The Most Underrated Skill in HR? Courage.

We talk a lot about empathy in HR. About strategy, compliance, and culture. But what we don’t talk about enough is courage.

Courage is the quiet, daily requirement of truly transformative HR work. It's not just about having tough conversations—it's about challenging norms, pushing back on leadership when something feels off, and standing firm when policies don’t align with values.

Why Courage Matters More Than Ever

Research by Gartner shows that 89% of HR leaders say their function plays a critical role in organizational strategy—yet many struggle to influence senior leaders when it counts. Why? Because it takes guts to say, “This isn’t working,” when you’re expected to keep the peace.

In a 2023 HR Dive survey, over 60% of HR professionals admitted they’ve felt pressure to stay silent about concerns with leadership decisions. That silence doesn’t come from a lack of skill—it comes from fear. Fear of losing credibility. Fear of conflict. Fear of being labeled “difficult.”

But courage is what separates reactive HR from transformational HR.

What Courage Looks Like in Practice

It looks like:

• Telling a CEO that layoffs aren’t a long-term strategy—even when it’s unpopular (side note - a really good CEO expects you to push back, debate, share your ideas and suggestions. Don't be scared to disagree with your CEO - as long as you're respectful, they will appreciate it).

• Standing up for a frontline employee who’s being treated unfairly, even if it means pushing against established processes.

• Coaching a manager to address toxic behavior on their team head-on instead of sweeping it under the rug.

• Speaking out when you notice bias in hiring or promotions—whether it’s from leadership, a peer, or within your own team.

• Calling for mental health resources and better wellness practices when you see burnout signs rising across the organization.

• Advocating for yourself—requesting the compensation, flexibility, or support you deserve, even when it feels risky.

• Driving change in outdated HR processes, despite resistance or skepticism from colleagues.

• Creating space for hard conversations about equity, inclusion, or workplace culture that others might avoid.

  
  

In my own experience, one of the hardest—and most defining—moments of courage came early in my leadership journey. I was a brand-new manager, eager to prove myself and build trust with my team. One of my employees had been with the company for years—she was beloved by everyone, knew the history inside and out, and was seen as a staple of the team. But the truth was, her performance wasn’t meeting expectations. She was well-liked but not productive, and despite my best efforts to coach and develop her, it became clear that she wasn’t able to take the team where we needed to go.

I wrestled with it for months. I was scared—scared of making the wrong call, scared of alienating my team, and honestly, scared of shaking things up so early in my tenure. I kept hoping I could ‘grow her into’ the role. But over time, I realized that holding onto the situation out of fear wasn’t fair to the rest of the team—or to her.

When I finally made the decision to let her go, it was tough—but it was also the right call. The team didn’t fall apart as I’d feared. In fact, over time, things improved. The experience taught me a lasting lesson: courage in leadership isn’t about being fearless—it’s about making the hard calls with integrity, even when it’s uncomfortable. Sometimes the kindest and strongest thing you can do is let go, so that both the person and the team can move forward.

Courage Is the Foundation of Great HR

The HR leaders who leave a legacy aren’t always the ones with the biggest budgets or fanciest titles. They’re the ones who dare to ask hard questions, speak uncomfortable truths, and push their organizations toward better.

So, here’s your reminder: You don’t need to be loud to be brave. You don’t need permission to push for what’s right. And you weren’t hired to play it safe—you were hired to make it better.

When HR is courageous, people win. And when people win, business thrives.

Embracing the Shift: Why HR Can’t Afford to Ignore AI

Let’s be honest. For many HR professionals, the term "AI" still feels like something that belongs in a futuristic sci-fi movie—not your day-to-day toolkit. But here’s the truth: AI in HR isn’t coming. It’s already here. And if we ignore it, we risk missing one of the biggest opportunities to reshape how we lead, support, and serve the people in our organizations.

This isn’t about replacing humans with robots. This is about helping humans lead better—with tools that actually work.

What AI in HR Really Looks Like (It’s Not What You Think)

AI isn’t just algorithms and automation—it’s a practical, everyday asset. My team uses AI daily including simple ways such as using Microsoft Copilot to take meeting notes, create action items, interview note transcription, creating slide decks, SOP templates, and job descriptions and so much more. Here’s are a few additional examples of what AI can already do in real-world HR:

• Automate Resume Screening: AI tools like HireVue, Pymetrics, and Paradox can screen thousands of resumes to find candidates aligned with the role—saving HR teams hours of manual work.

• Enhance Learning & Development: Platforms like Degreed or LinkedIn Learning use AI to recommend courses based on employee goals, performance, or role changes.

• Predict Retention Risks: Tools like Lattice or Workday can analyze behavior patterns and engagement metrics to flag potential attrition—before it happens.

• Improve Employee Experience: Chatbots and AI assistants handle FAQs, onboarding support, or policy questions 24/7.

There are so many more ways HR can use AI. AI can help us listen better, act faster, and build more equitable, responsive workplaces—without sacrificing the human connection we’re here to protect.

The Numbers Don’t Lie

• 92% of HR leaders plan to increase use of AI in at least one area of HR (Gartner, 2023)

• 1 in 4 organizations are already using AI to assist in hiring and recruitment

• HR teams using AI report 35–40% reduction in administrative time and a 25% boost in employee engagement (IBM)

How HR Can Start Embracing AI—Today

• Start Small: You don’t need an enterprise platform. Try using ChatGPT or Copilot to help write job descriptions, interview questions, or policy drafts. This is such a simple yet effective time saver!

• Educate Your Team: Host a lunch-and-learn on AI in HR. Demystify it. Empower your peers to explore it. We talk about AI in HR in nearly every team meeting and created an AI committee at our company to help educate our employees and explore more meaningful ways to engage AI in our everyday work processes.

• Map the Low-Hanging Fruit: Where does your team spend the most time on repetitive tasks? AI might be able to do it better—and faster.

• Stay Human: Use AI as a tool, not a replacement. Let it free you up to focus more on empathy, coaching, and culture—the things that actually require a human.

Final Thoughts

AI isn’t a threat to HR—it’s our biggest unlock.

Let’s stop being afraid of the shift and start leading it. We can use these tools not just to become more efficient, but to build workplaces that are more intentional, more inclusive, and more human. We are the translators between people and policy, tech and trust. Let’s prove that HR isn’t behind—it’s boldly ahead.

Let’s hear from you. How are you using AI in your HR work? What scares or excites you about this new frontier? Drop your thoughts in the comments below.

Ditch the Annual Drama: Why Rolling Objectives Are the HR Misfit's New Best Friend

Hey HR Misfits!

Let's face it: the annual performance review is a dinosaur. Stuffed into a suit, forced to regurgitate stale "achievements" from 12 months ago, and leaving everyone feeling vaguely dissatisfied. Yeah, we've all been there. It's time to disrupt the status quo and embrace something more agile, relevant, and… dare I say… human.

Enter rolling objectives.

The Problem with the Old Way (and the Metrics to Prove It):

The traditional annual performance review is a relic of the industrial age, built for predictability and control. But in today's dynamic world, it's about as useful as a floppy disk.

• Lack of Agility:

  Studies show that annual reviews often fail to keep pace with rapid business changes. A Gallup poll found that only 14% of employees strongly agree that their performance reviews inspire them to improve. Research by CEB (now Gartner) found that traditional performance management systems often consume significant manager time, with little return on investment.

• Focus on the Past:

  Recalling performance from months ago is inherently flawed. It leads to recency bias, where recent events overshadow earlier contributions. A Deloitte study found that 58% of employees believe their performance reviews are inaccurate.

• Demotivation:

  The anxiety and stress associated with annual reviews can negatively impact morale. According to Adobe, employees would rather do any other task than a performance review.

• Infrequent Feedback:

  Annual reviews provide feedback far too infrequently, leaving employees without real-time guidance. A study by Officevibe showed that 82% of employees appreciate feedback in real time.

  
  

Rolling Objectives: A Misfit's Manifesto:

Rolling objectives are about setting shorter-term, dynamic goals that align with current priorities. They're flexible, adaptable, and foster continuous feedback.

• Increased Agility:

  Rolling objectives allow for quick adjustments in response to changing business needs. They encourage a culture of continuous improvement and adaptation.

• Focus on the Present and Future:

  Instead of dwelling on the past, rolling objectives focus on current priorities and future development. This promotes a forward-thinking mindset and encourages proactive problem-solving.

• Continuous Feedback:

  Regular check-ins and feedback sessions provide ongoing guidance and support. This fosters a culture of open communication and collaboration.

• Improved Employee Engagement:

  Rolling objectives empower employees to take ownership of their development and contribute to meaningful goals. This leads to increased motivation, engagement, and job satisfaction.

• Improved alignment:

  Rolling objectives allow for more frequent alignment with companywide objectives.

  
  

How to Implement Rolling Objectives (The Misfit Way):

• Start Small:

  Don't try to overhaul your entire performance management system overnight. Start with a pilot program or a specific team.

• Focus on Conversations:

  Rolling objectives are about ongoing conversations, not just ticking boxes. Encourage regular check-ins and feedback sessions.

• Use Technology:

  Leverage performance management software to track objectives, provide feedback, and facilitate communication.

• Empower Employees:

  • Give employees ownership of their objectives and encourage them to take initiative.

• Embrace Flexibility:

  Be prepared to adjust objectives as needed. The key is to be agile and responsive to change.

  
  

The Misfit Takeaway:

It's time to break free from the shackles of the annual performance review. Rolling objectives offer a more agile, relevant, and human approach to performance management. Let's focus on the here and now while setting goals AND giving real-time feedback.

What are your thoughts on rolling objectives?