The HR Renaissance
Janove, Jathan. (2025). The HR Renaissance. New York: Fast Company Press.
What I like about this book is that it applies to education and non-profit organizations as well as businesses. It contains within a way to stay true to values, honor respectful policies, and hold people accountable. Building trust that the working conditions are a catalyst for good thinking and behaviors, not an obstacle and being afraid of retaliation.
Janove reframes leadership from the traditional Theory X (kick butt and take names) of a Compliance Cop to a Culture Coach which can rehumanize the workplace. The leader of the future who wants to increase productivity, build collaboration among colleagues and leaders, and attract, retain, and sustain a more meaningful organization will find multiple practical ways to implement these strategies.
When I looked at the people who wrote testimonials for this book, Marshall Goldsmith, Dan Pink, and Alan Mulally, I immediately knew this is a must read and placed on the top of my pile. I am glad I did. This guide to the field of Human Resources provides many implementable processes including:
- increase satisfaction at the workplace – many studies confirm employee engagement as low and waning.
- replacing the compliance cop mentality – to building positive cultures where people want to be part of a good environment which requires leadership.
- implementing strategies that are strong on organizational values AND treating colleagues with respect. (you can chew gum and walk at the same time)
Humanizing the Organization, I believe, will be the best fringe benefit in the future. Yes, there may be financial reasons to stay in a difficult situation. I also believe the organizations with the best leaders will be able to attract the best who want to contribute, collaborate, and be creative to reach positive outcomes.
Drawing on a couple of Janove’s previous books Star Profiles, Hard-Won Wisdom, and Coaching Stories to Inspire Change, he adds a few more concepts worth pursuing.
- Seeing HR as an investment rather than a cost. Policies and practices that reduce the need for legal resolutions
- Coaching People UP first rather than dismissing them. (Yes, integrity violations and legal issues must be dealt with promptly)
- Building leaders and leadership within. This take communication skills that are identified frequently in this book. Coaching Cultures will be increasingly important
- Beware of the “Stupid Switch.” Hiring based on the résumé only later to find out there is a difference from words and action. As a principal hiring a math teacher, looking at the transcripts of all “A’s” in math. That is not what I am hiring for. I am hiring someone who can help students be good at math. Therein lies the difference.
- Humanize on boarding and conduct ‘Stay Interviews.’ Stay interviews will become more important as we build learning cultures. Acknowledge and keep your best. They attract more of the best.
- Five lessons from professional sports to apply to our organizations. Read them and apply those behaviors.
- A couple of acronyms you will want to know about: SDS (Same Day Summaries), EAR (explore, acknowledge, respond), MIDAS touch (find it in the book, you will like it.
As the world accelerates to a knowledge worker organization in business and education, creating joyful, respectful workplaces will be essential to get the best thinking from our diverse world. Buy this for a guide for ‘how do you do that?’
I close with a statement from Angeles Arrien, who has since passed.” She is one of my giants posted earlier
“IF YOU JOB IS WAKING UP THE DEAD
GET UP
TODAY IS A WORKDAY”