Who’s developing your People leader?
Your People leader spends a lot of time thinking about everyone else’s growth. But who’s thinking about theirs?
Some of the best People leaders we know are already really good at what they do. They know HR. They care about the organization. Their teams trust them. But as the business grows, there’s a chance for them to become more than just great HR leaders. They can become strong business leaders who happen to lead People.
Leaders who understand where the business is headed and start thinking differently about what the organization is going to need to get there. Questions like:
- How do we become the kind of company great people want to join?
- How do we get better at selecting the right people?
- Do we really know who our best people are and what it takes to keep them?
- Can people see a future here?
- Who are the leaders we’re going to need in two or three years and are we developing them now?
- How do we protect institutional knowledge when long-tenured people eventually leave?
Those aren’t just HR questions. They’re business questions.
That’s why we created the People Leader Business Impact Assessment for CEOs and business owners. It’s not about deciding whether your People leader is “good” or “bad.” It’s about seeing where they’re already making an impact, where they could bring even more value, and whether they’re getting the development and exposure they need to keep growing too.
Take the People Leader Business Impact Assessment
And if you have a talented People leader who you know is capable of more, that’s exactly who we built the Freedom Goal Accelerator™ for People Leaders for. For six months, they’ll be in a small private cohort with other strong People leaders. We’ll push how they think about the whole employee lifecycle, work through real business and People challenges together, and help them grow as executives, not just HR people.
Next cohort starts on October 28th.
Learn more here and nominate your leader!
Keep Scaling Up,
Jennifer & The Freedom Goal Group
