Originally authored by Brian Fishel, CHRO of KeyBank.
Effective HR leadership requires more than just policies and procedures; it demands a guiding philosophy based on foundational values. While employment laws and regulations provide a baseline, an operating philosophy provides a reliable compass for navigating complex workplace dynamics. It fosters clarity, transparency, and support within the organization.
Brian Fishel, CHRO of KeyBank, developed 12 principles for HR leadership to create a clear, understandable framework for day-to-day dialogue and decision-making. As Fishel notes, "If there is a question about decision-making, employees simply go to the principles and the answer is there." This approach facilitates open communication and high-performing relationships.
The 12 Principles of Great HR Leadership
Here are the 12 fundamentals of Brian Fishel's philosophy for achieving team cohesiveness and organizational excellence.
1. Learn the Business
In Human Resources, our jobs start and end with the business. To be a strategic partner, you must understand the business’s drivers and priorities. Communicate in business terms, not in "HR-ease" jargon picked up from magazines or conferences.
2. Join the Team
Work is a team sport. Focus on helping your peers and colleagues succeed. True success comes from collaboration and mutual support, not internal competition.
3. Be a Leader, Not an Authoritarian
Leadership is not a title; it’s the ability to create authentic "followership." Generate engaged, innovative followers by listening, showing empathy, and maintaining a "we" attitude. As Robert Greenleaf said, "The servant-leader is servant first."
4. Understand that Listening is Communicating
Actively solicit diverse points of view, even when they contradict your own. While you don't have to act on all feedback, you owe the person an explanation if you choose not to.
5. Do What is Right, Not What Pleases
It is impossible to please everyone all the time. Do not become obsessed with trying. Focus on making the right decisions for the business and its goals.
6. Uphold Confidentiality as Critical
All business and personal information must be kept confidential. HR professionals are trusted advisors, and that trust is built on a foundation of absolute discretion.
7. Use the Decision Tree for Clarification
A straightforward model for decision-making brings clarity and efficiency. Use this transparent four-level decision tree:
- My decision without others' input
- My decision with others' input
- Someone else’s decision with my input
- Someone else’s decision without my input
8. Reward Differentiated Performance
Differentiated performance wins. Rewarding standout contributions produces the highest quality of work and keeps everyone aligned with the organization's mission and goals.
9. Practice Direct Conflict Resolution
If you have an issue with someone, be prepared to address it with them directly. Most conflicts can be resolved quickly when they arise. Letting issues fester impacts the business and team morale.
10. Embrace Change
No one likes change except "a baby with a wet diaper," but stagnation kills a business. Learn to seek, embrace, and adapt to change and disruption. When confronted with change, "run through the fire."
11. Love Your Work
Engagement means finding your work satisfying, stimulating, and even fun. If you don’t love what you do or the people you work with, it may be time to find a role that is a better fit.
12. Know the Order of Things
To keep all other principles in perspective, always prioritize in this order:
- The Company First
- The Team Second
- The Individual Third
This selfless focus ensures that all decisions align with the greater good of the organization.
A Philosophy for Lasting Success
A business that combines a foundational philosophy with structured fundamentals will excel. By using these principles, teams can communicate more clearly, build stronger relationships, and find a logical basis for their decision-making process.