Get Tagged !!

Do you remember playing Tag when you were a kid? I think every child since the dawn of time has played Tag at least one time. To refresh you’re memory – there’s a person who’s “it” and they run around trying to tag others and transfer being “it” to someone else. Usually, there are tons of screams, giggles and taunts as people run around to avoid being tagged. It’s a great game where people typically quit only after becoming exhausted from running around.

This past week, I took a short vacation to Washington, D.C. with my wife. We really enjoyed seeing the sites from Arlington National Cemetery, to several monuments, the sobering United States Holocaust Memorial Museum, George Washington’s homestead Mount Vernon and a walking tour through Old Town Alexandria, Virginia. It’s amazing that we can walk about freely in our nation’s capitol and take in all of this history. We were surrounded by literally thousands of people that seemed to move like waves from attraction to attraction.

As I continued to read plaque after plaque about people who impacted our nation and world, I was struck by something. When they were tagged, they were okay with being “it.” They stepped into the situations before them and acted. It didn’t mean they were perfect in character or background by any means. They had faults because they were humans just like us. But . . . they acted.

As I look around at people today, I hope they are willing to be tagged. In the childhood game, the goal is to avoid the tagger at all costs because you don’t want to be “it.” This is also somewhat prevalent in our society. We’re very concerned about what affects us personally, but we don’t step up to act. I think we feel that if we act that it will infringe upon our personal time to such an extent that we’re stymied against moving at all. We also fall into the trap that we’ll be required to do something we’re not capable of doing. Our minds make us think that we’re not able to do well in what we’re pursuing, so we stay put.

I want to challenge everyone to understand that action is not some monumental task. It’s just the willingness to break out of inertia when needed. As HR pros, I want to encourage you to be a person who’s willing to be tagged. We can step up and get involved in areas both inside and outside our company. I fiercely believe that HR pros who are others focused are people who will be successful in ways they’ve never expected.

We can’t continue to sit idly by. I’m not going to presume where you can plug in, but I know that it’s needed. You see, if we don’t act then we can’t affect the outcome of situations. Something that could be worked out and have a positive result may not because it made us uncomfortable to be “it.” I don’t know about you, but I can’t let that be the case.

I am not under some misconception that some day people will be walking around reading some plaque about my actions. However, reading what others were willing to do rekindled the fire in me to continue to be tagged. And, since I’m “it”, I’m looking to tag others. Be watching. You may soon hear – “Tag, you’re it !!”

Image Courtesy of Brainless Tales

 

Grow or Control ??

Coffee shops are inspirational. You knew that didn’t you? They really are and have to be. Most are full of people who are on laptops or tablets as well as groups of folks having great conversations. My fave coffee haunt, Cavu Coffee, is one of these inspirational locations !!

Recently, I was in the midst of a great conversation at Cavu with a friend and we talking about leadership. In the midst of a sip of some hot coffee, she laid this out for me – “You know Steve, there are two types of leaders. Those that help people grow and those who want control.”

I stopped sipping my coffee. I was struck by how accurate that was. When I think of the workplace, I definitely see this dichotomy at play. The tendency, however, is not usually focused on growth. I don’t mean to be negative, just realistic. Managers and supervisors live in a constant state of frustration because people just won’t do what they demand, I mean, ask.

We aren’t clean in this area either HR. The majority of our efforts in HR are to constrain and control. This is true from policies to performance “management” systems. I know many of my peers who are handcuffed by spending the majority of their time and contributions towards keeping employees in line.

How does this help people excel? How does this help companies thrive and perform? Why is the standard of how we allow managers and supervisors behave so low? The questions could go on and on . . .

We need to be a profession focused on growth – both personally and throughout our organizations. Trust me, this is healthier than what is being done currently. We all have to come to terms that “control” is a myth. It always has been.

Don’t believe me? Do you have kids, know kids or were a kid yourself? (I want to make sure to cover everyone). Parents miss so much of the phenomenal side of their children because they want their kids to behave, listen and stay within very tight boundaries. I believe in structure, and I was one of those parents who was more strict than I probably should have been. When I allowed my kids to just be themselves, they flourished !! Their creativity and imagination jumped out of them. There was little they wouldn’t explore or try. They were limitless.

The more I tried to keep them in line, the more I saw the edges get chipped off and they moved more and more to the “norms” that everyone expected of them. Why does this matter? You know what happens when kids grow up? They become our employees.

So, why wouldn’t you want employees who saw their work as having no limits? What if HR was less about “crossing the line” and more about boundaries and parameters that allowed people to perform? We need to step in and change the landscape of the workplace. It just has to happen.

People want to grow. They want to do this within their role and the organization. This doesn’t mean that everyone desires promotions and the out-of-date career ladder. They want to grow in how they do work. They want to grow in their responsibilities. They want to grow in how they move the company forward.

They want to grow . . . and so do you !!

I encourage you to eliminate the illusion of control and build an environment of growth. Go to a coffee shop and see how your inspiration blossoms !!

Given First

Trust.

It’s a topic that’s getting a ton of attention these days. It’s in our discussions, our social media and in societies around the globe. People are trying to determine if people are/aren’t trustworthy and there’s never a clear answer because everyone’s opinions and definitions are different.

I’m not here to define what “trust” is. However, I do want to tackle the first aspect of trust – and that is whether it is earned or given. The majority of people I know feel trust has to be earned. If trust isn’t earned, how do we know how people will act or treat each other? In the workplace, and life in general, people want you to tally a series of activities so that people will finally establish a certain level of comfort so that they can open up to each other incrementally over time.

I don’t think this works, and I never have. I give trust first.

You don’t have to earn my trust, my time, my empathy or my attention. I will give it to you. You don’t have to hold a certain level of job, have a minimum level of education, come from a similar family background, or share the same beliefs I have. I will give you trust the moment I meet you.

Will you disappoint me? Yes. But, I will disappoint you as well. Will I fail at some point in our relationship? Absolutely. Are there differences we have that will be possible points of disagreement and contention? Of course there are.

These happen because we’re humans.

If everyone has to earn trust first, how will trust ever happen or occur? Someone has to step up and be willing to be vulnerable and open up. Does being open mean that you are naive and blindly unaware of actions or stances that don’t match up with who you are? No, it doesn’t.

As an HR professional, I believe that giving trust first is the approach to take with everyone. Please note that when you take this stance you’re going to get bruised. People don’t trust those that give trust first. (Sorry for the pun, but it’s true). Employees are wary because most of them live in the “earn it” world. I want to encourage you that when the bruises come, trust people again. The next time it happens, do the same. I don’t want you to be a martyr, but I do think you have to fight through the disbelief with your consistency and your willingness to be intentional with people.

If you get to know me personally, and I hope you do, you need to know that the next step past trust is that I am fully in with getting to know you. I can see how many people do “drive by” relationships where I give you snippets of my time and attention. Those result in a multitude of acquaintances that may be miles wide but an inch thick. You have the appearance of connections and relationships, but at the most you’re nice to a bunch of folks. There’s value in that, but there’s also so much more available.

Employees want someone they can trust. It’s almost palpable in workplaces all over. It’s time for us to be the people who make that happen. Let’s turn the page and be the profession made up of people where trust is – given first.

Be Unlikely !!

When I was young, I remember watching Christmas specials on TV with my family. As a point of reference, this was long before cable TV and 1,000’s of channels. There were four networks to choose from – ABC, NBC, CBS and PBS. We didn’t think we were being slighted by having so few choices. It was our reality and we accepted it.

The most memorable instance I can recall happened during a Bing Crosby special. My Mom and Dad were huge Bing Crosby fans, and my brother and I didn’t get much of a say on what we watched. As we huddled together to watch the show, the most unlikely thing happened. Bing was in a set depicting a large, warm house and a neighbor came to the door. The neighbor was . . . David Bowie !!!

My Dad looked at my brother and I and asked who this British person was and if we knew him. I jumped at the chance to say how fantastic Bowie was, and I now had immense interest in this show. They did some forced dialogue and then sang a duet to The Little Drummer Boy. My Dad hated it, but I thought it was beautiful – and still do.

I’m sure the network execs wanted to bring someone young on their Christmas special to hopefully connect with young viewers. I don’t know if it worked, but it was great to see something so unexpected happen. Seeing something that is unlikely grabs your attention and leaves an imprint.

As we wrap up another year, it’s time for us to sit back a bit and reflect where we are personally and professionally. I know that you will have the chance to step out next year at least once into an area that won’t seem to fit. You’ll be the unexpected neighbor who shows up. You’ll have a choice to either see how to make this odd pairing work, or you can walk away.

I think it’s time for HR to willing be the unlikely person to show up. This needs to occur at the executive level of your organization as well as every department. We can no longer be the department that people “go to.” We need to be the people who make things happen for others. It’s the natural evolution of our profession, and we need to be intentional in seeing this through.

Don’t settle in being a part of the scenery and background of your company. That’s where we’ve been for far too long and people have come to expect that this is the norm. I think that this leads to many folks in HR becoming frustrated and tired. You have the opportunity to turn this norm around and set a new one.

The time is overdue to make this shift. You have to know that you might be the missing piece to an incredible duet that is just waiting to be sung. This next year . . . be unlikely.

NOTE: I’m going to take the remainder of the year to be with family and friends. I appreciate you for reading my blog and hope it is a regular dose of encouragement for you in what we all do in HR. I also hope that you have a phenomenal Christmas, New Year’s and overall Holiday Season !!

Go Global !!

I grew up in Ada, Ohio which is literally one square mile in diameter. It was magnificent and I had no idea of what the world looked like outside its perimeter. You see, I grew up in the pre-internet days and we thought traveling to Lima, Ohio to see a movie was a true expedition !! It took us 15 minutes to make that trek, but we couldn’t believe we had such freedom. I have to say that I enjoyed being blissfully unaware of the world outside my little village. That was over 30 years ago . . .

Ironically, the world has changed little for most of my peers in HR. We continue to live in a microcosm of the global reality we live in. There are many folks today (around the globe) who limit themselves to the city/town/village they live in as their lens for looking at what they do. It may even be more constricted in that some HR professionals only perspective is within their own organization.

We live in a global community whether we recognize it or not. We can’t keep existing in a flat world model. There don’t have to be any horizons on HR and how we’re connected. I don’t think I’m the only one thinking this. I continue to find and connect with great folks from every continent. The more folks I find, the more I get geeked to make these new discoveries.

In a day and age where countries are calling for more segregation and isolationism, I think it’s up to HR to span those boundaries and blur them more and more. I understand that we each have unique practices, laws and regulations, but we have one thing in common . . . humans.

There’s no logical reason for us to stay confined within our own geography. With technology and social media all around us, all we need to do is click a button to Follow, Link In or Friend each other. We can talk via Skype or video conferencing regardless of distance or time zone. It only takes someone willing to step forward.

I remember a few years ago when I went to my first SHRM National conference and we were AMAZED that there were people who practiced HR in areas of the world other than us. I’m not exaggerating. It’s as if we discovered an entirely new land. It happened again when I attended my first HRevolution event and we were astonished that others who were active in Social Media in HR actually existed and that we were real people and not just avatars on a screen.

Better TogetherIt’s time for the HR community to be global. I don’t mean global from a U.S. perspective. I mean global from an industry perspective. This goes beyond the great professional societies that I encourage you to belong to because they are wonderful forums. This is a call for individuals to make a grass roots effort to connect, communicate and collaborate.

I look forward to the day when I’ll get to travel to the UK, India, Africa, Australia, Japan, Canada, etc. and meet peers who get to work with humans. It will be fantastic to get to know them personally and see what great things they are doing in the field and inside their companies.

I want you to not only thrive in your village, but in your profession. Join me and see how we can be better together globally !!

Changing Lives

I’ve mentioned in the past that I am fortunate to have amazing kids. They’re really adults now, and they’re still amazing !! I remember that when they were young they asked what I did for a living. When I told them that I was in Human Resources, they didn’t have a clue what that meant. It was difficult to explain employee relations, compensation, training and development, benefits and strategy. So, I simplified it for them.

“I hire people and give them jobs.”

They nodded and understood, but then asked, “Do you fire people too?”

I’ve always been candid with my kids and explained that firing people was part of what I did as well. There faces wrinkled up and they shook their heads as they said that that wouldn’t be fun to do. I told that that I agreed and that I never enjoyed that part of my job.

Termination is a hidden facet of HR. We don’t talk about it enough, and when we do, it’s about the legal aspects of it and our insurmountable fear of litigation. I understand that there could be potential legal considerations involved with terminations, but it shouldn’t be our primary focus. We lose the perspective that is as the base of anyone losing their job.

It changes people’s lives.

changing-livesThink about it. When a person came to work on a particular day, the last thing that entered their mind was that they were going to be let go. This may not be the case if a company has a history of downturns and layoffs, but those are usually the exception and not the rule.

Since termination changes the lives of those affected, I think it’s key to keep some things in mind in how we can approach this facet of our job from a human perspective.

People should “earn” it – What in the world does this mean? I follow a rule of thumb when it comes to termination. I only want to see someone terminated if their behavior warrants it. I don’t believe in building cases for, or against, someone. If a person’s behavior and actions are unacceptable, they should be talked to directly and intentionally. If their behavior doesn’t change, they should know that it could lead to dismissal. Having this context is much healthier and actually leads to fewer terms.

Show grace – When you have a termination discussion, show grace. This is never easy and should never be something you enjoy. Even if the employee has been very challenging, losing their job changes everything at the moment it occurs. There’s no exception. Your approach makes this process either easier or more difficult. I have been in HR for over 30 years now and I still get anxious any time terminations are involved. You need to put yourself in the other person’s shoes. Treat them with dignity and grace. It matters.

Be a bridge – If the termination isn’t volatile, I would recommend that you provide assistance to see how you can help them with either networking or landing their next great gig. You can be a positive influence during a negative time in their career. This may seem out of bounds or not what companies normally practice, but it differentiates you and helps with you being with them throughout their entire life cycle with your company.

Terminations are a fact in our field. You have a choice to do this well or continue to struggle with it. When you remember that what you’re doing changes lives, you’ll do it better I promise.

 

Stand.

The world around us seems to be doing its best to rip itself apart. We are bombarded with examples of social unrest, protests, and a political climate that is far from friendly. It’s hard to not have these, as well as many other, situations fill every corner of media that is present. Those are only descriptors of the U.S. and don’t take into account the many challenging situations happening globally.

It saddens me that in any of this that we have lost the ability to discuss and work through items. We get upset when someone states their opinion or takes an action for what they believe. Everything is put in terms of extremes and that makes us uncomfortable. It feels like you can’t be for something without alienating someone who doesn’t share that belief.

In all of this we’ve lost sight of how this affects the workplace. When people are uncertain about the environment around them, it seeps into all areas of life including work. As HR practitioners, we do our best to drive uncertainty out of the workplace. We go so far as to enact policies that try to limit discourse, differences of opinion and diversity. We want people and things to be the same. Our goal is conformity and that is something that hurts not helps.

Groupthink, singular lines of thought or approach and limiting expression just add to the tensions that surround us. Does it make sense to you that we spend so much of our time and effort in organizations striving for uniformity and control when we could, and should, be doing so much more?

For decades we have yearned for a “seat at the table.” Think of that. We have worked and worked as well as compromised ourselves to act and look like those in senior roles to gain “presence.” It’s not who we are and it’s not what organizations need. We must take a much more intentional approach and . . .

Stand.

take-a-standHR has an obligation to lead. We have to shed the mantle of striving for normalcy. We need to those that stand for people allow them to express their beliefs and then work with them in the workplace.

In order for us to take this new approach, we must take a stand personally as well as a profession. This has been missing for too long and it has limited us in our effectiveness. There’s no reason why HR can’t lead daily in all that they do. Remember – we work with, and for, people. We can do this from an encouraging and positive perspective. This doesn’t mean that we should ignore or downplay the upheaval around us. In fact, it forces us to jump into the midst of conversations or even generate them ourselves.

People are talking. They will continue to talk and share the thoughts, ideas and concerns. We have the ability to be the conduit for those conversations to be productive, provocative, civil and meaningful. The days for sitting have past.

It’s time for us to take a stand !!

I Will Follow !!

Followers.

It’s amazing to see how a word can transform and become something completely different. I’ve always thought of the word as a group of people who were willing to get behind someone, or some effort, that they believed in. I still do.

However, with the constant flood of Social Media, the term has taken on a new life. Now the word “followers” is associated with those that click a button on a social media platform in order to connect with another person. This action may have substance, or it may mean that they’re connecting to follow a trend. It’s a false sense of popularity and visibility that also carries weight. Countless lists that rank people on social media look at the number of followers as a metric to show “influence.”

Now, before you get all riled up, I’m not against these lists, this level of visibility or having a method for people to connect with each other. What does concern me is that leadership is watered down because following is no longer something that has significance.

In organizations, senior management invests in many people who they identify as “high potentials”. I’m not a fan because people perform at different times of their careers at a peak level due to the work they do as well as the environment or economic climate they are experiencing. I do believe that all employees have potential, but the isolation of a select few rarely leads to optimal results. The assumption is that high potentials are great leaders. In most cases these folks are charismatic and very visible to the “right” people. There are countless examples of people who are deemed to be the future of the company that either don’t pan out or leave because they were able to get someone else’s attention.

Leadership is written about daily in several blogs. It is something that is critical in organizations and people are striving to continue to define it, identify it and make it thrive. What is intriguing to me is that HR rarely jumps in on this topic either personally or organizationally. We typically position ourselves to support and respond to others who take on leadership roles. This needs to change.

Lead and FollowHR is in a perfect position to lead in all they do, and this is especially true in identifying those who should assume leadership roles within a company. I want you to consider a different, and much simpler benchmark, when seeing what leadership looks like.

Look to see who others in your company congregate around. See who is the person whose opinion is sought on a regular basis. This may, or may not, include people who hold current “leadership” roles by title. Titles don’t automatically infer leadership. Leadership is said to be better defined when you look over your shoulder and you see people there. In others words, do they have followers?

People want to follow and rally around someone. They look for leaders who focus on others and not just themselves. This is where having followers is key. As the observer of the organization, HR needs to see where this is occurring and take note. These are the people to check out and see how they are leading. They may be your real potentials that will continue to grow and succeed !!

This week step into a leadership role HR. Find out where the leaders and followers are in your organization. It’s imperative that we do !!

Do Good.

Have you been through a season in your life when everything either seems to be passing you by, or seems to overwhelm you? Have you been at a point when something that seems should be simple turns out to halt you in everything you do?

These questions are the reality of many people who surround us every day. We may, or may not, know that they are struggling, but it happens. Chances are the people you call co-workers are trying their best to work through life. Is this something that we should concern ourselves with as HR practitioners? We’re honestly taught not to even allow “life” to come into the workplace because people are supposed to show up to WORK.

We write, speak and pontificate about methods and numbered steps that will ensure stronger employee engagement or emotional intelligence, but we skip over the situations that people are in. It’s yet another example of how we complicate HR when it could, and should be simplified. I think that when it comes to working with others, it boils down to a simple phrase . . .

Do good.

Do GoodWhen you are with others at the workplace – do good. When you find yourself in situations involving conflict and differences of opinion – do good. When things elevate and may get heated and people lose their cool – do good.

I may be in the minority here, but I believe that this is the foundation block of what Human Resources even is. Without it, we are no different than any function within an organization. There is another component to this approach, never stop or tire of doing good.

When you step back and understand that people mask the facets of life, both great and challenging, in order to even make it in for another day of work, you’ll realize it can become exhausting. However, no one is stepping into this gap and providing an outlet for people. HR has to be the profession that willingly and genuinely steps into the lives of others. When people know that they have someone they can connect to and that you will genuinely listen to them, you can honestly feel the pressures of life slowly release. As that release occurs, their heads will clear and it will allow them to PERFORM and not just work.

There is one last facet you should consider if you become an HR person who follows the approach of doing good. It’s about you. Where, and who, do you go when you are constantly dealing with the lives of others? How do you make it without breaking down yourself?

We have the same pressures and situations in life that our employees have. However, HR people tend to be isolated in companies because they don’t have people that they can confide in themselves. Here’s a chance for us to transform our profession.

It’s time for HR to do good . . . for each other by being there for each other.

The absolute key for me remaining in HR is the network of peers that I have who are my friends. They are people who also “do good” in their roles and we make sure to reach out to each other intentionally to know each other, our lives and what is happening. Joys and concerns. Highs and lows. Struggles and opportunities.

You need this in your life. You need others who understand you. This is essential to thriving in HR.

So, reach out to each other and connect on Social Media, make a phone call, drop someone a note. Be an encourager in another HR person’s life. Never stop and never tire of . . . doing good.

Be Heard !!

This past week, I had the opportunity to participate in something that still seems surreal. I spent a few days in Cleveland, Ohio during the Republican National Convention. It was an incredible spectacle, and it was hard to take it all in.

I was fortunate to be participating as part of the SHRM Board of Directors and the SHRM A-Team. We met with great HR pros to discuss a look ahead on how the upcoming election affected workplaces, HR and employees. If you didn’t know, SHRM attends both the Republican and Democratic National Conventions. They don’t take a political stance, and I appreciate that they are represented in both forums.

The “A-Team” is a group of HR pros who are willing to advocate at the national, state and local level. They have stepped forward to make sure that the voice of employers and employees is heard by the politicians who represent all of us. If you’ve never done this, I would encourage you to get involved. Advocating makes a difference and representatives are looking to hear from us.

During this time of political uncertainty, it’s needed more than ever. People share their voices and opinions with each other and on Social Media, but those have a limited reach. We are able to truly influence how the workplace is shaped if we step out past talking on forums and actually reaching our representatives.

Voice HeardI know this may feel risky and you’re not sure if you’re up to it. However, please note that if HR doesn’t share the perspective of the employer and the employee – others will. They may not be as balanced as HR professionals are. We are in an incredible position because we represent both sides of the workplace equation.

The legislative and regulatory landscape is only going to become more and more complex. I would rather see HR share directly with legislators than let them sit in a room with less context and still develop and issue new items that we will still have to implement. We need to remember that they represent us. You need to know that they are very willing to listen and are welcoming when you approach them.

HR also can use this model internally. Our voice needs to be heard within the structures of our organization for the same reason that we represent both management and staff. We need to step out and not wait for things to occur and continue to be reactionary. We have the latitude and the ability to speak up intentionally for what is happening in our workplaces.

Being silent and passive is not an effective way to practice HR. I encourage you to get past your anxiety and step out to lead in what we do. We can make sure that the human element of work is acknowledged, considered and included in the actions of our organizations. Being ahead of what happens to people is the exact position that HR should occupy.

This week, step back and evaluate if your voice is being heard. If it isn’t then take a chance to move out into the light. When you do you’ll see that people have been waiting to hear from you !!