Most organizations – private, public or not-for-profit – have a strategy and business plan for executing, monitoring and achieving their goals.  Success is tracked and monitored through such metrics as profit, program delivery, quality improvement or client satisfaction.

Over the past several decades, we have seen Human Resources evolve from an historically administrative function to one that has become an essential strategic partner at the executive (CHRO) and board level (Board HR Committee).

In September 1989, I started in my first full-time job as a Researcher at an executive recruiting firm.  My job was to help the consultants identify potential qualified candidates and expand our reach beyond just those applicants who responded to advertisements. 

One of the greatest risks any organization faces is that every morning their staff wake up and make a critical decision: to get up and go to work.