How can HR professionals move from technical to leadership roles?

A robust development strategy starts with an objective evaluation to identify key areas for improvement. The first step is all about boosting self-awareness. This is achieved by using trustworthy psychometric tools that help you understand the difference between how you see yourself and how you actually are. The second step is to identify specific behaviors that need to be changed or refined to better align with your professional role. The third step focuses on putting into action the effort required. This involves practical, everyday actions that drive personal growth and development. The fourth step is about assessing progress. This is often done through a 360-degree feedback process, which gives valuable insights.

Besides figuring out what you're good at and where you need improvement, keep a positive attitude about learning. See challenges as chances to get better and setbacks as lessons that help you grow. Having this mindset not only helps you adapt but also shows that you're tough and can handle the ups and downs

Cultivate a robust understanding of business operations, aligning HR strategies with organizational goals. Actively seek mentorship from seasoned leaders, leveraging their insights. Develop strong communication skills to articulate HR's strategic impact to stakeholders. Showcase leadership potential by initiating cross-functional collaborations. Pursue continuous learning, staying abreast of industry trends and leadership practices. Embrace challenges, showcasing resilience and adaptability. This holistic approach not only propels HR professionals into leadership but ensures their impact is transformative and aligned with organizational success.

Transitioning from technical to leadership roles begins with a thorough self-assessment of skills and competencies. Utilizing tools like self-assessments, feedback, or coaching provides valuable insights into performance and potential. Once identified, strengths and gaps can be used to formulate a development plan. This plan should focus on improving areas of weakness, such as communication, strategic thinking, or emotional intelligence, while leveraging existing strengths. And just an important thought: don't do what other people do ;-).

Acquérir des compétences en leadership, élargir leurs compétences en gestion, comprendre la stratégie de l'entreprise, cultiver la pensée stratégique, renforcer les compétences en communication, développer des compétences en gestion des talents, établir des relations interfonctionnelles, participer à des projets transversaux, chercher des opportunités d'auto-développement, trouver un mentor ou un coach, assumer des responsabilités de gestion, et démontrer l'impact des initiatives RH sur les résultats globaux de l'entreprise. Ce processus nécessite une approche proactive et continue d'apprentissage et de développement professionnel.

It's not just about getting better at your job; it's also about getting to know people from different parts of the company. Build relationships with colleagues in other departments to understand how the whole organization works. This not only gives you a bigger picture but also shows that you can work well with everyone, making you a leader who brings people together

When HR Leader + Teams brings business value to any organisation or department, we automatically become business leaders. The challenge HR leaders face is lack of credibity, once we address this through leadership support and stong delivery. Rest follows...............

Put the "human" in human resources. If you are working in a technical role, there is a huge opportunity to provide guidance on processes within your company. If a process isn't working, suggest ideas for improvement, talk to those involved, and collaborate on actionable solutions.

Everyone's buzzing about self-improvement and improving leadership skills. We all aim to grow, but let's face it: many training programs are more about selling dreams than delivering results. Think of those fitness ads promising instant six-pack abs—high on promise, low on proof. The reality? Change, if it happens, is usually modest. Research suggests that even top training might only make you about 20% better than your starting point. And that's not even considering the effort required to achieve even this modest improvement. Many aren't prepared to invest the necessary work. So, those eye-catching courses? Approach them skeptically. Real development is a marathon, not a sprint. It's about consistent, gradual progress.

To move into HR leadership, focus on learning and growing. Take leadership trainings, get advice from HR leaders, and consider further education. I've seen a trend of Managers, Directors, VPs and CHROs having no less than a Master's Degree. At those levels it's also expected to have a PHR certificate (or equivalent) or Senior Human Resources Professional Certification. I would also recommend trainings in Mediation/Negotiation and Project Management Certifications.

Pursue leadership training, workshops, and courses to develop necessary skills. Build relationships with senior leaders and seek mentorship. Take on leadership roles in HR projects or committees to showcase leadership potential.

As you move towards leadership, make sure you're up to date with the latest tech stuff in HR. Learning how to use new tools shows you can keep up with changes and are forward-thinking. being tech-savvy not only makes things run smoother but also proves you can handle leading in a tech-focused workplace

Not everyone is cut out to be a leader. Moving from a technical to a leadership role just because you're good at the former isn't always the right move. Leadership requires a different set of skills and not all great technical professionals make great leaders. Using scientifically-backed personality assessments is a smart way to predict leadership potential, accounting for up to 50% of leadership abilities (Judge et al., 2002). These assessments become even more precise when they include aspects like the dark side of personality (Judge et al., 2009) and intelligence. While leadership programs can enhance certain qualities, choosing the right leaders from the start is more effective than trying to develop these traits extensively later on.