‘Focus’ Articles at Everyday People, Page 3

When Kids Grow Up . . .

This past weekend I led our Troop Advancement Outing. As the Scoutmaster, it’s my one outing where I am officially “in charge.” That term is used very loosely because the boys plan everything. I only make sure that the outing is focused on helping the new kids work on things that help them advance in rank.

It seems that every campout I run for the Advancement Outing has a unique weather element to it !! This year we had below freezing temperatures, rain and sleet. Yipee !! You have to love Ohio in April !! The amazing thing about this weather anomaly was that the boys didn’t even flinch an eye. Sure, it was cold, but they were camping and that was good enough for them.

During this full weekend, the older Scouts taught the new Scouts how to build fires, wield axes, identify plants and animals as well as basic First Aid. One requirement we always include is a five mile hike. I always go with the kids because I love doing the activies with them !! The hike rocked !!! We saw evidence of deer, raccoons and beavers. We saw plants and trees we’d never seen before and the highlight of the hike was the break we took. We stopped at a creek and I told the boys they could spend 15 minutes creeking. They literally jumped off the bridge and straight into the freezing water !! They searched for crayfish, fossils, caves, etc. The energy level skyrocketed !!

Later, our First Aid walk was truly epic !! The boys walk through the woods and come upon various injured people and they have to identify the problem and a solution to how to help them. My amazing son led this and came up with Attack of the Insane Doll !! So, each injured scout along the route had been attacked by a stuffed childhood toy and left the boys punctured, blistered, burned, rabid and broken – with a compound fracture. The boys who acted out the walk were spectacular and the make-up and props were of Hollywood quality.

So, what does this have to do with HR or the workplace ?? Everything !!

You know what happens to kids when grow up ?? They become our employees !!

So, the bright-eyed and creative kids who jump into a freezing creek and get muddy and soaked may be CEO’s !! The victims of the insane doll may be engineers, factory workers or managers.

However, when they grow up and come to WORK we have to do our duty to suck their souls out to make sure they “perform” and don’t bring their whole self to work. We have standards to uphold for goodness sake.

Also, if employees actually did bring their entire being to work, what would happen ?? The sad thing is that we don’t know. People put on their work face to make sure that things get done and order is ensured. Also sad !!

We have a great opportunity in HR to eradicate this and get the kid factor back into our workplaces. When I think of culture, I want to see people who are engaged, genuine and playful. I’m fortunate to be at a company that not only allows that – it expects it.

So, this week be a kid. You know you want to and the other kids around you are just waiting for someone to break out and make it FUN versus it being WORK. The creek’s waiting . . . just watch out for that doll !!

Geeked !!

If you know me at all, you’ve heard the word “geeked” !! My wife would even say that I use the word a little too much. I can’t help in though.

Recently, I was fortunate enough to be the opening keynote at the SCIHRA Conference. We had a great time, and a true highlight for me was when an attendee came up to me after the presentation and said, “Wow, it was great to hear HR in a positive and fun way !!” I thanked her, but then thought that it was telling if someone had to come to an event to get HR pros geeked about what we do.

I couldn’t let this pass so I asked her how she saw HR. (Get ready . . .)

“Well, most everyone we read or hear from is either negative, snarky or sarcastic. It’s hard to be motivated when so few are encouraging. You took the things we do everyday and brought passion and humor. It was great to laugh !! ” Ouch !!! I thanked her again and it made me think.

You see, being geeked to me isn’t just being “positive.” It’s really a choice of how to approach life – not just HR.

Trust me, I know what it’s like to be in a blue funk, have a frustrating day, or be negative. To take a different approach to life takes a ton of effort and a commitment to being intentional.

Being geeked isn’t always taken very well by others either. Unfortunately, most people start every day with a heavy sigh and a negative thought about what’s not done. Then, it usually gets darker from there.

I’m sure there will be folks who read this and think that being geeked is some “act” or just being naive and a utopian. Someone who’s dodging reality. Not true in the least.

People relish the chance to have someone with them who’s excited about who they are, what they do and what’s happening in their lives. It’s an incredible feeling to see folks come to life when you get them all geeked up !!

You see, there are tons of blogs, books and articles on people bringing their “whole self” to work. I get that, but few practice it. If you try this approach, you might get to see your whole self emerge. That would be awesome !!

So, this week pick something and go for it. Get geeked and tell others about it. Post it on Twitter or Facebook. Send it in an e-mail. Take a picture. Whatever works for you, do it. Trust me, you’ll love your day just a bit more when you do !!

I’ll be looking for the great things you’re doing. Need to go now and see the next new thing. You know I’ll probably be . . .

What box ??

Creative people are dangerous !! At least, that’s how it feels. You see the word “creative” is bantered about in blogs, articles and books. There are several “step” plans to help people be more creative, but it seems to take some superhuman effort.

Why is that?

What is so scary about being creative? Is it that when we hear the word we give it a massive scale like painting the Sistine Chapel? Or, is it thought to be too scattered, unfocused, blue sky, etc.?

Being creative in HR is necessary. It’s not something that is even an option really because great HR is in the midst of humans. If you don’t have a creative approach in how to work with, for and around people, then HR is going to be massively frustrating !! It doesn’t have to be, but I think that the general malaise and jadedness that fills the vast majority of the social space communicates that HR is rough.

I have to disagree !! I recently had a great conversation with a friend who said, “Man, you (and a few others) always seem to be positive. And, you’ve been in HR a long time, but it still seems fresh every time I hear you talk about it.”

There’s a reason for this. I call it the “what box?” approach. This isn’t another rally cry for you to be outside a box. It’s not allowing yourself to have a “box” at all. Is that possible? It is. Let me share why . . .

I think that the fact of structure and processes still allow for vast amounts of breadth, depth and creativity !! I don’t see them as the enemy or opposite of creativity at all. We need to have vision, direction, focus and structure. People feel comfortable and can perform exceedingly well when they know what the parameters are for them. It clears up ambiguity which is what we all truly long for.

When it comes to approach, however, that’s where you can truly differentiate yourself and not conform to any particular box. Great HR can jump from box to box to box and still be wildly effective. In fact, by meeting people in their comfort zone, you can connect, communicate and create in amazing ways.

I follow a great book that was given to me by a friend who came to an HR Roundtable. He said the coolest thing to me when he said, “I read this book and thought of you.” It’s called Orbiting the Giant Hairball. It’s a personal tale of being creative at Hallmark Cards. He had to fight to be creative in a company who is supposed to be creative in order to make it’s products !! It’s a fascinating and practical read.

You only have to dive into the hairball (box) when it’s needed. If you don’t need to be in it, then you can orbit and create. So, HR where do you find yourself ?? Are you stuck in your own box, or in the boxes of what others expect HR to be ??

This week, get rid of it. Get to the point where you can say . . . what box ??

Photo credit – Outside the Box, Inc.

Dissolve the layers !!

The field of HR is vast. I dig that. You can seek a career in HR and going in many different ways. Not many other fields can do that. The ironic thing about this breadth though is that we don’t embrace it. In fact, we do our best to have massive barriers built between the different areas so that each one can place its stake in its respective ground.

Here’s an example . . . vendors.

HR people don’t like vendors. Vendors, in turn, don’t like HR people. However, we need each other in order to do our job well. But, instead of embracing each other and seeing each other as resources, we tend to tell each group to stay in their camp.

Another one . . . Sr. HR Executives.

I know I’m heading into treacherous water in calling this out. But, when did Sr. HR pros forget that they weren’t always Senior ?? Is there an apex in our profession where we can avoid those “below us” because we don’t deal in the transactional work that lower level HR people have to address?

I don’t get it and I refuse to. I have a different approach that I’d like us all to consider. Let’s dissolve the layers that separate our profession and work together as talented parts of an amazing whole !! I’m not asking us to become an HR commune. I’m asking us to truly be strategic and understand that each part of our profession brings a strength and value to what we bring to the business community.

Last week I spoke at a very small HR chapter along which had four students from a SHRM Student chapter. An a “Sr. HR professional,” I could have taken the stance that I wasn’t with those “of my kind” and that this was a waste of time. Or, I could see it as an opportunity to meet great new HR folks that I didn’t know and maybe, just maybe, one of those students could meet someone that remembered how hard it was to start in HR and give them my time and attention.

So, let’s rally together !! Vendors, recruiters, OD, Training, Consultants, Generalists, Comp & Bens folks, HR Admins, HR Analysts and Executives. Together we make up HR. Let’s quit trying to splinter our field. Let’s be the example of how together we are a vital, relevant and strategic business entity !!

Grace

When someone wrongs you, how do you react? Are you angry, vindictive, ready to pounce? For most of us, the answer is “it depends.” We’ll take a breath and then decide the best course of action.

However, when it comes to employees, we often forget to breathe first. We jump to the nearest set of policies and then comb through them to see what level of discipline needs to be metered out. It amazes me as an HR person that when employees slip up, the reaction is usually swift, harsh and doesn’t take anything into consideration – really.

Our systems of progressive discipline and layers of breaking Rule 1.0.1, Subsection A litter our field with little regard of how these actions affect the person who broke said rule. We act as if they are the most disloyal, uncaring and detrimental person who EVER worked for the company !!

Here’s a question for you . . . ever make a mistake or break a rule at work?

Did the appropriate action take place? Were you written up, counseled, suspended or fired? What if you were in this situation? How should the Company treat you ??

It’s time for a different approach to HR. Please take note that this path is much more difficult, painful and intentional. However, it works !!

Grace.

Before launching into the employee handbook, remember that your decision and actions are actually affecting another person’s life. That may be their life at work, or their life in general. I don’t think that as HR professionals, we ever think about the person we’re addressing. Our system is more important because we feel we are acting justly and, in doing so, we’re protecting the Company.

I’m not saying that discipline and termination aren’t warranted at work. However, I use a yard stick which says that these only occur based on an employee’s behavior and actions. Even with that benchmark, I still review each case and take into account all of the factors as well as the person who’s about to be disciplined. I want them to come out of any conversation understanding the situation, its context and how we move forward from there.

Now, so you don’t think I’m being Utopian or an idealist, understand that I practice this personally inside work and outside of work. It’s not a popular position because most people want a pound of flesh when they are wronged. I’ll hold out until the last moment that I can before making difficult decisions because I believe in people, even in the darkest situations.

You see, I make mistakes and I have disappointed others – even those closest to me. How can I expect grace from others if I am not willing to be graceful myself? Also, how will others show grace if it isn’t given to them?

I know this works. And, I have reassurance as well because I’ve seen the results. It’s like U2 says in their phenomenal song – Grace from All That You Can’t Leave Behind – “Grace finds goodness in everything.” Try it and see !!

Eat. Sleep. Do HR.

Hey HR folks !! Is the first word that comes out of your mouth when you head into work – “Ugh !!” Seriously, does the dawning of a new day in your corner of the HR universe generate excitement and anticipation, or drudgery and a loathsome feeling?

The answer most people reading this would say – “It depends on the day !!”

You know, that’s fair. The question you have to ask youself is what mood, or tone, do you regularly set as an HR pro? As a department? Do people like interacting with you, or do they do the classic, “Shhhh, it’s HR !!”

The are approximately 4 zillion posts on HR and engagement out there on the Internet now. I suppose that even as I type, more are being typed and posted. Rarely, however, do I see a post asking if HR is engaged.

Let’s go back to how you approach this field that deals with people. A friend of mine recently gave me this fabulous button. ( I collect buttons, by the way. Great hobby !!)

When I saw it, I just had to add it to my collection !! I wear this button along with my “HR Rocks !!” button on my coat. When Team Members see them, they either snicker or roll their eyes. I’m actually cool with that because I want to get a reaction from them. I ask them why they give the reaction they do, and the answer I get the most is “You sure are an HR geek !!” Sweet !!

The other reason I got this button is to turn those of my peers who see our field as a giant mire pit of one problem leading to the next. If any of you reading this feel this way, it’s time to reflect and see if this is the field for you.

I don’t want anyone to ever leave HR, but if any profession is defined by a black cloud or black hole approach, then you should get out of it. I think HR is dynamic, challeging, uplifting, passionate and messy !! How many fields can say that? I don’t want HR to be soft and fluffy. I don’t want HR to fall into the stereotypes that people often tie to us.

I do want HR to be inclusive, intentional and individualistic !! We should meet people where they are – not where we think they should be !!

Recently, I met with a Team Member for the first time to recognize her for her 5 year anniversary. We have over 1,200 Team Members who work various shifts on various days. I wish I could know all of them personally, but that’s very difficult. When she met with me her eyes were huge and she was anxious because she was meeting the head of HR. When I explained that I was there to recognize and thank her for her 5 years of service, she burst into tears and gave me a bear hug !! “I love what I do !! Thank you so much for this !!” Messy and emotional. HR at it’s finest !!

So, this week as you get ready to jump back into the mix. You have to ask yourself – am I going to just DO HR – or am I going to ROCK IT ??!! I think you know the answer I hope we ALL say . . .

Enough or Not Enough ??

When you get to work on Monday, what’s the first thing that goes through your mind? You’re in HR and you get the opportunity to do something great yourself and through the people that work with you and around you. But, is that how you view things?

This isn’t just the “half full / half empty” question. It’s much bigger than that !! I was reminded of this just last week when my good friend, Brad Galin, crossed State lines from INSHRM to speak to the State Council at OHSHRM. He spoke on moving from Scarcity to Abundance. The title may seem a bit heady, but it is a reality we all face when we hit the door this week.

People are difficult. The odd thing that we forget in HR is that WE’RE people !! So, if we’re difficult too, then how can others see HR differently? In moving from scarcity to abundance, you change your viewpoint, your approach and your behavior. It’s not enough to much wish that you’ll do better. You need to move !!

Why is that important you may ask? Isn’t in “enough” that we get our work done? Aren’t we measured (and measure others) on productivity? People aren’t processes or things. We keep losing sight of that, and, in turn, HR suffers.

Thinking, and acting, abundantly isn’t some wealth strategy where you’re promised some mythical get rich quick solution. Being abundant means that your view starts positively and then moves forward from there. It stays positive too.

Brad shared a great example from his work with Stone Belt, a non-profit group who works with adults with disabilities. He stated that the adults who are his clients are thankful for everything !! If you stubbed your toe, they’d say, “That was awesome !! Way to go !! You did that great !!” The room laughed, but it was refreshing to hear as well.

So, do you have enough or not? Can you be a great HR person where you are, with what you have and who you work with? Are you even asking these types of questions, or are you putting your head down and grinding through?

There’s too much of life around you to keep your head down !! Remember that you’re difficult . . . just like everyone around you. Isn’t that freeing ?? Now, jump into this jumbled mix of humanity and live it up !! The folks around you have been waiting for you to join in !!

Get Your Hands Dirty !!

This weekend my wife asked me to start sprucing up the house for the impending graduation gathering for my daughter in three months. I needed the nudge because I was dreading the work ahead. I love being outside, but this level of yardwork was going to be massive !!

One task was to realign the wall I constructed several years ago around our front landscaping. There are 150+ pavers that span the front of the bed. Now, this wall has needed attention for some time, and I would see that one or two pavers were out of line, and I’d get them back into the wall with minimum effort. However, when I looked at the work in front of me it was more like an orthodontist facing a challenging set of crooked teeth.

The chore almost put me in the ground. To repair the wall and get it where it should be took over four hours of digging, removing roots, being covered in mud and replacing about 1,000 worms who were wondering why they home was being “remodeled.”

I had to get my hands dirty and fully throw myself into the project in order to see a better end result. As I sit here typing, I’m exhausted and yet invigorated !! This simple project reminded me that we all need to reexamine how we do HR.

How many times do we see systems that need our attention, and we do a quick fix or update just to give it a little more life, when it needs a true overhaul?
How often do we sit behind our desk and shoot off an e-mail when we could go and see someone face-to-face to see what their situation entails first hand?
How often are we critical of how others handle HR situations, when we could be more integrated with them to help them succeed?
How often do we look for “best practices” when we should be creating “next practices” ourselves?

This list could go on and on. So, the opportunity before us is pretty simple. We need to get our hands dirty. This week take a look at the “wall” that you see every day and see if it can be torn down, reconfigured and brought back to life. It’s worth the work !!

Forever in Blue Jeans !!

When Neil Diamond sang the iconic song Forever in Blue Jeans, I don’t think he knew he was dealing with such a taboo subject for the workplace !! Seriously, you do know that denim is evil, don’t you ??

This coming week I’m traveling to Washington, D.C. for the annual SHRM Leadership Conference (#SHRMLead). I’m very excited to go because I have the honor of being the next SHRM State Council Director for Ohio in 2012 !! I can’t wait to work with the 26 SHRM chapters in the State as well as with other leaders throughout the country. I think it will be a great way to continue to keep the profession relevant in general as well as another way to keep trying to bring our whole profession together and connect them !!

A true highlight for me will be on Thursday when I get to join other HR professionals on Capitol Hill to visit lawmakers and lobby on behalf of HR. I really am geeked !! To get ready, those attending listened to a webinar put on by SHRM to get an overview of what the visit would entail and the issues we were going to focus on.

It was very well done and was just a glimpse of what we needed to learn in order to have a successful visit and leverage the time we had with our representatives and their staff. During the webinar people could post questions, which I thought was cool. I think it’s amazing that I live in a country where I can go to have an audience with the national leaders of the government and express my opinion to them. It truly is astonishing !! I submitted a question asking who the two people were in Congress who had an HR background because it was noted in the webinar.

So, when the moderator started to relay the questions to the leaders of the forum, my jaw hit the floor !! We spent the first 15 minutes of the 20 minutes we had left for questions talking about clothing. “What should we wear?” “Can I wear blue jeans with a suit coat?” – and then the firestorm happened. People sent in myriads of comments (not questions) about the evil of jeans.

When I hear my peers question why companies don’t take HR seriously – here’s your answer . . . We continue to focus on the splinter issues when we miss the lumber all around us !! When we could have been focusing on the issues for this lobbying opportunity, people chose instead to focus on proper attire !! I’m not sure what I’ll wear to visit Capitol Hill.

On Friday, night our State Council, Ohio SHRM, is up for a Pinnacle Award which is the highest award for volunteers from SHRM, and we have a tradition of wearing logo’d clothing to these things. At the banquet we’re wearing these great gray fleece jackets . . . . and blue jeans !! I wonder where the focus will be ???