“Your people are your greatest asset, not just numbers on a spreadsheet. When you align HR with leadership strategy, you don’t just improve workplace culture—you enhance productivity, retention, and ultimately, your bottom line.”
– Yara Banks
In today’s fast-paced corporate world, many businesses overlook one critical factor that can make or break their success—the alignment between leadership and human resources. Too often, HR is seen as merely an administrative function, handling hiring, payroll, and compliance, rather than as a strategic partner that drives employee engagement, workplace culture, and long-term profitability. In her book, The Executive Blind Spot: How Misalignment with HR Can Impact Your Bottom Line, Yara Banks reveals how businesses can bridge this gap, ensuring that HR is integrated into executive decision-making to foster stronger leadership and a more cohesive workforce.
As the CEO of BNX Business Advisors, Yara has worked with companies nationwide to help them recognize the immense value of their people. In this interview, she dives into the biggest blind spots executives have when it comes to HR, how businesses can improve leadership development, and why workplace culture is the foundation of long-term success. Whether you’re a business owner, HR professional, or executive looking to create a thriving, people-focused organization, Yara’s insights provide a roadmap for transforming the way companies approach human resources and leadership.
Thank you so much for joining us! Our readers would love to get to know you a bit better. Can you tell us a bit about your backstory?
Thank you! I’m honored to be here and to have the opportunity to share my insights. I am the CEO of BNX Business Advisors, a firm dedicated to integrating HR and business solutions for companies nationwide. My journey into HR and leadership development started early in my career when I witnessed firsthand the disconnect between executives and employees. Too often, employees were treated as numbers rather than valuable assets, and the lack of communication between leadership and staff created unnecessary challenges. That experience left a lasting impression on me. I realized that for companies to truly thrive, they needed to leverage HR as a strategic tool, not just an administrative function. This realization inspired me to write The Executive Blind Spot, a book that explores the crucial role of HR in business success and how companies can bridge this gap to foster a more engaged and productive workforce.
What inspired you to write your book?
Over the years, I kept encountering the same recurring issues in different organizations: poor communication, leadership gaps, and toxic workplace cultures. However, the biggest problem I observed was that many companies viewed HR as a reactive function rather than a proactive, strategic partner. This led to high employee turnover, low engagement, and financial losses. I wanted to change that perception. The Executive Blind Spot was written to highlight how failing to integrate HR into the strategic planning process can negatively impact a company’s bottom line. My goal is to help executives and business owners understand that HR should be at the table from the start, influencing decisions that affect employees, policies, and company culture. When HR is positioned correctly, businesses can achieve higher efficiency, better employee retention, and long-term profitability.
What are some of the biggest blind spots executives have when it comes to HR?
One of the most significant blind spots is failing to recognize that employees are a company’s most valuable asset. Many executives focus solely on financial reports, product development, or sales strategies while overlooking the human element that drives success. When employees feel undervalued, they disengage, leading to decreased productivity and higher turnover rates.
Another major blind spot is not involving HR in key business decisions. Many executives believe HR’s role is limited to hiring, firing, and payroll, but HR professionals are trained to handle much more. They can provide insights on workforce planning, risk management, leadership development, and compliance. Companies that ignore HR’s strategic value miss out on opportunities to create a cohesive, high-performing workplace.
Additionally, there is often a disconnect between leadership and employee expectations. Many executives assume that salary is the most important factor for employee satisfaction. However, studies show that employees rank feeling valued, having growth opportunities, and working in a positive environment as higher priorities than salary. When leadership fails to understand these motivators, they risk losing top talent.
Many people underestimate the role of HR. Can you explain the different levels of HR engagement?
HR operates on three distinct levels, each playing a critical role in business success. The first level is the Administrative Level, which includes processing paperwork, handling payroll, managing employee benefits, and ensuring compliance with labor laws. While important, this is just the foundation of what HR should be doing. The second level is the Tactical Level, which involves hands-on problem-solving and implementation of company policies. This includes handling employee disputes, facilitating training programs, and executing new strategies such as diversity and inclusion initiatives. It’s the middle ground between administration and strategy. The third level is the Strategic Level, where HR truly becomes a game-changer for businesses. At this level, HR is involved in forecasting, long-term planning, leadership development, and shaping company culture. Unfortunately, many companies never allow HR to progress beyond the administrative level, which means they miss out on the full benefits HR can offer. When HR is actively engaged at all three levels, businesses can create a work environment that fosters innovation, collaboration, and long-term success.
What are some of the most common mistakes businesses make in managing their workforce?
One of the biggest mistakes is assuming that throwing money at employees will keep them happy. Many executives believe that offering raises or bonuses will improve morale, but that’s only part of the equation. Employees need to feel valued, heard, and empowered. If they don’t, no amount of money will keep them engaged.
Another common mistake is promoting employees into leadership roles without providing proper training. Just because someone excels in their individual role doesn’t mean they have the skills to manage a team. Many middle managers struggle because they lack training in communication, team building, and conflict resolution. This creates a ripple effect, leading to disengaged employees and high turnover.
Companies also fail to invest in workplace culture. If employees feel that leadership is disconnected or that their work environment is toxic, they will look for opportunities elsewhere. Businesses that neglect culture risk losing their best talent, which ultimately affects the company’s bottom line.
How does workplace culture impact an organization’s success?
Workplace culture is the backbone of an organization. It dictates how employees interact, how motivated they feel, and how invested they are in the company’s success. A positive culture fosters collaboration, innovation, and employee loyalty, while a negative culture leads to disengagement, high turnover, and internal conflict.
I’ve worked with companies that struggled after mergers and acquisitions because they failed to align workplace cultures. One statistic that always sticks with me is that 92% of failed mergers cite culture clashes as a primary reason for their failure. If companies don’t prioritize cultural integration, they risk losing employees, disrupting operations, and ultimately failing to meet their financial goals.
A strong culture isn’t about superficial perks like free coffee or office happy hours—it’s about creating an environment where employees feel valued, supported, and heard. Leaders need to actively invest in their company culture to drive long-term success.
What role does HR play in business risk management?
HR plays a crucial role in mitigating risk. Many companies think of risk management in terms of financials or cybersecurity, but workplace issues such as harassment claims, compliance violations, and high turnover rates can be just as damaging. HR professionals are trained to handle workplace investigations, ensure legal compliance, and create policies that protect both employees and the company. They also play a key role in reputation management. A single lawsuit or negative Glassdoor review can significantly impact a company’s brand, making it harder to attract top talent. By proactively involving HR in business strategy, companies can prevent costly mistakes and create a safer, more compliant workplace.
Where can readers find your book?
The Executive Blind Spot is available on Amazon, Barnes & Noble, and directly through BNXBA.com. The book serves as a practical guide for business leaders, HR professionals, and entrepreneurs looking to strengthen leadership, improve workplace culture, and align HR with strategic goals.
For those who purchase through BNXBA.com, we offer exclusive bonuses, including self-assessments, checklists, and worksheets to help evaluate HR alignment and identify key areas for improvement. These tools provide actionable steps to enhance leadership effectiveness and workforce engagement. Purchasing through our website also offers the opportunity to connect with our team for additional guidance.
How can our readers further follow your work online?
You can stay connected through BNXBA.com, where we share expert insights, case studies, and practical HR strategies. We also post regular content on LinkedIn, Instagram, and Facebook, covering leadership development, HR best practices, workplace culture, and compliance updates.
For businesses seeking customized HR solutions, we offer one-on-one consultations to help with leadership training, employee retention strategies, and overall workforce optimization. Follow us online or visit our website to explore our services and stay updated on the latest strategies to improve business success and employee satisfaction.
Thank you so much for joining us today, Yara. Your insights have been invaluable, and I truly appreciate the work you’re doing to transform businesses by strengthening leadership and HR alignment. Your passion for creating positive change in the workplace is inspiring, and I know our readers will gain a lot from this conversation.
Thank you, Stacey! I truly appreciate the opportunity to share my message and discuss such an important topic. It’s been a pleasure speaking with you, and I hope this conversation helps business leaders recognize the power of aligning HR with leadership strategy. When we invest in our people, we build stronger companies, stronger cultures, and ultimately, greater success. I’m grateful for this platform and excited to continue helping businesses thrive.
