Dave Ulrich: Reinventing Organisations to Lead the Future of Work
Dave Ulrich is the Rensis Likert Professor at the Ross School of Business, the University of Michigan and a partner at the RBL Group(http://www.rbl.net) a consulting firm focused on helping organizations and leaders deliver value. He has published over 200 articles and book chapters, and over 30 books. In addition, he edited Human Resource Management 1990-1999, served on the editorial board of 4 Journal and the Board of Directors for Herman Miller (16 years), has spoken to large audiences in 90 countries; performed workshops for over half of the Fortune 200; coached successful business leaders, and is a Distinguished Fellow in the National Academy of Human Resources. He is known for continually learning, turning complex ideas into simple solutions, and creating real value for those he works within three fields.
In this conversation, Dave and I discuss how business models are evolving, the role HR is playing now,and what needs to change. The approach to talent management and leadership is evolving,and HR needs to start taking an aggressive outside-in view to support the business growth and innovation. Technology solutions support re-skilling efforts to help scale; however,leaders need to role model and create the right conditions for growth and development. 1/3 of the global workforce needs to be re-skilled and to catch up with the business evolution, re-skilling and pre-skilling are becoming more critical. Dave also shared how we keep up with the changing trends and evolve his thinking which he regularly shares on LinkedIn
Key questions and topics covered:
1. How to coach leaders on passion, strengths and purpose?
2. What are some of the things that have pleasantly surprised you on how HR has responded to the Pandemic?
3. Reinventing organisations with the customer and how Amazon and Walmart are evolving
4. As business models evolve and operating models change. How do you see the skills required for managers and leaders changing?
5. The traditional approach to Talent Management is changing,and the future of work requires new approaches
6. Role of managers and leaders to support growth and develop men
7. The increased focus on human capital and requirements from SEC
8. The traditional approach to Talent Management is changing,and the future of work requires new approaches
9. The changing role of HR as re-skilling agenda is becoming centre stage
Sound bites from the podcast
(please listen to the podcast for full context)
‘I think the crisis is going to emerge from the pandemic is not only the physical tragedy, where we admire the doctors and nurses and, and physical health, I think it’s an emotional crisis.’
‘we often look at the strategy. So what is my business trying to do strategically and then that’s a mirror and in that mirror, you reflect your HR I like to look through the window. Don’t look a mirror look through the window
‘ Reinvention starts not with the company, but with the customer.’
‘ I think the first role that leaders and managers have is to model and be examples…’
‘ we need to be as transparent about our human capital as our financial capital.
Follow Dave on | LinkedIn he publishes twice a month
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