Fix Your Hairline Cracks

If you ever have a chance to watch the “Rebirth of an Eagle” (at https://www.youtube.com/watch?v=J65MycJKwgw), it is a very motivational video sharing that change for us is not as “painful” compared to the American eagle.

Watch the video to appreciate the sacrifices the American eagle has to do to live beyond its 40th year to the ripe old age of seventy. At the height of an eagle’s invincibility; the feathers, talons and beak are now turning to become life threatening. The very traits that make the eagle powerful begins to work against them. If you watched the video, the eagle will have to break its own beak (to allow a new one to grow), pull out all its talons, as well as pluck all the heavy feathers in order to survive.

There are many leadership interpretations on this video. I would like to share with you one that relates to the profession of doing HR Business Partnering. Try imagining, in order for human beings to live beyond 40, we have to undergo the same process. You need to yank your entire teeth out, pull out all your nails, and if that is not enough pull out every single hair. All these done without any anesthesia!

Over the past twenty years of my career in HR, one of my observations with a broad spectrum of HR Business Partners is that we tend to focus more on individuals with performance and/or behavior issue. When an individual is doing well, we will leave them alone. Whether it is our top performing Sales person, the Operation individual that battered all the key operational metrics, the most consistent innovative R&D specialist, or the most creative Marketing person. We showered them with lots of smiles and accolades and there are times when we even turned a blind eye if they have some minor flaws.

One contrary way of taking these successful individuals to reach greater heights is to “disrupt” them when they are at the peak of their achievements. There are only a few HR Business Partners who have the courage to carry out crucial conversation and even to the extent of crucial confrontation. Imagine confronting these individuals, when just about everyone thinks so highly of them and even when they are in the “good books” of the CEO/MD. We don't want to "stir up a hornets' nest". One of the most important traits required of a good HR Business Partner is the need to be a courageous individual.

At this very moment, these individuals feel invincible and probably feel that they are able to “walk on water”. Few HR Business Partners would take the “road less travelled” by being a “disruptor”. However, it is this very moment that it is best to challenge them. At the height of their success, there are many things that are working for them. This is the most ideal time for them to be challenged and to fix any “hairline” cracks. When a building collapsed because of structural problem, it usually starts with a small hairline crack.

Don’t disrupt those that are already in the downward spiral of performance and/or behavior issues. At that stage, the cracks are as wide as the Grand Canyon. At this stage, a HR Business Partner might be better to perform the role of a “care giver” rather than a disruptor!

Raymund Chua is the Managing Director for Heraeus Materials Singapore Pte Ltd, Head of Regional Center for Heraeus Asia Pacific Holding as well as Head of HR, Asia Pacific for Heraeus Asia Pacific Holding.  His experiences spans across multiple disciplines: business strategy, culture, leadership, organizational design, human resource, and HR. Ray is an advocate of “communities of practices”. Ray is also the inventor of the HRGame as well as a coach. Ray can be contacted via Linkedin or [email protected]

Disclaimer: This is a personal linkedin blog. The opinions expressed here represent my own and not those of my employer.