Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Resolute Consulting Group: Leadership Strategies for the Post-Downturn World

686 views

Published on

Senior leadership has shifted dramatically on multiple levels.
Top leadership functions are evolving to meet cross-functional and loosely defined accountabilities – CEO, Exec VP, CFO, CIO, Partner…
The days of functional “silos” are over.
The HR function is struggling to re-invent itself and to meet conflicting demands.
A challenge for senior executives is providing effective, authentic leadership to enable HR flexibility and productivity.

Published in: Business, Education
  • Be the first to comment

  • Be the first to like this

Resolute Consulting Group: Leadership Strategies for the Post-Downturn World

  1. 1. Resolute Consulting Group partners closely and confidentially with business owners, senior executives, boards and professionals across a wide range of leadership, behavioral, organizational and developmental strategies, challenges and opportunities.
  2. 2. LEADERSHIP STRATEGIES FOR THE POST-DOWNTURN WORLD
  3. 3. SENIOR EXECUTIVES & HR STRATEGIES FOR THE POST-DOWNTURN WORLD • Senior leadership has shifted dramatically on multiple levels. • Top leadership functions are evolving to meet cross- functional and loosely defined accountabilities – CEO, Exec VP, CFO, CIO, Partner… • The days of functional “silos” are over. • The HR function is struggling to re-invent itself and to meet conflicting demands. • A challenge for senior executives is providing effective, authentic leadership to enable HR flexibility and productivity.
  4. 4. LEADERSHIP: COMPLIANCE, COSTS AND RISKS… WITHOUT SACRIFICING DEVELOPMENT
  5. 5. LEADERSHIP: COMPLIANCE, COSTS & RISKS… WITHOUT SACRIFICING DEVELOPMENT Previously, Human Resources primarily supported human capital development...
  6. 6. In the post-downturn world, these issues are taxing the HR function and spilling over into other key functional areas: • compliance • extraordinary levels of regulation • containing costs • minimizing risk LEADERSHIP: COMPLIANCE, COSTS & RISKS… WITHOUT SACRIFICING DEVELOPMENT
  7. 7. LEADERSHIP DELIMAS FOR TOP LEADERSHIP
  8. 8. THE LEADERSHIP DILEMMA FOR TOP LEADERSHIP • Meet organizational compliance requirements. • Contain costs against bottom line. • Demonstrate a strong organizational leadership bench. • Accomplish with diminished or no resources • Accomplish with restricted or little training.
  9. 9. THE LEADERSHIP DILEMMA FOR HUMAN RESOURCES • Meet traditional functional objectives. • Meet myriad incremental objectives. • Regulatory, such as Dodd Frank and ACA. • Impacts of social media. • Attract and retain top talent in environment of low trust and negative expectations.
  10. 10. LEADERSHIP STRATEGIES
  11. 11. STRATEGIES FOR TOP LEADERSHIP Re-Define the Human Resources Function: • Enlist professional guidance. • Information interview with non-competitive entities. • Outsource to meet resource and training vacuums. • Ensure HR leadership is fully engaged in the totality of the bank’s operations.
  12. 12. HUMAN RESOURCES STRATEGIES
  13. 13. STRATEGIES FOR HUMAN RESOURCES Collaborative Re-Definition: • Utilize professional guidance top leadership provides. • Information interview and short-term internships with non-competitive entities. • Enlist maximum participation in outsourcing courses, seminars and other resources. • Schedule with top leadership for immersion across all of the bank’s operations.
  14. 14. GUIDANCE SUMMARY
  15. 15. GUIDANCE SUMMARY • Top leadership… Discard functional “silos.” • Expose HR to totality of organization’s operations. • Enlist trusted advisory. • Reach outside the organization via info interviewing. • Enable HR re-invention along lines of accountabilities.
  16. 16. John P. Schreitmueller, PCC, ECP-BC jps@resoluteconsultinggroup.com 770-998-5281

×