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Resolute Consulting Group partners closely
and confidentially with business
owners, senior executives, boards and
professionals across a wide range of
leadership, behavioral, organizational and
developmental strategies, challenges and
opportunities.
LEADERSHIP STRATEGIES
FOR THE POST-DOWNTURN WORLD
SENIOR EXECUTIVES & HR
STRATEGIES FOR THE POST-DOWNTURN WORLD
• Senior leadership has shifted dramatically on multiple levels.
• Top leadership functions are evolving to meet cross-
functional and loosely defined accountabilities – CEO, Exec
VP, CFO, CIO, Partner…
• The days of functional “silos” are over.
• The HR function is struggling to re-invent itself and to meet
conflicting demands.
• A challenge for senior executives is providing effective,
authentic leadership to enable HR flexibility and productivity.
LEADERSHIP: COMPLIANCE, COSTS AND RISKS…
WITHOUT SACRIFICING DEVELOPMENT
LEADERSHIP: COMPLIANCE, COSTS & RISKS…
WITHOUT SACRIFICING DEVELOPMENT
Previously, Human
Resources primarily
supported human
capital development...
In the post-downturn world, these issues are
taxing the HR function and spilling over into
other key functional areas:
• compliance
• extraordinary levels of regulation
• containing costs
• minimizing risk
LEADERSHIP: COMPLIANCE, COSTS & RISKS…
WITHOUT SACRIFICING DEVELOPMENT
LEADERSHIP DELIMAS FOR TOP LEADERSHIP
THE LEADERSHIP DILEMMA
FOR TOP LEADERSHIP
• Meet organizational compliance requirements.
• Contain costs against bottom line.
• Demonstrate a strong organizational leadership bench.
• Accomplish with diminished or no resources
• Accomplish with restricted or little training.
THE LEADERSHIP DILEMMA
FOR HUMAN RESOURCES
• Meet traditional functional objectives.
• Meet myriad incremental objectives.
• Regulatory, such as Dodd Frank and ACA.
• Impacts of social media.
• Attract and retain top talent in environment of
low trust and negative expectations.
LEADERSHIP STRATEGIES
STRATEGIES
FOR TOP LEADERSHIP
Re-Define the Human Resources Function:
• Enlist professional guidance.
• Information interview with non-competitive
entities.
• Outsource to meet resource and training vacuums.
• Ensure HR leadership is fully engaged in the
totality of the bank’s operations.
HUMAN RESOURCES STRATEGIES
STRATEGIES
FOR HUMAN RESOURCES
Collaborative Re-Definition:
• Utilize professional guidance top leadership provides.
• Information interview and short-term internships with non-competitive entities.
• Enlist maximum participation in outsourcing courses, seminars and other resources.
• Schedule with top leadership for immersion across all of the bank’s operations.
GUIDANCE SUMMARY
GUIDANCE SUMMARY
• Top leadership… Discard functional “silos.”
• Expose HR to totality of organization’s operations.
• Enlist trusted advisory.
• Reach outside the organization via info
interviewing.
• Enable HR re-invention along lines of
accountabilities.
