GROWW Leadership Articles
Where intention becomes impact.
Practical thinking on leadership, organizational culture, and the particular challenges of the HR Department of One.
What the HR Department of One Needs to Grow
There’s a version of this job where you already have everything you need: the pillars, the plan, the direction. What’s often missing isn’t a sixth pillar to learn. It’s the ground underneath the other five, someone to test your hardest calls against, and enough time back in your day to actually use what you know. This final post in the series names both, and what to do next.
Proof of Purpose, for the HR Department of One
Nobody hands the HR Department of One a reason to keep going. Post 6 in the GROWW Framework series looks at why the Why pillar has to be self-authored, and what changes once you write yours down.
For the HR Department of One, Curiosity Needs Delight
I didn’t immediately believe the four-day work week claims when I first heard them. I wasn’t sure they were wrong, either. I just wanted proof. That’s the difference between skepticism and dismissal, and it’s what led me to look closer. What I found didn’t just satisfy the question. It delighted me, and it changed how I think about learning.
Strengths as a Strategy for the HR Department of One
Most HR Departments of One are stuck in catch-up mode, with plans for strategic work crowded out by administration, compliance, and unplanned interruptions. Here’s what happened when this solo HR professional’s strengths got regular time on the calendar.
Resilience for the HR Department of One: Whose Responsibility Is It?
There’s a specific kind of exhaustion that comes from being the only person who can see everything that’s broken, and also the only person expected to fix it. This post is about who actually owns resilience at a small organization, and where the solo HR professional’s real agency begins.
How the HR Department of One Makes Time for Goals
There is a version of goal setting where the goal survives December. It is not the one most carefully tracked. It is the one that drew on how the person is wired to work. This post explains why important goals keep disappearing for the HR Department of One, and what it takes to give one a a place on the calendar the urgent cannot reach.
The Catch-Up Trap: Why the HR Department of One Never Has Time to Think
There is a particular kind of exhaustion that comes from never being able to do the right things — not from doing too much, but from doing whatever arrived in the inbox this morning. The HR Department of One wasn’t designed to be strategic. It was designed, however unintentionally, to keep one person permanently in catch-up mode. This post names the structure, and why changing it starts with understanding what it actually costs.