Posts in the HR Strategy Category at Everyday People

Fill the Potholes

My wife and I ventured this weekend to Indianapolis to visit our daughter. If you’ve been reading my blog for any time, you know we’ve had some adventures in working at her home. It’s only 105 years old !! You honestly wouldn’t know it with all of the sweat equity we’ve put in over the past 1 1/2 years. We enjoy helping her out and it’s fun to get your hands dirty as we continue to make her home come to life.

If you’ve ever watched those HGTV shows, anyone who ever buys a house makes changes. We all have different styles. Something that appealed to the previous homeowner may not fit the current owner. Melanie had been making style changes and repairs to get things updated and put her twist on things. What’s a bit intriguing is she is the 3rd most recent owner. The couple she purchased the home from did more living in the house with very little effort to keep things nice. She has been making alterations to the gentleman who owned the home before that.

He had done a good job. We met him last year and he explained that when he purchased her home it was falling apart. So he basically “flipped” it. One choice he made was contrary to how Melanie had grown up. I love landscaping !! One of the main reasons we purchased our home in 1991 was the lawn, trees, and landscaping. My kids have been working in the yard with me since they were very young. Some of our greatest experiences were spent in the yard and the beds getting them mulched and planting endless perennials.

Melanie’s beds at her home were covered in stone. The beds were either a thick layer of pea gravel or river rock. They didn’t look bad, but it’s not what she wanted. Well, in order to get the beds to where she could add topsoil and mulch, the rocks had to be removed. That may sound easy and on the surface, you’re fooled into thinking it will take just a few hours to remove the stones and prep the beds. It isn’t easy, and it didn’t take just a “few” hours.

My wife and I came to help take on the rock removal and two of her close friends volunteered to jump in as well. Once we started putting the rocks into wheelbarrows, we needed to decide where to place the stones. Did I mention that Indy is full of potholes? Not kidding. It’s a giant problem throughout their city. The alley that runs next to Mel’s house is fraught with them. If you tried to drive down the alley you are fearful your suspension is going to fail.

We saw an opportunity staring right at us. (Please note that our daughter tried to contact the community council and they said they’d look into it. Hmmm.)

So, we filled the potholes. Load after load. We moved hundreds of pounds of stones. Her neighbors came out and thanked her for looking out for them and taking action. It was a great feeling to be in a position to help them.

We started our day hoping to finish moving the stone out of both the front and back yard. You have to have goals !! We quickly realized getting the front yard done would be enough. Six hours later we went to a local brewery to enjoy a few adult beverages and talk about our day.

Once I had a chance to relax and not focus on my aching muscles and joints, I thought that we as HR pros could fill the potholes of those we work with. I’m not suggesting we fix people. I do, however, think we can give people our attention, focus, and effort. The number one need of people at work is to be acknowledged and recognized. Doing that helps mend the potholes they are all experiencing. You see, our time is just like the stones we moved. Giving people small doses of our time intentionally can repair any divots. It helps smooth out their day so they can perform.

This week, make the move and fill your HR wheelbarrow with your time, and then head into the alley. There are potholes waiting to be filled and you are just the right person to do that !!

The Future Workplace

This past week I had the incredible opportunity to speak to an auditorium filled with college students. I’ve become accustomed to speaking, but this time I was a bit anxious. You see, I’m almost 40 years older than all of the young students in the room. I wasn’t quite sure I’d connect with them. I was hopeful but it wasn’t a sure thing. Even though I’ve been speaking for several years in a variety of venues, I still have that tinge of uncertainty which I welcome. I never want to take it for granted or be so self-assured that I overlook the reason I speak – the audience.

The topic was fascinating because I was tagged to speak about the Future Workplace !! (Cue space music in the background.) I wanted to see where the mindset was of the students so I asked them using Slido.

(Quick aside – If you’ve never used Slido as a presenter, I highly recommend it because it allows full participation from the group you’re in front of anonymously. Check it out !!)

The kids pulled out their phones, clicked on the QR code, and started typing. I chose a WordCloud for them to populate. There were nearly two hundred responses and the top answers were: Money, Work-Life Balance and Flexibility. So, the newest folks who will be entering the workplace would like to get paid and not work all the time !! I agree that is a need even today.

Once I knew where they stood, I turned the tables on what they expected. Instead of lecturing to them about my decades of vast experience, I talked about topics to look for and expect in the workplace. The tone was more about encouraging them to be intentional and create the workplace of the future themselves. I didn’t want them to be subject to what others define for them. My generation did that and I felt that the majority of my career was filled with traditional boxes following a top/down approach.

The workplace of the future is going to be people-centric and people-first. Since the auditorium was filled with people, I shared that they had the foundation already sitting in front of them. We talked about culture, behavior, contribution, adding value, and more. The message I wanted to make sure stuck with them was this – Embrace all that they are as people and all that they’ll bring to the workplace from their vantage point. Also, I emphasized to NEVER let people from other generations put them down or degrade who they are or how they approach work.

I closed by encouraging them to connect with current businesspeople to establish mentors to be resources for them. Yes, I also told them they should network, but I wanted them to know that networking is a business skill and not a job-seeking skill. I kept with my style of having my accompanying office table filled with toys and even got some laughs despite our age difference.

At the end of the presentation, I was touched by how many students stayed to chat. Several of them said, “I didn’t know what to expect when I came tonight. I thought it might be dull and boring, but it was fun.” My favorite comment was, “I had a picture in my head of what an executive from a company looks like and sounds like. I was floored to see you dressed in a colorful shirt, fun shoes, and jeans. You were down-to-earth and authentic. You changed my perspective on what C-Suite people could be.”

It was reassuring and ironic at the same time. My nervous assumption about our significant age differences was unwarranted. We connected because of the common fact – we’re all humans. I think we should continue to focus on the human factor of the workplace now and into the future. The “things” like AI, HR Tech, new processes, and systems will always be evolving into something new. We’ll never fully be ahead of the curve and any predictions will have some things right and others will be missed.

I’m sure people will be speaking far more about the “things” of work instead of the humans. That’s a shame because the workplace of the future will include people. People frame the culture. People design the strategy. People make work come to life through the systems and processes.

I encourage all of us to embrace those who will make up the future workplace. It will be exciting to see what they do and what is invented next. Believing in them now and lifting them up is how WE can impact the future. We don’t have to keep focusing on the How and What is coming. We will be successful now and into the future for years to come if we focus on the Who !!

I’m geeked about the future. I can’t wait to see what all of those students will do. I hope you are geeked as well !!

Simple is Hard

This past week, I was fortunate to return to the speaking circuit for the first time in 2024. Whenever I get to speak to a group of my HR peers, my bucket is instantly filled. I never take it for granted. As soon as the obligatory speaker introduction ends, I can hit the first slide, and time seems to disappear.

I can feel the energy of the room ramp up when I introduce a few of the concepts I wanted to cover during my time. You see, I believe in and have practiced a stripped-down version of HR throughout my career. When I began practicing several decades ago, it wasn’t even called Human Resources it was Personnel. What was interesting was the old name of the field was a more accurate description of how most of the work was done. It was impersonal distant and heavily process-driven.

People are probably reading this and screaming that little has changed. That may be true in pockets or in companies that don’t value HR. I hate to hear that. I can’t tell you how many times people have come up to me after presentations sharing that they are faced with roles that still value the Personnel approach. Interestingly enough, there is this constant push to rename and rebrand the profession yet again. Instead of focusing on doing good work with people, we’re worried about what we’re called as an industry. I really am not concerned with what HR is or isn’t called as long as we try something that works.

Great HR is best when it is simplified. When we strip back the layers of the muck that have been built in over the years we make true progress. We thought our purpose had been to continue to build system upon system, process upon process, and policy upon policy. The more we wrote and implemented, we assured ourselves that our work and relationships with people would go smoothly. We have tricked ourselves into believing that we can have the perfect model with a set number of prescriptive steps to refer to for any situation we face.

There are still speakers, books, blogs, and podcasts that propose this ineffective and archaic belief system. Isn’t it ironic that if we only needed one true system then there wouldn’t be the need for any others? Have you stepped back to consider that?

Simplifying HR is needed because people are complicated. Each individual on this planet is unique. They can’t be, and shouldn’t be, crammed into a box of any sort in order to comply and conform. But, as Martin Scorcese so aptly stated, “Simple is hard.” You think it would be just the opposite. However, creating more and more and more layers of do’s and don’ts (mainly don’ts if we were honest) is easy. Having the discipline to keep things simple and not allow the layer building to occur takes considerably more effort.

The key to understanding here though is this – Keeping HR simple allows you and your employees to thrive. You have to trust me that you unleash more of the inherent talent people want to bring to work if you focus on allowing them to perform. How that looks where you work is up to you.

This is the baseline message of almost every talk I give. I’m out to deconstruct the past in order to build up the profession. Pulling the layers back and eliminating them reveals amazing people who have been there all the time. We just haven’t seen them because we’ve been lulled to sleep doing work building matrixes.

This week find one thing to strip back. Just one. The next week find two to three more and so on. Have faith and know that simplified HR can work for you. Taking these steps will be far more impactful than building the next great initiative. Enable the people you have working at your company to perform. You’ll find when you do this, they will.

Put Your Spin On It !!

I love those painting places where you can go and have someone teach you to paint a picture. Everyone in the class starts with the same blank canvas. The instructor stands in the front of the room and shows you what a finished product could look like.

Instructions are given and everyone hears the same things. However, once a brush dips in the paint and is applied to the canvas, something happens. Not one person does it like another person. Not one. Why is that? They all heard the same instruction and they all viewed the same picture. Wouldn’t it make sense that you’d see a room full of identical pictures? Logically, it would but creativity isn’t logical.

That doesn’t dissuade anyone from taking the class. In fact, everyone loves taking a peek at everyone else’s canvas to see how they interpreted the painting. They are unique – just like each person. There wasn’t any hope of any two canvases turning out to be alike.

(These are two of my interpretations . . .)

Now, compare this to the workplace. I was talking virtually with a friend from the UK and we were lamenting the ongoing insistence of companies copying other companies. We call it “best practices.” There are countless speakers and consultants who encourage you to adopt best practices in order to be more successful. They have good intentions, but best practices don’t work. And, if we’re honest, they’re behind.

We shouldn’t be mimics trying to recreate the culture, procedures, or approaches of other companies. Can we learn from them? Absolutely. Have they accomplished impressive things? You bet. Do you work for exactly the same company with the exact make-up of employees and have the same resources they do? No. No, you do not. Since that is our reality, why do we think we can recreate how those companies do work?

I’d like to propose a different approach with two components for you to consider. The first is this – Know that your workplace is your own blank canvas. You can see the painting someone else did before you on an easel. Start painting what YOU see. Whatever the outcome is be good with it. It’s your creation. You learned from the best practices that are exhibited on the easel and you added your own touch.

At my workplace, we call this LaRosaifying something. We look externally to see how others do things well because you can learn from good work. Taking pieces from these practices and molding them to fit how we do work with our talented people is very successful. We won’t ever be (insert name of well-known company here) and we don’t want to be.

Secondly, create the “next practice” instead of trying to replicate the work of others. You are creative !! You may not think so, or you may not think you have time in your full day to be creative, but that’s just not true. Every good idea had to start somewhere. Why not from where you work? The best practices we’ve been talking about were created somewhere by someone else. Why can’t your idea be something that inspires others?

We sell ourselves short far too often. We are consumed with production and results which keep our heads down. We don’t see the paint, brushes, and canvas just waiting to be used. If we’d be willing to pause, breathe, and lift our heads up from the day-to-day, we’d see countless canvases waiting for us to add our creations to them.

This week stop the mimicry, pick up your brush, and start painting. Put your spin on the good work you do. You’ll be surprised by the masterpiece that is just waiting to be completed.

Be a Bracket Buster !!

If you’re a member of my immediate family, then you know that this time of the year is occupied with one thing . . . basketball. I grew up playing myself for years and when I got married, my amazing wife came to games I played as an “adult.” I started coaching local teens before I had kids of my own and then they started playing !! Our daughter played through high school and our son played through elementary school.

Layer on top of all of this frantic basketball activity we’re avid in-person and TV basketball watchers. We became fans of Xavier University living in greater Cincinnati. For years we were fortunate to go to games at the Cintas Center and we loved every moment. Throughout the college basketball season, one game or another is sure to be playing. My wife has even mentioned she’s often a basketball widow. It’s taken her decades to understand the nuances of the game, but now I’ll hear her scream, “That was traveling !!” It warms my heart.

During the NCAA tournament, nothing else is on TV. Nothing. We watch teams we cheer for and also ones we don’t know. We have a family bracket (of course) and more often than not Debbie wins (the one who never played.) We’re glued to every result and we exclaim disappointment and angst when any of our picks are wrong. They are inevitably wrong because it’s nearly impossible to choose the winner of every game. When a lower seed upsets an upper seed there’s added excitement even when it busts your bracket.

In fact, we love when the underdog surprises the favorite and wins. I especially like it because the sportscasters become flummoxed and tongue-tied. They are at a loss for words because they’ve been conditioned to primarily focus on the favorites. The networks also appear to do research and stats for the bigger programs and schools of note. The cynic in me also feels the networks want the favorites to win because that means more people watching and bigger advertisement dollars.

This makes the win of bracket busters even sweeter. The lower seeds are filled with talented players. They may not be future NBA superstars, but any athlete who has the skills to play at the collegiate level is more talented than most. It’s great to see the players who are on the teams who caused the upset talk because they ALWAYS talk about their team as a whole. Always. This is true even if one or two of their players excelled more than the others. There is a team mentality that makes them more cohesive and effective.

I believe we should have the same mentality and approach you get from the bracket busters in the workplace. Every employee who you work with is talented. Every. Single. One. Bringing employees together as a collaborative team is what we should strive to build. It’s great if you get a few people who may have a stronger skillset in one area or another, but they perform even better when they’re part of a larger team.

We need to move away from focusing primarily on a few people and see how each person can thrive and move the organization forward. Start making the effort to pull folks together into teams throughout your company. Make a group of bracket busters and see how you unlock the talent that is already present !!

Let’s Explore !!

A highlight of our trip to Houston was the NASA Johnson Space Center. It was a pleasant surprise because we didn’t expect it to be so rich and full. We thought we’d spend a few hours milling around and then we’d head to another site. However, we ended up spending our entire day there and we didn’t get to fully experience all the Space Center has to offer.

As we looked at the various displays, we’d get lost reading the intricate details which described each item. We saw space suits, moon rocks, different pieces of equipment used on missions and so much more. Even though it was a vast collection, I’m sure that it doesn’t even scratch the surface of all that it has taken to accomplish the many milestones and new boundaries throughout the history of the space program.

There was a common thread woven through the museum. The men and women of the space program all had a sense of adventure, a willingness to take risks, and the faith that success was sure to occur. It’s hard to grasp the depth of all that went into making space exploration a reality. The hours of math. The countless experiments. The innovative new materials that were developed. You can’t possibly name all of the different things that came to life prior to any semblance of the level of technology we have today.

They were, and are, explorers. They have a perspective of always looking ahead to what could possibly happen. It evolved from rockets, to space flight, to Skylab to the International Space Station, and possibly flying to Mars. The telescopes and satellites keep reaching farther and farther to the ends of our galaxy trying to capture visuals of the universe itself !! It’s fascinating and ever-changing.

Of course, it made me think of Human Resources. I thought to myself – What would HR look like if we reached for the next horizon?

You have to know we’re the ONLY profession that is far too self-reflective while also being self-destructive. We aren’t looking for what’s ahead. Instead, we bemoan all that is “wrong” and our endless shortcomings. If you spend any time at all reading about HR or taking in webinars and conference presentations, you hear the message of endless fixing and patchwork attempts to repair a never functioning industry.

Yuck. Seriously. Does that type of approach make ANYONE excited about being in our field? We’re having ongoing, in-depth arguments about how to “rename” what we do thinking that will position us to finally take on a tangible, relevant leadership mantle. It needs to stop. Now.

I think we need to be explorers !! We need to look out into the abyss of our profession and the approach of our organizations and see how we can venture out to reshape, redefine and renew it all. If we were more like astronauts, we’d eagerly work toward seeing what’s next. We’d have the passion and anticipation of making a discovery that would alter how work is done and how people are treated.

We need to take all of the good work that has been done in HR and treat it as a solid foundation from which to launch. We need to cease retreading one program and initiative after another hoping to uncover a hidden gem. They may exist, but not in what we’ve done so far.

It’s time for us to explore. I’m tired of listening to the message that tears our profession down. I believe in what we do. I believe in humans and that most of them are good. I know that companies can be people-first AND perform !! We can reach heights never before seen or thought of.

Will you join me as we tackle the immense, complex and inviting HR universe which lies before us? I hope you will !!

Capture Your Thoughts !!

As we jump into 2021, we’re already being bombarded by more and more circumstances and situations. I’ll be honest, it’s hard to try and clear your head with all that is happening. I didn’t expect a magical switch to flip after we hit January 1st. That’s not realistic.

On top of the constant waves of activity, there are distractions that are all clamoring for our attention. There are those that deserve our focus such as our family, friends and work. However, we need to be self-aware that even these important areas of our lives may not get the time they need. Add on top of all of these factors, that we want everyone to organize our lives according to their methods and/or systems.

My wife is the best person in my life. That has nothing to specifically do with organization, but I never miss a chance to recognize how fortunate I am to have her as my partner. The bonus is that she is incredibly organized !! She has a distinct advantage over me because she is a rational, linear thinker. It makes sense for her to compile lists and then knock things out as they’re completed. She has lists for each day, week, and even some looking far out into the future. I admire that this approach works for her because it keeps her life, and our lives together, in order.

I am about as far from a rational, linear thinker as one can be. The slightest piece of activity going around me gets at least a glance. This is not new. I’ve always wanted to take in everything that occurs as it happens. This allows me to be more observant and open to various perspectives, but it also means that I can bounce back and forth between a multitude of things without landing on many. I find this freeing, but it also can be limiting and even frustrating when working with others.

I don’t know one person who doesn’t have a full plate in their role at work. Not one. Our plates may not be filled with the “right” things, but they are overflowing nonetheless. In order to make sure the plates I had didn’t only get a small snapshot of my attention, I had to come up with something that reflected how my brain works to capture my thoughts.

I use notebooks. Many notebooks. Each one contains some aspect of my job. A few contain thoughts and projects outside of work. If you picked one up and started to thumb through the pages, it would not make much sense to you. It’s not supposed to though because it’s my personal approach. It makes as much sense to me to use multiple notebooks as it does for my wife to utilize lists.

The key to making progress during these uncertain days is to have a method which works for you. Where I’d encourage you to change though is for you to understand that your system won’t work for others. People are unique and will put their own twist on how they feel most comfortable to capture all that is happening so they know how best to reference the information when and where they need it.

So, instead of letting this world overwhelm you come up with the best technique that will allow you to remain calm, clear headed and “organized.” Then, follow your process and make sure it becomes your fabric. Value that others do things differently and see how you’ll have a way to move forward.

I better write this down. Time to find a new notebook . . .

Come Together

I just came back from a quick trip to Seattle. No, it wasn’t because I was chasing Pokemon for Pokemon Go. I was a part of the SHRM Talent Symposium hosted by the Puget Sound SHRM Chapters – Seattle SHRM, Lake Washington HR Association, South King County SHRM, and the Washington State Human Resources Council. Fortunately, I was able to speak and attend the entire event. There were 300 other HR folks who come out for the day to learn about current and future Talent Acquisition trends.

It was encouraging to see HR pros set aside time, leave their desk/office and take a day for networking and professional development. When I met different attendees, I found that most of them did not know each other. A venue like this allows people to come together – and this is needed more than ever !!

With all of the social unrest happening globally, we’ve lost something in the midst of emotion, rhetoric and posturing. While groups want to gather during this storm of change, they are overlooking the families that have been directly affected by violence, loss and unrest.

On top of all of the ever changing social climate, you have a highly charged election season in the US, Brexit in Europe and military coup attempts in Asia. It seems that you can’t turn on the TV or your phone or tablet and not be faced with massive shifts in the midst of extreme actions and dialogue.

What about the workplace?

You see, in the midst of all of this upheaval, these people are employees of some company or another. Please note that I’m not trying to belittle the social weight and implications of all of these events one bit. However, when the next tragedy hits the social media sites and airwaves, the prior one that still conjures up visceral emotions, is less visible and not as much of a priority as the newest occurrence.

And after whatever people are facing, they go back to work. They have to work through all of these emotions and also perform and produce. As HR practitioners, and as companies, we rarely walk into these situations head on. Instead, we hope that people cope and move on as soon as possible.

This has to stop.

It is past time for the Human Resources profession to come together as one across the globe. This isn’t a time for self identifying whether you belong to Group A or Group Z. It’s a time for HR practitioners, and those who work with humans, to realize that we can be a bridge that will make a lasting impact on our employees who are either affected or dealing with these constantly changing social conditions.

We can’t keep being people wishing that things will be all right if we just passively sympathize and console people. It’s time for us to be intentional and strip away the practices that we think define who we are, and we should act as who we really should be – HUMAN RESOURCES !!

We should always be present and available for our people, but we aren’t. We spend so much time trying to categorize and place people into “controllable” environments and boxes when we could be spending our time in fostering and developing relationships.

I ache for all of the tragedy that is happening around me. It seems to be endless, and it may be. However, I choose to no longer just hope it will go away. We need to come together and be available for our HR peers, our communities and our workplaces. This isn’t something that is going to remedy itself by wishful thinking.

I don’t know exactly what this looks like, and it may be vastly different for each situation (as it usually is). But action needs to start now and continue going forward both personally, professionally and organizationally.

So, this week – step out, reach out and help me in making us come together !!

The Year of Others !!

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

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

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

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

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

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

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

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

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

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

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

Get Rid of Doubt !!

Another great week happened when I was talking with another one of my peers who was facing a tough challenge at work. She is in a senior HR role and was asked to talk to other senior managers about how roles are defined. She and I chatted and she had a solid plan and approach to have this tough conversation. It was balanced, professional and didn’t seem presumptuous which was a concern because she wanted to do well in working with this team.

As we were wrapping things up she said a telltale attribute that haunts HR pros – “I wish I didn’t doubt myself and felt more confident about this.”

Please understand that she is an incredible HR pro – one of the best I know. She wouldn’t be in her current role if that wasn’t the case. The difficultly is that HR people, in general, lack “organizational confidence.” We’ve been taught to be the caretaker who is behind the scenes. The person who makes sure that peace and stability are the norm.

There’s nothing wrong with those attributes. However, they can’t be what you lead with. Being confident in what you do is essential and is needed if you wish to have credibility with Senior Management, your department and with employees. If doubt is your lead in how you approach HR, then you won’t be seen as a resource worth engaging. In fact, people may avoid you, and HR in general, because they think you’ll be unsure of yourself.

You have to note that being confident doesn’t mean being arrogant. You can practice confidence with humility. The key is not only to be confident in who you are and what you do, but also to remove doubt. Doubt occurs most when you feel you are on your own. A real challenge in HR is that so many people are isolated as “departments of one” or they are not connected throughout their organization. Some of this is based on how HR is designed within a company, but some of it is by choice.

I’ve never come across another profession who feels that can’t be connected. What’s keeping you from doing this? There are a myriad of ways to be connected to each other, and it’s worth the time you invest in making this happen. I think one of the main reason’s we don’t connect is that we’re waiting for someone to make that first step and reach out. This is an obstacle that doesn’t make sense to me. In a field where we are meant to be WITH people, what would keep us from being with each other?

I have worked for years to build a network of people who are friends first, but they started out as resources. I had doubts in what I wanted to try in HR and I had to bounce my ideas off someone. Now, I have a true web of people around the globe that I can reach out to – and I make sure to do that often. I still face doubts, but have replaced it with confidence because I know that the friends I have in HR will be there to lift me up, lend an ear and are willing to question and/or disagree with me.

It’s time for you to get rid of the doubt you face as an HR professional. Reach out and connect to others. Don’t wait and keep trying to do things on your own. Don’t let doubt ever creep in again. Make connections that matter and build the confidence that others have in you !!