HR as the organisational collaboration champion.

What’s it like to constantly be playing catch-up? It means you’re not leading the pack, you’re not a game changer in the domain you operate in and more than anything else, you’re not at the cutting edge. It’s not a pretty place to be because you are one among the crowds, treading a path very much like everyone else alongside you. It also makes you largely invisible.

Consider this instead.


A new dawn

The thrill of the chase. The idea that you’re out there, experimenting, trying new things and making things happen. People watch to see what you have to say and wait with bated breath. You’re seen as an influencer and leader, changing the game in more ways than one, not just for yourself but for those around you.

It’s a dizzying possibility to soak up but there’s no reason why it cannot happen.

No reason at all.

The truth though is that there are bound to be many failures along this path to success. And it is a path to success because change does not come from doing what’s been done over and over. It comes from trying something new, drawing outside the lines and most importantly, from a strong desire to solve a problem and bring something unique to your game.

Organisational collaboration champion

This is the new role being called for HR as it stands tall, looking forward at the corporate landscape that is is not just a part of but one it has helped to create.

The role of HR has changed, from the previous “organisational police”, to frontrunners in driving collaboration and change.


Why this?

Because people make up the organisation and HR works to support the talent equation in any organisation. So many negative things have been said about the role of HR and the perception out there of what is lacking in tackling this new world of work.

Just as there is sustained and mounting pressure on CEOs and leadership teams to deliver the numbers, there is equal pressure for HR to step up and step forward and embrace their role.

Because within every crazy or painful difficulty faced, lies the bud of opportunity… if you seek it. And seeking it brings its own reward.
However, for HR, there is also untold reward from the recognition and acceptance that will come when HR is seen to be truly contributing, adding value, being strategic and solving problems that relate to people and the organisations they serve. How can that not be?

Every solution starts with ownership of the issue. HR will do well to ensure that their role is driven less by the people around them and more by HR’s own assessment of where it stands in the overall equation and how it sees itself being part of the game in a significant way.


How shall HR do this?


  1. Question everything. Be driven by your questions, not the answers because the right question makes the critical difference.

  3. Focus on getting as much of your transactional tasks automated, outsourced or delegated in some way.

  5. Educate yourself on technology and the role it can play in simplifying your work and your life.

  7. Dive into all aspects of your business – how it’s run, what customers you serve, what problems you solve, what challenges you face organisationally and what the organisation’s strategic objectives are.

  9. Have a baseline understanding of the various domains within the business – getting to grips with the financials would be a top priority. Follow this up with data management –  having processes and a system for managing the volume of data you’re consuming, driving a data culture internally and analytics.


To quote Seth Godin, “Someone’s driving. It’s either you, going where you choose, or someone else, pushing you.”