Even as HR leaders are stepping into a brave new world and embracing a new Future of HR, change won’t happen if the culture isn’t ready for it. How can you measure, facilitate, and lead culture change necessary to support HR’s bold new role, both within HR and in the broader enterprise?
We’ve been having many discussions in recent years about various disruptions affecting all businesses—but what does this all mean for HR? Now more than ever, HR is being asked to take the lead on behalf of the enterprise in making shifts and changes to thrive amid constant disruption. One of four major shifts HR must make to prepare for the future is to help the enterprise build a digital mind-set—from doing digital to being digital. Why? Because it’s critical to addressing three very different futures affecting all of us: the future of enterprise, the future of the workforce, and the future of how work gets done. Nobody is better positioned than CHROs and HR leaders to take the lead in preparing themselves—and their enterprises—to thrive in this new world of work.
Posted by Marc Kaplan on April 18, 2017.
Culture is top of mind for leaders around the world and has become widely recognized as a competitive advantage in executing organizational strategies. Organizations need to be ready and able to adapt their culture as their strategies evolve. Deloitte research found that 86 percent of executives surveyed rate culture as “very important” or “important,” and 82 percent say “culture is a potential competitive advantage.”1 However, the same survey revealed that only 12 percent of companies believe their organizations are driving the “right” culture. This may not sound like an issue, but research shows that when culture and strategy are aligned, companies can show as much as 50 percent differential in performance,2 certainly something worth working toward.