HR teams spend most time being ‘reactive’ -- that’s not strategy, that’s survival. Exceptional HR teams eliminate problems before they present.

-What else?

The costliest mistake in HR isn’t failed tech -- it’s hiring the wrong HR people or you holding onto them for too long.

Strategies are crafted in boardrooms or at desks. People problems are solved by talking to people. One of these is far harder—and more important—than the other.

Most groundbreaking HR initiatives made someone uncomfortable when it was first proposed.

HR loves creating new programs but struggle to eliminate ineffective ones. Prioritize what truly matters.

Good HR improves employee retention—exceptional HR builds advocates who amplify your culture.

Most HR ‘Best Practices’ aren’t best. They lack imagination and customization. To be exceptional HR must break the mold.

HR loves solutions. The true value lies in deeply understanding the problem first.

Most HR metrics measure output. Activity metrics like "training hours completed" don't move the company forward.

CEOs won’t directly tell you that they don’t like your [review, DEI, culture, training, etc] program - and we’re too scared to ask them. But,… ask!