How Can HR Deliver Value To All Stakeholders Business & People: Dave Ulrich

[Music] let me begin by saying what an honor it is to be with you and you've had a full day i think in hr sometimes we get really locked into the systems i want to start with the gratitude esther and redo could you come up for just a moment come on up come on now esther is the architect of this program and redo is the builder and there's a wonderful uh movie called beautiful mind that you may have seen i don't know if you've seen it it shows how old i am the symbol of respect

for those who give is a pen so i would like to give both esther and redo a nice pen as a symbol of gratitude for their service today [Music] [Applause] who by the way we should just play music and that's the end of the session i am honored to work with them and to be their partner who remembers the theme for this day fresh eyes rethink what's possible i'm going to model that i've got 45 slides and i'm not going to use any of them you can get access to the slides with esther and redo

and you can get the slides i'm going to talk to you i'm going to be refreshed by the way that's a little risky esther how long ago did we decide to do that three minutes ago by the way i'm not uncomfortable with that so here's what i'm going to ask of you find some place to take notes you've got one sheet of paper that you can use you've got a laptop you've got a phone i'm going to give you some headlines of what i think hr 3.0 is about when we walk out of here in

30 to 40 minutes i want you to say those are some messages i'm going to think about so i'm going to give you 10 9 headlines and you can create your own you'll have the slides there's beautiful slides assume that each of these headlines are beautifully slide driven but that's not my goal i don't want you to read slides i want you to think with me headline number one context is the kingdom content is the king or the queen the context where we live and work the challenges of our decade covet political toxicity social efforts

technology the technology that drives this conference uncertainty in the world that's the context that's the kingdom content is how we respond that's the king that's the queen our job in hr is to create content context is the kingdom content is the king or the queen think outside in that's number one number two by the way it's fun to make up a talk hr is not about hr you've heard that you just heard that with connor with petcam with aoe hr is not about hr hr is about creating value in the marketplace if we do not

succeed in the marketplace there is no workplace a few years ago when employee experience became a hot topic i looked at the books and the articles and everybody was excited about employee experience nobody was connecting employee experience with customer experience if you don't have a marketplace with customers and investors you don't have a workplace hr is not about hr it's about creating success in the marketplace there's value of our values we have a company with values kem talked about that conor talked about that others have if those values do not create value for our customer

they're not very efficacious they're not helpful number one context is the kingdom content is queen number two hr is not about hr it's about creating value in the marketplace number three we create value through human capability and the underlying word there is human capability that's the next phase of hr human is the individual petkem talked about the three c's for the individual the the caring for people the empathy for people caring for people capability is the organization leadership is the combination so number three is we contribute talent leadership and organization that's what we contribute in

this new world and i'm going to get you all to remember it so i'm going to make myself do something stupid with you raise your hand with fingers that's talent look at your fingers maybe you don't like one you could put it down but that's your fingers that's your talent even the dignified gentleman in the front row raise your hand look stupid there you go thank you your fifth is the organization that's the team the fingers come together this in china is respect it's leadership the forearms represent the hr systems so you've got talent organization

and leadership and hr systems and here's the stupid do the hr wave okay that was so cool uh there's a couple of dignified people in the audience that didn't look stupid so now number one context is the kingdom content is the king of queen number two hr is not about hr success in the marketplace number three by contributing talent organization and leadership and doing the wave what does that mean i'm in a meeting by the way i hope you'll look at the slides because i have such pride about a couple of these slides my business

leader is talking about innovation my business leader is talking about technology disruption my business leader is talking about strategic change what do i nhr contribute to that discussion think of this stupid thing do we have the right people with the right skills do we have the right organization with the right culture and do we have the right leadership that's it i went through this conference and you'll see it on one of my slides i'm tempted to show one slide but i'm going to do this without slides i looked at every session a every session in

this great conference talked either about talent the workforce of the future what people need to know and do what the experience is organization agility hybrid and leadership the frameworks for leadership i vegas when we sit with our business leaders do we have the right people organization and leadership number three number four our people are our customers most important asset let me say that again we've all heard for decades our people our most important asset i think it's incomplete and in some ways wrong our people are our customers most important asset are we hiring training paying

our people so that customers will have a better experience that's the outside in logic that goes back to number one and two if we aren't hiring people our customers are delighted with we're hiring the wrong people training programs i could give examples staffing programs are we involving our customers and our investors so that our people are our customers and investors most important asset there's so many great stories about this in a number of companies we've worked with when we do train how many of you work in the training area leadership are 10 to 20 of

the people who attend from outside your company customers investors community leaders partners interesting question how many work in the talent acquisition area have we involved customers and investors in defining the skills they want to see in our employees are we including them in the interviews and screening process our people are our customers and investors most important asset number four number five culture is not your values culture is a hot topic we want to build the right culture the right organization the right fist what are my values no culture is how your values create value for

your customer culture is not the roots of the tree it's the leaves of the tree culture is what do i want to be known for in the marketplace i'm a health care system in the master's class we in australia want to be known for great patient care great quality good that then identity in the marketplace becomes the identity and culture of our company if our external identity is not our culture then we're schizophrenic we're promising the customer a b and c and we're training and doing a culture of denf if you're trying to build the

right organizational culture go to marketing what is it we're trying to be known for in our social media in our advertising culture starts outside in what we're known for in the marketplace there's a lot of stories i could tell about that i'm going to get the ideas out then we'll get into questions that's number five number six the job of a leader is to make others feel better do you do you do we as hr people coach our leaders so that they walk away from an interaction with you feeling better or worse about themselves how

many here have met with esther either in person or in other settings what percent of time do you walk away from an interaction short long etc not interminable they don't want those but as quick interaction how many of you leave feeling better about yourself by the way esther you can't see it nobody's raising their hand this is a problem by the way i have never had an interaction with esther where i didn't leave feeling better about myself are you sitting by somebody you know look at them and say are they a leader do they cause

me to feel better about myself when i interact with them as hr people that's our job we help our leaders lead by their making others feel better sometimes that's easy because we complement people unless they're a great conference sometimes it's tough when you have to give difficult feedback i'm going to pick up on what pat kemp said i'm coaching a leader big company global company very tough company i won't name the company and an employee made a horrible mistake that's going to cost the company a lot of money this leader said i'm going to send

a note because i'm going to hold that employee accountable you made a horrible mistake it's going to cost us a lot of money and if you do it again you'll be fired will that employee feel better about himself no so i said to the person i was coaching let me change three sentences number one i care about you number two you have a great future at this company and you made a huge mistake it's going to cost us a lot of money then number three let's learn from the mistake so that you can improve notice

you don't walk away as a leader from the challenge of leadership holding people accountable i love what pet kem just said around sees collaborate connect and care when leaders leave an interaction making the other person feel better about themselves they lead now let me take you back through the six things i've covered number one context is the kingdom content is the king or queen think outside in adapt to the world we live in number two it's so cool to do this impromptu hr is not about hr hr is about creating success in the marketplace the

values we have should create value for our customers if we're not creating success in the marketplace there is no workplace think outside in number three we create success by contributing talent organization and leadership and we do the wave in talent our people become our customers most important asset in organization culture is the identity of this number five culture is the identity of the firm in the mind of our key customers number six is leadership the job of a leader is to help those who interact with the leader feel better about themselves number seven the key

to a successful hr department is the relationship we have with each other how many of you are sitting by somebody in your hr department how many are sitting by somebody look at the people you're sitting by do you have a positive relationship with them by the way i heard in the voice some of you are go fine you're laughing the key to a great hr department based on our research is not your structure it's not your role clarity it's the relationships you have with each other are we in hr forging those relationships are we listening

to each other are we having a common purpose are we expressing what's right not what's wrong are we responding to bids are we building relationships within the department when we do that we then build relationships with our business leaders with our employees with our customers outside with our investors the key to a great hr department is not the structure it's the relationships it's not role clarity it's relationships number eight and i'm almost done the competencies of hr people are verbs not nouns we've studied hr competencies for a long time verbs more than nouns business partner

change agent cultural steward notice every one of those partner agents steward employee champion they're nouns with an adjective now we've discovered we should focus on verbs verbs are not the role we play but the actions we take so number eight what are the verbs of great hr we've identified five eight a b c d and e a we advance we accelerate i'm sorry we accelerate the business i don't care where you work in hr you could be a comp specialist a talent specialist a training specialist a service center person number a 8a do you accelerate

business results do you help your company succeed in the marketplace b we advance human capability advance we move talent organization leadership forward that's the theme of this brilliant conference fresh start try something new do a talk with no overheads explore the possibilities advance human capability number three we mobilize information we mobilize information i love the idea we act with common sense that peck kem just said but i'd complement that and at the same time we bring evidence to bear hr is a field of evidence we're a field of data we shouldn't be afraid of that

information we should mobilize it d we foster collaboration we build relationships we work together and e we simplify complexity i'm not sure i'm doing that with nine points but i'm not showing you 40 slides we simplify complexity i like pet kem's line it's common sense i like what conor said make it simple do you have an idea do it number eight hr competencies are about verbs not nouns and number nine ties back to this conference this is a technology conference how many sometimes feel overwhelmed with all the technology innovation how many are turning to their

kids to learn what it means let me give you my simple definition of technology technology provides digital information ai it's digital information avatar it's digital information technology is a source of digital information to inform choice has anybody been to disney world in the last two years did you get a band yeah why disney wants to know a lot about you you were at disney they know what time you leave the room they know where you shop they know the food you eat they know the clothes you buy i wonder if they'll use that duh amazon

is an information company google technology enables digital information that's number nine the purpose of this conference is to get digital information on talent organization leadership to make better decisions and technology will change the way we do that in a very positive way in hr we use technology to do two things to facilitate business transformation my business is using digital information to transform itself in healthcare in manufacturing and service delivery and 9b we use digital information to upgrade hr to get our hr services better oh i've given you nine nuggets where's hr headed let me go

through the nine again and i'm going to have you think about those for a minute and then i'll give you the tenth context is the kingdom content is the king think outside in if we can't change our company as fast as the context is changing we won't have a company to change number two hr is not about hr it's about helping our company succeed in the marketplace if we don't succeed in the marketplace there is no workplace number three hr delivers talent organization and leadership okay i'm going to do a little test on three i

didn't do hold up your fingers that's talent hold up your fist that's organization which one matters most as i try to help my company succeed in the marketplace is it hold up one or the other talent or leadership which one matters most talent by the way some of you are doing leadership is a talent or organization you got to pick one or the other talent or organization fingers or fists i see a fist i see a yawn i see a fist by the way the yawn is great feedback i'm going to be done soon look

around the people i'm seeing a little more talent somebody's holding up both you're a professor somewhere it all depends here's the research four to one four to one organization you fight a war with people you win a war with organization when i sit down with my business team do we have the right talent do we have the right organization we have the right leadership talent is number four are we getting talent our customers with value number five is organization culture are we creating a culture inside the company tied to the promises we made to our

customers by the way as soon as i say that i think wow i've seen a lot of value statements if your company has a value statement take it to your customer number one are these the values you want us to have i was working with a company their number one value in their value statement we want to be the most profitable firm in our industry let's go to a customer hey our job is to be the most profitable firm in our industry what do you think and the customer said i think i'll work with someone

else what a stupid value number five create values inside the cr inside that deliver value to your customer begin culture from the outside number six leadership our job as leaders is to help somebody feel better about themselves by the way i've been using that as a personal test for those who follow me and i hope you will and i hope you'll comment have any of you commented on any of my linkedin posts i hope i've responded to your comments i try to respond and a year and a half ago i was getting snarky people said

sometimes on linkedin people say stupid things write that down and they have fake names peter drucker has told me a lot of stupid things i don't think it's the real peter drucker i'm now having to learn to respond my job is to help no matter what they say respond positively that's number six number seven the key to a good hr department is the relationship we have with each other will we have conflict of course we will will we disagree of course we will but we care about each other we'll work with each other number eight

the key to hr competencies are verbs not nouns accelerate business advance human capability mobilize information uh simplify complexity and foster relationships or collaboration and number nine technology enables digital information for the business and for hr and now number 10 the best is yet ahead the best is yet ahead you've heard every speaker in this conference i've heard every speaker i hear anywhere now is the time for hr the opportunities for us to do those nine things and maybe allow the 10th or 11th the best is yet ahead i feel it a privilege to be part

of your community to learn with you and from you to feel your passion your energy your inquisitiveness for you to have those fresh insights to take the risk to try to make a difference why are we here in hr today we're not here just to get a job i think to some extent we're on a mission we're on a mission to help the people we serve in the company the people who are customers and investors have a better experience and when we do that we create a virtuous spiral that the best is always yet ahead

with that thank you i hope you've got ideas thank you very much dave can i please ask that you remain on stage we have a very uh interesting segment coming up next uh and this segment is where we are going into what we call candid conversations uh really to explore uh what dave has been sharing about but with another perspective and with support from uh none other than esther martinez so ladies and gentlemen please put your hands together to welcome ceo and editor-in-chief for people matters esther martinez [Music] great thank you so much dave and

can we give it a big big run warm roam of applause [Music] thank you so much dave and what i love the most about today's session is he took a decision he took a risk and he's decided not to go with the slides and magic happened and i'll tell you what magic i observe i observe each one of you listening i observe some of you many of you taking handwritten notes and research and you love research so much research shows that things that we write with our own hands i think this either of four times

or eight times but multiple times 37 30 i just made that up so and you know what i loved the most was that none of you was taking pictures of the slides how many of us have taken pictures of slides and so i'll have a look at it later how many of us have never seen those lights ever after that come on come on how many of us have not seen those lights after that awesome so thank you so much dave for being brave and showed us how rethinking what's possible you decided not to go

with the slides and i think it was a gift for all of us that we were able to connect with what you were saying i hope that models i mean we we have words fresh eyes rethink what's possible we teach the gospel and sometimes use words correct and i hope that what we just did is an example of what i hope everybody by the way that was risky that was scary because i said to esther two minutes ago should i not use any slides and she said why would you do that no she did not

say that she said do you feel good by the way this is why i always feel better she said how do you feel about it and i said i think it's okay and she said go for it awesome by the way that's what good leadership is well done thank you thank you so much wonderful all right so this is your time uh for questions to dave so let me see a hand up of how many questions or you know you may have questions you may have dilemmas you may have something you're struggling with when do

we have an opportunity to ask that to dave right live and for some of you have joining us as well virtually please type your questions on the chat we're going to be taking questions from all of you so let me see a raise of hand of dilemmas questions we have one here if we can get the mics rolling more come on more questions dilemmas perspectives that you may want uh dave's opinion this is your chance by the way if she's doing that as you're getting them i should have said i hope you take some of

those 10 items and go talk to people about them go talk to people yeah this is not the end of the day this is the beginning of a discussion so that's the hope from those items so i'll let you all right so let's get the mic here any more challenge dilemmas reflections we we have one more here can we get the mics uh to reach them and then i'm gonna come this side of the room as well go ahead whoever has the mic if you keep your hand up the mic will reach you just keep

your hand up may i borrow your pen okay i give away my pen so i'm gonna take notes no problem all right yeah go ahead would you introduce yourself as well please sure uh hi dave and hi stars this is summer here i'm part of asia super app i head the business partner and uh based out of kuala lumpur so i flew down from there to kind of attend this conference and especially for uh dave for you because uh i think i have personally got inspired by uh the term for hr business partner which you

coined right the four roles and i think that has shaped me for the last 11 years and i i mean it's something for the team that i drive in and and that's the four fundamentalists in my dna so uh the thing for the hr business partner this is something that i really want to kind of hear from you personally what do you see is this going to change the four terms right the four rules that you are kind of coined in is this something that is going to change over the next five years or ten

years or do you think this four roles will be the role that would be sustainable for with the changing landscape of technology the changing landscape of business or how can we have our role better i mean i'm specifically saying for hr business partner role because i'm closely glued to that role so yeah that question something if you can help in answering it will be really great thank you som right thank you thank you samuel yes my sense is principles don't change practices change let me say that again practices change early in my career we did

career assessment centers we don't do that anymore we did nine boxes we may not do that some of you may still be doing that but most people don't do that anymore those practices change for me the fundamental principles are four-fold do we have the right people do we have the right organization and you have the right leadership those principles i think will stay where people work i'm going to say something anathema they're going to hate me i don't think hybrid's going to be a big issue in the next five years we'll figure it out guess

what some people are going to work at home some are going to be in the office some are going to be on airplanes in shops some of you are working right now not doing not listening to the conference especially those virtual it doesn't matter where you work it matters are you creating value from your work that's the principle of value through talent organization leadership that i believe will stay constant that's my view and then you say so what's going to happen in the future i don't know how's that for an honest answer some of the

the the uh asked the panelists what's going to happen in 30 years in hr i have no idea i hope i'm in uh heaven or someplace good and there's great hr there um but uh and and then i'll come back and tell you uh but i anyway those principles i think are the same talent organization leadership that's not new that's been around a long time thank you thank you so much dave thank you simon all right go ahead please so my name is ratish i come from india what i do today is thanks to you

you're the reason why i do this job uh thank you so much for being that person so to serve with love thank you so much uh my question is how do you learn how do you continue to learn how do you learn and how do you continue to keep that alive and i don't think we have an answer for that question through any of the written material that you have ever published in your life there you are how do you learn my wife is a very good psychologist and she says i have what's called ocd

only it's organization compulsive disorder how do i learn i observe i observe i look around i flew in last night on singapore airlines i observed look at how incredible they were at service they knew the names in fact they were almost too incredible when i was standing up they helped me up and i thought i'm not that old i can stand up on my own but but but i thought cool it i don't need you to help me come out of the bathroom i can open the door and get out but i encourage those in

this room to observe look around what do you see in your family in your work where you worship where you play where you learn just observe i i think the more that we observe the more we can see things and then ask yourself those curiosity questions what did i see do i see that again anyway so to be really honest right now in the last i used to observe when i go to conferences i'd sit look at the people in the back row they don't want you to look at them look at them i'd sit

in the background observe a group what did i see in the group how did they interact how did they engage so i'd watch before i'd speak we don't have conferences anymore except this one which is so good using linkedin as my water cooler so if you follow me on linkedin people post i read them i comment i don't care who the comments from it's about once every three weeks i say i wonder who said that and it's somebody from india from pakistan it's a senior executive it's a first line employee i don't care the person

that's the beauty of technology it's a democratic idea driven world that's where i'm doing my learning right now is kind of getting a sense now some of the comments on linkedin are really stupid and i'm trying to tell people that they should feel better about themselves uh they're not stupid they're just misinformed uh anyway that's where i learned i hope you're observing i hope you're just curious and then reading people find some i've posted i have 10 or 15 idea mentors john boudreau just i shouldn't start ed lawler c.k prahlad people whose ideas are in

in india ck their ideas tv rao their ideas are so incredible i follow them and learn okay that's a personal answer thank you so much steve oh i'm going to keep this until people until you start all right so we have one hand there and one more hand here and oh my god see that's where you're warming up we're warming up here so we can get the mics can you keep your hand up then we'll get the mics to join esther how do you learn how do i how the mics go in i love to

solve problems if i see a problem i go for it because that's my learning way i i problem solve and that's so my challenge to anyone who works with esther bring her a difficult problem bring her the most obscene problem that ever no i'm sorry i i love problems i think problems are just gifts i agree i agree for me by the way that's what i love is tell me the challenge you don't have a solution to yeah if you've got a solution i can't help it yeah and and then i love stuff i lift

the listen i was doing coaching for an executive and you've probably heard of him he's passed away brilliant executive named jack welch to general electric and he said dave i demand that my leaders practice participative management i demand and i said say that again i demand that they participate you're not that stupid you can't demand what you're not modeling and he said oh i guess that's right and he said what do i do i said don't do that don't ever say that don't demand well you don't model i mean that's the kind of learning if

you just put your eyes open you'll see those things and i think they're fun okay on the full thank you so much mike who has the mic yeah go ahead please introduce yourself um good afternoon i'm jocelyn morales from philippines so i am i'm with um philippine hr group one of the largest group in philippines so here's my questions um lot of my my team members are sure are not sure if hr is for them how do i help them to decide that hr is a vocation thank you sir hr is a vocation a vocation

you want to you want dave's opinion on how hr is a good option for people who may want to get into hr yes yes it's people that want to get into people who are not yet in hr how do we good i don't i think look at my second point hr is not about hr don't go to someone to say hi i'm from hr i'm here to help that's not helpful at all i think you go to somebody and say what are you struggling with what are the problems you're trying to solve as a business

leader is it customer service is it economic financial success is it market value is it innovation pipeline let me understand your problems and then let me show you how hr will help you i'm not here giving you a solution i'm here to co-create for you what will help you reach your goals i think that values defined by the receiver becomes so critical when when i meet with business leaders i don't want them to know i'm from hr i want them to know i'm a business i saw a picture the other day of three brilliant hr

executives all happen to be female all happen to be minorities and and somebody said what do you see in that picture i think this was on linkedin and here's my comment three great business leaders i don't see gender i don't see race i don't see function i see three great business leaders i hope that's what we do as we build credibility we we create value for them wonderful big run of applause for that three business leaders and i i've never heard that comment about function as a way to silo whether it's hr or any other

function but it's also a way to silo in a beautiful way all right more we have time for maybe two three more questions so let me have a one here who has the mic to the gentlemen and then we'll have two more four is everyone okay with that compromise all right let's go ahead and we have a lady at the very back and we want to hear the back dentures as well yeah go ahead please hi dave hi esther my name is bridger from ascendia first of all i'm a fan of you dave i have

many of books and i've been using your hr model for my past 20 years in my hr professional so really thank you um just now you have shared with us like the ten commandments and uh well the ques and one of the point that you have raised is the job of a leader is to make the others feel better right i wonder in your profession we have you i wonder you know as a hr how do we teach our leader to behave in such a way that they can make their subordinate or their staff feel

better after a session of performance appraisal yeah there is a lot of pain in that question it's a difficult one you know this is all fine but how do we really do it after uh well look at the example i gave the gentleman i was coaching thank you the thank you for the question the and thank you for the kind comment i was in china once and they were making kind comments and i said you need to send these to my mother and i put her email up and my mother talked to me the next

day and said never do that again so anyway um the example i gave an employee made a mistake bad mistake sometimes in hr we're not willing to say you've got to talk about the mistake you can't walk away from that accountability but notice the lines i care about you you have great potential you made a mistake it's painful what did you learn and i think in a performance appraisal the line i've used is how do you make performance appraisal a positive experience how do you leave that appraisal feeling better even when it's negative and if

it's negative it's negative you can't hide from the raw data so that's the that's i care about you you have great potential what are you learning and and then the leader to say i'm going to learn with you and to own their mistakes by the way anyone how many ever in a relationship they've been in had a difference of opinion with a partner you love and care about okay some of you have never had a partner uh you know what you work through it you work through it even after years i care about you we've

got a little conflict here let's talk it through what's going on and i think we can coach leaders to do that accountability in a very positive way without avoiding the accountability because that's a piece of it i'm going to ask a question yes you've invested so much in this conference with your team and we're grateful what do you hope people leave here with yes this dave always does this with me i'm the one who asked the questions but he always turns them around so i would say at three levels at the at the more superficial

level i think an opportunity to get out of your to-do's your daily work i think at a very superficial level just to take you out of that would be the number one objective whether you're joining us virtually or you're joining us physically the number two objective will be the usual you know learning opportunity to meet and so on and so forth but at the fundamental level what we will love the conference to create is a little spark of courage energy something that is difficult to measure but something that makes you being different there is a

before and there's an after and if you're able to bring a spark of pride energy and boldness so when you join back on monday office you see your problems with a different energy a different optimism or with fresh eyes oh with a fresh eye or imagine the possible i think that would be a successful conference to us thank you thank you thank you and don't put me on the spot i'm the one asking the questions now so i i command you to answer the questions i feel better about myself [Music] okay who has the mic

can i oh you were first again go ahead please and can i'm gonna come to the back the mic is there okay all right so i'll come to you in a minute yeah go ahead hi uh my name is justin from thinking machines here in the philippines um i think this is more of like a also coming from a very personal place and something i've been thinking about and i think this conference kind of like puts it in the forefront for me um i think this might be a generalization but i feel like a lot

of people here in the hr industry gets attracted to the hr role at some level because they want to care about people they want to help people around them stuff like that and i think people start their journeys towards from from that place um but i think as you take more time or be uh spend more time in the role spend more time in the industry and really get to know the industry you get more and more realization towards sort of number two what david mentioned which is hr it's not really about hr it's about

the business um and i guess i'm i want to get your thought maybe some wisdom or tips on how one may reconcile this potential disconnect where maybe they're not as motivated by the bottom line but obviously that's the reality of where we are um how do we find the motivation how do we find i guess that's that spark i i gave you 10 lines i'll give it an take care of yourself so that you can care for others hr isn't a tough job right now we're the caregivers the emotional energy and companies if you can't

take care of yourself it's going to be hard for you to care for others so the takeaway for me from your comment is are we taking care of ourselves physically emotionally socially spiritually intellectually are we taking care of ourselves so that we can then care for others steve covey calls it an emotional bank account um i hope we take care and that's what this conference does it's renewing that was your your all three get out of the to-do said care for yourself learn fresh eyes i hope we care for ourselves so that we model that

in others yeah thank you thank you thank you for your question i'm coming to the back and i have all the time but dave has a very tight schedule so you have to tell me what's our house one more question one more question all right i'm gonna come to the back and you make it count because this is the last question all right so a lot of responsibility yeah i wouldn't leave the conference without asking this question to david anyway but dave this is joan and i'm from the philippines my question is would you introduce

yourself i'm really sorry i didn't get get your name yeah my name is joan it's just like jonah park go ahead john yes thank you my question is how do we reposition ourselves in terms of partnering strategically with business if the business leaders only see hr as transactional or people who only help execute their decision all right so there is also a lot of pain in that comment or question yeah a lot of pain how do we really make it you know i'm going to 20 distribution 20 of business leaders are phenomenal they understand human

capability they're doing it they're modeling it my advice to us in hr is get out of their way don't claim that we made it so twenty percent may never get there for whatever reason they just won't get there here's my advice move on i i just [Music] sometimes it's going to take by the way focus on the 60 and then the answers are the things we talked about what's in it for you how will this help you how will yours how will you reach your goals by my supporting you through hr but if you've got

one of those leaders who that bottom and you say it's not 20 it's 15 nobody's arguing that there's some leaders how many of us have ever worked for one of those leaders good i hope you moved on because because you just there's i've i have tried to coach some of those leaders [Laughter] final anecdote i got called into coach i go into a room it's a family company that's publicly traded the son is wanting to move up and i said what can i do and he said coach me and i said why and he said

i have to be coached so that i can get promoted why do you want to get coached so i can be promoted is there anything you're thinking about no just tell tell me what i should do i'm tell me that you've coached me and then we'll move on by the way it was less than five minutes i flew a long way for a five minute i opened the door the hr person was still standing there and he shook his head and he said i bet that didn't go very well and i said no move on

yeah if you've got those leaders by the way move on smart i had another person who quit without a job and couldn't find a job so don't be that's petcam's common sense don't don't anyway i'm finding fewer of those leaders because i think in the last two years hr is now center stage context is the kingdom the context of the world is putting hr center stage may we rise to that opportunity with fresh eyes we're thinking the impossible may we rise to the opportunity that's my final comment and plea thank you wonderful thank you very

much and we couldn't think of a better way to close the conference than with dave ulrich spending time with us all the way here in singapore a big big round of applause once again professor dave ulrich thank you so much for being with us and i'm gonna invite you to be here with me we're gonna do uh another experiment so are you guys ready for some fun it will just take five minutes but i'm gonna need everyone in the room to participate so is are you in for some fun all right so we're gonna do

this together and dave you have no clue what i'm gonna do right now but uh you will do it with me you're okay yes all right okay step number one we're gonna do is if you have a paper that you've used to take notes fold it and keep it safely whatever you were using just keep it safely because we were giving you some papers for some other activity but they've asked me can i request the group to use a paper i said yes but i want to make sure that whatever you use that paper for

we keep it safely yeah all saved all right so all of you will have some papers with you extra papers maybe one or two if you don't have papers just raise your hand you need to have at least one ideally two or three but if you have one that's enough if you don't have a paper you can raise your hand and we will need one for me and for dave if possible but i can see everyone has a paper right okay great so now we're gonna stand up we're gonna stand up if you're comfortable yep

and you can leave your you need hands-free so free hands right and uh if we can have a paper for me and dave as well thank you so much all right so thank you all right so can i see your paper all right good so that was step number one all of these things all right so what we're gonna do now is uh in the morning we started with the video that invited us to imbibe some child like behavior to remember when we were children how we saw things with fresh eyes and how we were

able to there was no past there was no future there was only present and there was some of the words we shared with you in the morning and we're going to do this exercise together to kind of just bring some of that fun and some of those memories so step one now step one of the real activity is going to be if you have a paper just make a ball out of it if you have more than one make one two three one ball per paper one paper make a ball out of each paper and

you kind of know where i'm going with this i think some of you may know where i'm going with you with this now you have can i see all your weapons of mass destruction so now i'm going to invite you to go and find a target and not dave and i so please turn around and just find a target or maybe several targets just keep on not yet not yet not yet not yet not yet not yet just find a target but don't shoot we will do it all together follow my instructions carefully so just

find a target and at the count of three not before at the count of three we will all just have some fun are we ready you found your target yes okay so one two three go [Applause] now the most important step the most important step which is step three can i invite you to go and pick up your paper everyone and if i can request three two two take two papers one for they even one for me on behalf everyone if you if you threw one paper pick up one if you threw three thank you

so much and i'm gonna invite you to keep this paper and save it and maybe just remember that this is just an opportunity to have some fun to reconnect but also the responsibility that we have to make sure that we leave this venue as it was before we came so thank you once again thank you for joining us thank you for making people matters take hr 2022 a grand success and we will see you very very soon in take hr 2023 thank you so much and enjoy the rest of the evening thank you