Leadership, please take your seat at the 'People Table'

Much is written about HR having a seat at the "business table" or failing at it - highlighting the strategic importance of human capital management. However, reversing this question to ask is if business is taking its seat at the "people table" presents an intriguing perspective on organizational dynamics and the evolving role of leadership.

Organizations often place HR as a corporate function alongside other corporate functions, like Finance, Product, Marketing, etc., While HR shares common ways of working with other corporate functions, its broader and unique focus on shaping the overall org culture, balancing organizational and individual needs, ensuring compliance with legal and ethical standards, distinguish it as a fundamentally different function that requires direct involvement of senior leadership (collective).

While different parts of the business have different people challenges and needs; collective strategy and leadership are critical to develop a coherent culture and brand. Culture and brand are shaped by consistency more than anything else - in communication, decision making, managerial attitude, etc.,

1. Recognizing the Interconnectedness of Functions: Just as HR needs to understand and align with business objectives, other corporate functions must recognize the pivotal role of human capital in achieving organizational goals. By taking their seat at the "people table," business leaders acknowledge that people are not just resources but critical drivers of success.
2. Integrating People Strategy with Business Strategy: Business leaders bring a strategic perspective to people-related discussions, ensuring that HR initiatives are aligned with broader business objectives. By actively participating in discussions about talent management, culture shaping, and organizational development, business leaders help bridge the gap between strategy and execution.
3. Fostering Collaboration and Alignment through Collective Leadership: Collective leadership across business functions fosters collaboration and alignment, enabling organizations to develop a coherent culture and brand identity. By working together to address people challenges and capitalize on opportunities, leaders can create a unified vision that resonates with employees and stakeholders alike.
4. Driving Consistency and Coherence: Culture and brand are shaped by consistency across all aspects of the organization, from internal policies and practices to external messaging and customer experiences. Business leaders play a vital role in driving this consistency by ensuring that people-related initiatives are aligned with the organization's values, mission, and strategic priorities.
5. Leading by Example: When business leaders actively engage in people-related discussions and initiatives, they demonstrate the importance of prioritizing human capital and fostering a positive work environment. By championing initiatives that promote employee well-being, diversity, and inclusion, leaders set the tone for the entire organization and inspire others to follow suit.
6. Emphasizing Long-Term Sustainability: Collective leadership at the "people table" emphasizes the long-term sustainability of the organization by investing in its most valuable asset: its people. By prioritizing employee development, engagement, and satisfaction, leaders create a resilient and adaptable workforce capable of navigating challenges and driving sustained success.