‘HR’ Articles at Everyday People, Page 42

Lava Lamps in India !! #SHRM14

I am slowly, and I mean slowly, coming down from my high state of euphoria I experienced at #SHRM14 !! I really don’t want it to end, but it will have to suffice as my HR peer fix until the next great event.

The entire event was a whirlwind of interactions at a level I hoped would occur. To get jumped in the hallway outside the Exhibition Hall by Simone Carroll saying “Hello Steve !!” in a beautiful Australian accent followed by a hug to exchanging music, ideas and insights with the SHRM HRblog Squad, my time at the Conference was never dull.

I enjoyed the Keynotes for various reasons. I don’t expect them to “hit” or change HR because they are brought to the Conference to give it some “star” power. My fave was David Novak, CEO of Yum! Brands because he was Geeked about people in his business and I truly connected with his approach to HR – especially in the restaurant business.

I loved the concurrent sessions I saw with Jennifer McClure, Jason Lauritsen and Clint Swindall. Each of them had takeaways on how to do things like build the business case for HR and leadership (Jennifer), Become a Social Architect in HR (Jason) and how to become a Weekday Warrior (Clint). Yes, I went to sessions to try to improve humans around me. I just can’t get enough of it to be honest !!

The Exhibit Hall rocked !! I loved the SHRM Store and the Volunteer Leaders lounge was a great place to rest and catch a snack with friends who give their time and efforts to SHRM at the Chapter and State Council level.

The event that sent me truly over the top was the opportunity to speak myself. It was a rush to be opening the activities on Monday at 7:00am to a full room. I am thankful that friends came to show support because I love seeing them all the time. I was even more excited to see a room of unfamiliar faces (at least when we started). I met HR peers from Uganda, Saudi Arabia, Denmark, Nigeria, Turkey, the Cayman Islands, Bermuda, Canada and India all in my session. Having a chance to share HR from a different perspective and also reach folks from across the globe . . . . amazing !!

I think the attendees at my session weren’t quite ready to be jacked up that early in the morning. To be able to show HR people that you can have fun, mess with your employees and truly impact the business you work for seemed new to most there. I thought everyone was a bit tentative to start, but by the end of the session people were laughing, smiling and learned what it’s like to be Geeked about HR !!

I challenged the attendees to do something completely radical and say, “Hi !!” to all of the attendees at SHRM14 who weren’t in my session for the rest of the week. I told them I would check on them throughout the week to see how it was going. Amazingly, they told me that others were wondering why they were greeting them. I asked if that discouraged them, and they began to glow with excitement !! They eagerly told me, “No, I keep saying ‘Hi !!’ to more folks now. This is awesome !!”

You see, I think a lot of HR needs to be simplified. People want to engage and be connected – but the difference is that WE have to be the ones to do it instead of expecting folks to just “get it.” One thing to start this is making your office fun. At my session, I closed everything out by telling folks I was adding them to the HR Net (a free resource open to all HR folks) to keep them connected, and I gave away a lava lamp.

When I pulled the name, I stumbled. It was a longer name and I didn’t want to mispronounce it. I got the name out and a wonderful, young lady quietly stood and said, “Yes, that is me. I won.” Meet Jaya from India !!

How cool is it that the 1st time I get to speak at SHRM National, I can plant a cool, hippie HR vibe in another country ??

You see HR – It’s time for us to shine our light within our organizations, our profession and with each other. Well, I’m geeked again just by writing this !! I hope the Conference was fab for everyone who went – and I hope to see YOU at another great HR event sooner than later !!

Being Heard !!

I just returned from #SHRM14 in Orlando. This was the best experience I’ve personally had at a SHRM Annual Conference. I got in a bit earlier than the masses because I was there as part of the Membership Advisory Council (MAC) of SHRM. One of the facets of this role is that we meet with the SHRM Board of Directors as well as the board of the SHRM Foundation.

Our job is to share the feedback, concerns, ideas and pulse of the SHRM Members. It’s really an extremely cool volunteer position to hold because it’s like practicing HR for your Association. We listen to our members and then share with Senior Leaders directly.

I knew that we’d have this opportunity and the other four great ladies I serve with had met with the Boards last year. There was some anxiety because I wasn’t sure what to expect. I’m a huge believer in experiential learning and this was going to be a great experience.

What I found was not only reassuring, but gave me confidence in an organization that I sincerely believe in because we were heard !! When we met with both bodies they listened to what the SHRM members had shared with us, especially about the new SHRM Certification. The feedback we shared was candid, emotional and forthright. It was even described as “unvarnished.”

There was a key distinction about how we approached this opportunity. You see, we made the business case for the feedback and broke it into the areas that fit all of the comments we received. I happened to go to a session led by Jennifer McClure later during the actual conference where she shared the steps to consider when making an HR business case to Senior Management. It looks like we followed the steps well because we gave recommendations for the Board to consider around the next steps of the SHRM Certification evolution.

I want to clear something up that I heard at the Conference as well. I understand that people may not feel the SHRM Board hears people, but I know that not to be true. This is, and will continue to be, a highly emotional issue. The Board Members heard that directly and when we discussed the issue, it was on both a tangible and strategic level.

In the end, we took the first step.

I truly think that is how this work should continue. People are demanding absolutes which is too narrow of an approach. Details need to come – and they will. Communication needs to be better and consistent – and it will be. People need to stay engaged in the process as it rolls out – and they will.

You have to know that I am not someone who is trying to only tout SHRM. This situation allowed the MAC to practice HR. We listened to our constituents and then brought that data to our leaders wrapped in potential solutions and recommendations. We acted as a bridge to not only bring things together, but to move them forward.

For those that know me, I am one of the most fiercely passionate HR pros you’ll encounter. The great folks I serve with are also fiercely passionate business people. We always yearn to be heard and taken seriously as HR professionals. I can tell you that it happens because we experienced it firsthand.

I’m geeked about the level of involvement I experienced and also in working with the leadership of SHRM while being connected to its volunteers. We have hit some bumps and shed some tears. We have raised our voices . . . and we are being heard !!

All MAC’d Up !!

Sitting in an airport terminal gives you a chance to jot down your thoughts if you build in a bit of time. I’m trying to contain my excitement as I get ready to board my flight to SHRM14 in Orlando !! The actual conference doesn’t kick-off until Sunday, but I’m fortunate to head down early as a SHRM volunteer and member of the Membership Advisory Council (MAC).

The MAC is made up of five volunteer leaders who work with five regions of ten states each throughout the US. I am the 2014 Rep for the North Central Region which is basically the upper midwest section of the country. The MAC meets with SHRM State Directors and volunteers throughout the country and listens to their feedback, concerns and suggestions. We get to take their great input directly to the SHRM Board of Directors as well as other SHRM staff. It’s an incredible opportunity that had a very intentional beginning . . .

You see, I have been a SHRM member for many years now. However, when I began getting involved as a volunteer I was someone who commented on the sidelines about all the things that were “wrong” with the association and my local chapter. I was facilitating a monthly HR Roundtable in the late 90’s and was being more and more vocal about my disdain. Now, you have to know, that I had yet to go to a chapter meeting or SHRM event in person. It was just easier to join the negative throng because people seem to get jazzed about it.

One month after a Roundtable, a very engaged member of the Greater Cincinnati HR Association (GCHRA) confronted me. In fact, she pinned me against the wall !! Now, I’m a fairly tall person and this person was not. It didn’t deter her in the least. She said, “Hey Steve, I’m tired of you taking shots at what we do. You aren’t even involved yourself. In my opinion, you need to either get involved or shut up !!”

I was flabbergasted. This is not stereotypical behavior for an HR person. I admired her fervor though and took her up on her challenge. I decided to run for Vice-President of the chapter even though I’d never been to a meeting. I won. From that time I’ve been fortunate to be the Chapter President, State Conference Director for Ohio and State Council Director. I also still run the HR Roundtable each month and am entering my 15th year of being the facilitator.

I wanted to share this because I keep seeing other HR pros who sit on the sidelines and aren’t connected in their field. You may pay your membership dues, but that only gives you access to a website and a myriad of white papers. The National Conference is now upon us and you have a chance to act. So, consider this me pinning you to the wall.

When you go to SHRM14 – get fully immersed in everything that the conference has to offer. Be intentional in choosing your sessions and get great information that will help you be better in your role within your organization. Go into it seeking the nugget that will transform your approach to HR. Don’t just attend. Be active !!

Hit the Exhibit Hall, the SHRM Bookstore, the various events happening every night and take in all that you can !! Most importantly connected with the other HR pros who will be at the event. You can develop meaningful, professional relationships that could last your entire career. You will be surrounded by people. Be different and engage others instead of rushing from one event to the next.

When that volunteer pinned me to the wall years ago, she lit a fire in me that only continues to grow !! I know that SHRM has its faults and can do things better, just as most organizations do. However, I can only make a difference by being involved. I hope this gives you the spark you need to get involved in HR where you are !! If you get connected to other folks, join a chapter, start an HR blog, etc. you’re taking that next step.

I honestly can’t wait to see each and every person who is going to SHRM14 !! I’ll be the one on fire who will be geeked to meet you !! See you there !!

I Am HR !!

In the classic film Spartacus, Kirk Douglas leads a revolt against Rome. He and his fellow slaves are face-to-face with the Roman troops when the commander demands that Spartacus reveal himself. All of his fellow slaves stand and declare that THEY are Spartacus until the entire throng claims to be Douglas. He stands defiantly facing his enemy while everyone rallies around him. It is timeless and a call to arms for people to support a just cause and overthrow the empire !!

This past week a true revolutionary in our field of HR, Laurie Ruettimann, released her new e-book, I Am HR: 5 Strategic Ways to Break Stereotypes and Reclaim HR. To put it simply, it is magnificent !!

Laurie has been a trendsetter in Social Media and HR for several years. Her punk rock approach to what we do is edgy, challenging and intentional. She hasn’t settled for HR to remain in stasis, and that doesn’t always sit well with people. In fact, I know that people tend to either be hot or cold with Laurie since she rarely takes a stand in the middle of the road.

I respect Laurie for being a boundary stretched in a field that cries out so desperately for this. For too long HR has bemoaned how it “isn’t this” or “isn’t that.” We are the ONLY profession that does this by the way !! Laurie and I have different approaches to being passionate about HR, but I consider her a dear friend who makes me think and not accept the norms that are often set as standards for our industry.

This e-book takes the stereotypes of HR and peels them back. It doesn’t pile on or reinforce them, but it does ask you as the reader to face what we’ve become.

The true appeal to Laurie’s work is that she offers some tangible solutions for each of these stereotypes to be addressed and thwarted. Some HR books give lofty theoretical models filled with catchphrases and false motivation to get you jacked up to “act” into yet another phase of corporate ambiguity. This book doesn’t do that. In fact, Laurie gives real world examples of HR professionals that she has observed as people who break these stereotypes. You can find each of these HR pros active in all facets of the field and from all types and sizes of industries. Ironically, each of the people she lists are also visible and active in Social Media trying to move the entire profession forward as well as where they work.

This book will push you to look introspectively and then ask you to stand and proclaim. I know that when I read it, I readily exclaimed, ” I AM HR !! ” as if I was rallying with Spartacus. I encourage you to download the book, keep it on hand, refer to it often and join the throng to proclaim that YOU ARE HR !!

I Can’t Wait !!

In a few weeks, I will be heading to Orlando, Florida for the SHRM Annual Conference. To say that I’m Geeked would be an undersatement !! It’s a chance to break away from the daily norms and be with 14,000+ of my HR peers. Some may find that overwhelming while I see it as welcoming.

There are many reasons that are making this year’s conference even more intriguing. The obvious item that will gather the most attention will be the next steps in the SHRM Certification transition. I want to see where things will go and it will be great to see and hear things first hand. I also have the great chance to meet with the SHRM Board of Directors as part of the Membership Advisory Committee (MAC). I’m fortunate to be a part of a great team of other volunteer leaders from around the US who are seriously intentional and engaged HR pros.

To top all of this off, as if that wouldn’t be enough already, I get to speak !! When I heard that was going to be a part of the program, I was humbled. I truly was. You see, giving the presentation will be a thrill in itself, but even more than that I’ll be talking to my peers. I have been at many conferences and hear that HR folks want to hear from fellow practitioners. Now I get the opportunity to do that. Wow !!

Conferences give you a chance to meet great HR pros from all over, develop lasting professional relationships and get connected to resources that help you do your job better. If you’re going to SHRM14, I’d love to see you and connect !! I mean that. I try to meet as many folks as I can because I find that I have learned more from these great people over the years than I ever would have on my own.

I know that there are several reasons why people go to conferences, but for me it truly is all the people. It’s fascinating to realize that there are so many others who practice HR and have a chance to do it in various ways !! I also plan to see other sessions from people that take a different look at HR. I look for sessions that stretch and challenge me because I want to bring back items that will allow me to improve HR in my workplace. I don’t want to settle for something or sit through a topic just because it gets a certain level of credit.

So, as my level of excitement continues to grow, I hope to see you !! It would make my Conference to get to see you, meet you and experience it with you. Geeked !!

Image courtesy of blogworld.com

Listen.

Human Resources is often written about in vast layers and fantastic catch phrases !! When I see posts about “harnessing the synergy of human capital” I start to twitch. One of the shortcomings of what we do is that we try to make it harder than it needs to be. I think that HR has fallen into the trap that if we sound like we’re more intricate, then people will give us more credibility.

Weaving a broader web of terms and efforts that keep the “mystique” of HR as our brand lends itself to more confusion than clarification. When I talk to many of my peers, they share that many companies just “don’t get” them. This has to be frustrating for those practicing HR and those who work with them.

I’d like to show you a simple alternative. Listen.

It’s an overlooked skill and attribute that we don’t practice in HR, or in organizations for the most part. Please understand that I’m not talking about the different “types” of listening highlighted in communication models. It’s much more simple than that.

Our employees want people who will take the time to hear what is on their mind. We tend to think that these requests are such a hassle because we have so much more that is important and needs our attention. I have to work myself to not fall into this approach. I think that we consider the request to listen to people difficult because our mind tends to think the worst will occur. If we were honest about it, we tend to be more negative about people than positive. Our minds start to formulate all the “what if” scenarios that are sure to come up when the conversations occur, and they never come true.

Just this past week I had several requests from both Managers and front-line staff to meet with them. This wasn’t on my schedule or in my planner. The fact was that I had some fairly large projects in front of me that were due. I chose to fight the urge to put these requests to the side and went to meet with each person. I’m glad I did. In each situation, I was able to be the sounding board that was needed at that time. The conversations ranged from personal issues outside of work to difficultly with a manager who seems to be ignoring his staff.

Honestly, it was the best use of my time because the challenges that these employees were facing were only going to grow if someone didn’t listen to them. I think there are three keys to making listening work:

Be Available – That sounds simple, but as I mentioned before, we put other things in front of people all the time. Being available takes discipline and a ton of effort. If you do this, you’ll honestly differentiate yourself from most HR practitioners !!

Don’t Seek Solutions – This goes against the grain of who we are. We don’t feel we’re being good professionals if we don’t come up with the perfect solution to everything we face. You may get a chance to offer a solution, but just listen first. Seriously, listen and see where things go before formulating what could be done.

Be Consistent – You’ll do better to listen to all of your employees and not just those who are problems. The more you listen to people the more you learn. This will allow you to be closer to your team members, and chances are you’ll hear things early on and be able to anticipate how things will move.

Listening is something that has taken me years to learn. It’s tough to admit that but it’s true. I know it makes a difference. This week start listening and see what happens !!

Those Who Serve !!

Today is Memorial Day and I was fortunate enough to spend it with my parents and my brother’s family. As we all get older, it’s harder and harder to get all of the kids (now young adults) together with everyone. We were able to grill out, share stories, see how fortunate we are to have such great kids. I cherish my family and this day, more than most, makes this even more true.

You see, one person wasn’t able to be at our gathering, my biological father. My dad, John Browne, was a veteran of the US Army. He served during the Vietnam War and went on four tours during his service. The Army was really the only choice at the time for my dad. He was an average high school student and the Army was a way to have a career and develop skills to use later in life. He entered as a private and rose to the rank of Staff Sergeant. He ended up being a highly decorated person for his bravery, valor and leadership of his troops during the war.

If you notice, I keep noting these things in the past tense. My dad passed away in 1968 after losing a battle to Hodgkin’s Disease cancer at the age of 26. It’s amazing to me that he survived the difficulty of battle only to lose to a disease.

I’ve heard that my dad was caring, gregarious and had a deep laugh that came out easily and often. He was a dedicated friend and loving husband and father. I was only four years old when dad died. I have a handful of memories of him, but wish I had more time to have been with him. From what I’ve been told, he and I are very similar !! We look the same, have the same voice and I guess I even walk like him. When I laugh (which is often), my family has said, “That’s just like John.” I’m sure he loved life and lived it to the fullest !!

One other thing that gives me pride . . .

My dad volunteered to be in the Army. Just when the draft was going to come into full force and be a dividing factor in our country’s history, my dad chose to serve. He knew that he could be called to be in harm’s way, and he signed up anyway.

Today, there are thousands of men and women who are just like my dad. They weren’t drafted into service. They chose to serve, and they continue to do so in both times and circumstances of war as well as humanitarian efforts around the world. We are so comfortable in our day-to-day lives that we take for granted these folks who protect our freedom. That’s a shame and something none of us should take for granted.

Without these thousands of people willing to step in and serve, I wouldn’t be having a picnic with my family this Memorial Day. So, I wanted to say “Thank You” to all the people of the Armed Services – not just on this day, but every day. When you see someone in uniform, thank them in person. They deserve this and so much more !!

I hope you join me in being thankful for those who serve !!

What Matters to Me . . .

The past few weeks have been full of change in the world of HR with the announcement from SHRM and its new certification effort around HR competencies. I have been reading about this on various HR blogs, and talking with many HR folks directly about this daily since the announcement.

I have my SPHR and am very proud of holding that designation. I was like most when I heard the news about the change. There was a mix of emotion, confusion and a desire for clarity of why, how, what, etc. I happened to be at SHRM Headquarters when this happened as a member of the Membership Advisory Council (MAC).

Since the announcement, I’ve been trying to have conversations with people to listen to their concerns and feelings about what’s happening and the change that is in front of us for both HRCI and SHRM.

Here’s a different perspective . . .

This week, my amazing daugher Melanie (pictured here) came back from Ghana, Africa. She went there as part of a school class/mission trip for the University of Indianapolis. While she was there, she and her fellow students had a boat sink with them on it, floated in a lake surrounded by gasoline, had a runaway truck run into their van (all of them are safe), walked through fire ants and also got to meet a ton of fantastic kids who loved being with her every single moment !!

When she was back home in our living room, I asked her how she was and she said, “Well, I’m not sure.” I was confused by this answer. “What’s wrong?,” I asked. “Dad, I know I’m back home, but I’d rather be in Africa.” I was humbled by her answer.

After going through adventure after adventure that most would see as harrowing or disheartening, she was drawn in by the challenge, the environment and the experience.

What does this have to do with the changes in the certification system we’re facing? Everything !!

What matters to me . . .

is faith, family and friends. In the conversations I’ve had with HR pros, I’ve asked how they were doing first. Not their opinions on this change, but how THEY were. This has been an emotionally charged 1 1/2 weeks ranging from anger to disgust to frustration because of a lack of information and clarity.

I understand that and have experienced it myself. It matters more to see how people are doing because I’ve heard stories about the challenges folks are facing personally, at work and with their employees.

There is so much life going on around us. In no way do I want to diminish how people feel. I value my certification and my affiliation with SHRM as deeply as the next person. It is, though, just one aspect of who I am as a person and as an HR professional.

What matters to me . . .

is passion. I think both bodies have overlooked that this decision is more of a people decision than a system change. Those of you who know me know that I am fiercely passionate in most areas of my life. I appreciate that people are exhibiting this passion now, and I hope that both SHRM and HRCI see that. It’s great that we care about this. My hope is that this passion is also what all of us exhibit in our roles as HR pros all the time and not just in reaction to this change. We work in a fabulous field because we get to work with other great people – who are also passionate !!

What matters to me . . .

is you. In the end, and after the dust settles, the most important factor to me in the situation we are addressing is people. That’s why myself, and others, have been reaching out to have conversations and provide context as well as listen to others. It’s really practicing HR to work through a significant change. I consider myself fortunate to have the opportunity to have the relationships to have these conversations. I would encourage you to reach out and have these too.

I know I’m taking a chance by posting this and that comments could come that say ” I don’t understand.” I do. I’m trying to work through this to see solutions and a resolution occur. I want to see both bodies, HRCI and SHRM, succeed.

I appreciate you letting me share a different perspective !!

Is It Inside You ??

I love to write. It’s cool to have a blog to make this happen. But what if there’s more? Are there ideas that have been percolating and they are just aching to get out?

Have you read other’s people’s work and thought “I could do that !!” Well, what hold’s you back? How do you go from a wish and make it come to life? What if you wrote an entire book ??

I have a few HR friends who have done this and put out some amazing content !! I would recommend you picking up Dwane Lay’s Lean HR, Jason Lauritsen and Joe Gerstandt’s Social Gravity and Dr.Daniel Crosby’s You’re Not That Great. The took the jump of making that inner voice public. All of them are great resources !!

Another great resource is the new book by Cathy Fyock and Kevin Williamson entitled On Your Mark: From First Word to First Draft in Six Weeks. They provide the perfect starter to get your words down on pages and into a book. You see, they wrote a book on how to write a book. Brilliant !!

Cathy is an accomplished author, with this being her fifth book, and a fabulous HR pro. I’ve known Cathy from my work as a fellow SHRM volunteer at the State level. Kevin is an editor with incredible experience. (His Style section at the end of the book is worth the book alone !!)

I loved this book because it demystifies what most would think is a daunting task. Don’t get me wrong, it’s still a huge amount of work which takes intentional effort and discipline. However, Cathy and Kevin give tangible examples and break down the process into manageable pieces. The exercises at the end of each chapter will help you build the discipline you’ll need to create your book.

I’ve been seeing a flurry of blogs later that are saying that HR seems to be stuck in an endless loop. The thought is that people aren’t coming up with creative ideas, but I disagree. There is still so much to learn, share and generate.

More and more people are joining the blogosphere from HR. It’s great to see new voices and I still make sure to read the myriad of posts which come out each day. I think it’s better to be positive about what’s being said. You can always learn from what others have to offer.

Make sure to get Cathy and Kevin’s book. After reading it you’ll see if you want to take that next step. They make writing a book seem not only attainable but also inviting. I know it peaked my interest !! Now to get that voice out to see what hits the page !!

Dark Matter

The conversation usually starts out like this . . .

“You’ll never believe what just happened !! I have an employee who . . .”

The conversation unfolds and you find yourself deep inside yet another difficult, dark employee relations issue. Before you can say a word, or offer any insight, the mob (usually folks outside of HR) have gathered their torches and pitchforks ready to unleash their fury in the form of some level of progressive discipline – up to and including termination. At least this time they came to you versus handing out their own type of justice first and expect you to pick up the pieces.

The challenge for you is not only that you are delving once again in the dark matter of people’s lives and in the organization, but how do you keep it up? Seriously. If you are always around the dark side of people’s lives and behavior, how do you not quickly fall into that same black hole?

Have you ever been to an HR Conference? It’s like a dark matter convention. If you listen in on what HR pros are talking about, more often than not, they’re unloading the dark matter situations that they’ve been dealing with since the last conference. It becomes a flurry of “Oh, yeah but let me tell you about this one !!” I don’t fault people for sharing because they’re doing it to try and cope with constantly being surrounded with difficult situations. Some of the stories truly are funny, but most of them are tragic and sad.

Add on to this the constant bombardment of people wanting HR to focus on Employee Engagement, being a great place to work, and building an attractive culture. These are definitely items people would prefer working on. The barrier to doing this is the lurking feeling that the next dark situation is just around the corner.

What can be done to combat this fact of working in Human Resources? How can you make it so that you aren’t consumed with the next negative aspect of human behavior? Is there something that isn’t trite or cutesy like inspirational posters on the wall that no one reads?

There is. It’s not easy, but there is.

I’ve been in HR for over three decades now and I continue to enjoy it more and more each year !! That’s not some motivational quote for a blog. It’s the truth !! Have I been discouraged at times? You bet. It hasn’t been for long though. Here’s what I do to fight the dark matter:

Remember that EVERYONE has value !! – We always talk about employees as if they aren’t people. We also forget that we’re people too. We can’t wait to pull out some manual and address people with policies. You need to address people as people first. If their behavior falls into an area that deserves discipline, then be consistent with it. However, you must meet with the employee first and see what’s happening with them before launching into some short-sighted action just to lessen the pain.

Surround yourself with positive people !! – This is more than the usual “be positive” encouragement. If you are around other HR pros who are positive as well as you are, then you have a community that gives your alternative perspectives to consider.

Have an accountability partner !! – You will slip and get dark. It’s impossible not to. However, you need to have an anchor or two who will be there for you no matter what. They are your “confessor” so that you make your feelings known and they’ll be there for you no matter what is shared or felt.

Be the light in the dark !! – I know this sounds like a catch phrase, but hear me out. You have the choice as to how to approach people every single day. If you think poorly about others, it will show. If people constantly bring a sigh to you and not a smile, then you can see where you are.

Turn that around. I can tell you that it’s worth it. I don’t think being positive is some parlor trick. It’s a way of life. Be that light. Start dispelling the darkness. Your company is looking for it !!