can you get their attention span for? You’ve got to know what topics are going to garner their attention quickly and which ones are going to shut them down.”
“The more you understand what they see as successful, the easier it will be for you to frame any of your initiatives in a way to get them involved.”
“It’s almost like HR has no positional power, because we are here to recommend and advise, but we can’t necessarily make the impact or change… we do have a lot of power based on influence, right?”
“Coming from a place of good intent, you are trying to influence people to support you in a way that does the right thing for a larger group of people. So with great power, great responsibility.”
“Stepping away from the idea of ‘Let’s just do this because it’s right for people’ to framing it as a business problem with supporting data.”
“Go into this with an implementation plan that includes communication and have the foresight to go in with a recommendation… that has them rolling out this program, or these initiatives top-down.”
“I love it. I feel like that was like a mic drop. Like we should just leave it there. Suck it up, do your damn job of top-down leadership. HR is not going to do the dirty work.”
Show Links:
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