For many decades now, HR Leaders have been justifiably criticized by CEOs and line executives as having little or no pragmatic understanding of the strategic, financial or operating aspects of the business while wanting to be considered as an equal business partner to their line executive peers which is best illustrated by a seat at the C-Suite table. While the current crisis has HR leaders being seen in a different light, many still struggle to acquire that much-desired seat at the table. Accordingly, this overall lack of business acumen has caused many CEOs and line executives to view HR primarily as an administrative afterthought with little or no direct impact on the business itself. Most HR leaders fervently hope for a CEO or line executive who appreciates the worth of the function and will grant them such a seat. However, most CEOs and line executives are looking to their HR Leader to chart its own path to business success and earn its business legitimacy. After decades of tryin
