Empowering HR Leaders: Advocating for Change in the Workplace

Colleen McCreary’s recent LinkedIn post caught my attention. It highlighted a recent quote from Jennifer Aniston where she succinctly captured the essence of a pervasive challenge that many individuals, particularly women, face in the professional world: the struggle to assertively ask for what they want and deserve.

Aniston stated, "There was a time in my world, my career, where I realized it's not being aggressive or combative or bitchy or emotional to stand up for what you deserve and what you want. It's a tough muscle to build. And also be loved and respected. It's hard to achieve."

In a world where workplace dynamics often require a delicate balance between assertiveness and likeability, Aniston's statement serves as a powerful reminder that advocating for oneself is not synonymous with aggression or negative perceptions. Her insight resonates deeply with me and, I imagine, many other HR leaders who understand the challenges we face when navigating difficult conversations, particularly those related to our own personal needs.

Championing Your Own Needs

As experienced professionals in HR, we recognize the importance of fostering an environment where everyone feels empowered to speak up for what they deserve and to facilitate meaningful change by advocating for others, but we often neglect ourselves in the process. It's uncomfortable to address topics like unequal compensation or being overlooked for promotion, even though we understand the dynamics of negotiation better than most. But just as we advise others to voice their concerns, we must remember to apply the same principles to ourselves.

Recognizing our own worth and taking steps to assertively communicate our needs sets an example for the entire organization. We must embrace our unique strengths and tenacity, recognizing that real success often comes from consistently championing ourselves and the HR function.

Confronting Biases Head-On

Our role as HR professionals extends beyond individual interactions to creating a fair and inclusive workplace for all. Just as we advocate for equitable treatment, we must be vigilant about addressing biases that seep into decision-making processes. Whether it's phrases like the ones McCreary cited, such as "she’s too aggressive for a promotion" or other biased language we may experience about our own function like, “HR is not needed for this strategy session”, we have the responsibility to courageously call out and challenge these instances and short-sighted thinking. By doing so, we challenge stereotypes and pave the way for a more equitable and enjoyable work environment where we’re judged based on our merits and contributions.

Leading by Example & Creating a Culture of Empowerment

Our ability to drive change within organizations depends on our commitment to practicing what we preach. As HR leaders, we are notorious for prioritizing the needs of others over our own. However, we must know that when we dismiss our own needs or hesitate to advocate for ourselves, we inadvertently perpetuate the idea that self-advocacy is undesirable.

By embracing uncomfortable conversations and demonstrating that it's possible to negotiate assertively while still being respected and valued, we pave the way for a more empowered workforce. Our actions not only impact our personal trajectory but also set the tone for a culture that values open dialogue, where negotiation and self-advocacy are celebrated rather than stigmatized. We can empower individuals to focus on their satisfaction and the outcomes they desire, rather than solely aiming for approval. It’s about reclaiming the narrative and reshaping the perception of empowerment.

As HR leaders, we play a pivotal role in shaping workplace culture and driving meaningful change. McCreary’s and Aniston's insights remind us that advocating for oneself is not a sign of aggression, but rather a demonstration of self-worth. By championing our needs, confronting biases, leading by example, and fostering a culture of empowerment, we contribute to a more equitable and inclusive professional landscape for all. As we guide others through uncomfortable conversations, let's remember to apply the same principles to ourselves, ultimately creating a workplace where everyone's voice is heard and valued.

Need help with prioritizing yourself and advocating for what you need so you can excel in your role and in your life? I’d love to work with you.

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