Throw Out Your Old HR Playbook and Think Like An Owner

When Joanne Rencher tells you in this video to throw out the playbook, listen up. It would be a shame to miss a single word of what she has to say.

For openers, here’s a sit-up and take notice comment: “There are more HR leaders in business than there are business leaders who happen to be working in HR.”

Think about the implications of that; Rencher has. She’s the chief business and talent officer for the Girls Scouts of the USA. And she has a new playbook. She’s not the “conscience of the employees”; that’s a manager job. She’s not asking for a seat at the table. She’s created at her own.

“I have the talent hat. I manage the assets that drive the Girl Scouts forward; property, mission, programs… I know my assets and I know how to leverage them through the people,” she told her DisruptHR audience in New York City.

So what’s that new playbook she wants HR to follow? “Think like a business owner. Figure out how to reduce your expenses. New travel policies. Vendor contracts with better and more favorable negotiated fees. Put a different hat on.”

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Spend the next 5 minutes getting a dose of Rencher energy and discover how to begin writing your own HR playbook.

Note: In partnership with DisruptHR, TLNT presents some of the best Disrupt presentations from events across North America and now the world. Disrupt talks are modeled on the TEDx concept: Short, to the point talks on all things HR — talent, culture and technology.

DISRUPT is an information exchange designed to energize, inform and empower people in the HR field.

Founded by Disrupt's CEO Jennifer McClure, events are organized by volunteer teams working with Disrupt staff who assist in the planning. Events have a maximum of 14 speakers, who get 5 minutes and no more than 20 slides for their presentation.

Interested in organizing a DisruptHR event in your city? Here's how to get started.


1 Comment on “Throw Out Your Old HR Playbook and Think Like An Owner

  1. I think this is backwards:
    Owners should think like HR people and realize that neither they, their jobs, nor their companies are anything special, and therefore they should not feel entitled to have anything or anyone special.

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