Does HR need courage?
I’ve noticed that many of my conversations with people in that broad house called HR have touched upon the need to act in their roles to break the norm. To stand up to management. To change the status quo. To lead by example. It often takes courage to be a leader of change.
However, the situations recounted often reflect the fact that senior management don’t have the courage to change themselves.
So what do you think? Does HR need to have courage to perform it’s role fully?
Would acting with courage lead the way or would it give permission to other executives to follow rather than lead?