The Power of Peer Connection

4 Insights From Our Leadership Retreat for CHROs 

“We thrive in the chaos [of work] because we can be the hero and fix things.”

“HR leadership is a lonely job.” 

“Great leaders don’t answer questions, they ask them.” 

These were some of the comments we heard at a leadership retreat we hosted for executive HR leaders this month. This retreat took shape after a number of Disruption Advisors clients mentioned an interest in a forum to connect with their peers in a confidential space where they could build relationships, share strategies, and troubleshoot challenges in what can sometimes feel like a lonely role. Eight HR leaders from various industries, backgrounds, and stages in their careers, joined us for two and a half days to connect, reflect, and recharge. 

If you couldn’t join us for the retreat,  here are our four takeaways: 

1. Step Out of Your Comfort Zone 

It’s easy to get stuck in your daily (or weekly/monthly/annual) routine without taking a moment to push yourself and try something new – remember the experience, surprise, joy, and confidence boost that can come from an uncomfortable or challenging situation. 

We encouraged these leaders to embrace something new on a high ropes course and zip line. This activity challenged some and exhilarated others, but everyone walked away with a new friend to cheer on, a personal fear conquered, and a new perspective on stepping outside of your comfort zone.

2. Value of peer coaching. 

While Disruption Advisors specializes in growth and change, we recognize and value the expertise HR leaders have in addressing the complex challenges they face. So, we intentionally built in time for our clients to connect with one another – whether that was to talk through a current challenge they’re facing or goal they’re working toward – and encouraged them to share observations, ask questions, and offer advice or support. These conversations led to several “a-ha moments” and deeper connections. 

3. Making time for reflection. 

During pre-retreat interviews, every participant identified quiet time to journal, reflect, and just think as an important aspect of the retreat, and, therefore, something important to include in the agenda. Each day, there was at least a 30 minute opportunity for quiet reflection. This led to five participants making a commitment to continue this practice of quiet reflection in their daily lives following the retreat. 

4. Challenges (and successes) are universal. 

The challenges teams and organizations face are often not unique to that team or organization, nor are the solutions. Participants noticed that, while the scale of an issue varied, the core of each issue discussed – from compensation and benefits questions to developing leaders internally – resonated with everyone. 

The opportunity to brainstorm with peers on these challenges allowed the HR executives to combine their unique perspective, expertise, and knowledge, unlocking new perspectives and resources within their networks. This increased creativity and led to more innovative ideas for each challenge. On the other hand, it also allowed them to share successes and collaborate on ways different strategies might be implemented to support the goals and initiatives of their organizations. 

Interested in joining us for our next retreat or learning more about joining a peer cohort like this? Reach out to our team today – we’d love to get in touch!