Let's be honest – sometimes it feels like HR and CEOs exist in parallel universes, doesn't it? One's focused on quarterly targets and shareholder value, while the other's trying to keep the workplace from imploding and employees from heading for the exits.

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According to IBM's latest research about the evolution of HR, 2020 ushered in a new era of risk that requires organisations to change how they plan, create strategies, make investments, and operate their day-to-day business. This is changing how businesses engage with their customers, and in many cases, who their customers are. With diminished human contact created by events of the last 12 months, IBM proposed that in order to survive, business must now become inherently humanised. In the new world of work, organisations need to build engagement with remote employees, foster trust in uncertain times, and cultivate a resilient workforce capable of facing whatever the future may hold. How that might look in action is what HR 3.0 is all about.

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Every year, Deloitte conducts an extensive study on the emerging and prevailing trends in human capital and the future of work. Each year, the post we write on our HR blog about that report is always one of the most popular. In 2019, the Human Capital Trends Report highlights an intensifying combination of economic, social, and political issues impacting HR and business leaders. These factors continue to put pressure on businesses to operate in a more socially oriented manner (a continuation of 2018's trend, which we covered in a previous HR blog post), and to reinvent their organisations around a more human focus. Let's take a look at the highlights of this year's report and how to prepare for the future of work.

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Given our recent appearance on the Top 100 HR Blogs list, we figured that there's only one thing to do. That is to add even more great content to the Blog so that you can access ever better content about how to up level your overall knowledge base in both an HR and a business context. To that end we've reached out to thought leaders in particular niches that will help you broaden your perspective as HR Professionals in a landscape where you are increasingly called on to contribute to overall business success, not just HR related outcomes. Our first guest Blogger is Stuart Findlay, a consultant with the Lighthouse Group in Sydney who has over 30 years' experience in business. He holds an accounting degree, MBA and is an internationally accredited executive coach. Stuart is an accomplished facilitator of Building Business Acumen and has great success in mentoring and coaching a range of leaders, aspiring leaders and sales people. In today's post, Stuart distills decades of knowledge and experience into the fundamentals of building business acumen and winning over decision makers.

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It has been said that problems can not be solved from the same level of awareness or mindset from which they were created. One doesn't have to look very far to realise that humanity currently faces a lot of problems. Whilst this may have always been the case, and whilst it is also true that humans have become adept at solving some very complex problems, it is also fair to say that we are potentially facing one of the biggest 'problems' in modern history. What these problems require of us, is a new approach to leadership and a new level of awareness about how we can transform current issues into future possible solutions to navigate the future of work.

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