Posts in the HR Strategy Category at Everyday People, Page 8

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 !!

Stop the Just a’s !!

Not sure if you know this, but my life during the day is being the head of HR for LaRosa’s !! We’re a regional pizzeria that is a true Cincinnati tradition. I’m very fortunate to work for a known brand, and our pizza is honestly the best on the planet !!

The role I have is very strategic and is expected to be. I get the chance to work with our 1,200+ Team Members over 15 pizzerias, a manufacturing plant where we make our incredible dough, a call center and our corporate office. This isn’t a bio or a “look what I do” post. It’s a reminder.

You see, I hear a phrase in my company that occurs in every company around the world. It’s a phrase that relegates people and doesn’t show the value they truly bring to work every . . . single . . . day. Whenever you hear someone say, “Well, they’re just a (insert position here)”

If you ever say this, or hear it said by someone else, you should correct the person who says it and tell them to cut it out. There isn’t one position in an organization that is more critical than another. All employees play a role and it is critical that we see the value of what they do. For example . . . If the phenomenal cooks in our restaurants don’t do their best, it has an adverse affect on the guest’s experience and possibly the company. They aren’t “just” cooks. They are the first chance to make a person’s visit to our location the best meal they’ve had !!

I think most people reading this will be cool with addressing the “just a’s” of other roles in our companies. Now . . . let’s talk peer-to-peer.

HR pros need to quit saying, and acting, that we’re “just” in HR !! Seriously. There is no other position, or field, that is so critical of itself. We continue to belittle what we do and it makes absolutely no sense.

I think we need to position ourselves differently by our actions and our behavior by being Businesspeople who practice HR. We need to see ourselves as being integrated throughout our company, and make the steps to do this on a regular basis. This isn’t a “try” position. It’s a “do” commitment !!

I’ve had some people be skeptical about my enthusiasm about how much HR rocks !! It doesn’t dissuade me in the least. In fact, it makes me want to try even harder to get our field out of the mode of being a 2nd class position in organizations.

This week DO something about this. (1) Stop allowing others to sell your employees short. (2) Value and elevate the great people who make your company successful !! and (3) Don’t ever, ever, ever say you’re “just” in HR again !!

Image courtesy of Inspiration Boost

Listen to the Deep Tracks !!

I’ve been feeling a bit nostalgic lately. If you don’t know this about me, I’m a huge music freak !! I have music playing constantly in the car, in my office and when I’m working around the house. I’m not very particular when it comes to styles of music either. I prefer to keep the iPod on shuffle so that there is a constant mix flowing around me.

The reason I’ve felt nostalgic is that I grew up in the era of Album Rock. You looked forward to the full LP from an artist vs. anticipating the next hit single. This isn’t a rant against Pop Music. There have always been artists who are more known for their hits more than their body of work and there always will be. Unfortunately (in my opinion), the pendulum has swayed back to the hit single now instead of enjoying an artist’s full album.

I love vinyl records. Everything about vinyl is great. The look of the record. The size of the album. Knowing that you have to turn the record over in order to hear all the songs. And, yes, I love the scratches, pops and snaps that emanate from the speakers while the songs play. When you hear the first crackle as the needle drops and you don’t hear any notes for a few seconds, it’s bliss !! Enough reminiscing . . .

The true joy of vinyl is that you are almost forced to listen to an entire side of an album. It’s really difficult to skip a song, so you make time to listen to all of it. That’s when it happens. You discover a gem of a song by an artist you enjoy. If you were given the chance to pick and choose songs, you’d probably only listen to the hits from the set. But now you find that the deep tracks of the LP are actually better, more creative and show the depth of the artist. Granted, there are some misses, but not that often.

In the workplace, we tend to pay attention to the employees who put out “hits” and are very visible, and we ignore the steady folks who are those “deep tracks.” HR needs to play the part of the stereo arm and guide management to pay attention to the “whole album” vs. being enamored with the employee who may be a “one-hit wonder” !! HR has the chance to take the hitmakers and show them how to develop their body of work into classic albums as well.

I know there a tons of comparisons to music in this post, but seriously, look at your systems HR. They reward the people who have your attention at a particular moment. This is true of performance management systems, compensation systems and how you promote people. We need to be more focused on development so that we can enjoy all of the contributions people make.

I can tell you this, I’d much rather have a stack of vinyl to work with all the time instead of a quick single from iTunes from someone I may never hear from again. This week dust off your vinyl, drop the needle and enjoy Track 8, Side 1. It will be great !!

Get Real HR !!

As you start the work week, what’s the first thing you are thinking about? Are you geeked up to go into the next challenge or opportunity? Or, instead, are you fretting about the inordinate amount of drama you have to wade through? I’ll bet you’re putting on your waders right now !!

Drama in the workplace is commonplace. In fact, some HR people ONLY exist because they thrive on it, or they feel that HR’s role is to quell the drama. People don’t fit into nice little boxes even though we try our hardest to make that happen. There’s a huge difference though between a person’s diversity (of thought, ideas, approach, insight) and drama !! We need diversity. We don’t need drama !!

This was perfectly captured in Cy Wakeman’s book, Reality Based Leadership. I know it’s been out for a few years, but some things in HR and Leadership are never “dated.” This is one of those resources !!

Cy lends a mix of her own personal experience as a leader in the Healthcare arena with her interactions with some of her client companies. The examples are tangible and when you read them you can almost always see yourself either involved in a similar situation, or know folks in your company who are struggling with the same things.

What seems to be obvious and simple when you read it is completely different than how most of us practice in our workplaces. I agree with Cy in her take on how much of our daily work in HR is addressing drama. It’s honestly tiring and unnecessary. It was extremely refreshing to read about how this is prevalent in companies everywhere. It was also encouraging to see a method to address the drama and . . . get real !!

It’s amazing to me that employees ask for you to be “real” with them, but what they really mean is that they want things to be seen and addressed their way – whether that’s real or not.

When we are faced with these situations in HR, we more often than not, strive to get to a neutral standing in order to squelch any conflict. This isn’t getting real, it’s pretending that you’re Switzerland. In the end, you may feel that things are settled, but the turmoil that is still continuing behind your back is usually bigger than the situation was in the first place.

I really dig Cy’s approach and have been practicing much of what she outlines in her book. Employees truly appreciate you being straightforward with them and cutting through the mists of ambiguity. It’s doesn’t mean you have to be a bulldozer. It means you have the chance to be genuine – which ALWAYS works !!

I’m not going to highlight the key points or chapters in the book because I think resources truly become a resource when YOU read them yourself !! This great book will stay active with me and on my desk as a quick reference and reminder of its value. I highly recommend that you get a copy and have one for yourself !! I promise you that it will give you great context on how you can get real in HR and love what you do !!

Take it All In !!

I’m glad to say that I’ve survived another phenomenal Ohio State SHRM HR Conference !! It was spectacular from stuffing the conference bags and setting up the vendor booths all the way to the final session. It truly is an exhausting week for many of us (by choice).

It’s fascinating to watch the interactions that happen at an HR conference. I think this is mainly because HR folks love to be around others from their profession. There’s camaraderie, laughter and a truly evident bonding that is needed at least once a year. You have to know it’s fantastic to be around people who are working in very similar circumstances ranging from compliance to employee relations.

Another very interesting facet that I keep coming across is how involved people choose to be throughout the conference. I get the fact that ALL of us are taking time away from our families, our workplaces and the projects that will be jumping to life come Monday morning once again. Since this time is more focused around HR intentionally, it would make sense to me that you would fill every moment with everything you possibly could at the Conference. Ironically, this doesn’t happen. This isn’t to be critical – it’s an observation.

I think what is telling about this though is the issue of capacity. People take in as much as they can handle in all areas of work, life and activities. The question you have to ask yourself is – what is my capacity? What if I could take in one more thing that may give me THE answer I need to do my role better? What if I met one more person who could be THE one who connects me to resources, a career opportunity or other great HR pros who could make HR come alive?

At the Conference we asked everyone to sign a birthday card for SHRM because it’s their 65th birthday this year. It was a simple thing to ask for a very small commitment. When people saw that their contribution was within reach, easy to accomplish and they had someone there to encourage them to do it – there was instant participation. Once there was one signature, the next one seemed natural. By the time one side of the card was filled, the next side began to take shape. People wrote in all directions, sizes and locations. No one argued and everyone joined in. We even bled over to the back of the card because more and more people wanted to be included.

It was a card. A piece of cardboard that still had room to take on more people. It hadn’t reached it’s capacity – and most of us haven’t either.

So, the next time you’re at an event – take in everything. I mean it. EVERYTHING !! Don’t miss out on one moment. It is so fulfilling and you’ll take all that you’ve experienced and learned back to work and be an even greater HR person !!

Connecting !!

This week is truly a week I eagerly anticipate every year !! That is because I know when September rolls around, so does the annual Ohio State HR Conference !! I get excited because it’s a chance to break away from the day-to-day and be with my peers. I know this sounds HR Nerdish but I’m unapologetic about it.

The Conference has an intimate feel to it even though we’re approaching 900 attendees and 90+ vendors. The theme this year is “HR – Making Connections that Count” and I really dig the feel of this. The question is, will people step out and make connections?

One of the real challenges of HR is that we try to gut it out or go it alone. I don’t know when this trend where isolation is seen as a strength ever started, but it needs to end !! Ironically, there will be attendees who come to this great event (and others like it) and will do little to no connecting whatsoever. No connections with resource partners, no connections with peers and no connections with people who could make HR truly come alive for them !! Why is that?

I don’t think it’s a matter of introversion or extraversion. I think it’s a case of risk aversion !! I’m amazed how the folks who are in the field of HUMANS are so hesitant to meet others. Is it because we’re different and won’t have anything in common? Is it because someone will meet you and immediately ask you some insanely hard HR question, and if you don’t know the right answer, they’ll kick you out of HR ??

Then what is it? What continually keeps folks apart and not connecting?

I have a theory . . .

You see, I collect buttons. I have loads of them and they don’t follow any particular pattern or grouping. They range from Monty Python, to types of beer, to rock bands to hippie related ones, to classic cartoons, to HR ones, etc. Here’s a quick pic of just a few of my collection. I’m trying to organize them to show them off and enjoy them !!

So, what’s my theory? Just like the buttons we are a mix of a million different interests, emotions, ideas, insights, viewpoints and approaches. However, we either think others won’t find us interesting enough, or we think we won’t find people who share our interests. And that my friends is sad !!

I LOVE that we’re different !! How dreadfully boring would it be if we were all the same ?? Seriously.

So, I have a challenge for you this week. I plan to connect with every (EVERY) single attendee and vendor at the Conference. Not just meet them – connect with them. I want to learn about who they are and see how we can be resources to each other.

Your challenge is to meet one (1) new person this week and connect with them. I think that keeps things pretty balanced. If you’re one of the 900 attending #OHSHRM13, I’m geeked to see you, meet you and connect with you. Maybe . . . you’ll even be wearing a button !!

Spread the Word !!

Last week I was up before the sun rose and was driving in and around country roads in a small town in Ohio. I was hoping that my GPS was guiding me to my destination, but it was truly a matter of faith because I wasn’t near anything that looked like a conference center or meeting place !!

As I turned in the driveway of a small, local office building, I was a bit wary because I was the only car in the parking lot. After a few minutes, a familiar face pulled up and I was at ease. I was there as a speaker for a SHRM chapter. As the room began to fill up, I was getting more and more excited !! I love the opportunity to meet new HR folks and talk about the positive aspects of our field.

Once everyone was seated, I looked around at the 13 smiling faces and launched into my presentation.

That’s right – 13 people. I had traveled the night before for 2 1/2 hours to spend a night in a hotel away from my family to speak to 13 people. We had a great time !!

I’ve been seeing a push for HR practitioners to speak at Conferences which would be awesome to see. But, I think it goes much deeper than that !! You see, I think it is the obligation of professionals in HR to spread the word about what we do. This isn’t something we “ought” to do, it’s something imperative for the sustainability of our field.

We rely on a relatively few number of people to be voices of HR, and that could be for a variety of reasons. The reality is that ALL HR pros need to share the information and resources they learn about with others around them !! It seems very limiting to think that we attend these great events like chapter meetings and conferences to only take things in and never share them with others. How does that help others in your organization?

It’s time for all of us to shift our mindset and see how the things we learn can truly improve our role, our company and our field. If you read a great blog – share it. If you get information about how to do something better – share it. If you hear a great speaker, then tell others about the takeaways you have.

The more we share, the stronger we become. There’s no reason – no reason – for us to be isolated in what we do !!

So be on the lookout !! I’m going to continue to spread the word in what we do. I may even be getting in my car right now to get the word out to a group of HR pros, no matter the size. It’s in my DNA, and I hope it’s in yours too !!

Load Your Quiver !!

Recenty a phenomenal effort to pull the HR blogging community came to a close – the HR Bloggers Network. It was the brainchild of Laurie Reuttimann and I was fortunate to be included in this effort.

The highlight for me in this was to be attached to a group of incredible HR pros who regularly offer great content to the broader HR community. I make sure to read each post these folks offer and utilize their wisdom, insight and advice in how I practice HR everyday !!

Too often, when people read your posts, they don’t take that next step to look at a blogroll or see what others are saying. I’m like most people and have my “faves,” but honestly, I try to take in as much information as possible because it allows me to be a better HR professional. One can never learn enough . . . ever !!

I have an approach that I’d like to share with you. I think HR people need to load their quiver. This way you have the arrows needed in order to protect yourself, hunt for new opportunities and attack those things that need to be addressed.

HR Blogs are a great way to load that quiver !! So, this week I want to break out the authors who made up the HR Blogger Network and make sure you know who they are, what their blog is about and where to find it. Please note that there are a myriad of other phenomenal HR bloggers out there, and I’m working on a way to feature them as well.

My goal is to reach the entire HR community !! I know that’s a huge goal, but we are only better by being more connected. Make sure to take this list of bloggers and share them with others. Don’t just read this post and stop. It’s time for us to arm everyone so that all our quivers are full !!

Now, the great folks (and friends) from the HR Blogger Network:

Laurie Ruettimann (@lruettimann on Twitter) – Social media pioneer who has an edgy look at our profession. Always dig that she makes me stretch !! Her blog is The Cynical Girl.

Bonni Titgemeyer (@BonniToronto on Twitter) – Founder of the Employment Opportunities List and the TEPHR community. Great voice on getting employment right !! Find her at The EO List.

Elizabeth Lalli-Reese (@TXStrategicHR on Twitter) – Keeping HR strategic is always a good thing and Elizabeth offers a ton of insight and perspective on how to do this. Her blog is Texas Strategic HR.

Lisa Rosendahl (@lisarosendahl on Twitter) – As an HR practitioner in the healthcare field, Lisa offers a grounded view on HR and on life !! You can find her blog at Lisa Rosendahl.

Ben Eubanks (@beneubanks on Twitter) – Ben is the present and future of HR !! He offers incredible resources for younger people in the field. His blog is aptly named Upstart HR.

Kimberly Patterson (@kimberly_patt on Twitter) – Kimberly truly takes a different look at HR. She is very passionate about what we do and wants to make sure that we look at all angles of what we do. Hence the blog title – UNconventional HR.

Joan Ginsberg (@JoanGinsberg on Twitter) – Joan is a truly genuine HR pro who always gives a genuine look at all that we do !! That’s why it makes sense that her blog is titled Just Joan.

Bill Boorman (@BillBoorman2 on Twitter) – Bill is a futurist and the driving force behind UNconferences literally around the globe. He’s always looking for what’s next. His blog is Norton Folgate – The Recruiting Unblog.

Lars Schmidt (@ThisIsLars on Twitter) – Lars is all about recruiting, innovation and talent. He’s a compelling force on making workplaces better. You can find him at Amplify Talent.

Melissa Fairman (@HrRemix on Twitter) – Melissa is a fellow HR practitioner who really has a solid handle on all facets of HR. Her advice is practical and applicable in all industries. Her blog looks to mix it up at HR reMix.

Jennifer McClure (@JenniferMcClure on Twitter) – Jennifer has a great grasp on recruiting and integrating HR strategically throughout an organization. She is contantly looking how to reach the HR community. Her blog is Unbridled Talent.

Victorio Milian (@Victorio_M on Twitter) – Victorio brings a cool vibe to all that he does. He offers a great perspective to recruiting issues and opportunities mixed in with a great musical taste !! Find him at Creative Chaos HR.

Jennifer V. Miller (@JenniferVMiller on Twitter) – Jennifer has a focus on all aspects of Leadership, and she gets it right !! Her insight is very applicable at all levels of an organization. Her blog answers The People-Equation.

Dan McCarthy (@greatleadership on Twitter) – Dan is another great voice in the Leadership arena. His focus on making us GREAT is phenonmenal – and needed. Connect with him on his blog Great Leadership.

Lance Haun (@thelance on Twitter) – Self-described “nut about Talent Management” and an avid NBA fan, Lance gives a broad perspective to all areas of talent in organizations. His blog is Life Between the Brackets.

Matthew Stollak (@akaBruno on Twitter) – Matthew is one of the few HR voices from academia. He is advancing the field and also training the folks of the future !! His insights can be found at True Faith HR.

Paul Hebert (@IncentIntel on Twitter) – Paul is one of the few solid, objective voices on the topic of recognition. He doesn’t pull punches because he believes in the value of lifting others up !! You can find him at Symbolist.

Robin Schooling (@RobinSchooling on Twitter) – Robin always has a great tale of experience from her career in HR. They are episodes that we all face at one time or another !! Learn from her at the HR Schoolhouse.

John Nykolaisyn (@CigarSPHR on Twitter) – John has a great background in both the hospitality and education arenas. He likes to keep things fresh and turn others “on their head” in the workplace !! His blog is Fast Food HR.

Ron Thomas (@ronald_thomas on Twitter) – Ron is currently an ex-pat working in a senior HR role in Saudi Arabia. He is a true global HR leader with an incredible look at all that HR does. You can find him at Strategy Focused HR.

Steve Boese (@SteveBoese on Twitter) – Steve is the strongest voice in HR Tech !! In fact, he’s heading up the HR Tech Conference starting this year. He also hosts the incredible HR Happy Hour blog radio show. Connect with him at Steve Boese’s HR Technology.

Tim Sackett (@TimSackett on Twitter) – Tim has a great viewpoint on HR in the field. His no nonsense approach is refreshing and challenging. His blog is at The Tim Sackett Project.

Shauna Moerke (@HR_Minion on Twitter) – Shauna offers a bright, fresh look on life and HR !! If you know her you’d see this is true from her infectious laugh to her healthy wit. Find her at HR Minion.

Tim Gardner (@TimJGardner on Twitter) – Tim brings a unique voice to the world of HR bloggers. A self-proclaimed introvert, Tim has a thoughtful, in-depth viewpoint every time he writes. His blog is perfectly titled The HR Introvert.

You Have A Choice !!

As the work week begins . . . you have a choice !!

You can enter the parking lot of your workplace and release a heavy sigh (as most American workers do every day), or you can wake up and decide what opportunities lay before you and how YOU can be involved to make a difference !!

I’ve been working on this myself. It’s easy to sit at a keyboard and jot down words to share. I often wonder if what is written by people is practiced or espoused. Is it great motivational insight only? I can’t really handle that if it is.

You see I’ve made a choice myself. I choose to live abundantly vs. die indifferently !!

There’s a true reason behind such a statement. Too many people float around every day. Their work is “just a job.” They don’t feel what they do makes a difference. It has to be an incredible burden to painfully slog through the day thinking that what you do has little to no impact.

I don’t buy it !! I really don’t.

You see, even not making a choice is . . . in itself . . . a choice. You can’t sit idly by and think you’re not impacting other people. Therefore, you’re making a difference, but maybe not one you intended. I can’t sit by and just waste away thinking that by coasting I won’t make waves.

I want to make waves !! I want to be uncomfortable each and every day in what I do in all aspects of my life. There is too much at stake and too many lives to be reached.

In HR I hear too many of my peers lamenting what they can’t do. Or, how their organization doesn’t value their contribution or HR itself. I know this happens. But, what are you doing to make a difference ?? Do you even look to see if that is what you can do ??

We have an incredible opportunity each and every day. We can take the people we work with and allow them to shine, contribute and make waves !! I don’t feel that people want to just “exist” in the workplace. I’m not talking engagement here. I’m talking impact !! Employees want to add value to the Company, not just put their time in. I would challenge anyone who says that this isn’t the case. If it is, or if that is the general vibe in your workplace, then evaluate yourself first to see if you’ve made the choice to change that attitude.

We can bring light to an organization !! We don’t have to get stuck in the trenches in the darkness, mire and muck. We should cut through the trenches with vitality, intentionality and strength !! This goes beyond passion.

YOU make a difference everyday in all you do !! This isn’t some rah, rah speech. It’s a fact. The question is, what difference are you making ??

It’s a new week. You have a choice . . .