I am very lucky to coach and consult with HR & OD leaders who want to simplify their approach to making a real difference in performance, management and leadership at their company. They let me bring my unique

[read “weird, odd, different”]

strengths of vision, insight and pragmatism to the table, and together we deliver change that matters. We find powerful synergy in professional partnership.

It goes without saying that if you want to do that, let’s talk ASAP.

Because HR is such a large part of my background and client base, earlier this week, I sent out my HR Perspectives 2016 survey

[if you haven’t responded yet, please do – it’s not just for HR practitioners]

to provide grounding for what I’m hearing anecdotally about the current state of HR.

As I was thinking about widening my respondent pool from LinkedIn and other specific networks, I thought I’d take a look at Facebook

[laugh if you will, but I bet you or those you know are on it – and there is data to be found with just a few clicks]

and it made me very glad that I’m gathering data in a structured way. Because if I take the perspective FB presented me* at face value, I’m not sure I’d reach a very positive conclusion:

HR Facebook

So, please don’t leave me hanging in the belief that this is what HR has come to – let me know at HR Perspectives 2016.

In the meantime, I guess we’ll just have to wait until we hire Johnny Depp. Milkshake, anyone?

* Note how this is generated: “This Page is automatically generated based on what Facebook users are interested in and not affiliated with or endorsed by anyone associated with the topic.”


Green Grass

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