Don’t Steal the Chair
Recently, I attended a workshop on how human resources impacts the supply-chain process. The workshop itself was less about the link between people and production and more about strategic planning. (Note to self: write a post someday about people who can’t write accurate program descriptions.)
Anywho, the really interesting part of this workshop came at the end during questions and answers. Someone asked the obligatory “If human resources is not involved in the strategic planning process, then how do they get there?”
You could hear crickets in the room.
First, the facilitator did what is known as the classic “if you don’t know the answer, toss the question out to the group” move. And, the group started to respond. The replies were surreal.
One person said that once their company got a lawsuit, management would have an epiphany and human resources would be invited to participate. OMG! I certainly hope no one is sitting in their office praying for a lawsuit right now.
The next person said they helped their CEO understand the value of human resources by lying to them. They told their CEO that another member of the leadership team needed coaching. And, to better help that other person, the CEO should get coaching too (and set an example.) All this because the person who really needed coaching was the CEO.
Listen people, if you have to lie, cheat and steal the chair to get that seat at the table, was it really worth it? And, will anyone respect you once you open your mouth?
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