Leadership: six reasons why HR should be considered in top level management
HR professionals bring critical people-focused perspective to boardroom decisions that other executives lack. They prevent costly mistakes through diverse thinking, communicate how strategy impacts employees, and help attract top talent—yet remain underrepresented in executive leadership across major companies.
The secret about disciplinary investigations that HR professionals won’t tell you
Some HR professionals admit finding disciplinary investigations intellectually engaging—enjoying the investigative process, gathering evidence, and building cases. While not enjoying the distressing consequences, many find this work more interesting and fulfilling than routine HR tasks, similar to the principles of criminal investigations.
People management: how to create a psychologically safe environment at work
Psychological safety—where employees feel accepted and respected—is crucial for attracting and retaining talent. Research shows that psychologically safe workplaces drive innovation, team learning, and organizational performance, making it a key predictor of team success.
Five ways for women to take the reins on their leadership development
Women leaders face unique obstacles beyond standard leadership demands. Discover five practical strategies to overcome these challenges, including speaking up for equality, valuing yourself financially, building confidence, and developing key skills to advance your leadership career and be heard authentically.
Why showing up as the best version of yourself will help your career
Authenticity matters in your career. Showing up as your best self, rather than conforming to workplace norms, builds confidence and effectiveness in leadership roles. Embrace your unique qualities and personal brand to stand out and succeed.
Leadership tips: why managers must put ‘care’ at the heart of their people strategy
Effective managers must integrate genuine care for employees into their leadership strategy, recognizing staff as whole people with diverse experiences and needs. This approach—viewing employees holistically rather than purely as business assets—drives better performance and wellbeing while addressing challenges of economic volatility and workplace uncertainty.
Is there gender bias in your leadership, talent and promotion criteria?
Women face higher barriers to leadership roles than men, requiring more experience and facing stricter evaluation standards. Research reveals that companies often apply gender-biased promotion criteria, expecting women to prove competence repeatedly while men benefit from sponsorship and the benefit of the doubt.
Gender pay gap reporting – now what?
Over 10,000 companies revealed significant gender pay gaps in mandatory reporting, with 78% paying men more than women. Beyond the data, businesses must analyze results to identify gaps in specific teams and roles, then implement targeted strategies to advance women into higher-paid positions.
How unconscious bias means that we get in our own way
Women’s unconscious biases about themselves—shaped by cultural stereotypes about their capabilities and roles—can undermine their own success and ambitions. This internalized sexism leads women to doubt themselves and other women, creating self-imposed barriers to achievement that go beyond external discrimination.
Why leaders need to put on their oxygen mask and take care of themselves
Leaders who neglect their own wellbeing cannot effectively care for their teams or organisations. When leaders experience chronic stress and exhaustion, they spread negative emotions to those around them and lose the mental capacity to lead effectively. Prioritizing personal health—mentally, emotionally, and physically—is essential for leaders to perform at their best.
Tame your inner-critic: how self-criticism limits employee productivity
Negative self-talk, or the “inner critic,” limits employee productivity by affecting how workers feel and perform. These self-doubting thoughts—often internalized from past criticism—compound stress, leading to avoidance behaviors, missed opportunities, and reduced confidence in the workplace.
Why a ‘snowplough’ leadership team will deliver results
A “snowplough” leadership team clears obstacles for employees to deliver their best work. Leaders who prioritize their teams’ growth, provide resources, and learn from failures create environments where people thrive and businesses succeed, unlike the 80% of workers suffering under poor management.
Book review – The Business of Excellence: Building High-performance Teams and Organisations
Justin Hughes’ military background shapes this book on building high-performance teams through disciplined execution and pursuit of perfection. While offering valuable insights on clear direction and leadership, the heavily military-focused content may limit relevance for broader business audiences and senior HR professionals.
HR books for review: what has HRZone got available?
HRZone offers free business books for review across HR, leadership, culture, management, and personal development topics. In exchange for a complimentary book, reviewers are asked to submit a 400-700 word review assessing the content’s relevance for senior HR directors and business professionals. Contact the editor at editor@hrzone.com to request a book review copy.
Small company super-glue: how to grow up without growing apart
As small companies scale up, maintaining their original culture becomes harder without deliberate effort. This article outlines practical strategies—from communications and rewards to decision-making processes—to preserve your company’s cohesive spirit while growing from micro-business to established SME.
What are the top dos and don’ts when it comes to implementing change in a business?
Effective business change requires engaging employees emotionally and simplifying your message rather than relying on detailed planning documents alone. Key mistakes to avoid include failing to communicate clearly, underestimating the need for employee buy-in, and optimizing for skeptics instead of inspiring your team with a clear purpose.
How to become an HR trendsetter
Become an HR trendsetter by looking beyond your industry—monitor broader trends in technology, marketing, and finance, stay curious about HR developments globally, and develop a systematic approach to distinguish valuable innovations from short-term fads.
Remote working: why virtual teams fail and how you can avoid it
Two out of three managers fail when running a virtual team for the first time, largely because they apply office-based management practices to remote workers. Virtual teams face unique challenges including poor communication, lack of understanding of diverse needs, and recruitment issues that require a fundamentally different management approach.
Modern leadership: why a responsive management style is the future
Responsive management is becoming essential in today’s volatile business environment, where traditional hierarchical approaches fall short. Modern leaders must blend strategic planning with agility, prioritizing experimentation, networks, and employee engagement to navigate constant change and market disruption effectively.
The eight core capabilities that future leaders need
Future leaders need eight core capabilities to navigate uncertainty: sharp vision, focused execution, authenticity, enabling others, connectivity, energizing presence, consistent achievement, and pioneering spirit. Beyond these traits, organizations must also assess potential through cognitive stretch, learning capacity, and emotional agility.
