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 !!

Resurrecting HR !!

HR is dead.

(At least that’s what people want you to believe.)

It’s staggering to me that there continues to be this on-going conversation that is desperately trying to kill Human Resources. Blogs, magazine articles, conference presentations, etc. It’s happening throughout the profession, and very few people are standing up against it !! Why in the world should we allow people to degrade, belittle and tear down our profession? It’s especially disheartening when some of those voices are coming from inside HR itself !!

I believe that there should always be discourse, dialogue and critique. If that doesn’t occur, then change doesn’t happen. However, trying to move things forward through tearing it down has never worked. Never.

The reason for this post, and the title, is that I truly believe there is a problem and HR does need resurrecting !! Also, with it being Easter, how could you not use this title ??

The problem, as I see it, is that we are working so hard to maintain the status quo, that we’ve lost the urge to stretch and dream to see what HR could be. We feel that keeping things comfortable and in line will make our role effective and needed in organizations. It helps to have some of that, but not as your primary approach. It’s interesting that we encourage others not to settle, but we don’t see that this advice also applies to us.

Still AliveI’d like you to consider some ideas to make HR alive for you personally and collectively as a profession !!

Stand up and be heard !!

When you hear someone taking a shot at HR and what you do, respond. If that happens in your organization, push back. Bring solutions that elevate the human element of your employees and pull the company together. Quit making efforts to manage to the exception and recognize the whole. If you see negative comments online, respond. Being frustrated behind a screen will not bring about change. Comment, share and respond !!

Get connected and involved in the profession !!

HR is a field of isolation by design because we deal with the difficult side of employee issues. They have to have a safe haven they can work with and come to. After awhile, that isolation builds up and you have nowhere to go. (or so you think). The best thing about being in HR is the other people who practice it !! Having a viable, interactive and living network of HR professionals is essential if you want to thrive in this field. There was never anything written in your job description that stated that you had to quietly suffer.

Reach out. Connect with others who are near you. Make social media the communication vehicle it was intended to be and find out that there are thousands of  people who do what you do, and they’re looking to connect as well !! Go to conferences to meet people. Join organizations like SHRM nationally as well as locally. Do it because it makes you a better HR pro, not just because you were told to do it !!

Believe in what you do !!

HR is alive and well. It’s not just a blog post or a rallying cry. It’s a fact. Every day senior management is seeking HR to step up and make sure that organizations are more human. It’s a natural instinct in most of us and the time for suppressing it is past. It’s not time for us to be wildly optimistic, but it is time for us to say – How can we make the workplace better?

There is value in what you do my peers and friends. Inherent, tangible value. As you head back to work this week shake off the cobwebs, drudgery and negativity which can swallow the best of us. It’s time to resurrect HR !! Will you join me ??

 

We Can Be Heroes !!

This past week the rock universe took one of it’s brightest stars back. The legendary David Bowie passed away after his battle with cancer. I have been a fan of his for decades.

Oddly enough, the first time I saw him was during a Christmas special where he sang the “Little Drummer Boy” with Bing Crosby. I remember watching the special with my Dad and he wondered who the “weird guy” was singing with Crosby. I said, “That’s David Bowie Dad, and he’s cool !!” He disagreed and thought that it was surreal to see the immortal crooner singing with this thin, pale British singer.

David BowieI’ve always been drawn to Bowie because he was willing to be himself. He never followed the norms that were expected in his music, his appearance or his approach. I also admired that he continued to remain relevant throughout his entire life when many of his peers faded into oblivion.

There are many attributes of David Bowie that I think translate well into how I practice HR and would love to see others consider and adopt. Please note that much of this is already happening. You just need to own it.

  • Be Genuine and Authentic

You could never note any time where David Bowie was not himself. He may have seemed contrary to his contemporaries, but he never apologized for it. I think HR people should be bold in who they are personally and professionally. It doesn’t mean that you should be avant-garde just to stand out. It does, however, call for you to not have an “HR/work face” and your normal face. There are too many people who feel that they can’t be themselves in HR and they end up being frustrated. If a company can’t accept you for who you are and how to practice HR, then don’t stay in that role or at that company. You’ll never have as much of an impact as you could.

  • Define new boundaries

Bowie shocked the rock world during his androgynous, glam rock Ziggy Stardust phase. He morphed into the sleek, fashionable man of the 80’s and then went a completely different route in the 90’s and 00’s with his band Tin Machine and working with artists like Trent Reznor. He constantly looked for new ways to be artistic and share his gift. It kept him relevant and others were inspired because he was willing to take risks and reinvent himself.

HR is reluctant to change. We feel the tried and true will always work, and we just need to apply it with small tweaks and adjustments. That just isn’t true. The biggest threat to our profession is whether we will stay relevant as a profession. To make sure we do, we need to see new boundaries and step out to set them. You don’t need permission. You just need to don the next phase of your career and adapt.

  • Share Your Work

I think there are too many of my peers who keep to themselves. This isn’t a matter of introversion vs. extroversion. HR people tend to sell themselves short and don’t recognize the impact they have on people every day. The music and contributions David Bowie made would have been diminished if he created and then shared his work with only a few people around him. Even though he was different, he stepped forward and shared his artistry with the world. He couldn’t keep things to himself and neither should we.

HR that only serves HR is meaningless. The business world without HR will continue to move on if we insist on working and living in arenas and forums outside of them. We need to be different ourselves and bring a fresh, challenging effort to what we do. As Bowie said, “We can be heroes. Just for one day.”

His message was meant to push others. His music was meant to make you see and think differently. He was one of my rock heroes and his impact will live on in HR if I have something to say about it !!

 

The Year of Others !!

It is rare that you get to write a blog post on your actual birthday when you write a weekly post, but today is my day !! I’m thankful to be another year older and geeked for what this year holds (and hopefully many more years to come !!)

I’ve seen many year-end posts chock full of predictions and resolutions for HR for 2016. I’ve never been a big fan of resolutions because we talk more about how they fail than they succeed. I dig the aspiration side of what they represent, but few ever expect them to result in sustainable change.

I’d like to take a page from the Chinese Zodiac where they have the Year of the  . . . (insert animal of they year of your birth) and declare for HR that this is  . . . The Year of Others !!’

So, what does this effort entail ?? I’d like to throw out to the profession that HR needs to be focused on others and not themselves. This isn’t some fluffy feel good idea. It’s a viable way to influence business and affect the bottom line. The difficulty is that it takes a change in our mindset. Focusing on other people goes contrary to the “What’s In It for Me (WIIFM)” mantra. The thought that you have to identify the trigger for every single person as their WIIFM and make that a reality is not feasible.

However, spending time – uninterrupted time – with others at all levels of an organization is priceless and a differentiator. Why? It’s simple. People don’t do it now. Companies, especially at the executive level, feel that when you spend time with people you’re “wasting time” because things aren’t “getting done.” They’re wrong.

Their is NOTHING more valuable and long lasting than investing time in others.

Others ButtonIt’s so difficult because we are surrounded by a society that is self-centered. The majority of social media is predicated on how many views, likes, retweets, etc. that one gets. People are more than willing to post their own work but rarely will they curate and post the work of others.

You have to understand that if you join this Year of Others effort that you will be going against the flow. It gets tiring and you could get discouraged, but it’s worth it !! You have to trust me on this. Organizations, and senior management, are looking for ways that HR can be a business partner, and that can happen if you’re willing to put your waders on and step in the stream to walk against the current.

Doing this also means taking a risk that it will work, and we are unfortunately very risk averse as a profession. We can no longer be timid. Your employees are yearning for an advocate who will genuinely take the time to meet them, listen to them, care for them and work with them. People want to perform and they will do better when they know that someone is there for them. You can do this by showing supervisors how to more consistently approach people as humans and not as task fulfillers.

Will you join me? Will you be a part of the Year of Others? I think we can alter the HR landscape and make what we do relevant and desired. When you do this, you will see how being in Human Resources will matter for you both personally and professionally !!

It’s going to be our best year yet as an industry and I look forward to walking alongside you as we do this !!