Steve Browne (Admin)’s Articles at Everyday People, Page 48

It Was 20 Years Ago Today !!

I’m very excited about Christmas coming this week !! It is always an amazing time for faith, family, friends . . . and gifts. This isn’t a post about the materialism of the season. It’s about true gifts !!

You see, 20 years ago on Christmas day, my daughter was born. I wrote about the miracle of her birth a few years ago. It’s hard to believe that two full decades have passed. Now, as a young woman, she continues to grow, flourish and amaze me. She truly has been a gift to me and our family.

I consider myself very fortunate to be a father and enjoy every moment that I have with my daughter and son. At the holidays, I think it’s important to reflect and be thankful for the important things in our lives. My children DEFINITELY fall into this category. I know that not all parent/child relationships are healthy, and that is unfortunate. I wish that both parents and children would see the value in having each other in their lives !!

You see, to me the best gift a person can give to others at Christmas, or any other time, is themselves. That may sound idealistic in today’s cynical world, but I believe it to be true.

People are gifts !! The opportunity we have is to look at each other that way, and also treat each other that way. At Christmastime, we anticipate gifts and can’t wait to see what is hidden beneath the thin, colorful wrapping. There is a tangible rush just to get beyond the wrapping to see what’s really inside. I think that people are the same. Just below the surface of safe introductions, small talk and demographic information, lies an untapped gift waiting to be taken in and enjoyed !!

I know that viewing people in this way may put you in the minority, but what a great group to be in. It’s challenging and others will want you to walk away from this perspective, but don’t cave in. Why not make this the norm versus the exception?

Here’s how you can get started . . .

During this holiday season, write someone in your life a note, a card, or even give them a call. Let them know how much they mean in your life. It may seem to come out of the blue, but it matters. Be intentional about this and let folks know that they are the best gifts in your life !!

My life is only better because my daughter came into it twenty years ago on Christmas Day. And, for the many friends and family members who read this blog, you are gifts to me as well. The people in my life enhance it and that is something I treasure !!

I wish you all the best Christmas and holiday season you’ve ever had !! May you be surrounded by “gifts” of those that love and cherish you for being in their lives, and may you be a gift to others !!

Why You Should Contribute !!

A few weeks ago, my friend Ben Eubanks asked if a few of us would be interested in having new HR pros guest post on our sites. It’s part of the North Alabama SHRM Mentor University program and I really dig this. I think ALL HR pros should mentor future HR folks and allow them to learn from you . . . and YOU from them !!

The following guest post is by Kirsten Stutts, PHR. Kirsten is an HR Manager for a company is Huntsville, Alabama and she is encouraging HR pros to understand the value and contribute to the SHRM Foundation. Check out her 1st blog post ever !!

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SHRM Foundation’s Support for the HR Profession

I have been a member of North Alabama SHRM (NASHRM) for several years, and this year I finally decided to volunteer. In June, I was invited to join the NASHRM Board as their SHRM Foundation Director.

What is the SHRM Foundation Director you might ask? Well, I didn’t know either. Luckily SHRM has a webpage called the Volunteer Leaders’ Resource Center (VLRC) dedicated to answering many of your questions about your new volunteer role and offering a host of resources for you to utilize. Really, the SHRM Foundation Director role serves two purposes:

To raise money for the SHRM Foundation, and
To educate people about the Foundation and how it supports the HR profession.

Did you know that . . .

You can apply for a scholarship to pay for your tuition towards an HR degree or certification?
The SHRM Foundation offers complimentary resources such as DVDs, Effective Practice Guidelines, and Executive Briefings that you can use personally or as a program for your Chapter?
When used as part of a 1-hour educational session, the DVDs even qualify for HRCI credit!
SHRM Foundation is also the leading funder of HR research!

I didn’t know any of this before I accepted the role of SHRM Foundation Director. So what can you do to get more connected and involved?

Click here for their home page, SHRM Foundation, to check out the resources that the SHRM Foundation has to offer!
Support the SHRM Foundation when your local chapter has a fundraiser or donate to the SHRM Foundation directly; and
Volunteer to be a part of your local chapter of SHRM. You may get more out of the experience than you think!

I think people will benefit from knowing more about the SHRM Foundation and how it helps us all as HR professionals and as an entire profession.

Be Disruptive !!

This past week I hope you felt a shift in the time warp continuum in the HR universe !! Over 200 people gathered at the incredible Rhinegeist Brewery for the beginning of a new movement – DisruptHR !! I was fortunate to work with Chris Ostoich, from BlackbookHR, and Jennifer McClure, from Unbridled Talent, in making this groundbreaking event come to life.

The employees from BlackbookHR and the sponsors we had made the event literally seamless and “set the stage” for what erupted. 13 speakers from a variety of backgrounds and companies took the mic to give their presentation in a way that was truly new to the normally conservative Cincinnati.

To be a presenter, you were given five minutes and 20 slides which automatically transitioned every 15 seconds. Even though I’ve given many presentations, I never had to compress everything into that tight of a time frame.

The rules were cool because the audience was encouraged to be supportive of the brave souls who stood in between the two gigantic screens that seemed to be racing as fast as they could !! The presentations ROCKED !! The styles ranged from a more traditional feel to complete presentations with pictures only and no words. People were much more relaxed and felt at ease after Chris became the first ~~martyr~~ speaker to take the stage.

Now, I know that Ignite talks, TED talks and Unconferences may be the “norm” in other cities around the globe, but DisruptHR was truly a pioneering effort !! It’s not often that you can be on the ground floor of a new movement and direction for HR.

There were some key observations that came from the night:

There are MANY more voices in HR that we need to pay attention to and get to know. It was exciting to meet new folks and hear their perspectives. I think we get too narrow too quickly to follow certain people. This isn’t being critical – it’s a call to open our horizons and make sure we continue to take new voices in.
There are TONS of HR people who aren’t connected to the greater HR community !! There were so many people who came to DisruptHR that aren’t normally at other HR events. What a great opportunity !! This forum drew a new group out to connect and get engaged. So cool to get a chance to meet more HR people !! Seriously. I am geeked whenever I can meet new HR people !!
People are wanting to hear new messages in a new way !! We can’t continue to think massive conferences that take days away from the office as well as immense amounts of training/traveling dollars are the way to reach people. One night, in a brewery . . . for FREE and people flocked to be a part of it. We need to change our models if we truly want to reach HR people where THEY are vs. where we expect them to be.

The coolest thing about DisruptHR wasn’t its initial success. It was the fact that it’s only beginning !! This was just the inaugural event. Now it’s going to grow to other cities and to other venues. So, be on the lookout !!

Get ready to attend, or even better, get ready to present !! In the end, I hope ALL of you are disruptive from now on in HR !!

Here’s a little taste to get you hooked !!

DisruptHR – Cincinnati 12/4/2013 from BlackbookHR on Vimeo.

Getting to Know You !!

This past week I was able to “return home” for Thanksgiving with my parents in the Village of Ada, Ohio !! This booming metropolis of 5,900 people is my hometown. I’ve been fortunate to live in many small towns throughout Ohio, but this is where I grew up. I love coming back home because it is a mix of a small town surrounded by acres and acres of farmland.

We wanted to get out and do something instead of constantly eat, so we decided to take in a movie. I thought we’d have to travel to Lima, Ohio (a mere 15 minutes away), but fate was smiling down on us. The Ada Theatre in “downtown” Ada was showing Catching Fire which is what we wanted to see. I was geeked (as you could suspect) !!!

I wanted my family to go experience the movie house that I grew up with. It’s said that you can’t go back to your home, but that just isn’t true in Ada. It’s a one-screen theater with wide rows and 300 red upholstered seats. The admission was a staggering $4.00 per ticket !! We decided to splurge for popcorn and a soda for another $4.25.

The whole experience was spectacular !! The movie was great and the whole feel the entire time gave my family a small taste of the small town I was fortunate enough to call home. People said, “Hi” even though they didn’t know you and no one was pushing or shoving in order to get their place. Every seat was a great seat to watch the movie.

So, what does this tale from the Midwest have to do with anything ?? I think it’s very relevant to the whole social media “space.”

We spend countless hours on-line looking at posts, surfing Facebook to post all types of personal experiences, retweet items that we found interesting, etc. But, we spend very little time getting to know the people we “follow” or “friend.” I want to see that change.

You see, the more we get to know someone, then we can be confident in sharing their great content because we have more of a relationship with them. I continue to see friends (real friends) who are becoming more and more sporadic on-line and I truly wonder how they’re doing. When I get to connect with them, they’ll share how full and robust their lives are and I’m fine. I want to get to know WHO you are and WHAT you do.

To me, the social media forums are a great way to share content and provide resources to the masses. It’s essential that we do this intentionally and not just automatically. Yes, it takes time to get to know folks – but what can be a better use of a person’s time than to get to know another human?

Seriously, what has more value than getting to know people better? If you’re just about visibility and quantity, then you’re a persona and not a person. Let’s change this. Let’s make the forums we enjoy being on truly personal.

I think by doing this we’ll put out more thoughtful content, more insightful looks into things and be a stronger social community. Don’t be surprised if I reach out to you to get to know you better. I will take the time because I know it matters and makes a difference.

I hope sharing something happening in my life sets an example of how we can get to know each other better !! Now, I have to go !! We’re heading over to Findlay, Ohio next to catch a basketball game. I can’t wait !!

Keep Your Head Up !!

This past week I went to the SHRM Leadership Conference in Washington, DC. It’s one of my favorite events because the SHRM local Chapter and State volunteer leaders come together to network, learn and share great ideas on how to get HR pros connected, engaged and involved.

The past few years I’ve started the week by advocating in front of the Senate and the House of Representatives on legislative issues that affect business, employees and HR. I broke away from our larger Ohio group to support one of our other Ohio SHRM volunteers because she had never advocated before, and I wanted it to be a great experience for her. As we were walking over to the Congressman’s office, she said the most poignant thing.

“You know I can’t believe I’m here. Most of the time in my role I find myself with my head down doing my HR job. I need to keep my head up more to see all that is around me. I would miss great things like this if I didn’t try to be more aware.”

We had a great session with the Congressman’s staff and shared our position on the issues. When we were done, she wanted to go over to the Senate offices as well to see them. As we entered the building, I noticed several cameras up on the 2nd floor of the rotunda we had just entered. I said, “Let’s go see what’s happening !!” So, we walked up confidently and saw a press table outside the Kennedy Caucus Room and it was packed with people. The folks at the table asked if we’d like to go in, and we jumped at the chance not knowing what we would find.

In the room we stumbled into history . . . literally !! We were able to see the 30th Annual Robert F. Kennedy Human Rights Award being given to Egyptian Human Rights attorney – Ragia Omran. The event was emceed by Soledad O’Brien and we heard RFK’s daughter, Kerry, speak about Ms. Omran’s accomplishments and the actual award was given by Ethel Kennedy – RFK’s wife !! It was amazing that by “keeping our head up” and taking a risk to see if we could be involved, we saw something we NEVER would have seen if we were just stuck on following the patterns that were set before us.

This experience was just another example of how I feel HR should be ALL the time !! Too often we are criticized because we think that by keeping a narrow focus we are diligent. The fact is that by being narrow we can miss what’s happening with the people even though we’re cranking out the tasks laid before us.

There has to be a mix of these two worlds. You can, and should, be diligent in your HR practice. However, your perspective should be as broad as possible because the great people you work with may have the insight, input, or knowledge you need. You can’t keep your head down any longer !!

The rest of the week was even MORE eventful than our experience in the Senate !! I’m even more geeked and energized about HR, my profession, my volunteer role and SHRM than I ever have been !!

I hope you join me as we look to the horizon to see what’s next. It will be awesome, I’m sure !!

Do You Teach or Demand ??

This past weekend I had the opportunity to go camping with my Scouts again. It’s always a great time that inevitably involves rain !! I’m used to that and so are the scouts. It’s truly fascinating to watch the interaction that happens during an outing because the adults aren’t in charge of any facet of what happens.

The scouts plan the outing, plan the meals, pack the gear in the trailer, set-up camp and also plan all of the activities that happen throughout the weekend. The reason it’s so fascinating to watch is to see which style of leadership the boys choose to employ. Adults want to step in to fix and correct things, and that’s where I come in to remind the adults that we’re basically on the outing to ensure safety and that the boys carry out their plans.

Here’s a simple example . . .

At EVERY campout we play Euchre !! If you don’t know what Euchre is, it’s basically the card game of kings. Seriously !! The boys can’t wait until some down time to get cards out and start playing. They play each other and relish the chance to take on the adults. Euchre is not an easy game to learn. It has some twists that don’t seem logical. Hence, the nuances of a game. All great games make you think and react. We play for hours at a time and set up tournaments.

If a scout doesn’t know how to play, you have to teach them. For people who are seasoned Euchre players, teaching someone is tedious. You want the new player to “get it” but it takes time and several games to learn. Once a new player understands the game, they take off !! They can literally play the game, and enjoy it, for life.

It’s amazing to watch a new scout struggle to learn and understand, but most everyone is understanding. However, once a scout starts playing for one or two outings, they become extremely frustrated and intolerant of those who don’t know the game’s rules or how to play well. They completely forget that they just learned how to play Euchre just a few short months ago.

You can take this example to almost every facet of an outing. The kids either teach each other how to do skills and are patient during the process, or they demand that people just catch on to what they’re supposed to do. If they don’t do the task well or right, the boys just want to skip working with others and will even avoid them or work around them.

Sound like work ?? Sound like HR ??

I think it’s exactly like the interactions we have at work. In fact, at work the “demand” approach is what is followed the vast majority of the time. HR needs to recognize this and destroy it. When I see HR that is built on compliance, discipline, writing people up, “building a case”, and policies that only measure what goes wrong, I see the demand approach in full bloom. HR isn’t the only department that uses the demand method, but it IS the department that can eliminate it.

Teaching people how to perform and giving them expectations of outcomes and the ability to use their skills is what we should strive for in any workplace !! When we do it, they’ve learned something they can enjoy and “play” for life. We have to recognize when Managers and Supervisors fall into the demand mindset and “teach” them as well. It’s time-consuming and incremental, but worth every single moment.

So, HR, step up !! Refuse to be like the norm in our field who use the demand system and parameters to feel they’re practicing great HR. Be a teacher instead !!

And, if you need to learn Euchre, let me know. I know some pretty good teachers !!

Thank You.

My post title is missing its normal, and grammatically incorrect, double exclamation points ( !! ) for a reason this week. I had the most amazing experience and just had to share it with you !! (oops, there they are)

In my role at LaRosa’s, I get to do some pretty amazing things as an HR professional. My job is broad, deep and strategic. It’s also very hands on. You see our goal at LaRosa’s is to Reach Out and Make Smiles in all we do with our guests and our Team Members. We started this “radical” new recognition program this year, and this week I was floored by how amazing something so simple can be.

You see, we recognize people on their anniversary whenever they hit a 5-year interval. That may seem like a long timeframe for a restaurant business, but this year alone we’ve recognized a delivery driver who’s been with us 15 years, a server who’s been with us 20 years and even a Shipping Supervisor at our manufacturing plant who’s been with us 40 years !! The tenure at our company is phenomenal. In fact, I’ll have been with the company 7 years this November and I’m a “newbie” !!

The radical part of our program is that I meet with the Team Member on their shift when they work. You see we’re open 7 days a week and are open from 11:00am to 11:00pm. Our team members may work weekend nights only – and that’s fantastic !! We used to make all folks who celebrated an anniversary come to a big dinner once a year. The event was nice, but we made people fit our schedule instead of us meeting theirs. This simple shift has made all the difference in the world !!

This week proved that more than ever !! A person celebrating a 5-year anniversary receives a gift card, a note from our owners and two Smiley faced cookies to thank them for helping us Reach Out and Make Smiles. (We add-on balloons and trays of cookies for folks who hit 10 years or higher.) I was taking the gift bag out to see Richie for his 5-year anniversary.

When I arrived at our pizzeria, the manager greeted me and I said, “I’m here to see Richie.” He said, “I know. He’s right over there.” A young man was standing with his back to me folding small pizza boxes. I called out his name, but he didn’t acknowledge me or turn around. Then a gentleman standing next to Richie in a flannel shirt, glasses and gray hair pulled into a pony tail that went down to the middle of his back reached out his hand and said, “Hi there. I’m Richie’s Dad.” I noticed that Richie was “talking” to himself but wasn’t very coherent. His Dad gently touched his arm and said, “Richie, someone’s here to see you.” Richie turned around and looked straight through me without really seeing me. He kept talking.

Richie has profound autism. I didn’t know that before going out to the store. Here’s a young man who’s been coming to work for us for 5-years to fold pizza boxes. I beamed !! “Richie, I wanted to thank you for your time with us at LaRosa’s !! What you do is so great and here’s a little something for you.” I reached into the bag and pulled out the cookies. “Now, these are for you and not for your Dad. (hoping for a laugh – nothing). Please know that you help us Reach Out and Make Smiles.” His Dad then gently grabbed Richie’s arm and he said, “Tell Steve thank you Richie.”

He stopped his chatter, looked at me clearly and quietly said, “Thank You.” He immediately started his chatter again and went back to his boxes because he loves his job !! His Dad broke through one more time and asked Richie to stop for a second and take a picture with me. We stood together and I put my arm around him. His Dad said, “Smile !!” Richie had another moment of clarity, smiled, the picture snapped, and back to work he went.

We keep thinking that everything in recognition has to be on a grand scale when that’s just not the case. HR works incessantly to craft these incredible programs with thousands of dollars and numerous gift levels without ever thinking about getting to people directly.

Try this instead. Meet people where THEY are and when THEY work !! Thank them for what THEY do for your company. It was a lesson we overlooked for too long. But now, we get to see genuine recognition the way it was always meant to be !!

Folks I Learn From !!

Recently, I’ve been trying to think of more ways to put resources in the hands of other HR pros. When I saw the recent post from Trish McFarlane on HR Bloggers as well as the new e-book from David D’Souza – Humane, Resourced: A Book of Blogs, I wanted to chime in as well.

You see, I have this incredibly audacious goal !! I want to see the ENTIRE HR community connected, informed and able to rock in their roles. I desire to see the “social” HR folks connect with HR practitioners and vice versa. I believe that the more we’re genuinely connected, then we can share the resources we enjoy in order to do a better job in Human Resources.

Also, I’m a voracious reader who always yearns to learn. There are so many great ideas, thoughts, concepts, trends and movements to be taken in. Often, people shy away from information because they load in the filter of “Well, I can’t do that in my organization . . .” and they shut down. If you do this, stop it !! What company wants an HR person who only focuses on what can’t be done ??

What if you took the stance of, “I’m not sure if I can use this, but it’s important for me to learn about it.” Who knows? You may be able to take something from all you take in and apply it to your culture and situation. How do you ever plan to change the norms in your organization if you continue to practice only what you know today? If someone reading this uses the “I just don’t have time” excuse at this point, then just stop reading.

It is an opportunity to use your time differently, creatively and constructively !! Wouldn’t you love to have that freedom everyday? I do, and it is exhilarating !!

So, I wanted to put some folks out there in front of you and off the blog roll so that you can consider connecting with them and learning from them. I do this each week when I send out the HR Net, and now I wanted to highlight some folks every so often to make sure you’re being exposed to folks I learn from !!

First up is Paul Hebert. He works for a cool company called Symbolist. Paul and I have known each other for years now and we chat often. I learn from his blog writing as well as our deep conversations. I mean that. We say hello, ask about families and then jump in deeply to talk about all facets of HR !! He’s an incredible resource and you will enjoy how he looks at the human facets of engagement, culture and recognition.

Next is Michael Carty. We’ve only known each other through social media, but I know that we share an incredible amount of similar likes (HR, Global HR and Rock Music) !! Michael is the consummate curator and works for a phenomenal HR resource – XPertHR. He hails from the UK and it is on my bucket list to meet in person sooner than later. Michael is someone who has a pulse on the global perspectives in HR. Whether it’s through his writing or in his compilations of tweets and blogs on Storify, he keeps others aware of a broad pallet of issues and trends. He’s a phenomenal person (and resource) to know !!

This is just the start and I hope to feature more folks each month. Make sure you’re getting more and more connected to the greater HR community !! You’ll only be better for it !!

Planting Seeds !!

I have been in HR forever !! Seriously, I’ve been practicing HR for 27+ years, and it’s the only field I’ve known. You see, I’m one of those rare HR folks who has been in this profession on purpose since the beginning of my career.

Even though I’ve been in HR for an extended time, I am more excited and passionate about what we do than ever !! This past Friday I had a great opportunity !! I was the keynote speaker for the Indiana University HR Association’s inaugural annual dinner. It was so cool to talk about “HR Behind the Curtain: What It’s Really Like” to a room full of eager, attentive and interesting students.

They were engaged, laughed, answered questions and were, may I say, GEEKED about HR !! Oh, by the way, none of them have HR as a major. They have HR as a minor and are active in their local student SHRM chapter. They have two incredibly supportive faculty and a local chapter that is very connected to them.

This is more than a report of an incredible event. It’s setting the stage for something I want to say, especially to Senior HR practitioners !!

I was humbled and honored to be asked to speak to these students !! Yes, it took time to do this. But, it was time well spent. I wanted to get students excited about the profession that, I hope, they will pursue and replace me some day.

I keep seeing efforts by SHRM and HR chapters to try and reach Senior HR professionals. They almost beg them to come and attend events so that others can learn from them. However, most of my peers, don’t see the value in being with folks who don’t do things as strategically as they do. Somehow, taking time to share your experience is seen as being “below” us. I absolutely and unequivocably disagree with this stance !!

In fact, how dare we look at those who are less experienced as people we shouldn’t connect with. When I was at Ohio University those 27 years ago getting ready to enter the workforce, I never heard from a businessperson about what to expect. I never understood the nuances I would need to succeed, or how to learn the values and work ethic expected from organizations. It is an absolute shame that a quarter of a century later that we still think that distancing ourselves from the people who will enter the workforce and continue HR aren’t worth our time.

So, I have a challenge for Senior HR practitioners !! The gauntlet is being thrown down. Take what you’ve learned and what you practice and share your knowledge with others. Do it willingly and do it often !! If we plant seeds in others, our future will be better than our past, or present, has ever been.

Take a student under your care. Be a mentor !! Talk to student organizations. Instead of complaining about what the newest generation does/doesn’t do, change their perspective by giving them your time and insight.

Also, don’t ignore the professional association who wants to have you involved. What is a better use of your time? Sharing with others to make HR better, or making sure the topic is lofty enough for you to expound upon ??

I am fiercely passionate about this !! This is very serious and a true opportunity for Senior HR people to shine !! I plan to plant seeds for as long as possible. Then, one day, when I’m no longer around, one of those seeds I planted will blossom, grow and continue my work and legacy. Get planting !!

Now’s Your Time !!

One of the absolute best things about living in Ohio is that we experience four distinct seasons. The winters can be a little bleak at times, and the summers can be extremely humid. However, spring and fall are magnificent !!

Fall is especially fantastic and my favorite season of all. The crisp weather that is more chilly than warm brings about football, pumpkins, apple cider and hot chocolate !! The most brilliant spectacle during fall are the leaves. To see the trees all around you transform into their natural state which has been hidden under its green mask all year is breathtaking.

I have a 40 to 45 minute commute to work each day one way. Having this extended time allows me to enjoy the changing foliage more than most, and I relish it !! The variety of different shades of reds, yellows and oranges just splits the early morning and early evening skies giving them more life than normal.

So, what does this have to do with HR? I think it’s pretty obvious. You see, leaves wait for months to shed the cover of their original green coloring to reveal their natural beauty. It’s intentional, vibrant and visible !! We should do likewise. I don’t think we should wait for months, but when you see your time to shine – then you should burst forth !!

When this happens with leaves, people travel to see the panorama of color. They drop everything to make sure they don’t miss it. Too often, HR stays in the background and misses the chance to step out and show its value. The more this is done in organizations, the deeper HR fades into the backdrop. Remember this, being visible doesn’t make you arrogant. Bringing forth valuable solutions, viewpoints and approaches is what is expected of us. You don’t forsake your ability to help others. In fact, it allows you to bring to the surface methods that can become your company’s regular practice.

Don’t sit back any longer. Make the transformation and let your true colors take their rightful place. Trust me. Having this happen will not only change you, but it will improve HR and your company’s culture for many seasons to come !!