Steve Browne (Admin)’s Articles at Everyday People, Page 47

Giver or Taker ??

Have you ever been unemployed? I have. It’s happened a few times in my life. I’m not talking about transitioning from one job to a new one. I’m talking about not working in your profession. It’s hard.

The reality of the financial implications hit first and you’re kind of taken over by fear. You think that EVERYONE would want to hire you immediately, and that you’re sure to land your next job quickly. That rarely happens. These items aren’t “new” and there are countless blogs and pieces of advice for jobseekers.

However, I think there’s a HUGE opportunity for HR to make a difference and turn the tide for people who are in transition. Likewise, there’s a HUGE opportunity for jobseekers to take a different approach in their search as well. It takes a different mindset for both sides of the unemployment quandary.

I grew up in Ada, Ohio (otherwise known as the center of the universe). It’s a rural village in Northwestern Ohio that can be compared to growing up in Mayberry from the Andy Griffith Show. People are very down to earth and full of sage advice. My Dad has lived in and around Ada his entire life. He pulled me aside one day and said, “Steve, there are two types of people in this world – givers and takers. You need to decide which one you’ll be.”

I know my Dad didn’t come up with this saying. However, he and my Mom have been the model of givers in all areas of their lives. I’ve tried to live this in my life as well. It’s where HR needs to be too in my opinion.

I think HR folks should make themselves available for people in transition. I have been working with people who are between jobs for years. Here’s a big difference – I haven’t hired any of those people, and I haven’t charged them a dime for my time and efforts. Sometimes, I meet for coffee, take a phone call, review a resume or make a call to someone as part of my network. At the HR Roundtable I facilitate, people in transition are welcome to come, share their resume and network with HR pros to show others that they have always been talented pros themselves. I truly get geeked when a person sends me an e-mail to tell me they’ve landed !!

You see, I believe great companies who hire great people will be companies that differentiate themselves from the pack. Why wouldn’t I help other companies get better? To me it’s the benchmark for great HR !!

Here’s what I’d like to challenge HR and jobseekers to do . . .

Intentionally network with each other even if the person in HR isn’t hiring. HR folks know others in HR. So, even if the company isn’t hiring, a person may open a door to someone who is !!
Don’t ignore the long-term unemployed HR. Talented people are everywhere around us. Look at people for what they bring to your company, not how long they’ve been between jobs.
Remember to help others first. Too often jobseekers get their next job and forget the network who helped them land. Don’t be a taker !! Be forewarned on this. Folks I know who have only used others to get a job are usually looking for another job in 18 months. Avoid this behavior and keep networking.
HR folks – connect with other HR folks. We still have miles to go before we truly become the “community” people write about. Link In with each other. Follow each other on Twitter. Meet each other in person. We can help others by being more connected ourselves.

Finally, understand that my Dad’s saying is true whether you read this and act or not. So choose who you want to be. I know this – by giving to others, my life is richer every day and I wish the same for you !!

Talkin’ ‘Bout My Generation(s) !!

Something has been bothering me for some time now. When did we realize that we have generations in the workplace? Haven’t we ALWAYS had people from various generations in the workplace?

It truly is disappointing that we have taken to labeling people due to when they happen to have been born. For instance, technically by my birth year, I am at the tail end of the Baby Boomers. I more strongly identify with Generation X personally. But, I would have to say that, I have a touch of Millennial and whatever the newest generation is being called in me as well.

Any time I hear someone in HR bemoan the perceived weaknesses and challenges of a generation in HR presentations or on blogs, I hear The Who and their epic song, My Generation.

Roger Daltrey belts out ” People try to put us down . . . Just because we get around . . . Things they do look awful c-c-cold . . . Hope I die before I get old.”

The lyrics are indicative of how I think EVERY generation feels when they are shoved into a stereotype so that others can “deal” with them. Tell me how this enhances a workplace?

I give a presentation where I bring out a vinyl album, a cassette tape, a CD and my iPod – all of the Beatles White album. (Didn’t ignore the immortal 8-Track, just didn’t have one anymore) I ask a younger person to tell me what the LP is and the answers range from frisbee, to plate, to tray. It’s fun to see how things have changed. What hasn’t changed though is the message !! You see each form of music is just what each generation used to capture it, but the songs are still magnificent in each medium. The same is true about people. It’s just that WE need to look at it differently !!

It saddens me that HR even considers labeling people when we fiercely fight to not do this in every other aspect of our job. I know Boomers who are more hip than Millennials and Gen X’ers that should have grown up at the turn of the 20th century.

Let’s do this instead . . .

We should value the diverse experience, culture, background and age of everyone we work with. Learn who they are as people first versus categorizing them into some box that we think makes it convenient. Quit assuming the worst of people and accentuate their strengths instead !! People who know that you value who they are will automatically be engaged because the focus is on THEM and not their generation.

We work with a tapestry of extremely diverse people who bring an incredible breadth and depth of humanity to work everyday. Any time that HR narrows this, we only lose out. Refuse to be narrow !! Go against the norm and dive into the myriad of generations around you.

Sochi, the Media and HR !!

The 2014 Winter Olympics are in full swing, and I have to tell you that I’m a fan. It’s a chance for the entire world to come together for a common purpose through sports. I’m not a skier, skater, bobsledder, luger or curler. Although, I think being on the US Curling Team would rock !!

With all of the pomp and circumstance, bright colors and international community comes an unfortunate dark side. It is truly almost unbearable to listen to the blathering commentators. During the opening ceremony, one of the visual special effects where snowflakes were supposed to transform into the five Olympic rings failed. It caused a global uproar and Twitter exploded !! In fact there’s an account on Twitter that focuses on the things in Sochi which are “wrong.”

The negativity doesn’t stop with the talking heads of NBC in their studios, during the Today Show or the Evening News. It continues during EACH event !! We’ve never been a country who admires that other countries actually send athletes who also compete alongside us. The coverage is so U.S.-centric that we only get to see an extremely small portion of the actual competition even though it’s hours and hours of TV coverage. Then, during the coverage, the analysts talk about all of the errors people make instead of focusing on how amazing it is that this athlete is representing an entire country !!

I get sick of it. Ironically, it reminds me of how the majority of HR is focused. Entire company cultures go to work each day to focus on “what’s wrong” with work and especially with their employees. I know I’ve been guilty of this because it’s so much easier to be negative vs. being positive !! It has to stop.

Just think what would happen if your culture refused to be negative !! I understand that there are challenges in every workplace. But those are opportunities, not obstacles. HR should make it there mantra that ALL systems that touch, or affect, people in the organization should be intended to encourage, develop or address folks where they are.

If someone is lacking a skill, then take the time to teach them what they need. If someone is struggling with a person/boss/management, talk to them directly without having the approach of “making a case.” If there are differences between people or departments, be the glue who connects the dots and show how to integrate people’s strengths instead of harping on people’s differences.

I could fill an entire post on these types of if/then statements. The key is that we need to be more like Sage Kotsenburg who won the Olympics 1st gold medal of the games and the first in his inaugural event. He was stoked about his performance and his press conference is a great mixture of awe, excitement and “dudeness.”

He only focuses on what he was able to do and how cool it was to do it !! If we in HR, were like this and could be positive and excited about what we did, just think of the possibilities !! Turn off the negative and see what happens. I think you’ll be geeked !!

My Fellow HRians !!

This past week the President of the United States gave the State of the Union address. Regardless of where you stand politically, it amazes me that we live in a country where it’s leader addresses the nation with his plan for the coming year. There are companies who never fully communicate the Strategic Plan for their company let alone an entire country !!

While the address occurred, there were several of us who participated in a chat on Twitter that was coordinated by Lisa Horn, SHRM Director of Congressional Affairs, and Chatrane Birbal, Sr. Advisor of Governmental Affairs for SHRM. It was fascinating to hear people’s takes on things, but the underlying trend of the majority of the entire speech was . . . HR !!

Seriously !! You can break it down like this – Employment and job creation (HR), Immigration (HR), Education and Training (HR), Retirement programs and MyRA (HR), Minimum Wage (HR), Equity in Pay (HR), and hiring the long-term unemployed and veterans (HR).

That’s amazing !! When I read countless posts and articles about how HR is going to disappear or be irrelevant, I have to chuckle because we were the entire fabric of the COUNTRY !!

How much will get done? Hard to say. Will politicians get in the way and muck things up? Probably. Do we have to fall into that same trap of inactivity and infighting ?? NO !!

This is a real chance for HR to have its voice heard within the walls of their companies, their local communities, their states and the US as a whole !! If you aren’t advocating for these issues so they actually hear the perspective of HR professionals, then this is your chance to shine. Look at what’s before you instead of sitting in the shadows and complaining about more things that are forced upon you due to regulations and legislation. I’ve personally advocated at the State and Federal level and it’s invigorating !! Legislators want to hear from people who actually do the work instead of only hearing from lobbyists.

The key you have to remember in all of this is that if you choose not to advocate or raise your voice, someone will who is on the opposite side of what you believe. I’ve seen this personally happen.

You can be an example as well by modeling positive behavior in how you practice HR in your company !!

Look at how you compensate your employees. If there is inequity, address it and be consistent.
Look at the long-term unemployed and veterans groups as pools of talent and experience versus thinking about what they “don’t have” for your company. Investing in people who WANT to work for you is often more valuable then a pretty resume !!
Be knowledgeable about the impact of immigration, minimum wage, retirement programs and training have on your organization. Be the business voice to Sr. Management about these as an expert and stop waiting for someone to come to you. Be proactive !!

I hope you can tell that this jacks me up !! I hope you see the signs that are extremely visible in front of us. The landscape is wide open and it’s a chance for us to step up, be heard and move an entire country forward. I’m geeked and hope you join me, my fellow HRians !!

Some People . . .

” . . . are worth melting for.” – Olaf

My wife and I went to see Disney’s Frozen this weekend. It is magnificent !! If you take nothing else away from reading this post – go see this movie !! One of the best characters, and a real show stealer, is Olaf the snowman. He is hilarious and beautifully naive and caring.

During a key scene, he does his best to keep Anna warm in front of a fire even though he begins to melt. She is worried that he will be harmed when he breaks out the line that “some people are worth melting for.” Yes, I was crying and I’m good with that !!

It made me think of those around me in my life that are in this category. I’m very fortunate to say that there are several. I’m very thankful that I’m surrounded with people who I value and would do almost anything for. I hope that you have people in your life that you would “melt for” too.

In HR, I think we lose sight of this because our focus is often on those that may be challenging or frustrating. We tend to slink back behind procedures, policies and processes because those things aren’t emotional, unpredictable and ever-changing.

If you don’t look at others as someone you would “melt for,” you may want to evaluate why you’re in HR. That may seem harsh or extreme, but I don’t think so. Olaf doesn’t see what he’s doing as a sacrifice, or something out of the ordinary. In fact, it’s natural because he cares for Anna – which should be our focus on everyone we come into contact with.

This is also tough in today’s social environment because the majority of what is being written, retweeted, and shared is self-focused. People beg and seek to see their name and their work publicized. I struggle with this to be honest. I love seeing the work of others !! I learn from others and, in many cases, I’ve reached out to get to know the authors personally and not just treat them as some avatar that is unapproachable.

I’d really love to see this change on the social forums and in the workplace. I think that if we had the approach that we would be willing to deeply connect with others, naturally, we’d find that the “community” everyone writes about would exist as a tangible, viable force. This group would innately move companies, professions, associations and lives forward.

So, can you do this? Will you join me? Is this feasible, or utopian? In the end, I choose to be like Olaf and put myself out there for others because there are some people truly worth melting for !!

Image courtesy of Walt Disney World for Grown Ups

Happy #TimSackettDay Kelly Dingee !!

One of the things I truly hope to see in my HR “lifetime” is that the two communities of HR practitioners and HR folks in Social Media as one body. A great way to do this is to recognize one of our own.

This year’s #TimSackettDay person is Kelly Dingee. Kelly is the bomb and one of the best resources I know when it comes to recruiting and sourcing. She is a practitioner who is not only rocking this facet of HR – she is also encouraging us all to look at things differently so that we make talent relevant in our organizations !! She is a regular contributor on Fistful of Talent (another great resource you need in your HR quiver to regularly read !!)

Make sure that you connect with Kelly. You can find her on Twitter (@SourcerKelly), Linked In and Google + as well as Fistful of Talent.

Recognition isn’t something to be jealous about because the focus is on someone else. Recognition is an opportunity to share and highlight someone who brings insight, value and new approaches. Kelly is one of those folks.

So, please join in recognizing Kelly on #TimSackettDay (another great HR practitioner) !!

I hope that today is just the start of you recognizing the great HR pros that are all over the planet. Remember always . . . We Are Better Together !!

Who Are You ??

I am an unabashed music freak !! Seriously, I have music on constantly. In my car. In my office. When I do work around the house. Almost everywhere. My office has a signed copy of U2’s The Joshua Tree album (vinyl), a signed microphone from Peter Frampton and a huge collage of the legends of rock.

To keep my musical intake going, I’ve been listening to the autobiography of Pete Townshend, from The Who, called, Who I Am. It is incredibly raw, candid, deeply detailed and fascinating !! This post isn’t meant to glorify the rock life because, honestly, he has made MANY choices that are detrimental in many ways. The cool thing about it though is that he recognizes that and owns up to both his successes and failures.

However, one thing I am taking away from this deep dive into rock lore (he casually mentions how Jimi Hendrix was his friend . . .) is that Townshend is exactly who he is. It’s not a charade. It’s not an act. It’s real at an almost uncomfortable level.

This brings me back to HR. I think that too many of us in our profession are guarded in our approach to most of what we do. We are hesitant to be ourselves at work because we’re “HR”. This is odd to me. How do we expect others in the workplace to be real and open when we’re not willing to be part of the tribe?

I think we’re missing out when we’re not transparent about our likes, beliefs, joys, concerns, successes, faults, etc. In The Who’s epic anthem – Who Are You? – one lyric that Roger Daltrey screams is – I REALLY WANT TO KNOW !!

Most people I know, especially those in HR, are reluctant to put themselves out there because we feel we have to take on some corporate persona that distances us from everyone. And you wonder why people take pot shots at who we are and what we do? If we’re not willing to be genuine and accessible, then how do we expect others to take the first step?

Here’s how I have ALWAYS looked at life (and HR). I make myself open and vulnerable the moment I meet you. Does that mean that I’ve been hurt? Yes. Does that mean that some people take advantage of that? Yes. Has it resulted in more lasting, sustainable and meaningful relationships in all areas of my life? Most definitely !!

There is an amazing amount of risk and reward if you choose to live this way. Overall though, it’s opened doors to be a more intentional person and HR pro who can more effectively connect with the humans all around me. That matters. And, it makes HR so much more meaningful and worthwhile.

To be the “Human” in HR you have to be the “human” first !!

So, this week start peeling back the layers and let people see the great person you are. I have a feeling you’ll see how freeing this is, and I hope (truly) that I get to meet you, know you and see who you are !!

Image courtesy of Quote Diary

Focus.

By now you’re aware that we’ve entered a New Year. The flurry of posts that flood blogs encouraging resolutions, new attitudes, new approaches, etc. have died down. I love to see the positive launch into a new year because I think people are eager to start clean and move forward.

A new start is true for companies as well as it is for individuals. Going into 2014, our company is taking an approach that most don’t – and I dig it. Instead of piling on layers and layers of more goals and objectives, we’re stripping things down and asking people to focus. In fact, it’s becoming so engrained in who we are that the CEO is sitting down individually with his leadership team to review what they’re focusing on each month throughout the year.

This intentional move is a bit uncomfortable because it takes “accountability” away from being something that you hope will happen to something that is EXPECTED to happen !! I had my first meeting with the CEO, and it was so cool to see not only the individual approach to a collective whole, but that HR is supposed to be involved and have focus as much as all of the business units of the company.

So, what am I focusing on ?? The answer may seem obvious, but it’s . . . . people.

This is a bigger challenge than you think. Most companies thrive and build on processes and things in spite of people. We all claim that people are our most valued asset, but the reality is that companies focus on revenue. That’s not wrong in the least. The question is do you work through your employees to allow them to truly perform, or do you just make sure things “get done” regardless of who’s handling the work.

The other aspect of this focus that is challenging is – people are typically focused on themselves and not others. People are selfish. They want to make sure they’re taken care of first and that their needs are being addressed. This isn’t “wrong”, it’s human nature.

I want to see HR be a contrarian force in this challenge and be focused intentionally on others first.

This throws people (even people in HR). Why would you put others first? What if they take advantage of you? What if they disappoint you? What if they aren’t committed to this approach and it affects you?

All those things may come true (and probably will). That shouldn’t dissuade us at all. If HR truly puts others ahead of themselves, then actual cultural change will take root and blossom. This isn’t some theory, it’s fact. It’s just incredibly hard because it requires an incremental approach that evolves over time . . . and never stops.

I’m geeked about being able to practice this focus at my workplace. I’ve been trying to do it all of my life. To be able to have it permeate through a company’s culture is extraordinary and exciting !!

How about you? Can you adopt this focus yourself? Think about it. What would happen to you in your life and in your HR role if others came first? I think you’d like the result !!

More Folks I Learn From !!

In November, I started to share some folks I learn from and wanted to continue that effort as we enter a new year. I hope that one of the things ALL of us do as we move into 2014 is that we strive to continually learn. We can’t afford to be stagnant in any way. I hope that these recommendations spark an interest for you to check out someone new and see if what they say helps you think of HR in a different way. I value what they do and who they are !! Let’s get started . . .

John Whitaker (@HR_Hardball on Twitter) is a force !! Being from Texas, that shouldn’t surprise anyone. When I first talked to him he said he was giving me a nickname because he gives everyone a nickname. In fact, he goes by “Whit” and not John himself. Whit brings it every time he strikes a keyboard to write a post. He is a featured contributor to Fistful of Talent (an incredible HR compilation blog of great HR voices by the way !!), and his own blog, HR Hardball, flat rocks !! I know that John also does presentations as HR events which stretch the everyday practitioner to look at the profession from different angles. We all need folks who can bend our brains a bit. Whit does this effectively and is a treat to take in !!

Let’s now go over to the UK for Gemma Reucroft (@HR_Gem on Twitter). Gem brings a grounded sensibility to HR, but doesn’t “settle” for the norms. In fact, she challenges norms every time she posts. As a fellow HR practitioner, she isn’t just espousing things HR folks “ought” to do, she’s practicing what she writes about. I love that she keeps things simple and stripped down. It makes her work very accessible and applicable to what you do in HR. Her blog – hrgem: Thoughts on HR, work and doing good people stuff – captures who she is and her approach to our field. I have her blog highlighted in my Feedly list and eagerly wait to see what she has to share. Make sure you connect with her !!

Back to the states and to beautiful Colorado !! That’s where you can find Mary Faulkner (@mfaulkner43 on Twitter). I met Mary at the SHRM National Conference in Chicago this year, and found out what a brilliant leadership, training and OD professional she is. I have found it hard to connect with many OD folks because for many of us, it’s wrapped up in our HR generalist roles. Mary is solid and her blog, Surviving Leadership, is one of the most straightforward blogs around. She is just “breaking onto the scene” in social media, but you wouldn’t know that. Her content is fabulous and is something I take to heart when looking at the leadership and OD efforts at work.

Make sure to connect with Whit, Gemma and Mary !! You’ll be glad you have new outlets for resources in your work. Be on the lookout for more folks I learn from. There are a ton and I hope that there will only be more and more throughout the year !!

Time for the 2nd Half !!

This week I get to celebrate a true milestone . . . I turn 50 years old on Friday, 1/3/14 !!

Now, I know that turning 50 is not that big of an accomplishment for most people. However, in the Browne genealogy line, I’m a senior citizen. My father passed away when he was 26 and my uncle passed away when he was in his late 30’s. My other uncle made it into his 60’s. But this isn’t a sad post – just some back story.

Most people look at 50 as something nearing more of an end of things they used to do with ease, or as being over the hill. If you have been reading this blog, you know that I tend to look at things a bit differently. You see, I’m looking forward to the second half of my life !!

Now, I’m not naive or arrogant in thinking that fifty more years are any sort of guarantee. But, why look at things as “less than” when you don’t even know what is lying ahead of you? I could never have foreseen what amazing things have happened during my first half century !! (An example of this is that I’m writing a blog that others actually read from a laptop computer that is wirelessly connected to the internet as I sit typing in my living room.)

I honestly can’t wait to see what’s next !! I don’t have to know the details, or have any absolute assurances in the least. In fact, not knowing makes it a bit more exciting because I’ll get to experience whatever’s next as it happens.

As we enter another year, I find myself even more encouraged and passionate about life than I have been in the past !! I’m sure there are literally thousands of people who I will get to meet, know and share situations with in the second half. I’ve already been fortunate enough to experience this, and value it more than you know.

How about you? Are you looking forward to what’s coming? Or, do you have doubts, concerns and fears? I know there will be obstacles, challenges, failures and other big unknowns that will come my way in the years to come. But, that doesn’t concern me. It intrigues me !!

I hope that as a New Year unfolds for each of us, that you choose to be wildly passionate, fiercely intentional and abundantly optimistic !! It’s really a fascinating way to live each day, and I think it’s how we’ve been naturally wired if we allow it to happen.

Now I need to get ready. The second half is about to start !!