In a world where things are moving at a speed we’ve never seen before and faster than we’ve been taught to deal with, do HR leaders have the skills to lead the the dramatic change businesses will need to make in order to compete in a disruptive global economy?
After a global HR conference I got to thinking maybe not.
The group’s overall physical resilience score (61%) was the lowest of all 5 Resilience at WorkTM competencies. This means they aren’t taking good care of their physical health and wellbeing. I guess it’s not a surprise. But, is it a concern?
If you’re not in “peak state,” how do you have the energy and stamina to lead major initiatives and prevail in tough times? In a demanding workplace, if you don’t have physical resilience, how can you stay strong when things get tough?
A low physical resilience score is understandable. Many leaders find it difficult to exercise regularly, eat healthy and get enough sleep. Perhaps, the bigger surprise was the group’s relational resilience score (64%).
Wait! Is it possible that the keepers of the organization’s culture, the people who will lead change and be responsible for getting buy-in and sustainable integration, feel they can’t be boldly honest and transparent?
In a world where telling the truth and being radically transparent is critical to building trust, if you can’t speak up, how can you effectively lead change? If you don’t have relational resilience, how will your organization survive? How will you thrive?
Perhaps this raises the question if all leaders (not just HR leaders) have the skills they need to deal with the seismic changes that will take place in the workplace.
What are you doing to equip your leaders to deal with the future workplace?