What CEOs Really Want From Their CHRO:
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. “Discovering”
After 10 years of facilitating CHRO Mastermind groups and 20+ years in consultative advisory roles to C-suite leaders, I’ve heard this same issue time and again: CHROs spend far too much time preparing and presenting solutions and far too little time discovering what their leaders truly want and need.
Most CHROs, even at the highest levels, focus on showcasing their expertise—armed with data, frameworks, and polished presentations. But here’s the truth: CEOs care less about your process and far more about outcomes.
One CHRO of a $20 billion business once shared with me his secret to success: “Give them what they want first, and then you get to give them what they need.” That wisdom has stuck with me and remains as true today as ever.
If you want to align with your CEO and C-suite’s priorities, you need to change your approach. Shift into discovery mode, and spend three to five times more effort asking thoughtful questions and listening. The better your discovery process, the better positioned you’ll be to deliver results that resonate.
How to Have Better Discovery Sessions
- Start with Big-Picture Questions About Outcomes
- Sequence Your Questions Thoughtfully
- Ask Questions That Serve the Business, Not Yourself
- Adapt Your Style to Your Audience
- Summarize Your Findings
These steps aren’t just tools—they’re critical to building trust and creating meaningful connections with your C-suite peers.
Do You Want to Be Right, or Do You Want Results?
Here’s the real question for CHROs: What’s more important—being right or delivering results?
It’s tempting to focus on showcasing your expertise or sticking to tried-and-true frameworks, hoping your CEO will immediately see the value you bring. But being “right” isn’t the goal. The real win comes from aligning with your CEO’s priorities, addressing what matters most to them, and gradually leading them toward what they truly need.
By focusing more on discovery than on presentation, you can better align your strategies with the business’s goals, demonstrating not only your technical expertise but also your ability to adapt and respond to their unique needs.
Take Action
If you’re ready to build stronger relationships with your CEO and the C-suite, here are some steps to get started:
- Schedule a Discovery Session: Use this time to ask open-ended, outcome-driven questions and listen without rushing to offer solutions.
- Review Your Current Approach: Reflect on how much time you spend presenting versus discovering. Are you truly uncovering their priorities?
- Document and Align: After each session, summarize the conversation to ensure you and your CEO are on the same page.
Ultimately, being a successful CHRO isn’t about how much you know—it’s about connecting what you know to what your CEO values.
Are you a CHRO or CPO at a company with 500+ employees? Want a free brainstorming session to prepare for your next C-suite meeting? Book a call with me. No strings attached—unless you want to hear about the CHRO Mastermind groups. 😉
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