How To Be A Successful Corporate Leader

Transcription

1 INDEX A Applicant tracking system (ATS), 111 B Balance of consequences, 4:1, Behaviours vision, Board of Directors corporate culture, and, expectations of CHRO, role in people strategy assessment, Budgets for people-related costs centralized or not, Business acumen, building, 14 Business drivers, 15 Business strategy, determination of, 13 C CEO, working with assist in management training, CEO expectations for the CHRO, CHRO expectations for the CEO, CHRO management of CEO ego, challenging CEO situations, coaching the CEO, push-back with CEO, strategic partner and confidante to CEO, succession planning, , , terminating the CEO, weekly communication with employees by CEO, weekly state of the nation (SON) meeting with CEO, CFO, working with, CHRO career paths, CHRO, characteristics of a good one, challenge status quo, 48 49

2 442 INDEX communication with team, 68 disposition, confident and optimistic, fair and impartial arbiter, personal and maximum engagement, talent assessment, 48 thoughtful planner, CHRO role, advocate right talent for critical roles, 7 business acumen essential, 11 defined by National Association of Corporate Directors, future predictions, Change management, pace of, phases, 118 Chief information officer, Chief legal officer, Chief marketing officer, Chief operations officer, Chief sales officer, Chief strategy officer, 217 Coaching CEO, the, executive, HR staff development, in-line management, 133, 148 peer coaching, 133 reverse mentoring, 133 strategies to retain young talent, vs. mentoring, 132 vehicles for, 133 young talent, Coach to the CHRO, external, 34 36, 85 Codes of conduct, Communications, employee, Company culture Board s role in, defined, 282 measurement of and accountability, who derives, 283 Compensation, executive, see Executive compensation Consistency, power of ( 17 out of 17 ), consistently flexible, 248 effect of inconsistency,

3 Corporate culture, see Company culture Cultural behaviours, rewarding positive, INDEX 443 D Diversity and inclusion, E Employee and labour relations, Employee benefits consultant, Employee engagement, elements that drive it, defined, 223 measures of, Employee performance scorecards (EPS), unionized employees, communicating, 236 executing, 236 potential problems, 237 rollout, 238 supervisors learnings, value of, Executive assessment consultant, Executive coach (EC) to CEO and C-suite, communications coach, contracting with, 310 delicate situations, managing the EC relationship, 310 selection of, when to work with, Executive compensation build company strategy first, 287 CEO-centric era (pre-2002), coping with complexity and perception, 291 emerging pragmatism (2013), governance police ( ), governance trend ( ), 292 link to strategy, performance metrics, 289 simple, clear, and focused, 288 Executive compensation consultant, aligning to performance,

4 444 INDEX annual compensation reviews, compensation governance and oversight, compensation risk management, executive employment contracts, 304 long-term incentives, 302 pension management, 305 talent management, Executive outplacement consultant, Executive search consultant, F Facility closures, see Terminations and facility closures Functional vision, 16 H HR books, recommended by author, HR Council, HR models ABC analysis, Executive leadership coaching, Hunter Harrison s five guiding principles, 365 Kepner Tregoe s problem solving and decision making, 366 Organizational design principles, Org builder, 367 Pay for performance, Q4 leadership/dcom, 363 SARAH, 367 What you are is where you were when, 368 HR structures corporate vs. business units, flat organization, 91 reporting relationships, HR technology solutions, see Technology solutions Health and safety, occupational health and safety (OHS), workplace culture, 155 High performance people systems (HPPS), Human Resources Committee (HRC) Chair, see also Board of Directors challenges in relationship with CHRO,

5 HRC training consultant, relationship with CHRO, top 10 tips, 296 Hunter camps, 158, , 183, 356 INDEX 445 I Internal fill rate, J Job fatigue, 43 44, see also Termination of CHRO Job shadowing, 14 L Labour counsel, Labour relations, working with unions, collective bargaining, sacred cows, 255 Leadership development and training, positive, see Positive leadership training program components, Leadership and performance behavioural consultant, Leadership strategies, M Marketing the HR function, Matrix structure, Mentoring, see Coaching Money and benefits as motivation, N National Association of Corporate Directors, Negative leaders, 247

6 446 INDEX O Organizational effectiveness, Organizational/restructuring consultant, P Pension consultant, People experts, People Strategy, 9 defined, definition of success in CHRO role, 9 role of the Board in assessing, Performance management, , 147 arguments for, conversation about objectives and performance, Plant level HR management, key performance areas, Positive leadership, :1 balance of consequences, defined, 228 elements of, 228 tips on being, Professional practice, 148 R Recruitment models, university graduate development, S Safety, see Health and safety Sales training consultant, Shared services function, Share ownership by C-suite, 7 8 Six Sigma function, Succession planning, for the CEO, , , process, 121 trends, Success predicators, 32 33

7 Supervisor to employee relationship, Supervisory (front-line) development, challenges, elements to address in program, measure effectiveness of training program, promoting the program, 108 INDEX 447 T Talent acquisition centre (TAC), Talent management, 146 Team building, Technology solutions employee information management systems, performance management systems, self-service tools, automated workflow tools, 153 online information and processes, 152 succession management systems, competency profiles, 151 performance/potential charts, succession charts, 152 Termination of CHRO, Termination of HR staff for performance issues, controlling behavior, 100 cultural mismatch, 99 lack of discipline, 99 Peter principle, 100 Terminations and facility closures, role of HR in, Total rewards program, communication, differentiation, leading companies practices, U University graduate development, business support of, 136 features of program, strategies to retain young talent,

8 448 INDEX W Workforce management, 147 Numerical references 4:1 balance of consequences,