Leadership
What’s expected of today’s Human Resource leaders and teams
David Tripp, SPHR
Vice President Human Resources
Cross Country Home Services
Today we will discuss…
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What is your definition of leadership?
Do you know what’s expected of you and your team?
What does it mean to have a “seat at the table”?
Can you measure your performance?
Review current employee engagement trends and
best practices
Question and Answers
Leadership
Educated
Knowledgeable
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Accountable
What is your definition of leadership?
What’s the difference between a manager and a leader?
Risk Taker
Things to consider….
 “Leaders rally people to a better future”
 “Leaders have the ability to influence others”
Visionary  Could you work for yourself?
 “Leadership is caring, guiding, directing, motivating, and
inspiring”
 Success = knowing your purpose ( you’ll never “work” a day in
your life)
Inspirational
Self Awareness
Passionate
Trustworthy
Results oriented
What’s Expected?
 What’s it mean to have a “seat at the table”?
 Do you know the 1 or 2 things the business really needs from you?
 Is HR all things “People”?
• Hygiene Priorities
• Strategic Priorities
 How do you know when you’ve become a “Business Partner”?
 Once you know what’s expected…do you have the talent & structure to succeed??
 Average is over!! Tom Friedman, Think Like an Immigrant “Best is the Standard” Brent Venables
• Always think like an immigrant
• Always think of artisan (PRIDE!)
• Think like a starter-upper (be in Beta)
• PQ + CQ > IQ (persistence and curiosity)
• Think like a waitress from Perkins Pancake House (entrepreneurial)
What’s Expected
What are CEO’s saying?
 What’s most likely to harm your organization over the next 12 months?
- 53% say insufficient talent (talent flows to where it’s most valued)
 What are the obstacles to HR taking a greater role in strategic planning?
- 41% say HR is too focused on processes and rules – not on the “big picture”
Measure!!!
"There are three kinds of lies: lies, damned lies and statistics.“ Mark Twain
• Are you winning or losing?
• “Players know the score, if you don’t know the
score, you are not a player” Shane Yount, Competitive
Solutions
• Validates and reinforces your alignment,
commitment, and accountability to “WHAT
MATTERS”
• Embodies the continuous improvement/learning
culture
Cost of Turnover (cost of hire + lost productivity)
• Physician
$225,808
• Software Engineer $131,000
• Call Center Rep
$29,447
By words AND actions who does your
• Truck loader
$4,955
CEO think is more important?
 Customers?
 Employees?
 Both are the same?
Engagement Trends (mixed messages)
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Transparency, Connection, Opportunity, Visibility, Personalized Recognition
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2-4 Years “tours of duty”. The Alliance: Reid Hoffman, Ben Casnocha, Chris Yeh
 Loyalty (likely to leave for any reason – company change constantly)
 Trust – without it, you have no relationship (personal or professional)
 Generation Y – don’t want a career – they want an experience (want to hop!)
Workplace flexibility (sense of control)
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Employees : human capital, human resources, units, or are they “human”?
Voice is valued
Supportive Leadership
Office space
Collaborative space
Mobile applications is key to doing their job
Flexible work hours (idea: unlimited vacation??)
Stay Interviews
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Creates accountability throughout leadership team
Opportunity to fix issues
Reward the winners
Eliminate the naysayers (need role-models)
Generations Defined
Millennials (also known as Generation Y):
Born between 1980 and 2000
Generation X:
Born between 1965 to 1979
Baby Boomers:
Born between 1946 and 1964
In Closing
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“Never has effective leadership been more important than it is today.
It is crucial to building inclusive and high performing work
environments and for inspiring greater innovation, employee
engagement, and enhancing productivity” – where will our children
work tomorrow?
It’s a journey not a destination!
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Grow new skills
Increase your worldview
Manage personal bias
Be adaptable, agile, and flexible in your leadership style
Love what you do and never forget why you do it
“Live more for today, less for tomorrow and never about yesterday”
Thank You!
Contact Information
David Tripp
Vice President Human Resources
Cross Country Home Services
dtripp@cchs.com
954-835-1952