Page 15 - An Indispensible Resource for Being a Credible Activist

In these challenging times, HR professionals and other managers need to know how to
strategically position themselves to be of the most value to their companies. To survive now
and remain sustainably competitive, business leaders need to look beyond the seemingly
obvious cost-cutting measures of the past. The world has changed. The organizational
Development (OD) field has taught us a great deal over the last several decades that serves
us well now.
When HR professionals’ recommendations are dismissed, vetoed, or marginalized even
in the face of serious consequences resulting from poor corporate governance, there is an
important opportunity available. The HR professional has an opportunity to be a credible
activist, gain the respect of leadership, positively influence the culture and governance prac-
tices of the company, and protect him- or herself in the process of saying what needs to be
said in a diplomatic and professional manner.
Implementing crucial changes in operations to ensure safety, legal compliance, efficiency,
competence, and improved processes will save money and increase profit and productivity.
The credible activist HR professional can skillfully recommend a number of changes that will
benefit the company and its employees. In doing so, the credible activist also benefits him-
or herself.
This book will help you identify and address workplace dysfunction, recommend
improvements for the workplace, and remain within ethical and legal parameters valued by
HR/OD professionals. It will give every HR professional—no matter their position or educa-
tional level—the tools to articulate his or her concerns to the right people in management in
a way that increases the likelihood of a positive outcome. This book will also help you dis-
cern the best ways to spend your company’s training allowance or your own professional
training, if you are lucky enough to have that benefit. I encourage emotional intelligence (EI)
assessment and skill development for every HR/OD professional, corporate leader, consultant,
coach, and trainer. It will only make you even better at what you do than you already are.
If you are an organizational leader reading this book, welcome aboard! Please know all
of the work herein is to support you, the company’s mission and goals, and to do so in a
manner that is legally compliant and ethical. HR also strive to do so in a way that makes
work efficient, profitable, pleasurable, and physically, psychologically, and emotionally
healthy. I trust and hope you fully support us in meeting these goals.
This book will also cover some common pitfalls any of us can encounter, and I encour-
age you to keep the book nearby, as you never know when one of these situations will pop
up. As we who work in HR/OD know, this field is never dull. I also hope you will check out
the LinkedIn Group I created for credible activists and join us in our quest for legally and
ethically compliant corporate governance. As of this writing, the hype keeps growing! I hope
you will read on and choose to join us in our quest for legally and ethically compliant cor-
porate governance.
There are six parts to this book. Sample memos, letters, templates and checklists can be
found at the end of each chapter in the HR Tools section.
Part One of this book helps HR professionals and managers understand foundational
traits needed to practice HR/OD and handle serious problems in the workplace. Sample
memos, templates, and checklists are included here. Part One also helps HR/OD profession-
als assess their own EI skills and technical skills, while also assisting with assessments of

xiv Introduction