Nice post on HR finger pointing and good examples…though I have recently made a vow to avoid and / or ignore all conversations involving the phrase “seat at the table.”
…but other than that, its all good.
I wonder if this does not link back around to our conversations about social capital. I think that finger pointing happens a lot less when people (or teams or departments) are actually in relationship and view each other as partners or collaborators.
When we are disconnected from someone and something is not working out the way we would like it too, I think it is almost a natural reflex to assume that “they” are the problem.
Are there some things that the HR manager or emerging HR leader can do to reach out and develop those relationships in a proactive way? …even if those non-HR folks are terribly interested in doing so?