Nabeel Ahmed
SVP, CHRO
EnLink Midstream
Stop Just Taking A Seat: HR Must Become The Strategic Table-Setter
Thesis
“HR must transcend a supportive, operational role to become a proactive, strategic orchestrator of business decisions, requiring a fundamental shift in mindset and demonstrated leadership to earn a permanent seat at the executive table.”
What you'll take away
- 1HR professionals need to actively shift their mindset and actions from 'seat-takers' to 'table-setters' in strategic business discussions.
- 2Early career HR professionals should focus on developing specific competencies that enable them to transition into strategic leadership roles.
- 3Building strong, undeniable credibility with business leaders is essential for HR to exert influence and be seen as a valuable strategic partner.
- 4HR must proactively position itself to be automatically included in C-suite strategic decision-making, rather than fighting for inclusion.
- 5The role of HR is evolving towards more strategic leadership, particularly in driving and navigating organizational transformation.
What most organizations get wrong
In Nabeel's words
“Nabil, you've advocated in the past for HR professionals to move beyond having a seat at the table to setting the table. Can you elaborate on what this mindset shift means and why it's important?”
This question sets the core strategic framing for HR's role, moving from participation to proactive leadership.
“What specific competencies do you believe HR professionals need to develop early in their careers to effectively transition from being a seat taker to a table setter?”
This highlights the practical skills and development required for HR to achieve strategic influence.
“How can HR professionals build that needed credibility with business leaders?”
This question addresses a fundamental challenge for HR in gaining respect and influence within an organization.
“I'm curious to get your perspective on how HR professionals can effectively position themselves to automatically be included in those strategic business decisions among those other C-suite level folks.”
This pinpoints the ambition for HR to be an indispensable, inherent part of top-level strategic discourse.
“Naveel, given your experience with organizational transformation, how do you see the role of HR evolving in the next 5 to 10 years, particularly in terms of strategic leadership?”
This explores the forward-looking, adaptive nature of HR's strategic function in a dynamic business environment.
The problems this episode addresses
- •Employees are facing significant financial stress, with covering monthly expenses being their number one concern in 2024.
- •HR professionals often struggle to elevate their role beyond administrative or supportive functions to become true strategic partners.
- •Building and demonstrating credibility with senior business leaders remains a challenge for many HR professionals.
- •Chief People Officers frequently have to contend for an effective voice and automatic inclusion in executive-level strategic decision-making.
- •The need for HR to clearly define and adapt its strategic leadership role in the context of ongoing organizational transformation.
In this episode
Covering monthly expenses is the number one concern for employees in 2024
Build by People
Nabil says HR professionals should transition from being seat takers to table setters
Naveel Shah on the Role of HR Pros in Strategic Leadership
Topics covered
Organizations and entities mentioned
Full transcript
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