Hacking HR to Build an Adaptability Advantage

Being adaptable for the sake of adaptability won't help an organization thrive. For the vast majority of today's large HR/Talent organizations, even the most strategic activities live in their own silos and systems in a closed feedback loop outside of the business side of the business. Adaptability that matters to the business requires a deep understanding of strategic business goals and how to apply one's unique knowledge and perspective to change course quickly, with gusto, while staying within an acceptable risk tolerance. Until we break down the silos - real and imagined - and develop a culture where people strategy IS business strategy, asking HR to be "adaptable" is like asking the tax collector to be creative. Why?