Steve Browne (Admin)’s Articles at Everyday People, Page 48

Connecting !!

This week is truly a week I eagerly anticipate every year !! That is because I know when September rolls around, so does the annual Ohio State HR Conference !! I get excited because it’s a chance to break away from the day-to-day and be with my peers. I know this sounds HR Nerdish but I’m unapologetic about it.

The Conference has an intimate feel to it even though we’re approaching 900 attendees and 90+ vendors. The theme this year is “HR – Making Connections that Count” and I really dig the feel of this. The question is, will people step out and make connections?

One of the real challenges of HR is that we try to gut it out or go it alone. I don’t know when this trend where isolation is seen as a strength ever started, but it needs to end !! Ironically, there will be attendees who come to this great event (and others like it) and will do little to no connecting whatsoever. No connections with resource partners, no connections with peers and no connections with people who could make HR truly come alive for them !! Why is that?

I don’t think it’s a matter of introversion or extraversion. I think it’s a case of risk aversion !! I’m amazed how the folks who are in the field of HUMANS are so hesitant to meet others. Is it because we’re different and won’t have anything in common? Is it because someone will meet you and immediately ask you some insanely hard HR question, and if you don’t know the right answer, they’ll kick you out of HR ??

Then what is it? What continually keeps folks apart and not connecting?

I have a theory . . .

You see, I collect buttons. I have loads of them and they don’t follow any particular pattern or grouping. They range from Monty Python, to types of beer, to rock bands to hippie related ones, to classic cartoons, to HR ones, etc. Here’s a quick pic of just a few of my collection. I’m trying to organize them to show them off and enjoy them !!

So, what’s my theory? Just like the buttons we are a mix of a million different interests, emotions, ideas, insights, viewpoints and approaches. However, we either think others won’t find us interesting enough, or we think we won’t find people who share our interests. And that my friends is sad !!

I LOVE that we’re different !! How dreadfully boring would it be if we were all the same ?? Seriously.

So, I have a challenge for you this week. I plan to connect with every (EVERY) single attendee and vendor at the Conference. Not just meet them – connect with them. I want to learn about who they are and see how we can be resources to each other.

Your challenge is to meet one (1) new person this week and connect with them. I think that keeps things pretty balanced. If you’re one of the 900 attending #OHSHRM13, I’m geeked to see you, meet you and connect with you. Maybe . . . you’ll even be wearing a button !!

Spread the Word !!

Last week I was up before the sun rose and was driving in and around country roads in a small town in Ohio. I was hoping that my GPS was guiding me to my destination, but it was truly a matter of faith because I wasn’t near anything that looked like a conference center or meeting place !!

As I turned in the driveway of a small, local office building, I was a bit wary because I was the only car in the parking lot. After a few minutes, a familiar face pulled up and I was at ease. I was there as a speaker for a SHRM chapter. As the room began to fill up, I was getting more and more excited !! I love the opportunity to meet new HR folks and talk about the positive aspects of our field.

Once everyone was seated, I looked around at the 13 smiling faces and launched into my presentation.

That’s right – 13 people. I had traveled the night before for 2 1/2 hours to spend a night in a hotel away from my family to speak to 13 people. We had a great time !!

I’ve been seeing a push for HR practitioners to speak at Conferences which would be awesome to see. But, I think it goes much deeper than that !! You see, I think it is the obligation of professionals in HR to spread the word about what we do. This isn’t something we “ought” to do, it’s something imperative for the sustainability of our field.

We rely on a relatively few number of people to be voices of HR, and that could be for a variety of reasons. The reality is that ALL HR pros need to share the information and resources they learn about with others around them !! It seems very limiting to think that we attend these great events like chapter meetings and conferences to only take things in and never share them with others. How does that help others in your organization?

It’s time for all of us to shift our mindset and see how the things we learn can truly improve our role, our company and our field. If you read a great blog – share it. If you get information about how to do something better – share it. If you hear a great speaker, then tell others about the takeaways you have.

The more we share, the stronger we become. There’s no reason – no reason – for us to be isolated in what we do !!

So be on the lookout !! I’m going to continue to spread the word in what we do. I may even be getting in my car right now to get the word out to a group of HR pros, no matter the size. It’s in my DNA, and I hope it’s in yours too !!

Load Your Quiver !!

Recenty a phenomenal effort to pull the HR blogging community came to a close – the HR Bloggers Network. It was the brainchild of Laurie Reuttimann and I was fortunate to be included in this effort.

The highlight for me in this was to be attached to a group of incredible HR pros who regularly offer great content to the broader HR community. I make sure to read each post these folks offer and utilize their wisdom, insight and advice in how I practice HR everyday !!

Too often, when people read your posts, they don’t take that next step to look at a blogroll or see what others are saying. I’m like most people and have my “faves,” but honestly, I try to take in as much information as possible because it allows me to be a better HR professional. One can never learn enough . . . ever !!

I have an approach that I’d like to share with you. I think HR people need to load their quiver. This way you have the arrows needed in order to protect yourself, hunt for new opportunities and attack those things that need to be addressed.

HR Blogs are a great way to load that quiver !! So, this week I want to break out the authors who made up the HR Blogger Network and make sure you know who they are, what their blog is about and where to find it. Please note that there are a myriad of other phenomenal HR bloggers out there, and I’m working on a way to feature them as well.

My goal is to reach the entire HR community !! I know that’s a huge goal, but we are only better by being more connected. Make sure to take this list of bloggers and share them with others. Don’t just read this post and stop. It’s time for us to arm everyone so that all our quivers are full !!

Now, the great folks (and friends) from the HR Blogger Network:

Laurie Ruettimann (@lruettimann on Twitter) – Social media pioneer who has an edgy look at our profession. Always dig that she makes me stretch !! Her blog is The Cynical Girl.

Bonni Titgemeyer (@BonniToronto on Twitter) – Founder of the Employment Opportunities List and the TEPHR community. Great voice on getting employment right !! Find her at The EO List.

Elizabeth Lalli-Reese (@TXStrategicHR on Twitter) – Keeping HR strategic is always a good thing and Elizabeth offers a ton of insight and perspective on how to do this. Her blog is Texas Strategic HR.

Lisa Rosendahl (@lisarosendahl on Twitter) – As an HR practitioner in the healthcare field, Lisa offers a grounded view on HR and on life !! You can find her blog at Lisa Rosendahl.

Ben Eubanks (@beneubanks on Twitter) – Ben is the present and future of HR !! He offers incredible resources for younger people in the field. His blog is aptly named Upstart HR.

Kimberly Patterson (@kimberly_patt on Twitter) – Kimberly truly takes a different look at HR. She is very passionate about what we do and wants to make sure that we look at all angles of what we do. Hence the blog title – UNconventional HR.

Joan Ginsberg (@JoanGinsberg on Twitter) – Joan is a truly genuine HR pro who always gives a genuine look at all that we do !! That’s why it makes sense that her blog is titled Just Joan.

Bill Boorman (@BillBoorman2 on Twitter) – Bill is a futurist and the driving force behind UNconferences literally around the globe. He’s always looking for what’s next. His blog is Norton Folgate – The Recruiting Unblog.

Lars Schmidt (@ThisIsLars on Twitter) – Lars is all about recruiting, innovation and talent. He’s a compelling force on making workplaces better. You can find him at Amplify Talent.

Melissa Fairman (@HrRemix on Twitter) – Melissa is a fellow HR practitioner who really has a solid handle on all facets of HR. Her advice is practical and applicable in all industries. Her blog looks to mix it up at HR reMix.

Jennifer McClure (@JenniferMcClure on Twitter) – Jennifer has a great grasp on recruiting and integrating HR strategically throughout an organization. She is contantly looking how to reach the HR community. Her blog is Unbridled Talent.

Victorio Milian (@Victorio_M on Twitter) – Victorio brings a cool vibe to all that he does. He offers a great perspective to recruiting issues and opportunities mixed in with a great musical taste !! Find him at Creative Chaos HR.

Jennifer V. Miller (@JenniferVMiller on Twitter) – Jennifer has a focus on all aspects of Leadership, and she gets it right !! Her insight is very applicable at all levels of an organization. Her blog answers The People-Equation.

Dan McCarthy (@greatleadership on Twitter) – Dan is another great voice in the Leadership arena. His focus on making us GREAT is phenonmenal – and needed. Connect with him on his blog Great Leadership.

Lance Haun (@thelance on Twitter) – Self-described “nut about Talent Management” and an avid NBA fan, Lance gives a broad perspective to all areas of talent in organizations. His blog is Life Between the Brackets.

Matthew Stollak (@akaBruno on Twitter) – Matthew is one of the few HR voices from academia. He is advancing the field and also training the folks of the future !! His insights can be found at True Faith HR.

Paul Hebert (@IncentIntel on Twitter) – Paul is one of the few solid, objective voices on the topic of recognition. He doesn’t pull punches because he believes in the value of lifting others up !! You can find him at Symbolist.

Robin Schooling (@RobinSchooling on Twitter) – Robin always has a great tale of experience from her career in HR. They are episodes that we all face at one time or another !! Learn from her at the HR Schoolhouse.

John Nykolaisyn (@CigarSPHR on Twitter) – John has a great background in both the hospitality and education arenas. He likes to keep things fresh and turn others “on their head” in the workplace !! His blog is Fast Food HR.

Ron Thomas (@ronald_thomas on Twitter) – Ron is currently an ex-pat working in a senior HR role in Saudi Arabia. He is a true global HR leader with an incredible look at all that HR does. You can find him at Strategy Focused HR.

Steve Boese (@SteveBoese on Twitter) – Steve is the strongest voice in HR Tech !! In fact, he’s heading up the HR Tech Conference starting this year. He also hosts the incredible HR Happy Hour blog radio show. Connect with him at Steve Boese’s HR Technology.

Tim Sackett (@TimSackett on Twitter) – Tim has a great viewpoint on HR in the field. His no nonsense approach is refreshing and challenging. His blog is at The Tim Sackett Project.

Shauna Moerke (@HR_Minion on Twitter) – Shauna offers a bright, fresh look on life and HR !! If you know her you’d see this is true from her infectious laugh to her healthy wit. Find her at HR Minion.

Tim Gardner (@TimJGardner on Twitter) – Tim brings a unique voice to the world of HR bloggers. A self-proclaimed introvert, Tim has a thoughtful, in-depth viewpoint every time he writes. His blog is perfectly titled The HR Introvert.

You Have A Choice !!

As the work week begins . . . you have a choice !!

You can enter the parking lot of your workplace and release a heavy sigh (as most American workers do every day), or you can wake up and decide what opportunities lay before you and how YOU can be involved to make a difference !!

I’ve been working on this myself. It’s easy to sit at a keyboard and jot down words to share. I often wonder if what is written by people is practiced or espoused. Is it great motivational insight only? I can’t really handle that if it is.

You see I’ve made a choice myself. I choose to live abundantly vs. die indifferently !!

There’s a true reason behind such a statement. Too many people float around every day. Their work is “just a job.” They don’t feel what they do makes a difference. It has to be an incredible burden to painfully slog through the day thinking that what you do has little to no impact.

I don’t buy it !! I really don’t.

You see, even not making a choice is . . . in itself . . . a choice. You can’t sit idly by and think you’re not impacting other people. Therefore, you’re making a difference, but maybe not one you intended. I can’t sit by and just waste away thinking that by coasting I won’t make waves.

I want to make waves !! I want to be uncomfortable each and every day in what I do in all aspects of my life. There is too much at stake and too many lives to be reached.

In HR I hear too many of my peers lamenting what they can’t do. Or, how their organization doesn’t value their contribution or HR itself. I know this happens. But, what are you doing to make a difference ?? Do you even look to see if that is what you can do ??

We have an incredible opportunity each and every day. We can take the people we work with and allow them to shine, contribute and make waves !! I don’t feel that people want to just “exist” in the workplace. I’m not talking engagement here. I’m talking impact !! Employees want to add value to the Company, not just put their time in. I would challenge anyone who says that this isn’t the case. If it is, or if that is the general vibe in your workplace, then evaluate yourself first to see if you’ve made the choice to change that attitude.

We can bring light to an organization !! We don’t have to get stuck in the trenches in the darkness, mire and muck. We should cut through the trenches with vitality, intentionality and strength !! This goes beyond passion.

YOU make a difference everyday in all you do !! This isn’t some rah, rah speech. It’s a fact. The question is, what difference are you making ??

It’s a new week. You have a choice . . .

What are you reading ??

Whenever you talk to HR people these days, heck really ALL people these days, they always bemoan that they don’t have enough time. I don’t buy it. If your perspective is that you’re too “full” it’s because of the things you are choosing to fill your time with. It’s true !!

Look. I know we all lead incredibly full lives, but there are amazing statistics about how much time people spend watching TV, using technology, etc. And, many people don’t have a problem catching a movie or a great dinner out on the town.

This isn’t a post on time management because I honestly don’t believe in it. Instead, I think you need to look at life as – what do I choose to fill my time with ??

One thing that almost consumes me is reading !! I find myself taking on two to three books at a time plus countless blogs. Why ?? Because reading allows me to continuously learn about endless things. Those within my field and about life in general.

Recently I’ve read QBQ! – The Question Behind the Question by John Miller and two great books by Andy Andrews – The Traveler’s Gift and The Noticer. I’m also waist deep in trying to take in The Fountainhead by Ayn Rand. What’s so cool about the Ayn Rand book is that it was a gift from the great folks at Kinetix. Each year at Christmas they send out a classic book. I take it as a reminder to delve in and read something that I may have not seen in years. It’s a fantastic, and memorable, thing to do for people.

As for blogs, it’s hard to highlight them enough. There are so many folks who do great work. I have them listed in my blogroll on the site, but here’s the difference. I have all of these blogs in my Feedly reader. I make sure to read them all because I think that there are tons of information that needs to be taken in, used at work and shared with others.

So, this week – start reading. You’re kind enough to read my blog and I truly appreciate that. Expand your scope even wider. Take up a book. Find a new blog to read and follow. You’ll be amazed at what you’ll discover !!

Challenge for you as well – List what you’re reading in the comments section below. Let’s share the great items you enjoy. Fill it up and let’s see what happens !!

HR is Surreal !!

This past week I was fortunate enough to be on vacation in Clearwater Beach, Florida with my family. We’re a close family that tries to explore the areas we go to. We’re not the sit on the beach for 7 days group.

One of the things that my wife and kids “tolerate” is my art fix. You see, I love to see art of all kinds. I need to get a fix when we go on vacation just to refuel creative juices. I love to see how others express themselves and am fairly open to most types of art. We spent one day in beautiful St. Petersburg which has a very cool art vibe to it. After exploring local artist shops, we went to a mecca . . . at least for me. The Dali Museum !!

Salvador Dali was his own person (to say the least). It was so cool to walk through the museum to see that he started out “normally” to learn from the contemporaries of his day and used a more traditional style. This changed as he aged and he found his own voice. Listening to the walking tour, you found out that Dali’s extremely different surreal paintings were his attempt to capture what people’s dreams really looked like. His images are vibrant, intricate, deep in meaning and disturbing at times.

If you haven’t looked into Dali’s work, you should. I’m sure you’d recognize his work and images.

As odd as it may sound, I saw HR all throughout the Dali museum. In fact, I dig the fact that he was so radically intentional in what he did, what he painted and how he lived. He also tried to express the innermost thoughts and images of himself and others.

In our field, we hear the thoughts and feelings of people every single day. The question is – do you take the time to delve into the layers of these encounters, or are you just placating people to get them to “move on” ?? People are like art. They deserve to be observed, examined and enjoyed. They may not always fit your taste, but they all have value to offer. They shouldn’t be skipped over to get to the “more attractive” or “more well known” piece.

Like Dali’s work, people are also fluid, unpredictable, layered and unconventional. That’s what makes them amazing !! The key to understanding this approach though is to be like Dali – intentional !! You don’t have to go with the flow in your organization, or in HR !! Going against the flow is much more freeing and gives you a perspective that others who just going the same direction never see.

So, this week look at the palette around you that make up the canvas of your corner of the HR universe. Put your touch on it and bend it, shape it, crinkle it and make it shine. Release your inner Dali !!

Do You Love Your Job ??

Today is a first for Everyday People !! I’m away on vacation with my amazing family, so I decided to have a guest post. This is the first guest post ever for my blog, so I only have the BEST person to break this barrier – Dr. Daniel Crosby, PhD !!

Daniel is a dear friend and an incredible resource. He is doing great work with Suited Jobs that you MUST check out !! Suited is a tool that provides fit scores for
your company culture, job and provides suggestions for work that might better
suit you. Now, for the good Dr. !!

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One-sided relationships never work. This maxim sounds true, yet too many of us think that it doesn’t apply to our jobs.

Being highly committed to your job not only helps your employer, it helps you. Researchers have pointed out several benefits:

You’ll go above and beyond to be innovative and creative in your work.
You’ll be more motivated.
You’ll take less stress home with you.
You’ll be more likely to be recognized for your work.

Take an honest look at your relationship with your job. When was the last time you did something for your job you didn’t have to do? When was the last time you went out of your way for your job and didn’t complain? When was the last time you woke up excited to spend time with your job?

If the fire is no longer burning, just take a lesson from James Ziemer and find reasons to be committed to your work.

James Ziemer, the former CEO of Harley-Davidson, started with the company in 1969. Only he didn’t start as an executive. He entered the organization as a lowly freight elevator operator. In this job, he was responsible for hauling motorcycle equipment from floor to floor. Only he wasn’t hauling just any old parts. To Ziemer, they were the crown jewels of the company. In the years that followed, Ziemer became familiar with the operations of other parts of the business; he later worked in the manufacturing, engineering, accounting, parts and accessories, and finance departments. All of these experiences, in one way or another, would prove instrumental as he took on an executive role. Ziemer’s early experiences with Harley-Davidson were inextricable from the perspective he held while sitting at the top of the company.

Remember Ziemer’s story when thinking about your own work day. This new perspective can change how you look at mundane tasks and help to rekindle the old flame. Think of your job tasks as paving the way to something bigger and better.

Making cold calls? Sales skills will come in handy when negotiating your first large-scale acquisition.

Crunching numbers? You’ll need that skill when calculating your own salary.

Remember to look at the big picture. You might not be sitting pretty with your trophy job at the moment, but you’ll be proving to yourself that you are ready for more than just another quick Hollywood-type fling.

A Positive State of Mind !!

Lately, the HR Blog world has had a negative vibe. I understand that what we do in Human Resources can be challenging, frustrating and even overwhelming. We are dealing with people. I think it actually could be the definition of “human being.”

The other trend I’ve noticed is that most of HR is focused on fixing what’s wrong. The real limitation of this is that the majority of the things that are truly “wrong” with people makes up only about 10% of the folks you work with. However, that makes up 90% of our focus. It results in programs, policies, and efforts that miss the best employees all together !!

Honestly, it tires me out. Doesn’t it tire you out? I try my best to be positive every day and in every situation. Whenever I’ve brought this approach out, it gets looked at as being somewhat of a Pollyanna. Someone who doesn’t recognize the reality of the swirl of day-to-day life and negativity that tries to swallow us whole.

I don’t see positivity as a “way of life.” I see it as a choice. I can choose to fill myself with those things that are good and uplifting. I can choose to surround myself with people who look for the best in themselves and in others. I can choose to believe that EVERYONE has value !! And, I can also choose to be positive with others when I interact with them.

Sure, that’s also challenging !! I’m not naive. In fact, I know that I’m probably seen as challenging to others, have had blue funk days, and am quite sure that I’ve disappointed others for a variety of reasons. Having setbacks don’t lessen a positive outlook. In fact, the ability to face the peaks and valleys of life is a necessity. Again, you face a choice.

I’m going to look for, and highlight, #PositiveHR when I see it. I think it’s time to turn the tide in the field and in Social Media forums. It doesn’t mean we can’t be critical. We should be. It doesn’t mean that things shouldn’t improve. They should. HOW those things are done is the difference !!

People want positive things around them and in their lives. Everyday. Honestly, they’re yearning for it personally and in their workplaces. They’re especially looking for it in, and from, HR !!

You’re starting a new week. I’m sure the week ahead is full of all kinds of opportunities and obstacles. You have a choice. Will it be positive ?? I can tall you what my approach will be.

Going Deep !!

The majority of our days are spent with people in some form or fashion. In the workplace, you encounter people in many situations and often with different outcomes. Even though we spend the bulk of our time at work, we don’t really have “deep” relationships.

This isn’t bad. In fact, the reality taking relationships deeper at work can be tenuous. The dynamics in the workplace need balance in order for them to be effective. Collaboration comes from a healthy give and take with folks. You can have very close friends you work with, but I think that leaves a gap that most of us want filled.

Do you have folks you can “get real” with? Someone who really challenges you and makes you dissect your views, opinions, etc. to have you take time to be introspective. Someone who doesn’t automatically agree with you. If you don’t, you should.

Why do you need someone like this?

It’s necessary because the culture in most organizations strives for conformity. Conformity of thought, actions, appearance, etc. And, unfortunately, most HR people love this !! The least resistance makes our jobs comfortable. If people “fall in line,” then we think we’re being effective and doing our jobs.

The opposite is actually what should be our goal. One of my great friends who makes me go deep just reminded me – “If you’re comfortable, you’re not growing.” So true !! Having someone who you can bounce ideas off who isn’t in your organization is great because they don’t have the same filters and assumed culture that your workplace inherently has.

There are some key things to consider if you have someone to go deep with:

It has to be interactive and not one sided !! – This isn’t a forum or venue for someone to just be a sage, mentor or someone who espouses their opinions. This is dialogue. You both have to press each other.
It has to be intentional !! – You can set time aside to have conversations, but make sure it’s top of mind and timely. This isn’t a therapy session. It’s a chance to lock horns with someone when you need to hit them up. Also, anything goes in these interactions. You have to understand that you’re trying to be stretched here, but that it’s still safe.
It has to be genuine !! – Whenever I have these conversations, it’s raw, passionate and direct. You never hear catch phrases or HRspeak – EVER !! In fact, it’s how most people would love to express themselves in companies if they could. You know that you can be open with the others involved because they have this expectation as well.
It has to be limited !! – I would limit the number of folks you engage in deep conversations. Why? Most people won’t do it well. That’s a real shame, but most won’t take the time or really dive in when they talk. People want to keep things at the surface level which is cool. But, it also never fills the gap to stretch beyond your norms.

So, this week, if you don’t have someone you can go deep with, find somone. If you have someone, give them a ring to talk to them. This goes beyond electronic forms of communication and demands a relationship. Trust me. If you get a few of these folks around you, you will become the businessperson that your Company truly wants around !!

Rallying Cry !!

When you survey the landscape of businesses today, you see the contstant drive for improvement and solving “problems.” That is all well and good, but it tends to be inconsistent because often the problem that is given the most attention comes from the person or group who is most vocal. It may not be what needs to be the focus of the organization’s efforts, but that doesn’t stop them from pouring time, effort and money into randomly moving targets.

To solve this companies launch into strategic planning sessions which are effective and do their best to bring a better set of parameters to keep things moving forward. The “loud voice” syndrome can also take precendence in this format, but it’s harder to do because the plan should be looking at the business as a whole.

Why all this business talk on an HR blog? Well, it’s because we in HR need to understand that we are in business first and we happen to practice HR. When you look at this situation in organizations, HR can bring something to the table that others won’t think of . . . the rallying cry !!

This isn’t something for HR to offer as some sort of cheerleading effort. It’s a way for us to advice our CEO’s about the value of pulling the team together. Most of the time in strategic planning sessions, there are massive amounts of data shared. Decisions are made from the data almost exclusively from a lack of emotion. Rational thought is what tries to take the day. This isn’t an argument against data. Just the opposite actually. People need to be emotionally tied to things as well in order to get behind them and make them come to life. When this happens, the data will play itself out in the results that people are seeking.

When I was at Sea Base with my Scouts, there was a rallying cry that could happen at anytime and without a schedule. There’s an out island called Big Munson Island that all of the scouts/adults stay on at least one day and night during their trek. If a crew yells the word, “MUNSON !!!” at any time, you are obligated to yell “MUNSON !!!” right back regardless of where you are. This simple word provided a common bond to everyone on the Base. It was the emotional tie that everyone could relate to because everyone has had great memories of their time on the island.

HR’s rally cry has too often been “COMPLIANCE !!” or “FORMS !!” or “REDUCE LIABILITY !!” – ugh !! It’s no wonder that we are relegated outside the business conversation. These things are important, but they don’t pull people together.

By meeting with the CEO (and it’s something that should be expected of HR, not just wished for), you can see what he/she want the troops to go after. Being their sounding board to try out the cry is essential and will allow them to test what they are looking to do. The cry should include risk, growth and energy.

Now it’s up to you !! What rallying cry can you make for yourself ?? Your department ?? Your company ?? They’re looking for one and it’s time for HR to bring it to life !!

MUNSON !!!