Bill Schaninger

Give them a task without any instruction on how to divide the work.

Do you just break it up and go, I'll do the first bit, you do the second bit?

For sure.

Yeah, I think the identity is the biggest difference, right?

I mean, I would say when Dave Ulrich first wrote his stuff, he was talking about strategic HR.

But you know, this, this idea of you have a seat at the table, it was almost like you needed permission.

I mean, that was issue one, right?

And then you had, then you had people who were being more custodians or more cops or, you know, I'm thinking we're just missing the point.

If I were hoping for a mindset shift, I'd say is stop acting like the CHRO and start acting like an officer.

You are an officer of the firm.

You need to know how that place makes money.

You need to know what's really at risk.

Oh, no, no, no.

Sorry.

I think you're right.

I was shaking my head more because it irritates me.

That we've confused diversity and inclusiveness with that's the female slot on the C-suite.

The concentration of female talent in HR, not that having a concentration of female talent is bad.

It's just, it becomes a, that's where we put highly qualified, talented women.

But it's the idea of imprinting.