Dave Ulrich, Rensis Likert Professor at the Ross School of Business, University of Michigan and a partner at The RBL Group. He has published over 30 books and 200 articles/chapters that have shaped the fields of leadership to deliver results, of organizations to build capabilities, and of human resources to create value where he is the known as the “father of modern HR.” He has been named a top management thought leader in Business Week, Fortune, Financial Times, The Economist, and People Management, and is the recipient of many awards, including a Lifetime Achievement award from ASTD (now ATD).
Performance management matters for all organization stakeholders both inside individuals, business ...
Each year, many try to anticipate the next years agenda and HR trends for human capability o...
Top HR Trends for by the father of Modern HR, Dave Ulrich Without a doubt, the context of bus...
Inflation? Recession? COVID variants? Hybrid work? Political upheavals? Natural disasters? Technology/AI disruptions? Social trends and injustices? These contextual trends are only a few of the uncertainties that persist in personal and professional lives. For senior HR professionals to create value, they need to respond to these contextual changes to turn uncertainties from threats to opportunities. […]
The Great Resignation, or spike in talent mobility, should not be a surprise. Many employees have spent the last 18+ months sequestered, often working alone at home with most work connections through technology. Other employees while physically at work have also been socially isolated with safety protocols limiting personal connection. With more personal time to ponder and […]
How to Increase the Impact of Your Talent Initiatives We know it matters. Some go to war for it. Professional sports teams draft for it. Actors and musicians audition to show they have it. Others consider it the ultimate solution and try to manage it. Agents contract for it. Organizations build plans to leverage it. Some are […]
HR’s Reinvention: Moving from Benchmarking and Best Practices to Guidance Like other functions (and organizations, leaders, and individuals), HR needs to continually reinvent itself to realize its potential for creating, delivering, and capturing value. Recently, we have had conversations with thoughtful HR trendsetters. They almost all propose reinventing HR through benchmarking and best practices. Benchmarking […]
Fix Society’s Emotional Deficit Disorder with Empathic Leadership Everyone hopes and anticipates that the horrific COVID virus will abate in 2021 thanks to vaccines and smart lifestyle choices. While many scars from this global pandemic will remain, our society has also experienced a pervasive emotional deficit due to social injustices (from refugee challenges to racism and […]
Dave Ulrich: Three Tips on How to Revitalize Your Organization for 2021! How can business and HR leaders revitalize their organizations as they anticipate 2021? The global COVID pandemic, social unrest, political squabbles, economic turbulence, and emotional malaise of 2020 could be labeled the “people/organization” crisis (like the 2008/9 recession was the “financial/economic” crisis). Emerging […]
Many are asking, “What’s next?” following this unprecedented global pandemic? Some suggest that society is now in a “new normal” which seems ludicrous given that people are practicing social distancing and home sheltering, which is far from normal. Others speculate that organizations will move from “A” to “B” (e.g., from office work to nearly all work […]
No one alive has experienced a global crisis like the Coronavirus and its unprecedented impact on personal and professional lives. Personal and family health will always have priority. We all mourn with those that mourn and we take care of our loved ones. However, with a global time out -caused by travel restrictions, social distancing, closed restaurants […]
We all have unconscious biases — assumptions that shape how we think, act, and feel. Some biases can hold us back. But when we make explicit those implicit stereotypes that limit us, we are more able to recognize and overcome them. I admit an unconscious bias in favor of HR as a value creator for employees, organizations, […]
