‘Approach’ Articles at Everyday People, Page 7

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.

HR 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.

When 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.

Sowing Seeds !!

The back-to-school season is upon us once again. You can see it in the stores as aisles and aisles of supplies are displayed. Backpacks, notebooks, laptops, pencils and pens, etc.

My two “kids” are now adults and in various stages of college. My wife and I are very fortunate that we have such incredible kids. We don’t ever overlook that. Our son is going to be a sophomore at Ohio University (proud Bobcat Dad alum !!), and our daughter is in graduate school at the University of Indianapolis.

Transition at this stage of life looks a lot different than going to Elementary or High School. We’re moving them into dorms or apartments which is an adventure every time and every place. It’s great to see them start to walk on their own two feet, and it gives us a different perspective as parents of who they are and what they’re becoming.

You get genuinely different questions from your kids at this stage. “How do I make a deposit?” “What do I do if the sink leaks?” “What if I don’t get along with my roommate?” We honestly think there are more questions now than when they were younger. Each one is wonderful though because they’re learning about how to do life with each one.

The challenge for us is that we’re not sure they’re always going to make great decisions now that we’re at a distance. I know that we can get in touch with them instantly with technology, but that isn’t that same as seeing them lounging around on a couch in the family room. We hope they will, and we have faith and confidence that we’ve been consistent in how we’ve raised them. We shared our values and our faults as they’ve seen us grow over time in our relationship as well. They’ve experienced the ups and downs, the stress and joy as well as the need for apologies and grace.

The most we can hope for is that we planted seeds in them that will grow over time. We may, or may not, see the outcome but I’m good with that.

You see, parenting our kids is just like HR to me. In HR, and in life, you have a chance to sow seeds every time you interact with someone. In this day of metrics and analytics (which honestly lag what happens), we continue to be results focused instead of understanding that every interaction is the key. It’s no wonder that companies and employees wonder about the value of HR because we try to mimic what others do to be like them internally and professionally. HR is, and always has been, different. We’re in the “human business” and that comes with a myriad of unique facets. We need to be distinct and intentional versus trying to survive as another carbon copy.

This week step back and sow some seeds. You shouldn’t ignore results, metrics and analytics, but how you treat others and the impact you plant will yield much different outcomes. It’s more important to touch someone’s life intentionally than it is to crank out another report filled with data.

My kids are starting their next steps in life, and I’m geeked about it even though much of it is unknown. I want to make sure that I’m geeked about being involved with the employees and those who I meet as well. Remember that you’re always sowing seeds !!

Vinyl Rules !!

Recently, a very cool thing happened with my son who is about to turn 19. It was an early Saturday morning and he asked, “Hey, Dad can we go to the record store and look at some vinyl ??”

I had to step back and savor this moment. I’ve noted before that I’m a consumer of music. It is something that moves me emotionally and keeps me moving every day. So, when my son asked if we could go browse a record store (yes, they still exist), I was geeked to say the least !! We jumped into the car and made our way to Shake It Records and made sure we were there when the door opened.

Walking in you are immersed with music in images, posters, CD’s old concert shirts and, of course, vinyl. You actually walk downstairs to see rows and rows of vinyl – both new and used. It is like walking into a time capsule. Not surprisingly, the shop is packed and you are almost shoulder to shoulder with others checking out albums. It was also cool to see that there were other dads who were there with their kids.

Just as the record shops I remember, you could pull out the used albums and put them on a turntable to listen to them before you bought them. My son asked what to look for and how to tell if a record is “good” or not. He also asked my opinion on the choices he was making. Most of the music he ended up choosing was from my generation !! He picked some recent bands as well to make a rather eclectic set.

As we checked out, I mentioned to the shop owner that this was his first vinyl and he was taking it to college. The owner was geeked (he really was), and he said, “Wait here just one second.” He disappeared downstairs and came back up with a crate for the albums. He said, “Here, you need something to start your collection and this one is tall enough so the vinyl sits down below the edge of the albums. By the way, great choices on the tunes. Good mix.” My son was pumped to receive the affirmation.

As soon as we got home, he disappeared into our basement and opened his new albums, put them on his turntable and cranked it. Bohemian Rhapsody never sounded so pure !! He was down there for hours and I taught him how to move the needle to one song and how to enjoy a full side. The chance to share this experience was awesome !!

It made me contemplate looking at work differently. No, this isn’t a “generations” post. We tend to break down work into pieces and compartments that may, or may not, come together. It is ironic to me that we look at how to keep projects and people in their place. Collaboration has to be a concentrated effort instead of a natural occurrence.

What if we looked at the work we did as a “shared experience” instead ?? What if HR took the parts and pieces that either seem scattered or disjointed and acted as a connector to allow these experiences to happen?

I get tired of people who continue to splinter HR and the workplace into factions and differences. It may give them a niche to highlight what they focus on, but I find it to be contrary to how organizations can, and should, run.

The shared experience I had with my son brought us closer together and we’re now able to continue to enjoy a common bond for years to come. Having those common threads identified and established in the workplace would continue to make HR relevant and essential.

This week look for the vinyl that is all around you and see what kind of great music you can make with all of the beautiful snaps and pops !! I promise that you’ll hear songs better than you have before !!

HR Haka !!

A new workweek is upon us. How are you doing? Are you ready for what’s ahead? Have you bought into the pattern that Mondays are supposed to be horrid and a sluggish way to start the week? Are you someone that needs some motivation to get moving that even coffee can’t address? Worse yet, are you filled with dread or anxiety?

It is astonishing to me that we have perpetuated the idea that workweeks are destined to start poorly, work to some roller coaster hump mid-week, and then careen blissfully to the release at the end of the week so we can just get away from everything and everyone. Makes you want to wake up and jump to the commute doesn’t it?

Pile on top of this that we don’t fill our thoughts going in to work with positive vibes about people either. It’s true. We don’t anticipate seeing smiles and warm welcomes. We expect the worst, and we get it. It reinforces our malaise and we strap our our martyr gear and jump into the fray. Welcome to what HR has become !!

But wait . . . .

Why buy into the “norm” ?? Who is the person or entity that we can hang this on? The answer stares at you in the mirror every morning as you don your work clothes and head out into the midst of your work.

You are the reason this attitude and approach exists. It’s not others who cast their nets of darkness on you. They may be doing this, but if you’re defeated before you even enter the office, then you’re already conceding the worst is about to occur.

At SHRM16 this year, one of the keynote speakers was Dr. Amy Cuddy from Harvard University. She wrote a spectacular book called Presence which calls for people to bring their “boldest self” to their biggest challenges. Her work shows how that even though we teach fierce independence in our western society, most people are far from bold. She had great research and examples of people who felt open enough to embrace being bold.

One of my favorite things she shared was a video of the New Zealand All Blacks rugby team and their pre-game ritual where they get geeked before a match by performing a haka. According to Wikipedia the haka is “traditional war cry, dance or challenge from the Maori people of New Zealand.” When they perform this, they are facing their opponent and they are so animated and intense !! It’s awesome !!

When I gave my presentation, I encouraged all of the folks in HR that we should do a haka every day before we start a thing. Think about it !! It would absolutely freak out your staff and other employees if they heard you getting ready to face the day this way. I showed everyone how mine would look and it felt freeing.

Imagine this. Starting your day boldly, intentionally and fiercely !! All of the junk that tends to want to clutter our mind and our efforts blows away and disappears. Also, you’re ready to be proactive and jump into whatever comes your way willingly.

It’s overdue my HR friends. People will be bold if we are bold first !! Shake off the Monday blahs and get ready. It’s time for your HR Haka !!

Remember the Who !! #SHRM16

I’m catching up on rest after an exhilarating SHRM Annual Conference. It was truly wonderful the entire time. This year I experienced a new view of the conference as a member of the SHRM Board of Directors.

I have hesitated to write about being on the Board because stating it drums up different emotions for people. Let me give you my perspective about the role. I am truly honored and humbled to be on the Board of Directors for the profession and the membership association that I love. These aren’t hollow words, they’re a fact !!

I get to wear a cool badge that denotes my new role and it gives you the ability to have access throughout all of the venues. I cherished this and didn’t take it for granted because it gave me the ability to connect with more people.

It started on my first day when I met one of the hotel staff who was helping with breakfast, Ahmed. He greeted me with a smile and was kind enough to be up and in uniform at the crack of dawn to serve me and others a meal. I introduced myself and thanked him for being there. Ahmed used the same “trick” I did and read my name tag and said, “Good morning, Steve.”

Now, many people reading this may think that he’s just doing his job like he should. We’d overlook him more often than not to rush to get a plate of bacon and eggs. Our impending meeting, and the others at the meeting, would get more of our attention.

Why did this small introduction matter? On Monday, at a luncheon during the conference, guess who was serving the group? Ahmed. He saw me first this time and said, “Good afternoon, Steve. How is your day going?” I said, “It’s great Ahmed, thanks for asking !!”

I used my badge to walk into all of the different areas all week to thank volunteers, SHRM staff, hotel staff, convention center security and the transportation crossing guards. This isn’t to seek a pat on the back. Trust me. I wanted to be intentional to make sure these people weren’t overlooked. Why ??

These folks are the “who” that keep things going.

There were over 15,000 attendees as well as countless vendors who worked the Exhibit Hall. Without the “who” this event would never have occurred. Mike Rowe exemplified this during his keynote address and it has been his focus for much of his career. He noted how important it was to never overlook people at work because everyone matters.

This is key in our organizations as well. We are enveloped in such a rush of distractions that we walk past the “who” that help our companies succeed every day. HR has the ability to break this pattern because we have the ability and the latitude to make acknowledging others part of our job daily. Honestly, it needs to be in the fabric of our Human Resources DNA. It can’t be something that we ignore or hope that others will do.

People want to be acknowledged for what they do. This is more basic than appreciation. That is key and important, but we need to step back and acknowledge folks. When you take this approach, all of your systems and procedure look different and positive.

People want to do good work. This week step back and thank others. You’ll see that this will change your organization for the better !! Remember the “who” around you every day.

What’s Your Motor ??

I think it’s fascinating that we have so many amazing people in our lives, and that most of them are acquaintances. There’s nothing wrong with this because people have a certain capacity on how many people they’re both willing to know deeply, or can dedicate the time to do that.

The challenge with people only knowing each other at a surface level is that you don’t know enough about them that gets them geeked !! You may wonder why that’s important, but in HR you really can be a step ahead of the pack if you take note of what motivates and excites people. There’s one caution to finding out this information about others because it has . . . wait for it . . . NOTHING to do with their work !!

Just making this statement is already making people shiver. You see, there’s a myth the permeates organizations that the only subject people talk about when they have conversations is work related. We tend to try to limit our communication to work related interactions because it’s safe and comfortable. If we have disagreements, it’s about work. If it’s positive, it’s about work. I am going to go one step further and speculate that the vast majority of these “work only” conversations are hardly effective. It’s not the content, it’s the reality that we have so many items we’re juggling in a day that the length of time a conversation captures our attention is minuscule.

It amazes me that so many HR people rush to the situation at hand, and don’t take a couple of minutes to talk about the person and what drives them first instead. When I hear that people want to humanize the workplace more, but they’re not willing to take the time to talk about the human in front of them and their interests, I’m skeptical about their approach.

People are fascinating !! There is so much going on in their lives that would amaze you about what gets their motor going. The question is – are you willing to dive in ??

I am. In fact, I spend a large portion of my day catching up with people about their interests, their families and their lives in general. You need to realize the your employees are aching to have someone acknowledge them and take just a few minutes for you to be genuinely interested in them. I realize that they may bring up topics that you aren’t particularly interested in, but that’s part of the gig if you want to differentiate yourself in HR.

If I’m not aware of a certain interest a person has, I take more time to listen to them to let them share even more. You see, you have the ability to get people reenergized and release their passion in a work setting. When you do this, people will perform and do almost anything you ask. This approach also works when you need to address difficult situations as well. Taking the time to see what’s behind what may be frustrating an employee and causing challenging behavior is worth the time !!

Let me close with one reminder to make sure this works for you. What gets your motor running ?? You need to know this and you need to make sure that you’re filling your days with these things on a regular basis so that you remain passionate yourself. You can’t fake this, and you shouldn’t. There is absolutely nothing wrong with renewing yourself to keep you motivated.

Me ?? My motor gets going when I meet new people (especially if they’re in HR), going to HR events, being active in my church, time with my amazing wife and kids, endlessly playing music, movies, a great book, tie-dye anything and lava lamps. And that’s just a start !!

I surround myself with things that motivate me because I know that it’s key that I motivate others. It’s one of the bright spots about HR !! So, step back, list out your “motorvators” and get geeked !!

Tall Tales !!

This weekend my wife and I had a date night seeing the musical, Big Fish, which was based on the novel and movie of the same name. It was a spectacular performance that captured you from the moment it began.

A quick summary . . .

The story contrasts the relationship of a father and son who have completely different perspectives on life. The father spins incredible tales where he is the hero. The son is cynical and skeptical about all of the amazing adventures of his father. He can’t fathom why his dad takes things and blows them out of proportion with endless exaggeration. The son wants life to be rational, logical and linear. This difference pulls them apart almost to the point of ruining their relationship.

Throughout the musical, my wife kept nudging me sharply in the ribs. You see, I am a storyteller. I always have been and actually took a class in college to learn how to interpret and share stories. I believe that you can make almost any situation come to life. It’s intriguing though to see how others view this. In the workplace, most people want you to “get to the facts” because they feel that other items outside of this are a waste of time. Their time.

Isn’t it interesting that we feel that time is wasted only if it affects us personally? I understand that people are self-centered, but there has to be a way around this. I don’t think you have to settle on this as a barrier. If we succumb to allowing everyone to be self-centered, you end up with a workplace made up of fierce individuality and no collaboration. People need to work together. You can’t avoid it.

When you go to conferences, or other HR events, you see people drawn to people who are storytellers. In fact, people will listen to those types of sessions even if they have little content. Don’t get me wrong, I don’t think you should ever go to sessions that don’t have content. However, when everything is facts, numbers, quotes and rational thought, it’s just dry. It’s accurate and relevant but lifeless.

In HR we tend to get frustrated because we keep taking a rational approach first. We wonder why people don’t just “get it” and stay within the parameters we establish. They work on paper every time, but fall apart once you introduce them to humans. I love this and think it’s fascinating because instead of trying another approach, we build more and more policies and procedures thinking that we’ll have an intricate enough structure which will finally limit and control behavior.

Try stories because they work. When we were children our parents read us stories to expand our vision and horizons. Weaved within these tales were lessons of do’s and don’ts that applied to our life at that formative time. We think those work for kids, but are senseless for adults. Organizations take great pride in beating the child and the fun out of people because we expect them to come to “work.”

Let me clear something up. You can’t get people to be stronger performers when you wrap things in stories. We love to hear tales of how to do things, and do them well. We also love to hear of magnificent failure and how to learn from it. We talk about engagement of others, but we need to be engaged ourselves first.

This week lead with a story. Share an experience. Tell a tall tale. Watch what happens when you see someone start to pay attention when they were indifferent in the past. Their interest will peak and they will hang on your words as you spin a story to make what they do come to life. I guarantee you will also enjoy what you do more as well. HR deserves life in all it does. Bring it !!

Drop Your Work Face !!

As you read this you’re probably getting ready for the work week. How do you do that? I’m sure it’s probably different for everyone, but there is preparation of some sort. You get your outfit together. You look at your calendar for the next day or even the whole week. The question I have is, “Which face did you choose to put on ?”

For some reason, people choose to act one way at work and another outside of work. In fact, they may have different work faces depending on who they’re interacting with during the day. One for senior management. One for your department. Another for your peers and one more for those who are in roles lower than yours. Gets tiring doesn’t it?

Why do we feel the need to carry multiple personas? What’s so hard about being ourselves? Let me share a story . . .

Early in my career, I worked for a Fortune 100 company as a recruiter. These were the days before “business casual” existed. Our department was going to go together to a company sponsored night at the Cincinnati Reds. We had seats in the stadium and weren’t in a suite. I had never been out with my co-workers socially because I was much younger than them. So, I had never seen them in “non work” clothes. I was geeked to go to the game. I chose to wear a Reds shirt, shorts, a Reds hat and, of course, my red Chuck Taylor low top Converse shoes !!

My co-workers actually stared at me and asked me if THAT was what I was going to wear to the game. They were in casual clothes, but very nice ones. I smiled, said “Yep, trying to show team spirit !!”

I was given the tickets for me and my friend that were separate from the rest of the group from work. You see, I didn’t have the right work face on. I didn’t know I needed one !!

I don’t work at that company any longer, and I’ve watched over the places I’ve worked since then and I keep running in to more and more work faces. This needs to change – especially for HR !!

HR folks need to be genuine all the time and with everyone. You can’t expect people to be genuine themselves unless they see it modeled for them. Doing this will make you vulnerable, transparent and emotional. In other words – human.

Trying to play a game of being different personalities for different people within an organization only hurts you and your company. Also, you need to understand that employees are yearning for someone to be “real” with them. It’s missing in companies today, and that’s a mistake.

This week stop putting on a work face and be yourself. When you see others with work faces, make it safe for them to let them take it off. You’ll be pleased with more and more folks being genuine. Once that happens, then you’ll see true performance occur !!

Without Ada . . .

. . . there would be no Super Bowl !!

That’s a fact. You may not know this but my hometown, Ada, Ohio is the home of the Wilson manufacturing plant that makes all of the footballs used by the NFL. The great folks who work there get featured every year on Super Bowl Sunday. There are around 6,000 people who live in Ada which makes it awesome, but often overlooked.

If you look around today, we suffer from a “culture of celebrity.” We can’t get enough of it. Whether it’s sports, movies, or politics we focus on the few and neglect all those around them. The past two weeks have focused primarily on Peyton Manning and Cam Newton, the teams two quarterbacks. A NFL roster has 53 people on it, but we focus on one. The other 52 players are critical for the quarterback to be successful. However, focusing on the long snapper doesn’t make great television.

There is an alarming trend happening in organizations that is also focusing on the “few.” You see constant blog posts on how to handle and develop your “high pots” – high potentials. They range from warnings on what happens if you ignore them to “X” number of steps to make sure they succeed.

Don’t get me wrong, you should look for people who are current and future leaders. That isn’t new, it just isn’t done consistently so we focus on it. When you make celebrities in your companies, your attention turns from all of the great employees you have to a select few who may, or may not, become the people you’ll hope they’ll be. Also, I’ve seen that some people pegged as high pots learn about this and turn into major prima donnas.

HR practitioners get sucked into this trap as well. We think that if we can get these high potential people to take on great roles, then we’ll receive kudos as well. I’ve even seen performance management systems geared toward high pots only. Another trap is that we try to stay in the Senior Management spotlight because we think we’ll have a more significant impact if we are visible to the top of the organization chart. What about the other employees who come to work and contribute every day? What about the people who make the footballs?

Great HR is made up of people who have an endless view that looks out across the entire organization. Each person is known, valued and expected to be someone who adds value in their particular role. When HR is based on the fringe of any particular group, you actually end up making narrow decisions thinking that they will affect the entire organization. This just isn’t true.

In my opinion, every employee is a “celebrity” who has high potential. The key is that they have an HR person who sees that in them and doesn’t overlook their contributions for someone who is more shiny. Growing up in Ada with people who make the essential football gave me a perspective to never overlook anyone.

You need to step back and see if you’re trying to create celebrities, or engage all people. I think you’ll see if you work with the whole team, you’ll be more successful than trying to focus on one or two people.

So, every time you sit down to enjoy a Super Bowl or a NFL game, remember someone made the footballs !!