Everyday People, Page 50

Do You Love Your Job ??

Today is a first for Everyday People !! I’m away on vacation with my amazing family, so I decided to have a guest post. This is the first guest post ever for my blog, so I only have the BEST person to break this barrier – Dr. Daniel Crosby, PhD !!

Daniel is a dear friend and an incredible resource. He is doing great work with Suited Jobs that you MUST check out !! Suited is a tool that provides fit scores for
your company culture, job and provides suggestions for work that might better
suit you. Now, for the good Dr. !!

**********************************************************************************

One-sided relationships never work. This maxim sounds true, yet too many of us think that it doesn’t apply to our jobs.

Being highly committed to your job not only helps your employer, it helps you. Researchers have pointed out several benefits:

You’ll go above and beyond to be innovative and creative in your work.
You’ll be more motivated.
You’ll take less stress home with you.
You’ll be more likely to be recognized for your work.

Take an honest look at your relationship with your job. When was the last time you did something for your job you didn’t have to do? When was the last time you went out of your way for your job and didn’t complain? When was the last time you woke up excited to spend time with your job?

If the fire is no longer burning, just take a lesson from James Ziemer and find reasons to be committed to your work.

James Ziemer, the former CEO of Harley-Davidson, started with the company in 1969. Only he didn’t start as an executive. He entered the organization as a lowly freight elevator operator. In this job, he was responsible for hauling motorcycle equipment from floor to floor. Only he wasn’t hauling just any old parts. To Ziemer, they were the crown jewels of the company. In the years that followed, Ziemer became familiar with the operations of other parts of the business; he later worked in the manufacturing, engineering, accounting, parts and accessories, and finance departments. All of these experiences, in one way or another, would prove instrumental as he took on an executive role. Ziemer’s early experiences with Harley-Davidson were inextricable from the perspective he held while sitting at the top of the company.

Remember Ziemer’s story when thinking about your own work day. This new perspective can change how you look at mundane tasks and help to rekindle the old flame. Think of your job tasks as paving the way to something bigger and better.

Making cold calls? Sales skills will come in handy when negotiating your first large-scale acquisition.

Crunching numbers? You’ll need that skill when calculating your own salary.

Remember to look at the big picture. You might not be sitting pretty with your trophy job at the moment, but you’ll be proving to yourself that you are ready for more than just another quick Hollywood-type fling.

A Positive State of Mind !!

Lately, the HR Blog world has had a negative vibe. I understand that what we do in Human Resources can be challenging, frustrating and even overwhelming. We are dealing with people. I think it actually could be the definition of “human being.”

The other trend I’ve noticed is that most of HR is focused on fixing what’s wrong. The real limitation of this is that the majority of the things that are truly “wrong” with people makes up only about 10% of the folks you work with. However, that makes up 90% of our focus. It results in programs, policies, and efforts that miss the best employees all together !!

Honestly, it tires me out. Doesn’t it tire you out? I try my best to be positive every day and in every situation. Whenever I’ve brought this approach out, it gets looked at as being somewhat of a Pollyanna. Someone who doesn’t recognize the reality of the swirl of day-to-day life and negativity that tries to swallow us whole.

I don’t see positivity as a “way of life.” I see it as a choice. I can choose to fill myself with those things that are good and uplifting. I can choose to surround myself with people who look for the best in themselves and in others. I can choose to believe that EVERYONE has value !! And, I can also choose to be positive with others when I interact with them.

Sure, that’s also challenging !! I’m not naive. In fact, I know that I’m probably seen as challenging to others, have had blue funk days, and am quite sure that I’ve disappointed others for a variety of reasons. Having setbacks don’t lessen a positive outlook. In fact, the ability to face the peaks and valleys of life is a necessity. Again, you face a choice.

I’m going to look for, and highlight, #PositiveHR when I see it. I think it’s time to turn the tide in the field and in Social Media forums. It doesn’t mean we can’t be critical. We should be. It doesn’t mean that things shouldn’t improve. They should. HOW those things are done is the difference !!

People want positive things around them and in their lives. Everyday. Honestly, they’re yearning for it personally and in their workplaces. They’re especially looking for it in, and from, HR !!

You’re starting a new week. I’m sure the week ahead is full of all kinds of opportunities and obstacles. You have a choice. Will it be positive ?? I can tall you what my approach will be.

Going Deep !!

The majority of our days are spent with people in some form or fashion. In the workplace, you encounter people in many situations and often with different outcomes. Even though we spend the bulk of our time at work, we don’t really have “deep” relationships.

This isn’t bad. In fact, the reality taking relationships deeper at work can be tenuous. The dynamics in the workplace need balance in order for them to be effective. Collaboration comes from a healthy give and take with folks. You can have very close friends you work with, but I think that leaves a gap that most of us want filled.

Do you have folks you can “get real” with? Someone who really challenges you and makes you dissect your views, opinions, etc. to have you take time to be introspective. Someone who doesn’t automatically agree with you. If you don’t, you should.

Why do you need someone like this?

It’s necessary because the culture in most organizations strives for conformity. Conformity of thought, actions, appearance, etc. And, unfortunately, most HR people love this !! The least resistance makes our jobs comfortable. If people “fall in line,” then we think we’re being effective and doing our jobs.

The opposite is actually what should be our goal. One of my great friends who makes me go deep just reminded me – “If you’re comfortable, you’re not growing.” So true !! Having someone who you can bounce ideas off who isn’t in your organization is great because they don’t have the same filters and assumed culture that your workplace inherently has.

There are some key things to consider if you have someone to go deep with:

It has to be interactive and not one sided !! – This isn’t a forum or venue for someone to just be a sage, mentor or someone who espouses their opinions. This is dialogue. You both have to press each other.
It has to be intentional !! – You can set time aside to have conversations, but make sure it’s top of mind and timely. This isn’t a therapy session. It’s a chance to lock horns with someone when you need to hit them up. Also, anything goes in these interactions. You have to understand that you’re trying to be stretched here, but that it’s still safe.
It has to be genuine !! – Whenever I have these conversations, it’s raw, passionate and direct. You never hear catch phrases or HRspeak – EVER !! In fact, it’s how most people would love to express themselves in companies if they could. You know that you can be open with the others involved because they have this expectation as well.
It has to be limited !! – I would limit the number of folks you engage in deep conversations. Why? Most people won’t do it well. That’s a real shame, but most won’t take the time or really dive in when they talk. People want to keep things at the surface level which is cool. But, it also never fills the gap to stretch beyond your norms.

So, this week, if you don’t have someone you can go deep with, find somone. If you have someone, give them a ring to talk to them. This goes beyond electronic forms of communication and demands a relationship. Trust me. If you get a few of these folks around you, you will become the businessperson that your Company truly wants around !!

Rallying Cry !!

When you survey the landscape of businesses today, you see the contstant drive for improvement and solving “problems.” That is all well and good, but it tends to be inconsistent because often the problem that is given the most attention comes from the person or group who is most vocal. It may not be what needs to be the focus of the organization’s efforts, but that doesn’t stop them from pouring time, effort and money into randomly moving targets.

To solve this companies launch into strategic planning sessions which are effective and do their best to bring a better set of parameters to keep things moving forward. The “loud voice” syndrome can also take precendence in this format, but it’s harder to do because the plan should be looking at the business as a whole.

Why all this business talk on an HR blog? Well, it’s because we in HR need to understand that we are in business first and we happen to practice HR. When you look at this situation in organizations, HR can bring something to the table that others won’t think of . . . the rallying cry !!

This isn’t something for HR to offer as some sort of cheerleading effort. It’s a way for us to advice our CEO’s about the value of pulling the team together. Most of the time in strategic planning sessions, there are massive amounts of data shared. Decisions are made from the data almost exclusively from a lack of emotion. Rational thought is what tries to take the day. This isn’t an argument against data. Just the opposite actually. People need to be emotionally tied to things as well in order to get behind them and make them come to life. When this happens, the data will play itself out in the results that people are seeking.

When I was at Sea Base with my Scouts, there was a rallying cry that could happen at anytime and without a schedule. There’s an out island called Big Munson Island that all of the scouts/adults stay on at least one day and night during their trek. If a crew yells the word, “MUNSON !!!” at any time, you are obligated to yell “MUNSON !!!” right back regardless of where you are. This simple word provided a common bond to everyone on the Base. It was the emotional tie that everyone could relate to because everyone has had great memories of their time on the island.

HR’s rally cry has too often been “COMPLIANCE !!” or “FORMS !!” or “REDUCE LIABILITY !!” – ugh !! It’s no wonder that we are relegated outside the business conversation. These things are important, but they don’t pull people together.

By meeting with the CEO (and it’s something that should be expected of HR, not just wished for), you can see what he/she want the troops to go after. Being their sounding board to try out the cry is essential and will allow them to test what they are looking to do. The cry should include risk, growth and energy.

Now it’s up to you !! What rallying cry can you make for yourself ?? Your department ?? Your company ?? They’re looking for one and it’s time for HR to bring it to life !!

MUNSON !!!

All Keyed Up !!

When’s the last time you had an event truly shape or change your life? I know that we all have these types of events and once they occur you need to decide how you are going to respond.

Last week I experienced an event that truly changed my life !!

I just returned from Sea Base which is a national Boy Scout camp located in the Florida Keys. The past week was spent doing everything from kayaking in the Gulf of Mexico to swimming off a boat in 600 feet of water in the Gulf Stream !! If I wrote the post on every amazing activity I experienced, it would be too long to read.

I spent the week with six phenomenal young men, including my son and another dad from the Troop. Two other dads traveled with us and hung out on vacation while we experienced the adventures of Sea Base. Here we all are at the Southernmost Point in the US in Key West !!

It’s hard to capture the emotions that happened throughout the week because every day brought something unique and new to each of us. At the beginning of the week there is an “adult meeting” to explain what was going to happen. The point that struck me was when the Camp Commissioner said, “There will be things this week that challenge you. I encourage you to take a risk and stretch yourself. When you do, you’ll see you have the ability to do more than you think. Also, your boys will see that you are involved and will want to join in with you.”

That’s when the life changing moment happened. Mind you, this was on the 1st day of the week !!

How often do we not heed this advice in our work as HR professionals? This wasn’t someone throwing down a gauntlet. It was someone who gave encouragement with context. He laid down the opportunity, explained the potential for success and failure and how that opportunity would be a model for others.

I was on fire after that !! It was the first week where EVERY single day was positive from start to finish !! I mean it. EVERY SINGLE MOMENT !! There were incredible challenges that we faced both physically like being in the ocean as well as living on an out island that was more like Survivor than anything I’ve ever seen. Throughout each day there was constant laughter and an incredible bond with the staff as well as the chance to do things with the boys that we never dreamt of doing before with ease !!

Several people bemoaned when I came back – “Oh, now you HAVE to go BACK to work !!” Are you kidding ??

I GET to return to a place where more great people are looking for (1) encouragement with context who (2) want to take risks to (3) succeed or fail and I get to (4) model it myself for others.

I’m keyed up (aka as Geeked !!) Sea Base took off the filters, edges, doubt and frustration with things that lay before me. I’m a better person for stretching this week and I hope you do the same !!

5 New Ideas !!

SHRM13 has wrapped up and it was honestly the best National SHRM Conference I’ve attended. The vibe was cool and people seemed to be at ease and engaged at the same time. Just prior to the Conference kicking off, my good friend, Mark Stelzner, put a challenge out on Facebook to see if anyone could come away from the event with 5 new ideas.

I loved the challenge and responded immediately. Now, let’s get the “there are no new ideas” cynicism out of the way. This may be inherently true, but you have to remember that the HR universe is a gigantic bell curve !! The conference had folks from those new to the field to CHRO’s. The idea of “new” is really dependent upon the individual and not whether you think it’s new or not.

Too often we read blogs and think everyone’s heard that before !! I think you need to rethink that because as much as we’d like to think we carry a broad swath of our profession, we are reaching a truly engaged minority. That is very cool, but we aren’t going as deep as we can. This was reflected in the myriad of people who flocked to the transactional HR sessions because I’m sure it was important to their role. I went to others that reflected mine. That’s not being critical – that’s being practical.

Now to the five new ideas !! (at least to me)

#1 – HR needs to be integrated throughout business not just “know” the business.

There were a billion sessions who broke Matt Stollak’s rule of saying “seat at the table,” but they weren’t encouraging it, they were noting that this wasn’t enough (and in actually never has been). The C-Suite expects HR to be woven throughout the organization – not just show up at Executive meetings.

#2 – Giving shouldn’t just be done by writing a check.

Listening to Blake Mycoskie was so refreshing !! To see someone from Gen Y who is truly reflective of a success story of his generation was cool. During his presentation he showed how a company can be profitable and giving simultaneously. Also, the expectation that his employees are all in on the efforts of Toms gives folks a great model of living a culture vs. trying to program it.

#3 – No one is as dumb as all of us.

Other than being incredibly inspirational, listening to Mark Kelly speak was very grounding. He noted that this saying was on the wall at NASA after the Challenger tragedy. It warns us that group-think is more dangerous than an individual idea. Too often HR jumps into a group decision in order to tag along in organizations. Be wary of this and truly review all ideas that come down the pike.

#4 – We’re all in sales.

Daniel Pink was phenomenal !! His ideas that “we’re all in sales” isn’t particularly new. But he noted that few truly practice this approach. For HR to be integrated (see #1), you need to sell what you’re company does. In fact, Jennifer McClure noted in her session that she wanted to see Businesspeople who practice HR vs. HR people who happen to know the business.

#5 – Surround yourself with leaders.

Jen McClure provided a completely different ending to her phenomenal session when she encouraged people to surround themselves and get connected to people who are leaders in HR. This wasn’t just the same old – follow people who are well known. It was a stronger approach to get truly connected to HR practitioners who show they are leading in the field. The folks she listed are givers. They make sure to give first to all those that connect with them.

#6 – HR people want to connect with others, but they don’t know how.

(Bonus Idea) 15,000+ folks wandered through the halls of McCormick Place for SHRM13, and I tried my best to encounter and meet as many as I could. There was a sense that people wanted to meet others, but they didn’t seem willing to step out and make that happen. At each session I attended, I introduced myself to all those around me and asked their state, city, role, etc. and then listened to their story. I also did this on the elevator, escalator, hallways, HRCI Hideaway, Blogger’s Lounge and SHRM Volunteers Leaders lounge. This isn’t to brag. It’s to give you an idea of the vastness of the number of HR folks who aren’t being reached. True, they’re attending and getting their credits, but their sphere of connectivity was limited in general. There are many, like me, who were trying to meet folks and change this paradigm, but it’s still an uphill opportunity that is exhilarating !!

Whew !! This post is almost as long as the Conference. I didn’t even talk about the great SHRM Kickball game, the incredible vendor hall and the unforgettable SHRM Tweetup !! Another day.

In the end, the whole thing rocked !! I came home even more geeked than when I went. Seeing old friends, making new ones and being a part of the future of HR is energizing. Stay tuned !!!

An Opportunity you Can Kick In !!

One week from now I get the chance to attend the SHRM National Conference in Chicago !! It’s an incredible event for professional development, networking and connecting with HR pros from around the globe !!

It’s also an opportunity to make a difference. I dig being active and visible in Social Media. I have to be very honest and clear about that because too often HR people who aren’t active think that what we do is out of reach or not feasible for them. What difference does it make to just be out “in the space” ??

What people lose sight of is that the folks who are active in Social Media aren’t just talking (or typing) heads. They’re very real and folks who push the boundaries and take action. That’s why I love to be included with this crew !!

This year a group of us are getting together at SHRM13 to play kickball !! (That’s great Steve – what does that have to do with anything ??) Good question. You see, we’re playing for charity to raise money and awareness for No Kid Hungry. They’re a phenomenal organization who’s making a real difference in ending hunger for children in America.

You have an opportunity to help us out in our efforts even though you might not be playing. We’re taking donations until we play next Sunday night. You can do by clicking on this link that goes to our fundraising page – SHRM 13 Kickball.

The thought of a bunch of adults reaching back to our childhood to have a friendly game from all of our memories gets me geeked !! We should never lose that time when we freely played, used our imaginations and thought there were no boundaries that we would ever face.

It’s humbling that I get to be involved in such a cool service and outreach effort. I hope you can take this opportunity to connect, give and take action as well. Your donation will help children eat – something we often take for granted.

For those of you on Twitter – for every Tweet on Tuesday using the hashtag #SHRMKickball there are two sponsors who will donate $1.00 per tweet up to $1,000 !! That is sweet !!

People ask me if HR can ever make a difference – Here’s a chance to show you can !!

Make sure you check out No Kid Hungry going forward as well. This may be something that your employees families are facing, and you don’t even know it. To get you in the “mood” I leave you with a song that talks about “opportunities” with that HR tie. Enjoy and thanks for considering this !!

No Kid Hungry SHRM13 Kickball Blogs

View more lists from Jonathan Brewer

Why Can’t We Be Friends ??

In a few weeks I’m going to SHRM13 !! The National HR Conference is always a great event. It’s so cool to be surrounded by thousands of HR pros from literally all over the world.

It will be great to see friends, but I’m also looking forward to meeting new folks. This is sometimes a challenge because many attendees are in a mad rush to get to sessions for their credits, or they stick with people from their own geographic region. I get this because I was like that when I first started going to SHRM Conferences. I thought the event was more important than the people who were right there with me.

That’s changed over the years and now my goal is to try and connect with as many HR peers as I can. I think we have the opportunity to take these types of forums and reach across boundaries to be a better profession !! Recently, Hank Jackson, SHRM CEO, shared that he wants SHRM to be seen as a Professional Society vs. a Membership Organization. When I heard this, I was geeked !! I’d love to see this transformation truly occur because the majority of messaging from SHRM over the past few years has been focused on membership.

It’s time for us, as HR professionals though to pave the way for this to occur. The best way for SHRM to move forward is for us to show the way and reach out to each other. It’s never going to shift much unless we move first.

I know this takes some risk, but it’s worth it. I know that by stepping out, I’ve met great people from literally around the world !! It meant taking the first step in most instances, but it’s always resulted in great relationships and even better resources. You have to remember that you share a common bond because of HR !! You’ll always have something to talk about.

So, if you’re going to be at SHRM13, let’s make sure to connect. It will rock and we’ll start setting the standard for others to follow !!

Better as a Whole !!

It seems like I’ve been in HR since the dawn of time. Not really, but as a point of reference – there were no HR majors in college when I went and it was called “Personnel.”

Even though it’s been a long and exciting trip, I find that I get more and more excited the longer I’m in the field. I read a troubling post lately from an Anonymous HR pro in the UK that my good friend Michael Carty posted called “Sincerely Yours, Deeply Disengaged.” It is an all too familiar tale of how an HR pro is discouraged in how their company looks at and devalues HR. (You really should read this post and add your comments.)

It sounds like this HR pro feels isolated and on their own which is too often the case. I’m amazed that HR people, who are in an occupation that calls for them to be among people, tend to be the most disconnected professionals out there. This isn’t healthy !! It leads to the factors noted in the post above and ultimately in a person who is discouraged about Human Resources who will, in all likelihood, leave the profession.

There are healthy ways to protect yourself from disengagement and discouragement !! One key component to being healthy in HR is to surround yourself with great peers and folks you can learn from. People often tout the notion of “continuous learning” but few take the time to do it. I see more and more people longing for connections, but not knowing how to make that leap.

I’m very fortunate in many ways. I’ve always enjoyed being connected to people. It’s genuinely deep in my DNA. This isn’t unique, but there is a factor that is. Great connections are intentional. And being intentional makes us better together as a whole.

I’ve always believed in modeling the behavior you expect in others. So, I’m involved in a community that keeps me grounded, encouraged and also gives me the opportunity to learn. I’m a blogger as part of the Performance I Create team. It’s a very diverse mix of HR practitioners, and I truly dig that. Each member offers different perspectives, views and takes based on who they are and how they practice HR in their corner of the HR universe. I love reading their work on their individual blogs and on the PIC site.

These folks – Jay Kuhns, Chris Ponder, Melissa Fairman, Tiffany Kuehl, Chris Fields, Sarah Williams, Justin Harris and Dave Ryan – are truly my “Everyday People.” I encourage you to connect with each of them individually and as a whole team.

This isn’t just to highlight one group of HR pros vs. another. I want to truly see you branch out and connect across the field. There are countless amazing HR pros who will make the time and effort to see you learn, grow and succeed !!

Remember – we’re stronger together. Make it happen !!

Image courtesy of tfisherart.com

Remember when ??

Recently, LaRosa’s, opened a new location called Eastgate. I’m fortunate to be the Executive Director of HR for this iconic Cincinnati company, and we had a pivotal role in this store opening. HR interviewed every new potential Team Member because we were looking to add 70+ folks to this much larger pizzeria !!

You may think that this isn’t such a unique story. I mean, EVERY HR person does recruiting !! That’s not always true. I haven’t had to interview for over five years. It’s great to be in a role that is highly strategic, but it felt fantastic to be back in the field to meet potential new employees. We interviewed the candidates on-site and in booths in our restaurant. Again, not unique, but it was for us because typically the hiring is done by the Manager in his/her pizzeria.

So, why was this experience cool ?? Interviewing is just a “natural” skill in HR. There’s nothing special about it. Ahh, that’s where you’re wrong !!

You see, the great new people we were talking to were going to be filling an incredible role !! They are the front line connection to our guests who eat at our locations. Getting the best people is key for outstanding guest experience !! Every hire counts. Every one.

Also, I forgot an incredible experience that I should have never taken for granted. The cool thing about a store opening is that we interviewed people, and then offered them a job right on the spot if they were going to join our team. To see a person get a job is a gift. Not giving them a job, but seeing their reaction. Often, we are a person’s first job ever. We also had people who were looking for new opportunities or a chance to work for our great company. In every case, the joy of their reaction was spectacular !!

This new beginning should never be overlooked or seen as something mundane. When you hire someone, you change their lives !! Often in HR, we become numb to the great things we get to do that alter people’s lives and careers. Don’t overlook it. It matters. If you don’t think so, ask a jobseeker.

Take a new approach to what you do HR. Look at it as how it impacts and affect’s humans. Trust me, you will never be jaded again !! It will always give you that new sensation !!