Bold Questions. Unfiltered Answers.
- What was the first moment in your leadership career where you realized trust was everything?
- Why do you think CHROs need a personal HR philosophy beyond policies, processes, best practices, framework etc.?
- ·What are the elements that make an HR philosophy credible for both employees and CEOs?
- Why is storytelling in HR a critical part of leadership credibility?
- What kind of stories (success stories, failure stories, etc.) resonate most with employees today?
- What is the connection between consistency in small actions and credibility in high stakes?
- How should CHROs deal with situations where they must balance confidentiality with transparency when their credibility is on the line?
- How do you navigate when the CEO’s expectations conflict with HRs’ credibility with employees?
- With AI and data shaping HR, how can CHROs build trust when algorithms enter people’s decisions?
- Do you think that credibility will become the ultimate differentiator between good CHROs and great CHROs in the next decade?
Mic Drop Moment:
There’s a difference between feeling bad and feeling bitter — and the difference between is a trust or lack of it
Yogesh Patgaonkar says, ‘feeling bitter’ and ‘feeling bad’ are essentially differentiated by the amount of trust your people have in you. Do they feel bitter about your decisions or bad? The answer reflects how credible you are.
Credible HR professionals are reliable and great leaders with high emotional intelligence and conscience. That’s why nothing they ever do feels bitter to their people!
In short, building trust is the keystone for HR professionals to be credible and respected at the workplace.
Want to leave a bold statement with your credibility at the workplace? Munch on these 5 HR habits that will boost your credibility by next weekend!
No Prep. Only Perspectives.
- One word that defines a credible CHRO
Trust
- Biggest credibility killer in HR
Not walking the talk
- A book that shaped your philosophy as a leader
Team of Rivals, Elephant Whisperer, & American Icon
- The boldest HR decision that you made that paid off
Calling laid-off people back
- The CHRO who doesn’t do________ will never be credible
Integrity
- If there’s one line HR professionals should have in their credibility manifesto, what should it be?
Do what’s right, not what’s convenient.
Food for Thought: How to be more credible as an HR?
1. How can I make my own personal human resource philosophy?
To create your personal philosophy, you’ll have to reflect inside yourself. The one thing you relate the most to is your personal philosophy.
Ask yourself:
- What do I believe in the most?
- Which famous quote or ideology hits me?
- Which personality do I admire and what do they preach?
- How things around me should be like? Simple? Diplomatic? Etc…
2. What are some HR best practices I can do to be more credible?
Credibility doesn’t come overnight but needs persistence. Some of the HR best practices you can adopt to be more credible are listed below:
- Hire for attitude, train for skill
- Listen before employees exit
- Design retention proactively
- Track engagement and performance
- Communicate with clarity & intent
3. Why is it important to be credible as an HR professional?
As an HR professional, being credible helps you to:
- Build trust and transparency, and earn leadership respect
- Helps employees open and strengthen workplace culture
- Improve retention and employees’ loyalty
- Makes you as a true business partner
4. I want to be a great CHRO. How can I do that?
To be a great CHRO, you should:
- Master the business language—know numbers, not just people.
- Stay tech-savvy and leverage data & HR tech smartly.
- Drive culture intentionally. Don’t leave it by chance.
- Balance heart with strategy. People first, business aligned.
- Keep learning because industries change and wisdom shouldn’t stagnate.
- Champion trust. It’s the real currency of leadership