Posts in the Leadership Category at Everyday People, Page 12

LLAP !!

This past week an entertainment icon passed away – Leonard Nimoy. He was mostly known for his immortal TV character, Spock from Star Trek. As a devout HR Nerd, Spock has always been my favorite Star Trek character. I admired him because of his loyalty in his relationships and his willingness to always explore who he was and what humanity was all about.

Spock had a signature greeting, or salute, that he gave to others by raising his right hand, splitting his fingers into a V and state, “Live Long and Prosper.” Looking back now, it truly reflected Mr. Nimoy’s life and his journey. He struggled with being identified as Spock for his entire career. He even wrote a book called “I Am Not Spock.” Everyone wanted him to stay in this role because that’s how they saw him. They didn’t know he was a very thoughtful man, poet, musician and artist. After some time, he came to terms with who he was and the legacy his role had. He actually wrote a second book entitled “I Am Spock.”

Did you know the original Star Trek series only ran three years and stopped in 1969? That’s forty-six years ago !! What an incredible legacy !! Yes, there have been subsequent movies, books and other Star Trek series. Those existed only as a legacy to the original show. In fact, Star Trek and Spock have become a part of social culture.

Now, think of how you approach your role in HR. Are you looking at how you practice what you do, or are you just making sure your job gets done? Do you have an “impact approach” or a “legacy approach”?

You see, you make an impact every day whether you are intentionally choosing to or not. Your impact is determined by your behavior, outlook and effort with others in your company. That doesn’t ensure that your impact is positive though. One can impact others in negative ways which have a much longer effect than you can even imagine.

A legacy approach is just slightly different because it still involves your impact. Remember, Mr. Nimoy’s original run as Spock was only three years. If you knew that your “run” as an HR practitioner had a limited time to it, would your daily look at your job be different? Would you put everything you had into what you did so that when you were done, it would be remembered and sustained?

I think that too many of us in HR are either concerned about keeping our job, advancing in our job or just existing in our job. There is an opportunity to not only have an impact, but an impact that truly makes a lasting difference in the lives of the people around us. When you change your approach to one that will leave a legacy, you will see each day in a fresh new way.

I love that Leonard Nimoy came to terms with who he was and his legacy. He was active on Twitter and would finish his tweets with #LLAP for Live Long and Prosper. Every tweet. Every time he would communicate to others.

That is my hope for everyone who practices HR. It’s how I approach what I do and I hope you join me in having a legacy approach to what you do !! #LLAP

How’s Your Tank ??

As you read this, you are facing another workweek. What’s your attitude going in? Is it positive, negative, anxious? It’s interesting that we’re always concerned with how we face the workweek, but what about all of the other employees? They also have the same opportunity to decide how their workweek starts.

We’ve become numb when it comes to the workplace. We go through the same patterns and motions as we enter each day. There is truly very little variety. When there is any significant change, we are really thrown off. We want stability and things to be predictable.

But, have you asked yourself if your predictable pattern is healthy or not?

I’ll be honest, I take my amazing work environment for granted too often. I was reminded of this when a dear friend of mine, Brian Griffin, and I crossed paths at a favorite coffee haunt one day before work. As we headed to our cars, he said, “Have a great day !! Remember, you become like the tank in which you swim.”

I couldn’t get this thought out of my head. The workplace is the tank that we jump into everyday and the people we work with are swimming right along side us. If I asked the others around me, what would they say about our “tank” ??

The work environment is a key indicator of your company’s culture. We spend an incredible amount of time in our lives at work so it shouldn’t be something that is just taken for granted. HR has the prime opportunity to work on the fish tank and make sure that it’s healthy, inviting and fun !! Did you recognize that last word . . . “fun” ?? It’s something that can happen.

People want to enjoy their workplace. They may still come to work if they don’t, but that doesn’t excuse HR from trying to change that. So, what things could you address that keep people from enjoying their work? What are things that are within your reach that could be changed with a simple move?

The challenge in making this come to life is that everyone’s workplace is unique. There is no one size fits all formula to make this work. That allows you to be creative. How exciting is that?

This week step back and take a look at your workplace. Evaluate if it is a place where people enjoy themselves and look forward to coming in. If it needs some cleaning, then do that as well. HR should own this.

From now on, before you go into work, ask yourself – “How’s my tank ??”

You’re Involved !!

This past weekend I had the opportunity to attend the SHRM Regional Business Meeting with all of the State Council Directors from around the country. It is one of my favorite events to attend in my role with the MAC. It’s a fave because the group of volunteer leaders that attend this are “all in” !! They help provide direction for their State Councils as well as the SHRM HR Chapters throughout their State.

There’s real value when you’re around people who share the same experiences you are having. This year the entire event had a positive vibe because people came wanting to have their voices heard, share their ideas and opinions with each other and the SHRM Staff, and see movement. There was definite movement and I’m geeked to see the Society listen and act.

A quick side note . . .

If you aren’t a member of SHRM, or a local chapter, and you’re in HR, you should reconsider. Getting involved yourself is how things get better. The more you’re engaged, the more you can share your insight, advice and experiences.

We had a great example of how being involved helps you both professionally and personally.

One of the presentations was with the SHRM Public Affairs folks about Social Media. It’s funny, but as someone who’s fairly active in social media forums, you fall into the trap that others are as involved at the same level you are. I know that isn’t the case, but you lose sight of this.

There’s been a real wall put up by those of us in HR involved in social media pointing towards those who aren’t as active. We’ve done one of two things – we’ve either tried to engage and embrace them, or we chide them for not being as “fully” involved as we are. Social media should NEVER be an obstacle to HR.

Andrew Morton, who heads up the Social Media efforts at SHRM, gave the attendees a refreshing and different perspective. He told us about the 90-9-1 rule of social interactions in communities and forums. It states that 90% of people on Social Media observe (lurk) as their level of involvement in social media. 9% comment (edit) the posts and content they see out on these forums and 1% create content. He used a great video (The First Follower) to make his point.

His contention, and I absolutely agree with him, is that it’s great to be in the 99% when it comes to Social Media because you are still involved !! You don’t have to be the 1% who creates and shares content. It’s a misconception and shouldn’t keep you from being active in the 99%.

The video talks about the Lone Nut and his First Follower. It shows that there’s more power in stepping out and connecting where you feel comfortable. You may always stay in the 90%. You may move to the 9%. And, who knows, you might be one of those lone nuts who creates and shares content !!

The key is to remember is that you ARE involved already !! So, relish that, leverage that and make social media a part of how you engage, learn and advance HR !!

You Take Me Up !!

Encouragement.

It’s a simple word that carries incredible power. When it occurs, you see people light up and respond in ways that they hadn’t mere moments from receiving it.

Encouragement.

It’s something we’re hesitant to do – especially in HR. People tend to hesitate because we don’t know when you’re either doing it “enough” or “too much.”

Discouragement.

It’s the epicenter of human interaction. It is more comfortable to tear down than to build up. It’s what people have come to expect from their supervisors, their peers and even strangers. Discouragement is the norm. Don’t believe me? Turn on the news whether it’s local, national, or a 24-hour feed. We can’t get enough of the exposure of the most tragic events and the worst in human behavior. Anything that has a positive tone to it is filler at best, and it’s rarely completely positive. That’s too risky !!

Encouragement.

What would happen if you personally took the first step to not allow discouragement to be your filter? What would the workplace look like if people saw HR approaching and they were eager to see you because they anticipated a positive experience? What if you REFUSED to promote, spread or be connected to communication that tore others down? How would work be for you, and others, if encouragement was your benchmark and not your exception?

Courage.

In the middle of both words – Encouragement and Discouragement – is the word “Courage.” When you are discouraging, it takes no effort whatsoever since people base most of their interactions on some level of discouragement. To really encourage someone takes an intentional step out to make sure it happens. It is challenging because people are skeptical. They have experienced encouragement so inconsistently and also often wrapped in some hidden agenda.

Encouraging Courage.

I read too many HR posts that are also discouraging in nature. In fact, I’ve had conversations that “negative things are what people want to hear” from fellow HR bloggers and practitioners. That is unfortunate and I disagree with this preconception.

I want to encourage you !!

You are in HR for a reason, so make that a reason that has an impact on people intentionally. If you are discouraged yourself, I would suggest a few things to consider:

Connect with an Encourager !! – There are positive people in HR. I know a ton of them and I enjoy being with them and talking to them on a regular basis. They may challenge how I see things, but in the end we lift each other up.
Practice, Practice, Practice !! – There are many ways to do this, but it won’t be easy. Start a journal and list who you’d like to encourage, why you’d like to encourage them and then note how it went when you acted on it.
Know this matters !! – People are always looking for context and a “purpose” in what they do as a profession. Being an encourager will turn the tide of your Company’s culture and even our industry !!
Never stop !! – There will be people who will be resistant no matter how encouraging you are. It is tempting to quit encouraging others. It is also tiring to be an encourager. However, planting positive seeds in the lives of others around you will make a difference.

There may be people who read this and want to tear it down because I’m not being a realist in what they face each day. That would be a bummer, but I would meet them and encourage them as well. There is always something that can be lifted up in another’s life. You just need to be willing to invest the time and effort in others to uncover that and bring it out.

You should know that I am unapologetic about willingly being in HR and in encouraging others. I know you can do this and I will love hearing about what happens when it becomes your norm and no longer your exception !!

HR is as HR does !!

Over the weekend I was channel surfing (because I don’t have Netflix – no one pass out) to see if something would pop up, and I came upon one of my all-time favorite films, Forrest Gump. I stopped at the point in the film when Forrest is in Vietnam and he runs back into the jungle many times to save his best buddy Bubba, and ends up saving many of the men in his platoon. My skeptical 17 year-old son wanted to me to change the channel, but I asked to let me see just this one scene. He was hooked and we ended up watching the rest of the movie.

I love the movie because Forrest has such a fresh outlook on life and it made me think that we could take many lessons from the film as we practice HR.

When I’m around most of my HR friends, I hear them bemoan how difficult EVERYONE is to deal with – when it’s actually only a few people. I also hear people try to one up others with tales of employee misconduct. The stories that are more shocking and/or vulgar seem to gather crowds !!

I don’t think living in an environment of constant truth or dare scenarios helps us personally or professionally. If we only see the bad things around us, or the flaws and negative characteristics of others, how can we ever hope to move an organization forward? It’s no wonder people cast a negative light on HR when all they hear are HR horror stories.

What if we saw life as Forrest did? Sure, the movie is filled with a character who “happens” to experience almost every single major historical event in the U,S, personally, but it’s a movie. If you notice, Forrest isn’t swayed by his good fortune, his fame, or his run ins with Presidents or other famous people. He takes it in stride. This is also true when the dips in life hit him and he experiences loss of his mother and his beloved Jenny.

We come across opportunities every day to interact with great people. What’s our mindset when we’re about to meet with them? Are we burdened by it? Do we think the worst is sure to happen even before we talk to anyone? Do we jump to extremes and make broad-based decisions, policies and procedures because the interaction we just had should become the law of the land for all people going forward (even though it was an exception to how work usually goes)?

Forrest is unflappable. The only time he struggled with his situation was when Jenny introduces him to his son and Forrest worries if his son is smart or not. I think that he would have loved him either way, but it was obvious he didn’t want his son to face the same challenges he did in how people saw him as stupid – or less than others who were “normal.” He always responded “Stupid is as stupid does.”

Think about it becoming HR is as HR does. Forrest always let his actions show his intent and genuine approach toward life. We should do the same. HR’s behavior needs to be unflappable and able to not only take life in stride, but enjoy it because we never know what the next step will be.

Forrest thought his life turned out exactly like it should have. It was filled with extraordinary adventures which he thought were just normal situations. He wasn’t fazed. It’s a fabulous approach each day and something I’d encourage each of you to try !! Every person we meet may be an incredible adventure just waiting to happen. Don’t miss it !!

“And that’s all I have to say about that.”

The Real #FF !!

As 2014 draws to a close, we take time to reflect on what was and what will possibly be for the coming year.

For those of you who are active on Twitter, there has been a hashtag called #FF which stands for “Follow Friday.” It’s where people recommend others that are on Twitter for you to consider following. When Twitter was in its infancy, this was huge every Friday and you’d see tweets flying so quickly that your head would spin. People were excited to connect and see who else was out on the social platform.

Inevitably, you’d see the same names week after week because, like any system, there is a bell curve of activity. There are many who are very visible, active and they do a great job of posting their material and the material of others. There are also many who “lurk” and watch what people write and post. Nothing wrong with lurking because I’m assuming that you are trying to see what has value to you and this allows you to filter what information you like and avoid that which you don’t.

There is also a significant group of people who dabble in social media because someone encouraged them to, but they lose interest quickly. For whatever reason, it just doesn’t capture enough of their attention to merit ongoing effort. They may show up in a #FF once in a while, but they rarely reciprocate.

This isn’t specifically a post about Social Media though. You see this past week during the holidays was filled with the Real FF – Friends and Family !! People gathered from all over to make sure to see each other and catch up. These times of seeing people in person has immeasurable value. It’s great to hear new stories or relive old memories surrounded by warmth and laughter.

In my case, these gatherings are also generational. There are Grandparents, Aunt, Uncles, and cousins of various ages and from various backgrounds. They live in urban settings, rural settings and suburban settings. It’s a broad spectrum that continues to grow as the families grow.

Getting together with people in person is energizing for me. To take the time to get to connect with friends is something I look forward to every time I get to go to an event. I am a big proponent of the #FF movement on Twitter and try my best to keep active because I believe these electronic introductions can lead to meaningful connections and friendships.

Going into to 2015, I hope to make more of the #FF that I do socially come to life in person. I believe that the more intentional we are in making these connections become a reality, we experience that “friends and family” high of getting to know one another.

So, be on the lookout !! I plan to make sure to rekindle existing friendships as well as develop new ones. I hope that you are one of those #FF folks who truly becomes a friend. Don’t be surprised when I find you !! It will be magnificent !!

It Only Takes 3 Chords !!

I don’t know if many people were as excited as I was about some music news this week, but I was Geeked !! Rock giants, AC/DC, released their seventeenth album called Rock or Bust. I’ve heard a few tracks and it sounds much like their whole catalog.

You may not be a fan of these Metal legends, but I found myself immersed in them because the Classic Rock station on Sirius XM was “taken over” as AC/DC radio. Members of the band shared their past experiences and their excitement over their new work.

AC/DC is one of those bands who people have been critical about because they follow a simple three chord method to their songs. It’s true that their songs don’t have a ton of musical variety, but they have released songs that will be played for generations to come.

So, what does this shout-out to one of my fave bands have to do with HR ?? Everything, but it takes you looking at something that is missing and how this can fix it !!

I continue to come across HR people who are in transition. I am surprised that the first time I meet them is when they are looking for a job. It is disappointing because I have this crazy goal that I want to be connected with as many HR people as I can. I don’t want to see anyone who isn’t a part of a greater HR community.

I don’t understand it. I don’t understand how you can be in HR and not be intentionally connected to others in our field. These connections are so much more than a method to find another HR gig. They result in strong, life-long relationships filled with resources and knowledge that you can’t get on your own. It’s just not possible.

I don’t feel that everyone should try to have as many contacts as someone else, but you should have three !! You see, I believe in the power of mentoring. I don’t follow the definition that you find in many HR circles stating that you set up a mentoring relationships for a set period of time and then it should fade away. I think that this approach often turns out one sided and focuses on someone’s specific need instead of looking at the whole.

So, here’s the model I do follow !! You can’t have a mentor unless you mentor someone yourself. The three “chord” model makes sure that you are giving as well as learning from someone else.

I also feel that you should seek out these triads intentionally. I have a few mentors who I’ve been with for decades and I have a few mentees who have been with me for many years as well. I also make sure that the relationships are as deep as needed. The mentor/mentee relationships I have vary from somewhat more on the surface to others that know no end to their depth !!

In fact, I just reached out to a friend to ask if I could have him be a mentor and work with him in 2015. His response was awesome – “color me intrigued and honored.” I’m excited to see where it goes.

So, I ask you to join me and set up your trio of connections !! Remember it only takes three chords to make a band !! To get you started, I leave you with this . . . (you’re welcome.)

Image courtesy of Old Skool Hooligan Tees

Thankful.

This past week my family, along with many others, celebrated Thanksgiving. I am still a traditionalist when it comes to the holidays and their order. Gathering together over food is always a good thing, but what drives it home for me is that we normally do it around people. These people may include relatives, friends or even acquaintances. More often than not we feel recharged and refreshed after spending time with each other.

Then, we return to work and that level of enjoyment and intimacy dissipates so fast that it can’t even be tracked. We are surrounded with another group of people who drive home the mantra of “get things done.” Don’t get me wrong, productivity is essential for the success of businesses and our own personal careers. But getting things “done” almost completely eliminates the interaction of the people around us. We skim across the surface of everyone picking the one or two items needed to move our work and projects forward because spending time with them personally would be viewed as inefficient.

Don’t believe me? There are entire books and conferences dedicated to this. People flock to these forums and love the “take aways” they get from power points, flash drives or tool kits. However, the best resources they could have found were sitting next to them. Those resources were ignored because they are people we don’t know, and we could be seen as too forward if we reached out to get to know them.

I happened to check an e-mail while I was off for the holiday from a friend and it crushed me. She wrote me to tell me that she was thankful for me because I had made an introduction to her back in 2009 that literally saved her business as a sole proprietor. I couldn’t believe it. She went on to say that this connection has continued to lead to business opportunities to this day. She didn’t want to miss the opportunity to say thanks.

It led to me to think this . . . Who we affect is far more important than what we get done !!

In HR we have the chance, and the obligation, to positively affect all of the people around us and not just wait for the holidays to recharge ourselves around those we know better. We can dive past the façade of surfaces and spend time to get to know the people who make work come to life and drive productivity. It’s time for us to remember that work happens through people and not in spite of them.

So, I’d like to start something that I hope you take forward.

I’m thankful for YOU !! I’m thankful that you’ve chosen to read this blog. I’m hopeful that we are connected, and if we aren’t, I’m hopeful that we can become connected.

I’m thankful that you’re involved in some way with HR and people. It is a challenging field, but it is also one of the most fulfilling careers a person could ever pursue. You have the chance to interact with humans everyday, and you never know how your interaction may deeply impact them.

Here’s how to move this forward. Be like my friend and thank someone who has impacted you. Don’t wait for the perfect moment or a particular setting. Reach out today with a note, a phone call, an e-mail, or something you know will matter to them. Watch what happens. See how you will be recharged each and every day. You won’t have to wait for that next holiday. You’ll see that being Thankful is a fantastic state to be in all the time !!

Advancing HR !!

I spent the last week at the SHRM Volunteer Leader Summit in Washington, DC. It is one of my favorite events because the attendees are some of the most active and engaged members that SHRM has. It’s also very cool in that people come from all fifty states and also US territories.

I am a SHRMmie and am proud of being involved and connected. I know that this can cause angst amongst my peers, but I’ve found that the more I’ve become involved, the more encouraged I am that SHRM is listening and moving in the right direction. For those of you kind enough to read my blog, you may not be involved in SHRM, but I would ask that you read on to see how they are taking steps that are positive.

Here are the themes that came across as well as some observations . . .

SHRM Certification – I was able to take the Pathway Tutorial to see how the SHRM Competency Model is defined and answered sample questions that are like those that will be on the exam starting in 2015. The tutorial is impressive and shows that this model is focusing on a person’s professional development and how to recognize and utilize the competencies in your HR role. You complete a self-assessment to see which competencies you should consider bulking up.

I received my SHRM-SCP by doing this and there were 480 folks who received their certification in total. It’s very cool to have both designations now.

I know that the ongoing argument about the tutorial vs. an exam will continue, but let me give you an alternative approach. SHRM has chosen to recognize the work that I, and those also currently certified. They aren’t discrediting my current certification in any way. I’m proud to have my SHRM-SCP and plan to support the ongoing evolution of the program.

Member Connection – There are two great aspects I saw in regards to connecting with others. The SHRM Leadership Team and the SHRM Board of Directors made a visible change than what I’ve experienced in the past. They were actively connecting with Volunteer Leaders throughout the summit in sessions and during meals. This may not seem big, but they’ve heard the feedback about being disconnected and they are taking steps to improve that.

There was also more intentional connections occurring between States and Regions. The MAC has set the example that we are a profession first and reside in locations second. We’re ALL in HR !! We should do more and more to blur the lines of isolation and look at ways to bring everyone together. I spent time with people from all over the country and built more and more relationships. It’s starting to make a difference that will only make us stronger.

#AdvancingHR – The most encouraging theme I saw throughout the event is that the focus of SHRM is looking past the “seat at the . . .” approach, and is looking at how to advance the profession through integrating HR throughout business. It’s great to see that we’re taking a broader view of what HR can, and should be. They launched a new SHRM TV commercial showing the direction, and this is just the start of the marketing efforts. I’m geeked that advancing the profession overall is what we’re doing.

Now, I know there is always room to improve. You have to know that your voice is being shared with Leadership and they are responding in tangible ways. I also know that there will be detractors and skeptics.

I choose to connect instead. By being involved intentionally myself, I can add my feedback and the feedback of others. I have seen results and I think you’ll continue to see them too !! I hope you’ll check things out, get involved and get connected so we can all Advance HR !!

Squeals of Joy !!

This past week I got to do something that I haven’t done often over the past few years. I was interviewing potential candidates to become Team Members for one of our pizzerias.

Typically, our great Managers interview, but I got to help this week because we had a bigger hiring need. It was energizing to sit across the table to learn about people who are interested in joining us. One thing I forgot about interviewing was the nerves, anxiety and anticipation of the candidate. Each person I spoke to was eager to give answers and share their experience. A few of them were worried they’d give the “wrong” answer, and a few were very confident with every response.

At the end of the interview we decide whether to make an offer or not. That’s when it happened. When I offered a job to some of the candidates, they actually squealed !! They were so excited that they were going to get a job that they couldn’t help but express their joy.

I guess I’ve been in HR too long because I lost the experience and thrill of what it meant to offer someone a job. I think that’s true for most of us especially when I hear people speak more about metrics and not people. The majority of how our focus in recruiting and hiring has come down to statistics like “time to hire” or “cost per hire.” Where is the statistic – changed my life ??

Think about it. When you make a hiring decision, you trust that the person you just interviewed is someone who will add value to your company. You have been given the responsibility to identify and meet someone who is going to bring their lives, experience and talent to your organization !! Isn’t that more important than a report or making sure that your next job requisition comes off the board?

When we hire someone, we change their lives. They are so excited to have this new opportunity. We miss this squeal of joy because we’re so eager to move onto the next task, interview or project.

It’s time for us to step back and take in the fact that we are adding talent to our company. If we are doing anything else, then we aren’t doing our job effectively because if the people we hire are just to alleviate pressure or ease some uneasiness in low staffing levels, then we’re missing the mark.

What if you approached hiring and job seekers with the same joy they hope to experience by landing a job? What if you met each person with excitement, anxiety, nerves and anticipation about who you’re about to meet? How do you think you’d view the “task” of recruiting and hiring with this type of attitude?

One of the people I hired asked if she could call her dad to tell him she had just landed her first job. I said, “Of course,” and I listened as she shared the news. It was a great wake up call for me. What we do in HR is full of joy everyday in our lives, and potentially in the lives of others. Let’s see if we can make that happen !!