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Succeed as a CHRO With a Leadership Development Program

Guide the organization toward a promising future by embracing leadership development.

  • CHROs who don’t prioritize their own development to meet expectations and support their organization risk falling behind.
  • However, it is often difficult for CHROs to find time in their busy schedules, overcome feelings of vulnerability, and adopt a dynamic learning mindset. These barriers often prevent CHROs from prioritizing their own leadership development.

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Speak With An Analyst.


  • Get on-demand project support
  • Get advice, coaching, and insight at key project milestones
  • Go through a Guided Implementation to help you get through your project

Our Advice

Critical Insight

  • In an environment of constant disruption, CHROs require key competencies to support their organizations.
  • A planful approach is required to keep personal development off the backburner and help the organization navigate change and succeed.

Impact and Result

  • Adopt a planful approach to creating a development plan to overcome common barriers. Scheduling time for development, aligning with organizational strategy, and owning personal growth are key to prioritizing and following through on personal development.
  • Build a customized plan to focus CHRO development on key leadership competencies that will support personal success and maximize impact on the organization.

Succeed as a CHRO With a Leadership Development Program Research & Tools

2. Create a personal CHRO development plan

Identify development opportunities and build a development plan.

3. Implement and plan for continuous development

Become accountable for development plans, assess effectiveness, and continually update the plan.


Succeed as a CHRO With a Leadership Development Program

Take ownership of your development to lead your organization into tomorrow.

Executive Summary

McLean & Company Insight

In an environment of constant disruption, CHROs require key competencies to support their organizations. A planful approach is required to keep personal development off the backburner and help the organization navigate change and succeed.

Situation

  • Industry disruption, organizational complexity, technological changes, and external risks are continuing to change the world of work and, as a result, the role of the CHRO.
  • CHROs are being met with increased expectations and are playing a larger strategic role to help their organizations successfully navigate this ever-changing environment.

Complication

  • Many CHROs are unprepared for the increasing demands and complexity of the role. CHROs who don’t prioritize their own development to meet expectations and support their organization risk falling behind.
  • However, it is often difficult for CHROs to find time, overcome feelings of vulnerability, and/or adopt a dynamic learning mindset. These barriers often prevent CHROs from prioritizing their own development.

Solution

  • Adopt a planful approach to creating a development plan to overcome common barriers. Scheduling time for development, aligning with organizational strategy, and owning personal growth are key to prioritizing and following through on your development.
  • Build a customized plan to focus CHRO development on key competencies that will support personal success and maximize impact on the organization.

In an increasingly disruptive world, the nature of work is changing rapidly

Industry disruption

Seventy-three percent of executives predict significant industry disruption in the next three years, which will further transform skills needed in the future (Mercer, 2019).

Organizational complexity

The yearly number of mergers and acquisitions worldwide has nearly doubled since 2002, resulting in increasingly complex organizations (IMAA, 2020).

Technological changes

The changing division of work between humans, machines, and algorithms will displace 75 million current jobs while creating 133 million new jobs (World Economic Forum, 2018).

External risks

The COVID-19 pandemic has had severe, negative impacts on the global economy while simultaneously accelerating digitalization, resulting in vast amounts of change and uncertainty for organizations.

These changes are impacting the role of the CHRO

CHROs are expected to play a much larger role in determining strategic direction and partnering with the organization than ever before. What the CHRO needs to do is constantly changing so it is more important than ever for CHROs to be proactive rather than reactive about their own development, or risk falling behind.

Succeed as a CHRO With a Leadership Development Program preview picture

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 3-phase advisory process. You'll receive 4 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Identify your development priorities
  • Call 1: Discuss how to prioritize competencies for development based on organizational and personal needs.
  • Call 2: Examine what’s needed to create the personal 360-degree feedback survey and advice on how to review the results.

Guided Implementation 2: Create your CHRO development plan
  • Call 1: Discuss how to select development activities and build overall development plan.

Guided Implementation 3: Implement and plan for continuous development
  • Call 1: Discuss how to maintain accountability, assess effectiveness, and continually update the development plan.

Contributors

  • Melissa Austin – CHRO, Impact Fulfillment Services
  • Bob Bale – President, Wildland Restoration International
  • Kristy Blackman – Former VP, HR, The Lange Construction Corporation
  • Jennifer Bledsoe – VP of Operations, Meyer Corporation
  • Scott Bohannon – Former CEO, Info-Tech Research Group
  • Maryjo Charbonnier – CHRO, Wolters Kluwer
  • Paula Conrad – Coaching Practitioner, Paula Conrad Coaching
  • Lisa Fain – CEO, Center for Mentoring Excellence
  • Dawn Frail – President, Eagle Vision leadership Development Group
  • Bill Goggin – Director, Diploma in Adult Education, St. Francis Xavier University
  • John Hannah – Former SVP & CHRO, Purolator
  • Billie Hartless – CHRO, Mitel
  • John Lucas – Principal Consulting Partner, True North Human Capital Consulting, LCC
  • Jackie Meagher – Former VP of HR, Info-Tech Research Group
  • Michelle Nasser – International Executive Coach, Michelle Nasser Group Intl.
  • Liza Provenzano – Principal, SparkHR
  • Drew Railton – Managing Partner, Caldwell Partners
  • Scott Slipy – CHRO, Symphony.com
  • Ronald Thomas – Former CEO, Great Places to Work Gulf
  • Eileen Timmins – President and Founder, Aingilin
  • Mardi Walker – Executive Counselor, McLean & Company
  • Mary-Alice Vuicic – Former EVP HR & Labour Relations, Loblaw Companies Limited
  • Shelley Zane – Former President, Leaderz Matter Consulting