1 00:00:00,420 --> 00:00:04,080 If you want to become an HR director one day, or you already are one, and 2 00:00:04,080 --> 00:00:07,710 you want to make an even bigger impact in your role, it can feel hard to 3 00:00:07,710 --> 00:00:09,840 know what to focus on or what to do. 4 00:00:10,350 --> 00:00:13,530 You may already have your CIPD qualification. 5 00:00:13,800 --> 00:00:17,730 You've probably built up years of experience, and I know that you're 6 00:00:17,730 --> 00:00:21,495 probably working incredibly hard, but those things on their own don't 7 00:00:21,850 --> 00:00:25,720 seem to be enough and what to do about it can feel really unclear 8 00:00:25,750 --> 00:00:27,190 'cause there's no clear roadmap. 9 00:00:27,670 --> 00:00:30,790 So this episode of HR Coffee Time is here to help. 10 00:00:31,150 --> 00:00:35,650 From my work with more than a hundred aspiring and existing HR leaders, 11 00:00:35,920 --> 00:00:40,305 I've identified five key areas to focus on that will make all the 12 00:00:40,305 --> 00:00:45,345 difference for stepping up into an HR director level role, or thriving 13 00:00:45,345 --> 00:00:46,935 in the one that you are already in. 14 00:00:47,325 --> 00:00:52,425 I'm really looking forward to sharing those five key areas with you today, and 15 00:00:52,425 --> 00:00:58,035 if you want to see how you are already doing in those five areas and also get 16 00:00:58,035 --> 00:00:59,920 some tips on how to do even better. 17 00:01:00,455 --> 00:01:04,655 You might find my free HR Leadership Impact Assessment helpful. 18 00:01:04,864 --> 00:01:06,335 It only takes 10 minutes. 19 00:01:06,365 --> 00:01:11,164 You can find it on my website, bright Sky hr.co uk, or by checking out 20 00:01:11,164 --> 00:01:14,495 the podcast show notes or YouTube description, I'll make sure there are 21 00:01:14,495 --> 00:01:16,414 links to it in all of those places. 22 00:01:16,985 --> 00:01:20,015 If you've listened to or watched the podcast before, welcome. 23 00:01:20,044 --> 00:01:22,835 It's great to have you back if we haven't met before. 24 00:01:22,865 --> 00:01:25,324 Hello, it's brilliant to have you here today. 25 00:01:25,684 --> 00:01:29,464 I'm Fay Wallis, a career and executive coach with a background 26 00:01:29,464 --> 00:01:35,074 in HR and I specialize in empowering HR and people professionals to have 27 00:01:35,074 --> 00:01:37,895 successful and fulfilling HR careers 28 00:01:38,225 --> 00:01:42,274 Through this free HR Coffe Time podcast, through the Essential 29 00:01:42,274 --> 00:01:46,264 HR Planner and through my Inspiring HR leadership Programme. 30 00:01:46,750 --> 00:01:50,770 But now let's dive into those five key areas that are going to help you become 31 00:01:50,770 --> 00:01:56,470 an impactful and inspiring HR director who people are excited to work with. 32 00:01:57,010 --> 00:02:01,690 And I think the fifth area is going to be a bit of a surprise because it's something 33 00:02:01,690 --> 00:02:04,060 that I don't think is talked about enough. 34 00:02:04,804 --> 00:02:09,845 Even though it makes a huge difference to your chances of getting through 35 00:02:09,845 --> 00:02:14,885 the final interview for an HR director position, or increasing the respect 36 00:02:14,885 --> 00:02:18,995 that your colleagues have for you, if you are all ready in that role. 37 00:02:19,505 --> 00:02:22,745 So make sure that you listen or watch all the way to the end. 38 00:02:23,135 --> 00:02:25,565 I really don't want you to miss the fifth area. 39 00:02:25,565 --> 00:02:27,220 It's such an important one. 40 00:02:27,965 --> 00:02:32,105 Now, let's start with key area number one, which is confidence. 41 00:02:32,285 --> 00:02:35,045 And I want to be really clear about what I mean here. 42 00:02:35,315 --> 00:02:39,605 I'm not talking about feeling supremely confident all the time 43 00:02:39,905 --> 00:02:44,075 because if someone feels completely confident in every situation. 44 00:02:44,335 --> 00:02:46,705 That would actually be a bit worrying. 45 00:02:47,125 --> 00:02:51,025 What I'm talking about is something much more grounded. 46 00:02:51,505 --> 00:02:56,215 It's the competence to try things that feel outside of your comfort zone 47 00:02:56,365 --> 00:03:01,525 and to be able to handle challenges, setbacks, or criticism without 48 00:03:01,525 --> 00:03:05,965 getting overly sensitive or being self-critical and hard on yourself. 49 00:03:06,650 --> 00:03:12,770 Instead, you can pick yourself up, learn from the experience, and move forward. 50 00:03:13,520 --> 00:03:15,530 This matters for so many reasons. 51 00:03:15,530 --> 00:03:20,300 Not only will you feel happier and more resilient, but when you take on that 52 00:03:20,450 --> 00:03:26,570 forward focused growth mindset, you spend less time second guessing yourself and 53 00:03:26,570 --> 00:03:32,330 more time taking action and helping the organization you work for to succeed. 54 00:03:32,915 --> 00:03:36,935 If people see that you don't fall apart when things get difficult and that 55 00:03:36,935 --> 00:03:41,435 it's safe for them to challenge you, disagree with you, or ask you to try 56 00:03:41,435 --> 00:03:46,565 new things, they feel more confident and comfortable working with you. 57 00:03:46,565 --> 00:03:52,054 And because building that type of confidence is so important, you'll find 58 00:03:52,054 --> 00:03:56,165 that I've created lots and lots of HR Coffee Time podcast episodes that are 59 00:03:56,165 --> 00:03:58,625 focused on different ways of doing this. 60 00:03:59,135 --> 00:04:02,825 In fact, I even talked about it in the last episode of HR Coffee 61 00:04:02,825 --> 00:04:05,704 Time, which was episode 167. 62 00:04:05,945 --> 00:04:10,204 So if you haven't already listened to or watched that episode, you might want to 63 00:04:10,204 --> 00:04:14,765 hop back and listen to that one once you finish listening to this one of course. 64 00:04:15,385 --> 00:04:19,735 Now let's move on to the second key area that will help you become an 65 00:04:19,735 --> 00:04:24,535 HR director or to thrive in the HR director role that you already have. 66 00:04:25,105 --> 00:04:28,105 And this second key area is being strategic. 67 00:04:28,705 --> 00:04:32,605 This is one that I hear HR professionals worry about all the time. 68 00:04:32,875 --> 00:04:37,015 It may be one that you worry about too, because so often I hear of 69 00:04:37,015 --> 00:04:42,085 people being told they need to be more strategic, but no one really 70 00:04:42,085 --> 00:04:44,755 explains what that actually means. 71 00:04:44,755 --> 00:04:50,365 In practice, being strategic isn't about using complicated models or big words. 72 00:04:50,695 --> 00:04:55,465 It's about understanding what really matters to the organization, 73 00:04:55,975 --> 00:05:00,175 focusing your time and energy on the things that will make the biggest 74 00:05:00,175 --> 00:05:05,215 difference, and also making decisions with the bigger picture in mind. 75 00:05:06,119 --> 00:05:10,739 It means being able to step back instead of getting pulled into constant 76 00:05:10,739 --> 00:05:12,929 firefighting or operational detail. 77 00:05:13,200 --> 00:05:16,919 Something that I know is so easy to have happen, and some of the many 78 00:05:16,919 --> 00:05:20,700 benefits you'll notice when you start being more strategic at work are 79 00:05:20,729 --> 00:05:24,780 that you are much more likely to be included in important conversations. 80 00:05:25,140 --> 00:05:28,205 Your input is taken seriously at a senior level. 81 00:05:28,820 --> 00:05:33,950 You're trusted to help shape the future of the organization, not just respond 82 00:05:33,950 --> 00:05:38,390 to it or be the last person to hear when important things are happening. 83 00:05:38,930 --> 00:05:42,560 It also changes how you experience your role. 84 00:05:42,979 --> 00:05:47,510 Instead of feeling constantly reactive or overwhelmed, you start to feel 85 00:05:47,510 --> 00:05:52,909 more focused, more intentional, and more in control of your impact. 86 00:05:53,570 --> 00:05:57,650 And again, because this is something that I know so many people can 87 00:05:57,650 --> 00:05:59,270 find difficult or daunting. 88 00:05:59,480 --> 00:06:04,550 I have covered strategy and being strategic on the podcast a lot of times 89 00:06:04,550 --> 00:06:09,230 before, so I have a whole playlist of episodes that you can listen to. 90 00:06:09,500 --> 00:06:13,075 If this is something you'd like to focus on, I'll make sure that I link 91 00:06:13,100 --> 00:06:16,490 to the playlist in the show notes and in the YouTube description, 92 00:06:16,670 --> 00:06:19,700 and you can also find it along with a whole load of other playlists. 93 00:06:20,065 --> 00:06:24,325 On the podcast page of my website, BrightSky hr.co uk. 94 00:06:25,104 --> 00:06:28,495 Okay, let's move on to the third key area that will help you become 95 00:06:28,495 --> 00:06:32,995 an HR director or thrive in the HR director role that you're already in. 96 00:06:33,474 --> 00:06:36,025 And this key area is influencing. 97 00:06:36,474 --> 00:06:40,135 because as an HR leader, your role isn't just about having good ideas, 98 00:06:40,435 --> 00:06:44,215 it's about getting people to listen to those ideas and to act on them. 99 00:06:44,755 --> 00:06:45,534 So that means. 100 00:06:46,065 --> 00:06:48,075 Influencing in all different ways. 101 00:06:48,075 --> 00:06:51,045 You've got to influence upwards with senior stakeholders. 102 00:06:51,195 --> 00:06:54,825 You've got to influence across the organization and down 103 00:06:55,065 --> 00:06:57,255 throughout the whole organization. 104 00:06:57,585 --> 00:07:01,305 You even have the potential to influence people outside of your 105 00:07:01,305 --> 00:07:06,105 organization through your reputation, your network, and your public presence. 106 00:07:06,645 --> 00:07:10,770 Now the good news is we all already have the ability to 107 00:07:10,770 --> 00:07:14,760 influence because influencing skills are skills we're born with. 108 00:07:15,210 --> 00:07:19,475 After all, we have to influence our caregivers to feed us and look after us, 109 00:07:19,830 --> 00:07:22,650 whether that's crying or smiling at them. 110 00:07:23,010 --> 00:07:26,460 As babies, we develop those techniques and we develop even more 111 00:07:26,490 --> 00:07:28,590 influencing skills as we get older. 112 00:07:28,980 --> 00:07:32,640 But at work, there will come a time when the influencing skills that come 113 00:07:32,640 --> 00:07:36,840 most naturally to you and that you are most used to using aren't quite enough. 114 00:07:37,205 --> 00:07:40,745 You'll need to learn how to expand your approach, how to adapt your 115 00:07:40,745 --> 00:07:44,645 style to be more appealing to others who might like being influenced 116 00:07:44,645 --> 00:07:46,655 differently to how you influence. 117 00:07:46,985 --> 00:07:51,395 You also need to become more intentional about how you communicate, and this 118 00:07:51,395 --> 00:07:55,895 really matters because influencing is what turns ideas into action. 119 00:07:56,195 --> 00:08:00,575 It's what helps you get buy in, gain credibility, and create real change. 120 00:08:00,875 --> 00:08:05,015 Without it, even the best ideas that you have can end up going nowhere, 121 00:08:05,255 --> 00:08:08,285 which can leave you feeling really frustrated and feel like people 122 00:08:08,285 --> 00:08:11,525 just aren't taking actions on the things you would like them to do. 123 00:08:12,275 --> 00:08:15,995 Again, I have some earlier episodes of the podcast to help with this if it's 124 00:08:15,995 --> 00:08:17,765 an area that you'd like to focus on. 125 00:08:18,245 --> 00:08:21,965 Two you might want to listen to after you've finished listening to this one 126 00:08:22,265 --> 00:08:24,810 are episode 34, so quite an old one now. 127 00:08:25,220 --> 00:08:29,750 It's called Influencing: How to get buy-in for your Ideas at work, and also episode 128 00:08:29,750 --> 00:08:34,850 44, Succeeding as an HR professional, how to influence at a senior level. 129 00:08:35,360 --> 00:08:38,960 But now let's move on to the fourth key area that will help you become 130 00:08:38,960 --> 00:08:44,570 an HR director or thrive in the HR director role that you are already in. 131 00:08:44,570 --> 00:08:48,080 And this key area is about empowering others. 132 00:08:48,560 --> 00:08:52,160 This is where I see a really important shift happen as people 133 00:08:52,160 --> 00:08:54,110 step into more senior level roles. 134 00:08:54,819 --> 00:08:58,780 Earlier in your HR career, you can create lots of value from what you 135 00:08:58,780 --> 00:09:04,540 do, but as you move into leadership, your impact comes much more from 136 00:09:04,540 --> 00:09:06,579 what you enable other people to do. 137 00:09:07,000 --> 00:09:11,680 And that's where things like coaching skills become so important because instead 138 00:09:11,680 --> 00:09:16,390 of just jumping in with the answer and solving every problem yourself, you 139 00:09:16,390 --> 00:09:19,250 can start to ask thoughtful questions. 140 00:09:19,490 --> 00:09:23,540 You can help people think things through, and by doing that, you help build 141 00:09:23,540 --> 00:09:25,550 their confidence and their capability. 142 00:09:25,939 --> 00:09:29,300 When you empower others, you build stronger, more capable teams. 143 00:09:29,510 --> 00:09:34,370 You create space for yourself to focus on strategic priorities, and you are not the 144 00:09:34,370 --> 00:09:37,160 bottleneck for every decision or problem. 145 00:09:37,459 --> 00:09:40,790 It also builds trust and engagement and helps people to 146 00:09:40,790 --> 00:09:43,880 feel supported, not controlled. 147 00:09:44,305 --> 00:09:48,625 Then over time, that has a huge impact on both performance and 148 00:09:48,775 --> 00:09:50,665 culture within the organization. 149 00:09:51,295 --> 00:09:55,825 Finally, the fifth key area, the one that you may have been waiting for, because I 150 00:09:55,825 --> 00:10:00,145 send right at the beginning of the episode that this is the area that is often 151 00:10:00,175 --> 00:10:02,035 overlooked and not really talked about. 152 00:10:02,515 --> 00:10:07,885 So this key area is being distinctive and having a clear HR leadership identity. 153 00:10:08,980 --> 00:10:14,319 This is about being really clear on who you are as an HR leader, what 154 00:10:14,319 --> 00:10:19,030 you stand for, the value you bring, and your philosophy around hr. 155 00:10:19,390 --> 00:10:23,770 So being able to clearly explain your thoughts about why HR matters, 156 00:10:24,040 --> 00:10:28,569 and how HR with your leadership helps the organization to succeed. 157 00:10:29,105 --> 00:10:33,395 Because at more senior levels, especially HR director and chief 158 00:10:33,395 --> 00:10:37,115 people, officer roles, people aren't just assessing your experience. 159 00:10:37,565 --> 00:10:41,945 They're asking themselves, what is this person known for? 160 00:10:42,335 --> 00:10:45,005 What do they really bring that's different? 161 00:10:45,515 --> 00:10:48,710 What would it feel like to have them on our leadership team? 162 00:10:49,810 --> 00:10:52,989 This is what helps you to stand out in interviews. 163 00:10:53,199 --> 00:10:57,400 It helps you to build a strong reputation and it helps you to be remembered. 164 00:10:57,670 --> 00:11:01,209 Without it, you can come across as capable, but a bit generic. 165 00:11:01,810 --> 00:11:06,219 With a clear HR leadership identity and knowing what makes you distinctive, 166 00:11:06,489 --> 00:11:08,859 you become credible and compelling. 167 00:11:09,675 --> 00:11:11,805 So now we're at the end of this episode. 168 00:11:11,805 --> 00:11:14,925 I'll quickly remind you what those five key areas are because I know 169 00:11:14,925 --> 00:11:16,665 how easy it is to forget them. 170 00:11:16,875 --> 00:11:22,215 They are confident, strategic, influential, empowering, and distinctive. 171 00:11:22,755 --> 00:11:26,175 If you'd like to see how you're doing in these five key areas and 172 00:11:26,175 --> 00:11:28,275 get tips on how to strengthen them. 173 00:11:28,610 --> 00:11:32,270 Do try out my free HR Leadership impact assessment that I 174 00:11:32,270 --> 00:11:33,770 mentioned right at the beginning. 175 00:11:34,310 --> 00:11:38,900 And if you'd like more personalized support and you're in an HR business 176 00:11:38,900 --> 00:11:45,120 partner, HR manager, head of HR, or HR director role, I would love to welcome you 177 00:11:45,120 --> 00:11:51,180 into my Inspiring HR Leadership program, where we dive into these five key areas 178 00:11:51,180 --> 00:11:57,000 together, building up your confidence, your credibility, and your impact at work. 179 00:11:57,600 --> 00:12:02,100 I really hope you've enjoyed today's episode and that it helps you have a 180 00:12:02,130 --> 00:12:04,829 successful and fulfilling HR career. 181 00:12:05,280 --> 00:12:08,910 If you found it useful, I would be so grateful if you could 182 00:12:08,910 --> 00:12:10,290 give it a like on YouTube. 183 00:12:10,380 --> 00:12:11,489 Oh, that's so exciting. 184 00:12:11,489 --> 00:12:15,479 When the likes come in or rate and review the podcast, in the podcast app that 185 00:12:15,479 --> 00:12:17,515 you're listening to it through, it means. 186 00:12:18,060 --> 00:12:21,180 So much to see those lights, ratings, and reviews. 187 00:12:21,180 --> 00:12:24,510 I truly, truly appreciate every single one of them. 188 00:12:24,750 --> 00:12:28,949 They really help encourage other people to take a chance on the show as well. 189 00:12:29,369 --> 00:12:30,660 So thank you so much. 190 00:12:30,660 --> 00:12:35,040 If you do manage to do any of those things, and I am looking forward 191 00:12:35,040 --> 00:12:38,969 to being back again in two weeks time with the next HR Coffee Time 192 00:12:39,305 --> 00:12:40,084 episode for you. 193 00:12:40,354 --> 00:12:41,645 Take care in the meantime.