How CHROs Can Fix HR: Embrace the Insurgent Mindset™
Introduction: A Story of Transformation
Imagine a company, once thriving, now stuck in a cycle of stagnation. A global tech firm, known for its innovation, had grown complacent. Every year, HR conducted the same performance reviews, followed the same processes, and adhered to outdated metrics. The HR department was not the driver of change—it was a barrier to it.
Enter Lisa, the newly appointed CHRO, a seasoned HR leader with a vision for transformation. She inherited a department riddled with bureaucracy and a culture that prioritized compliance over creativity. Lisa knew something had to change, and fast. She introduced the insurgent mindset™—a bold, counterintuitive approach to HR. Within months, the results were clear: employee engagement skyrocketed, performance reviews became a thing of the past, and the company’s innovation began to thrive again. The turnaround was so drastic that the CEO publicly credited Lisa and her insurgent approach for the company’s remarkable recovery.
This real-world shift in HR is not a one-off. The insurgent mindset™ is transforming organizations, and CHROs are at the heart of this revolution. In this article, we’ll explore why traditional HR practices are holding organizations back, how CHROs can lead the way toward change, and why the insurgent mindset™ is the key to unlocking HR’s full potential.
The Problem: Traditional HR as the Bane of Progress
Traditional HR is a relic of a bygone era, one rooted in command-and-control leadership, rigid hierarchies, and compliance-driven processes. For decades, HR was the department that ensured rules were followed, paperwork was processed, and policies were enforced. But in today’s fast-moving business world, HR’s role as an enforcer is not just outdated—it’s damaging.
Let’s take the performance review system, for example. The annual review, once hailed as an essential tool for growth, has become a monotonous, bureaucratic ritual. According to Gallup’s State of the American Workplace, only 14% of employees strongly agree that their performance reviews motivate them to improve (Gallup, 2015). Yet, many companies still cling to this outdated practice, believing that it helps align employees with corporate goals. In reality, it often breeds resentment and disengagement.
Traditional HR also tends to be reactive rather than proactive. HR departments focus on filling vacancies, maintaining compliance, and managing employee relations, but they rarely drive strategic change. This is especially problematic in an age when innovation, agility, and cultural alignment are the keys to success. So, what’s the alternative?
The Solution: The Insurgent Mindset™
The insurgent mindset™ is a leadership philosophy that challenges the status quo, embraces agility, and prioritizes innovation over bureaucracy. For CHROs, it’s about shaking off old practices and building a culture that is adaptable, transparent, and focused on employee potential rather than rigid processes. The insurgent mindset™ allows HR to become the driving force behind company growth and transformation, rather than a passive support function.
But how can CHROs bring this shift to life? Let’s explore how some visionary HR leaders have embraced the insurgent mindset™ and redefined the role of HR in their organizations.
Case Study 1: Netflix—A Bold Move Toward Freedom and Responsibility
Netflix is often heralded as a leader in rethinking organizational culture, and its HR practices reflect that mindset. When Patty McCord, Netflix’s former Chief Talent Officer, joined the company, she saw a traditional HR department that was bogged down by rigid performance management systems and outdated policies. Rather than following conventional practices, McCord introduced the idea of Freedom and Responsibility—a radical departure from traditional HR approaches.
The idea was simple: empower employees to take ownership of their work and trust them to make decisions. Instead of focusing on compliance and control, HR at Netflix shifted to creating an environment of continuous learning, innovation, and accountability. McCord famously eliminated the traditional performance review system, replacing it with regular, candid conversations between managers and employees. This shift not only improved employee engagement but also fueled Netflix’s remarkable growth into a global powerhouse (McCord, 2014).
Case Study 2: Google—Talent Management for the Future
At Google, CHRO Laszlo Bock revolutionized HR by focusing on hiring and talent management strategies that prioritized cultural fit and adaptability. Google’s hiring practices are renowned for seeking candidates who exhibit qualities like cognitive ability, problem-solving skills, and the ability to thrive in uncertainty. Bock's team moved away from rigid job descriptions and qualifications and adopted a more holistic view of talent.
Rather than focusing solely on qualifications, Google looks for individuals who demonstrate the potential to grow and contribute to the company’s mission in new, innovative ways. This approach has allowed Google to build a dynamic, highly engaged workforce that continues to push the boundaries of what’s possible (Bock, 2015). Bock’s approach to talent management is a prime example of how the insurgent mindset™ can transform HR from a compliance-driven function into a strategic partner in business success.
Case Study 3: Unilever—A New Approach to Leadership Development
Unilever, a global leader in consumer goods, has long been at the forefront of HR innovation. Under the leadership of former CHRO Leena Nair, the company implemented a bold new approach to leadership development that emphasized values over traditional skills. Unilever shifted from focusing solely on technical expertise to prioritizing leadership qualities like empathy, integrity, and agility.
Nair’s team also implemented a flexible performance management system that replaced annual reviews with continuous feedback loops. Employees were encouraged to pursue personal development opportunities, and leadership was decentralized to foster a culture of ownership and responsibility at all levels of the organization. This shift has made Unilever one of the most progressive companies in terms of HR practices and has played a significant role in its continued global success (Nair, 2017).
How CHROs Can Implement the Insurgent Mindset™
As a CHRO, embracing the insurgent mindset™ is about being bold, challenging conventional wisdom, and leading the charge for transformation. Here are three key steps CHROs can take to implement this mindset in their organizations:
Decentralize Leadership: Empower managers and teams to make decisions, fostering a culture of ownership and accountability. By shifting away from top-down control, CHROs can create a more agile, innovative, and responsive organization.
Ditch Annual Reviews: Replace traditional performance reviews with continuous feedback. HR leaders should facilitate regular check-ins and development conversations that focus on growth and alignment, rather than evaluation and compliance.
Recruit for Potential, Not Just Skills: Focus on hiring individuals who align with the company’s values and exhibit the potential to grow, adapt, and contribute to the organization’s long-term vision.
Conclusion: The Future of HR Is Insurgent
The insurgent mindset™ is more than a leadership philosophy—it’s a call to action for CHROs who want to lead their organizations to success in a rapidly changing world. By embracing agility, transparency, and a focus on employee potential, HR can become a true driver of organizational transformation. The question is no longer whether HR should change—it’s whether your organization is ready to embrace the future. With the insurgent mindset™, the possibilities are limitless.
References
Bock, L. (2015). Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead. Twelve.
McCord, P. (2014). Powerful: Building a Culture of Freedom and Responsibility. HarperBusiness.
Nair, L. (2017). Leading with Values: How Unilever's People Practices Foster Organizational Success. HBR Press.