Maybe that's not such a good idea... But Dave Ulrich would tell you a lot of us need to migrate in that general direction. Ulrich is back in the spotlight with a recent research study entitled "New Competencies for HR", profiled in this month's HR Magazine. The result? After grinding through 10,000 participants (1,700 HR types being evaluated, 5,000 associate raters (HR peers and colleagues of the HR types being rated), 3,300 non-HR associate raters), Ulrich found the top competencies driving relative success of HR professionals to be the following:
- Credible Activist
- Cultural Steward
- Talent Manager / Organizational Designer
- Strategy Architect
- Business Ally
- Operational Executor
Couple of quick thoughts on this, then I'll come back to the survey and the new competencies over the next couple of weeks. First, only two of the competencies involve activities most HR-types see as part of their core role - Operational Executor (payroll, benefits, policy, etc.) and Talent Manager (some would say that a lot of us don't focus enough on the Talent side).
The other competencies will seem a little fuzzy at first - for example, Credible Activist, Cultural Steward, Strategy Architect and Business Ally? Ulrich's explanations of these and their relative importance is pretty sound and definitely worth a print and read. The main thought is similar to what Ulrich and others have been saying for years - get the transactional stuff handled (can't ignore it) and move forward in your evolution. For items like the Credible Activist, it actually means ceasing to worry about being liked and whipping out a little opinion/attitude - or as I like to say (credit to Jim Rome) - Have a Take (similar to opinion for all you non-clones out there)... That's a tough transition for some HR types.
Also, if you like Ulrich, find him quarterly in the print version of Workforce Management beginning on June 25th. More info at www.workforce.com