Improving HR | Unveiling Our Blind Spot

Unveiling Our Blind Spot: The Crucial Role of Influence in HR

In the world of HR, we often find ourselves navigating a complex landscape of policies, processes, and people. We’re responsible for managing talent, fostering culture, and driving organizational success.

Yet, there’s a crucial element that often goes unnoticed – the power of influence. It’s so important that we often take it as read that we can a) do it; and b) have learned all we can learn about it.

Not true.

So, without further ado, let’s explore the blind spot in HR and shed light on the indispensable role of influence in our profession.

The HR Maze

HR professionals are well-versed in the intricacies of hiring, onboarding, training, and a myriad of other tasks. We are the custodians of compliance, ensuring that organizations meet legal requirements and adhere to best practices. But amid all these responsibilities, we often overlook one fundamental truth—HR is about people, and people are driven by influence.

In fact, let’s take that one step further – people are driven by emotions, so the best – and maybe only – tool for us to use is influence.

Imagine a scenario where you need to implement a new HR initiative. You’ve crafted a well-thought-out plan, designed comprehensive policies, and communicated everything clearly. Yet, you encounter resistance, skepticism, and even indifference. This is where the blind spot in HR becomes evident.

The Influence Conundrum

Influence is the invisible force that shapes behaviors, decisions, and outcomes.

For HR it’s the art of inspiring and persuading others to align with our organization’s goals and values.

However, in my experience, it’s also one of the most under-estimated and under-developed aspects of HR. We often assume that if we have the right policies in place, people will naturally comply. But the reality is far more complex.

The influence conundrum in HR revolves around understanding that the WHAT of our doing alone (processes, policies, procedures, etc.) are not enough. Sure, they provide structure and guidelines, but they do not guarantee buy-in or commitment.

Influence, on the other hand, has the power to ignite enthusiasm, create alignment, and drive real change.

Influence is the core HOW of our work.

Influence in Action

To grasp the significance of influence in HR, let’s consider a few scenarios:

Change Management: HR often leads organizational change efforts. While we can have a well-crafted change management plan, its success depends on our ability to influence employees and leaders to embrace the change willingly.
Performance Management: Influencing managers to provide regular feedback and coaching can significantly impact employee performance and development. The mere existence of a performance management system is not enough; we must influence its effective implementation.
Culture Transformation: Shaping organizational culture requires influencing behaviors and mindsets. Policies and mission statements are important, but they must be reinforced through everyday actions and interactions.
Diversity and Inclusion: Creating a diverse and inclusive workplace relies on our ability to influence hiring managers to make unbiased decisions and employees to champion inclusivity.

In each of these scenarios, influence plays a pivotal role in turning intentions into action and policies into practices.

Unveiling the Blind Spot

So, why does influence remain a blind spot in HR? One reason is the misconception that influence is synonymous with manipulation or coercion. Anyone who has spent any time working within an organization political matrix knows that this can happen. I would label this TOXIC INFLUENCE.

In contrast, HEALTHFUL INFLUENCE is built on trust, credibility, and authenticity. It’s about inspiring others to willingly collaborate, engage, and commit to shared goals.

Another reason is the assumption that HR professionals are not inherently influencers – that we haven’t earned a “seat at the table”. This couldn’t be further from the truth. We have the opportunity and responsibility to lead by example in ALL our actions, demonstrating the behaviors we advocate, and inspiring others through our choices and commitments.

Bridging the Gap

To bridge the gap in our understanding and utilization of influence in HR, we must embark on a journey of self-awareness and skill development.

Here are some steps to consider:

Cultivate Empathy: Understanding the perspectives and motivations of others is essential for effective influence. Empathy allows us to connect on a deeper level and tailor our approaches accordingly.
Build Trust: Trust is the cornerstone of influence. Consistently delivering on promises and being transparent in our actions builds trust over time.
Enhance Communication Skills: Effective communication is a powerful tool of influence. Sharpen your ability to convey ideas persuasively, listen actively, and articulate a compelling vision.
Lead by Example: Be a role model for the behaviors and values you want to promote within your organization. Your actions carry significant influence.
Seek Feedback: Solicit feedback from colleagues, employees, and leaders to understand how your actions and decisions impact them. Use this feedback to refine your approach.

Embrace the Power of Influence

Influence is not a manipulative force; it’s a catalyst for positive change.

As HR professionals, we must unveil our blind spot and recognize that influence is an integral part of our role. By harnessing the power of influence, we can inspire individuals, teams, and organizations to reach their fullest potential.

So, the next time you embark on an HR initiative, remember that, while processes, policies and procedures are essential, they are but the beginning, not the end. Embrace the art of influence, and you’ll find that your impact as an HR professional extends far beyond the confines of written rules—it transforms organizations, fosters engagement, and drives lasting change.