Today we’re diving into a question that could completely transform how you view your role within your organization: Are you an HR Leader or an HR Follower?
Now, before you jump to conclusions, let me clarify what I mean by this. I’m not talking about your title or your level of authority. I’m talking about your approach, your mindset, and the way you show up in your work every single day.
Are you proactively shaping the direction of your HR career, or are you waiting to be told what to do?
To bring this to life, let me share an embarrassing fact. My husband and I love to dance—well, he loves to dance, and I love to think I can lead.
A few weeks ago, we were at a social event, and as we were dancing, I could tell we were out of sync. He kept pulling me in one direction, and I kept trying to go another. Finally, he stopped mid-dance and said, “Would you quite trying to lead!”
In that moment, I realized how true it was—on the dance floor, as in life, someone needs to lead for things to flow smoothly. And here’s the thing: in the workplace, especially in HR, we often find ourselves in a similar dance.
The question is, are you following someone else’s lead or are you taking charge of your own HR career, shaping your team’s direction, and creating a strategic presence at the executive table?
In today’s episode, we’re going to explore what it means to be an HR leader, the importance of taking ownership of your career and your team, and the key skills you need to move from follower to leader.
So let’s start with some questions that will help you reflect on whether you’re currently leading or following in your HR career.
HR Leader or HR Follower
- Are you making proactive decisions about your career?
Leaders take ownership of their career path. They don’t wait for opportunities to come to them; they create them.
As an HR leader, are you actively seeking ways to grow, build your skills, and position yourself for the next level? Or do you find yourself waiting for someone else to recognize your potential and offer you that promotion?
- Are you shaping your team’s direction?
When you step into a leadership role, your job isn’t just to execute tasks—it’s to set the vision and guide your team toward achieving it.
Do you find yourself reacting to what others say and do, or are you actively shaping HR strategies that align with the organization’s goals?
- Are you developing your personal brand?
If you’re waiting for the company to give you your value, you’re missing out on a huge opportunity. As an HR professional aiming for the executive table, you need to be intentional about creating your personal brand.
Are you building a reputation for being strategic, results-driven, and solution-oriented? Or do you feel like you’re just blending into the background? Episode 7, What Makes You Stand Out as an HR Professional.
Transition to HR Leader
Now, let’s talk about how you can move from being an HR follower to an HR leader. Just like in dance, it’s all about confidence, intentionality, and timing.
You can’t lead if you’re not clear on where you’re going, and you can’t be an effective HR leader if you don’t understand your own value and the impact you want to make.
As a side note confession, that’s why I have such a hard time letting my husband lead when we are dancing – I want to be the person deciding which direction we are headed.
So, how do you start leading? Here are a few steps that can help you get there:
1. Get clear on your vision and goals.
As a leader, you need a roadmap. Where do you want to go? What does success look like for you as an HR professional? Create a 5- to 10-year plan for your career, and break it down into achievable milestones. When you know where you’re headed, it’s easier to lead your team with confidence.
2. Develop executive skills.
Leadership at the executive level is about influence, strategy, and impact. You can’t afford to just be a subject matter expert in HR; you need to be a strategic partner who can drive business outcomes. That means building your skills in areas like communication, influence, negotiation, and decision-making.
3. Work on your personal brand.
What do people say about you when you’re not in the room? If you’re not intentional about your personal brand, others will define it for you. Start by identifying your unique strengths and how you want to be perceived in the organization.
Are you the go-to person for solving employee relations issues? Are you known for your strategic thinking? Build on that reputation to position yourself as an HR leader.
4.Practice time management and productivity.
Leaders are great at managing their time. You can’t be effective in a leadership role if you’re constantly putting out fires or reacting to the day-to-day tasks.
Implement productivity strategies that allow you to focus on long-term goals and strategic initiatives. Whether that’s using time-blocking, setting clear priorities, or using tools like task management apps, make sure you’re always working with intention and purpose.
HR Leader Every Day
Ultimately, being an HR leader isn’t about a title; it’s about how you show up every day. It’s about taking control of your career, building the skills you need to move into the executive ranks, and influencing the direction of your HR team and organization.
So, next time you find yourself dancing with the rhythm of your career, ask yourself: Am I leading or am I following? If you’re not sure, that’s okay. You can always start today to take charge, shape your path, and become the HR leader you’re meant to be.
This week, I challenge you to take one intentional step toward becoming an HR leader rather than a follower. Start by identifying one area where you’ve been waiting for direction or approval—and take the lead. Whether that’s initiating a new HR strategy, offering a solution to a recurring problem, or speaking up with a new idea in a meeting, take charge and make your voice heard.
To make it even more impactful, write down your action and reflect on how it feels to take the lead. Ask yourself, “What would a confident HR leader do in this situation?” By the end of the week, I want you to look back and recognize how you’ve shifted from reacting to proactively influencing your work and your career.
Remember: Leadership starts with a single step. Go take it.
And to throw in a note of accountability – find me on Linked In and share in the comments for this podcast episode what step you are going to take this week to start your journey towards becoming an HR leader.
