Just because you went to business school doesn’t mean you know everything. As a matter of fact, a lot of what we learned, and even what is being taught today, is quickly becoming irrelevant and outdated. And way faster than we can imagine. Old school is just that, old school. (Anyone else take a typing class? With a real typewriter? I don’t want to be the only one to feel old here.)
The rise of AI has become the hottest topic at meetings and conferences around the world. Managing AI technology, knowing when and where to use it, and how to keep it secure, have quickly become a required conversation for leaders everywhere and in every industry.
This is where HR is going to shine. For years we have been talking about HR moving to the “C” Suite. That has now become even more important than ever before. As the world shifts toward an increased use of AI and new technology, the balance between people and technology has become a serious concern. This is where HR thrives. HR Leaders—not just HR Professionals—but true leaders are going to be the catalyst for success in this new world of work.
The leadership in organizations around the world are going to look to their HR leaders to manage the balance. The balance between technology and people. Stepping into a more important role as a leader comes with challenges. As a professional speaker, I have spoken at HR conferences across the country, and I have seen a wide range of responses to this new approach. Some love it, feeling like the shift is long overdue. Others, and there are plenty, who feel completely unprepared for a greater leadership role. This can feel like a complete shift in responsibilities. Because it is. The mindset shift from being HR to being an HR Leader must happen to be successful.
You can do it, you can be a great HR Leader, I promise. Here are three key ideas that will help you level up your leadership skills starting now.
The three V’s of exceptional leadership are Visibility, Values, and Voice. Understand the power of these and you will become the leader that people want to follow.
Visibility presents itself in many ways. The most obvious is you must be visible to your team. They must see you engaged, participating, and involved in team dynamics. Especially in the growth process. Visibility means that your team needs to see you being open to new ideas and new technology. They will only be as comfortable with it as you are.
People often say the fear of failure is the biggest reason we are resistant to change. I believe it is the fear of visibility. People like to hide and go unnoticed, especially as things change! Visibility makes us vulnerable and that is uncomfortable for most of us. Allowing people to see you learn and struggle is hard, we want people to think we have it all together, so if they never see us struggle, we can keep that illusion alive. But that is not real leadership. Visibility means we allow people to see us as part of the process.
There is an old book out there by Alvin Toffler, titled, “Future Shock.” Toffler wrote the book in the 1970’s but one of the ideas he put forward is truly genius. He said, “The illiterate of the future will not be the people that can’t read or write. It will be the people that can’t learn, unlearn, and relearn.” Again, that is brilliant.
Vulnerability requires us to be willing to embrace the idea that something we have learned has become outdated or irrelevant and be willing to unlearn that and relearn in a new way. As a leader, if you expect your team to do that, doesn’t make sense that you need to do that as well?
The second V is values. Not just the values you say are important to you but the values you actually live. You can say you value integrity and honesty, but if the clerk at the store gives you too much change, you know it, and you pocket it thinking, woohoo, her mistake is my gain, are you really living those values? You can tell a lot about what a person truly values by looking at their bank account and their calendar. Where are you spending your time and your money? That will identify your true values.
Personal values give us direction and impact our decision making. The clearer our values are the easier it becomes to make decisions that are in line with those values.
As a leader, this is equally true for your team and organizational values. As an organization, are we living the values we preach? If we say our company values our people, how are we showing that? And that means more than a pizza party.
One of the best ways we show we value our people is our third V, our voice. This means we must communicate effectively. We communicate with clarity. Our goals, our plans, our values, and even our issues, challenges and concerns. Even when the conversation is difficult. Because having hard conversations is required and it is what will set your leadership apart. When you communicate regularly and not sporadically, we create an environment that supports open dialogue. And that is a healthy environment to lead.
How can you demonstrate more visibility, live your values, and use your voice more effectively? Figure that out because when you do, you become the HR Leader organizations are crying out for in today’s new world of work. You will be leading with impact. And that is who we all want to follow.
Julie Burch has been speaking professionally for over 28 years and spoken in all 50 states and three countries. She is also a podcaster, leadership expert, and the author of the book “Your Impact is Your Superpower! (No Spandex Suit Required.)” available on Amazon. Stay connected with Julie at julieburch.com.
