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At a time when there are more job openings than workers to fill them and organizational transformation is the new norm, heads of human resources departments have found themselves with a unique opportunity: the chance to shed their administrator images and grab a seat at the table alongside the CEO. Many have donned new titles, trading in the standard “CHRO” for the more modern “CPO,” or chief people officer. But few have truly embraced their evolving role.by the Society of Human Resource Management and global advisory firm Willis Towers Watson, just 35% of senior business leaders believe that CPOs are prepared to tackle the challenges their companies will face in the future.
If it seems as though there’s overlap among these five behaviors, that’s because there is, and for good reason—doing one without the other four will not adequately prepare CPOs for the future. McAndrew suggests that CPOs consider how each of these points align with their people and business strategies, and ask themselves how they can work with their C-suite colleagues to drive growth.
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Stop asking what year people graduated from college to avoid ageism in candidate searches. Conduct interviews behing a black screen like they do in orchestras to improve equity on all fronts.
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