This is a really exciting time for HR.  We have a real opportunity to change the way we work so that we make a real impact on the people in our organisations and create better places to work.

We are surrounded by ideas of how to change working hours, pay, the way we recruit, develop and retain our people.  20 years on and we are still talking about how to performance manage our people more effectively – Rome wasn’t built in a day though right!!, but change is happening.

Workplaces are becoming more collaborative, we are engaging with our people more, we are listening to our people more and with all of the changes being talked out we can be the change we want to see.

But – in many ways HR are still falling short.

The thought of engaging people is not everyone’s cup of tea – it can be a large step away from designing policies in isolation.

Influencing is not everyone’s strong point, now everyone can create an impact, creativity can at most be a slightly different name for a leadership programme.

The truth is – as HR professionals, we need to develop ourselves from the inside out if we want to drive change.

We must be prepared for the challenging conversations, we need to build trust and credibility, we need to innovative and develop our commercial acumen, we need to know how to lead from the front and have empathy and courage.

Being told to scrap performance appraisals are great – but you need the right skills in order to do this effectively.  Being told to develop an engaging EVP is great, but you need the right skills in order to do this effectively.

So, HR, do you have what it takes to do things differently?  And if not, how are you going to develop yourself in order to make it happen?

Kelly Swingler

Not one for thinking outside the box – mainly because she believes there isn’t one, Kelly founded Chrysalis in 2014 after being appointed as the UK’s Youngest HR Director (something she was told she couldn’t achieve with two young sons), after feeling that consultancy needed to more people and less process driven because – well that’s what gives consultants a bad reputation.

Through her consulting, coaching, talks, presentations, workshops and books, she rips up the rule book and helps people create what’s best for them, their teams and their organisations – not what’s best for their competitors.