https://player.vimeo.com/video/410396481Ignite the HR AdvantageThe competition for attracting & retaining top talent is the toughest it’s been in 50 years! I asked expert Human Resource professionals what advice they had for CEOs who want to leverage HR to win the talent war and achieve the organization's goals.  What they said, what I learned, and how to ignite the HR advantage. That’s what we’re talking about in today’s podcast.As a coach to high potential and valued leaders within high-growth companies, I regularly seek out meaningful resources within the organization. Whether it’s a start-up with venture investors, mid-size, or Fortune 500 companies, I’ve seen a pattern for years. HR is often left out. Given HR exists to oversee all things related to managing an organization’s human capital, I wanted to understand what could be getting in the way and how to solve for that.So I went to HR Leaders on LinkedIn and asked one question “What advice do you have for leaders who want to Leverage HR to win the talent war and achieve their organization's goals?”.  It seemed like straightforward research, but the answers led to an important insight.The 6 areas of advice from HR leaders to CEO’s are:Trust HR with more than legal compliance (we want more than compliance, disciplinary & hiring/firing protocols)Provide a seat at the leadership table (where strategy is set & resources allocated to get things done)Share the organization's goals (how can we help if we only know headcount goals)Ask the head of HR for a clear plan to achieve business goals (we have the expertise, education, and experience to impact goals through people)Facilitate conversations with C-level executives (we are left out, including us)Fund HR Budget to accomplish goals (without money we can’t get things done)My first reaction was ‘great advice’.  My second thought was, “Why aren’t CEOs doing these?”  Having worked with leaders at all levels in hard-charging industries like financial services and law firms, the advice from HR leaders is an indicator that CEOs and senior leaders aren’t thinking about HR as true business partners who can help them achieve the company’s goals. Don’t shoot the messenger and don’t stop listening. If you want to influence CEOs and senior leaders, stay with me till the end.Make note: As an HR leader, you know that behavior is directly linked to beliefs. In my line of work, it’s “follow the money and the beliefs” to get to the bottom of behavior! How can HR shift their behavior to influence senior leader's beliefs about the value of HR?Coincidentally, while reviewing the data from our “HR Advice to CEO’s’ survey, I received a webinar from Talent Strategy Group on their 2019 Global HR Census.  Check this out. 1,200 respondents answered their survey asking among other things where is HR now and where is it moving to.Here are the 4 big findings from the 2019 HR Global survey. At first look, it answered my question why many CEO’s haven’t embraced HR and I immediately saw this huge opportunity for HR to step into:People First, Business Second: People get into HR for humanistic work & balanced work life. The data said, “HR is not in business to help achieve business goals.”If this is true for you, don’t expect to ever get a seat at the table.SolutionIf you want to change this, ask yourself:"How can I align my passion to help people, with achieving business goals? How can I learn the business side?"If you are committed to people & business results: "how can you show senior executives that your work impacts people achieving business goals?"Next Generation Skills Gap:The lack of business knowledge results in weak influence skills, which impacts everything from people initiatives to budget.HR has not embraced or shown initiative in providing data that shows business-altering information.If this is true for you, you won’t get asked for HR’s plan to achieve the organization's goals. You’ll get directives from the C-suite executives on the goals the...