Friday, October 06, 2006

HR as a Maverick

I was reading a blog by William Taylor, co-founder of Fast Company on his book Mavricks at Work. He lists the ten points from his book:
1. Is there a distinctive and disruptive sense of purpose that sets you apart from the competition?
2. Can you be provocative without provoking a backlash?
3. If your company went out of business tomorrow, who would miss you and why?
4. Are you the kind of person that other smart people want to work with?
5. Can you make innovation fun?
6. Do you treat different customers differently? .
7. Why should great people join your organization?
8. Do you know a great person when you see one?
9. Does your organization work as distinctively as it competes?
10. Are you learning as fast as the world is changing?

I was struck by the fact that at least 9 of the 10 points, if not all 10, are in reality HUMAN RESOURCES ISSUES. He is not talking about things, machinery, raw materials, etc. He is talking about people and ideas and attracting stars and learning.

This book gives you an idea how IMPORTANT a great HR department can be to a company. Are you an HR MAVERICK? Take a look at this list and blog and book and see where you can make a difference.

1 comment:

Anonymous said...

After reading through these, number 9 proves to be very familiar. Recently, the company I am employed by starting going through some drastic changes. Once some very powerful, new, and intelligent talent was brought on board into our company’s Human Resources Dept., the work force there has drastically changed. While the company may currently be in a transition period, I can see now where removing some of the “idiots” has empowered the remaining (talented) employees. I see great things starting to develop as a result. Now, the drive to put in place a good workforce at my employer matches the drive to produce the best product for their customers. This is now a company I am looking to remain with long-term as a result. I think I will definitely read “HR as a Maverick”. Something tells me that the “new and intelligent talent” the company brought on board already has.

(9. Does your organization work as distinctively as it competes? It's a simple question with huge implications for productivity and performance. Leaders who are determined to elevate the people factor in business understand that the real work begins once talented people walk through the door. HR maverick John Sullivan says it best: "Stars don't work for idiots.")