HR · CEO development

Who does HR meetings for the CEO?

Gabe Ripley Owner, TattooNOW, Off the Map Tattoo, and Tattoo Gathering

June 17th, 2016

So, I am implementing and improving our team support meetings/process. Do owners have a team support meeting with anyone?

Bill Lennan Red Rope Social - everyone is an influencer.

June 17th, 2016

Hi Gabe,
what are you hoping to get from these meetings?

Jennifer Farris Founder & CEO at Farside HR

June 17th, 2016

Depending on what you are looking for and what size your organization is, you may want to look at having a 3rd party coach/consultant assist in any specific HR meetings for or related to the CEO. Once you get to a certain size, having an internal senior HR leader as a confidant is also very helpful. But ultimately depends on what you are looking to achieve.

Gabe Ripley Owner, TattooNOW, Off the Map Tattoo, and Tattoo Gathering

June 17th, 2016

We're about 35 people total. The meetings are designed to facilitate communication, identify areas we can develop, and then hold ourselves accountable. I always wonder if we should have a 3rd party help with HR, but have tended to think someone in house would be more familiar with the people/business. 

In the real business world, do the CEO's ever have a "HR" meeting?

Rita MA CEO Avanti Leadership Group - Executive Coach

June 17th, 2016

Gabe, if you mean a facilitated meeting by someone outside your group, that is a decision I think you make based on how easily you are able to achieve both the process and content of what you want in a meeting. Someone usually needs to have a facilitator's hat on to ensure that the communication you want really happens, everyone has some air time and accountability is taken away from the meeting. If you are able to do that without a 3rd party facilitator, that is awesome because it is not easy. If on the other hand you aren't having meetings with the level of effectiveness you desire, a 3rd party facilitator is a real help. If you have an HR partner then they may be a good source for facilitation. It takes some skill. If you don't have a skilled HR partner you might consider an outside facilitator to jump start the meetings at first, later to be managed on your own. Hope that helps!

Jennifer Farris Founder & CEO at Farside HR

June 17th, 2016

Much of my career before I started my company was either as in-house HR or as a consultant/coach. What you are describing is very common and often is outsourced at your size/stage. Internal HR is usually buried in day to day operations to manage the architecting and building of communication, strategy and process. Also, those HR leaders senior enough to drive this and actually add value, tend to be very expensive and often too much for a small company to absorb on a full-time basis. A consultant can come in and then be available more adhoc until you can bring someone on full-time and then you are not starting from scratch.

As far CEO's having HR meetings, the HR leader/consultant also acts like an Exec coach, so yes they do, but perhaps not in the same way most people are used to.

David Mair Destination Medical Care Thought Leader/Entrepreneur/Speaker

June 21st, 2016

Gabe, what do you mean by an "HR meeting"?  There are too many possibilities to be able to offer you a quality answer.  Can you be more specific?

Cindy-Michelle Waterfield Co-Founder of iwantaspeaker.com: The marketplace for Clients looking for Speakers looking for Clients.

June 21st, 2016

I don't know if it's any help, but some of the speaker's I know, actually do go into organisations to keep the team accountable as well as coach/train/consult - exactly what you are talking about.  The good speakers are really those who are expert in their subject field who happen to speak but are really also consulting, training and coaching in this area too (they actually walk the walk themselves!) The ones who really make the team fly are those that bring transferrable skills and knowledge and not necessarily have knowledge of your company or industry - this,  they leave to you because no one knows your company better than you. However, it's because of this last point that many fall into the trap of having an internal person help the team as it's commonly thought it's always better to have someone who knows your business as it's easier not having to explain all the little nuances and characteristics.  However, you will be missing the skills - which someone outside can bring in and may already be taking to your competitor.  The trouble is, I've seen many get this small little point mixed up. In addition, by having outside party they are not aware of the history / reasons why something can't be done which are no longer relevant /  internal politics and so won't be swayed / closed minded / historically hung-up, which means it can also quickly show who in the team is not really a team player / doesn't like to held accountable / easily hides behind 'friends' / hides behind the 'we've always done it like that' mentality.   In one company I was working with, a speaker came in, did a simple exercise about team planning and it quickly showed who was actually talking company speak and who in the team was actually working against the company by talking negatively and anti.  Another one on another time did a quick exercise that showed how people were thinking together as a team - ie if they all were thinking about the project from the view point of it being small and little or big and global.  Both speakers then worked with the groups to get the team working together collectively and as one.  While internal accountability does seem good, they will not always be able to bring the 'extra' bit that makes the difference - for that, you might need to look elsewhere and then have internal HR stand by for the fall out and help train/retrain/find/replace your team members as you go through the process.  Hope this helps :)