You think staying relevant as a CHRO means reading every new report, attending every conference, and keeping up with every new HR trend.

But really, the most strategic CHROs don’t waste time chasing information—they build a personal board of advisors that acts as an early warning system for business risks and opportunities.

Think about it: 

🔹 How many decisions could you make faster if you had trusted CHRO peers sharing real-time insights? 

🔹 How much time would you save if other CHROs vetted vendors for you before you even considered them? 

🔹 What if you could see industry shifts coming months ahead of time instead of reacting too late?

🔍 If you just take a structured approach to building your personal board of advisors, you’ll shortcut your way to faster decisions and better outcomes—without adding more to your plate.

Then you’ll get: 

✅ A trusted network that gives you insights before trends become mainstream 

✅ Faster, smarter decision-making without second-gues...

You think the key to hiring a great HR leadership team is prioritizing experience - because hard skills like Total Rewards, Talent Management, and L&D are non-negotiable.

But really, the biggest hiring mistakes don’t happen because someone lacks technical skills. They happen because a hire doesn’t have the influence, problem-solving ability, or consultative mindset needed to succeed.

📌 92% of talent professionals say soft skills matter as much as hard skills. 

📌 89% of hiring failures happen due to soft skills gaps—not missing experience.

⭐️ Hiring for Rockstar Potential (RSP) solves this.

The AAA Litmus Test for Hiring HR Leaders:

1️⃣ Aptitude – Critical thinking, business acumen, and the ability to connect the dots. 

2️⃣ Attitude – Ownership mindset and a refusal to fail.

3️⃣ Appreciation – The drive to grow, instead of “been there, done that” complacency.

One CHRO from our Mastermind shared how hiring a business leader (instead of an HR veteran) for an HRBP role tr...

Reflecting on the stories shared within our CHRO Mastermind community, it’s inspiring to see members reach moments that signal true impact. These aren’t just "HR wins"; they demonstrate the strategic influence and leadership that define the role of a Chief Human Resources Officer. Here are some signs that you’ve truly made it:

1. Your CEO tells his direct reports to come talk to you first about solutioning a challenge.
2. An outside management consultant asks what business unit you run, assuming you’re more than "just" HR.
3. You get to spend 80% of your time on the business and not the HR work.
4. Your team is able to handle C-suite meetings without you.
5. HR is a feeder system for talent into the business.
6. You never have openings in HR because everyone else in the organization wants to work in your team.
7. The CIO wants to adopt your strategic HR business partner model.
8. Your CEO asks you to recruit the next board member.
9. Your peers in the C-suite call you the "CEO Whisperer."
10. You...

Someone I know has been working long hours because of the high demand for their skill set. That’s a good thing. Their clients appreciate them immensely, their peers offer high praise, and the compensation is fair—plus, the incentives have no limits. All good, right?

But.

When it takes three hours to book flights, when they have to take a connection just to save $100—those become little blisters. Tiny annoyances that seem insignificant but, over time, start rubbing the wrong way. Even when their boss’s boss’s boss calls to say how much they’re valued, the blister still grows. Because when you’re already working 65-70 hours a week, spending another three hours just to book travel isn’t a minor inconvenience—it’s lost time, lost focus, and ultimately, lost productivity.

And the worst part? The company is so big that even the top leadership can’t easily fix these kinds of employee experience issues that slowly wear down star performers.

And when employees are working at a sprinter’s pa...

What It’s Really Like to Be in a CHRO Mastermind Group

At the top of the HR world, the air can get thin. That is why we created CHRO Mastermind Groups ~ to give high-level HR leaders a place to grow, connect, and belong.

In this episode, hear directly from members of our community
✨ Aja Howell (CHRO, GuideStone Financial Resources)
✨ Amy Webb (CHRO, Tronox)
✨ Chelle O'Keefe (Chief People Officer, Platinum Dermatology Partners)
✨ Maruchy Cantu (Chief HR & Administrative Officer, and Board Member, DFW Airport)
✨ Melissa Goebel (Chief People Officer, Graco Roberts and formerly CHRO of YPO)

They share what it is like to

✅ Transition into CHRO roles with confidence
✅ Build deep and lasting peer relationships
✅ Get honest input in a safe and vendor free environment
✅ Grow faster by learning from others’ hard earned lessons
✅ Find a community that truly gets it

Whether you are a new CHRO or a seasoned CPO, this is more than a network. It is your personal board of directors.

🎥 Watch now...

In this vlog interview, I sat down with Jamie Mackenzie, HR and Talent Transformation Advisory Lead at IBM, to discuss how AI and automation are transforming the role of CHROs and Chief People Officers.

You'll learn about the four key types of AI and automation impacting HR and talent management today:

✅ Robotic Process Automation (RPA) – Automates repetitive, structured tasks to improve efficiency.
✅ Traditional AI – Uses data-driven decision-making to enhance HR processes.
✅ Generative AI – Creates content, assists with job descriptions, and personalizes employee experiences.
✅ Agentic AI – The next frontier, capable of autonomously handling complex HR transactions.

This is critical for CHROs and Chief People Officers because these AI advancements are reshaping HR operating models, improving recruiting and retention, and helping organizations reskill and upskill their workforce.

We also discuss the importance of "prompt engineering", a key skill HR leaders must ...

As a Chief HR Officer, you've likely encountered different types of CEOs. Some want tactical HR leaders-they expect you to “just do the HR job.” They see HR as a support function, responsible for payroll, compliance, and hiring, but they don’t envision HR playing a significant role in strategic business decisions.

Others, however, want strategic talent management initiatives. They talk about pipelines, leadership development, and culture transformation. But even these CEOs may not fully grasp the foundational HR work—like effective systems, consistent processes, or even accurate data—that has to be in place for those strategies to succeed.

The challenge? There’s no one-size-fits-all solution for becoming a trusted advisor to your CEO. And many CHROs fall into the trap of thinking their technical knowledge of HR processes or best practices is enough to secure and sustain their influence. The reality is, that’s only part of the equation.

The Trap of “Presenting” vs. “Discov...

As a CHRO, you’re expected to provide answers and guidance on complex business and people strategies, often under high-stakes pressure. 

But when facing a challenge that demands fresh perspectives or specialized insights, where can you turn? Trusted relationships with other CHROs offer access to candid, relevant feedback that can elevate your decision-making. Here’s how to maximize these interactions, ensuring you leave each conversation with actionable insights and clear direction.

1. Start with a Clear Problem and Background Context

How to: Define your problem in one or two sentences, and provide essential background, including key metrics and organizational context. This sets the stage for an efficient, productive discussion. Why it Matters: Clear problem statements help peers focus on the core issue without needing additional clarification, making feedback more targeted and effective. By the Numbers: Studies show that 66% of executives make faster, better decisions when ...

In today’s fast-paced business environment, CHROs must go beyond traditional roles to become highly sought-after consultative advisors. I’m sharing a simple approach that can help you transition from being seen as a transactional manager to a trusted advisor who drives financial growth and organizational success. Let me walk you through five foundational shifts and a proven framework that will empower you to elevate your advisory status and bring meaningful value to your internal clients.

The HR Leader’s Dilemma: Transactional vs. Strategic

I know firsthand that many HR professionals feel bogged down by tactical tasks, making it difficult to engage in strategic initiatives. The challenge often lies in accessing necessary data, acquiring the right technology, and getting buy-in from business leaders. Additionally, HR is frequently viewed as a cost center rather than as a driver of business outcomes. These challenges can perpetuate a cycle of reactive problem-solving, where we’re se...