It’s great to be in springtime, when trees and flowers are finally blooming. It’s also a time when it feels like there are new opportunities to grow things, both in the garden and professionally.
The articles in this month’s issue of HR News speak to something that’s important for all our organizations—growing leaders. Even though it’s certainly up to every leader in the organization to develop individuals on their work teams, human resources practitioners are in a unique position to provide structure to the process, ensure equity and provide care.
I often consider HR professionals to be the caretakers of their organization’s culture. In this respect, we, as HR practitioners, certainly want to inform and shape how we grow leaders while also making sure we pay attention to the critical task of preparing workers for future roles in our organizations.
During the talent shortage many of us are experiencing, leadership development and growing our own talent can be productive approaches to mitigating this issue. And as we look at leadership development in our own organizations, it is important to consider the different avenues for development while ensuring we are inclusive in our practices.
Internal to our organizations, we may want to think about where there are roles that may offer development opportunities to current employees through lateral moves or changes in career. I definitely think that in light of what many are calling the Great Resignation, we are seeing lots of workers who want to position themselves for a complete career change. So, within our organizations, do we cultivate employees’ interests beyond their current paths?
Perhaps our hiring managers are set on what they believe to be ideal candidates, which can disenfranchise other employees—employees who then go looking for opportunities elsewhere. So, do we encourage managers to look beyond what may be their traditional definitions of ideal candidates?
Are we, again as HR practitioners, doing all we can to offer equitable access and build a leadership pipeline that reflects the diversity of our workforce and our community? I think the articles you find in this month’s magazine will shed some light on these areas and offer more insights for all of us.
As I consider leadership development within IPMA-HR, I think about the wonderful courses and webinars the Association offers. IPMA-HR’s certification programs also provide HR practitioners chances to sharpen their skills and be acknowledged for their expertise.
And this year sees the resumption of the in-person Annual Conference. The conference, scheduled for September 28-30, 2022, in Washington, D.C., is where public sector HR professionals meet to learn, grow, network and find innovative and cutting-edge solutions to the unprecedented issues we are facing. I hope to see you there!
Finally, do not overlook the amazing opportunities you have to develop as a leader by taking on one of the many volunteer roles that exist through IPMA-HR’s national committees and its Executive Council, Regions and Chapters.
Our volunteers put in a lot of work to bolster the learning, networking and celebrations that occur nationally and locally. Though they often stay behind the scenes, these individuals ensure the success of each Association program by carrying out essential financial, logistical and administrative duties. I definitely want to take time to acknowledge all our IPMA-HR leaders who do so much for our organization.
I also want to encourage everyone to think about those they work with who might benefit from the learning and leadership development opportunities that come with volunteering with IPMA-HR. I know I learned so much about leadership while serving as a Chapter president and developing skills in motivating others, communicating clearly and delegating effectively.
I value each volunteer opportunity I have had within IPMA-HR. The positions enabled me to give back to the organization and progress in my own leadership journey. Most importantly, I have had opportunities to advance others in their leadership development.
Jennifer
Jennifer Fairweather, M.A., SHRM-SCP, IPMA-SCP, PHR
jfairwea@jeffco.us
01 May 2022
Category
HR News Article