Tag: Leadership

Peace of Mind !!

When we in the wacky world of HR talk about the importance of “engagement,” are we talking about others or ourselves?

Seriously.  I’ve been really contemplating this lately and I continue to feel perplexed when I see Conference sessions, blog posts, and white papers on the importance of engagement, but it always seems to be about someone else.

If HR isn’t engaged, why should we expect others to be engaged?  Have you asked yourself if you really love being in HR?  Don’t get me wrong, this is not a “why people hate HR” post.  This is a challenge to see if you’re truly in the field you enjoy.  I find that the people who manage their careers the worst are people in HR.  We will go out of our way to help others in their career endeavors, but we shy away from taking this and being intentional.

Remember – If you don’t manage your career . . . it will manage you !!

I’ve learned this through personal experience and also from watching others who continue to state that they struggle with being effective in our field.  Trust me, there’s no other field I’d rather be in !!

I keep seeing posts encouraging people to attend #SHRM11 and I hope that people do because events like this can be spectacular . . . with a catch.  If you aren’t going to forums like this to network, seek great professional development and also learn to be a better HR professional, then you’re just missing out.  Take these opportunities to move yourself ahead so that, in turn, you can return to your company to move them ahead as well !!

I think we all need to be comfortable “in our own skin” when it comes to being in HR and to quit apologizing for it.  I think it was captured best by one of my favorite bands, Boston, in their classic Peace of Mind:

“Now if you’re feelin’ kinda low ’bout the dues you’ve been paying

Future’s coming much too slow

And you wanna run but somehow you just keep on stayin’

Can’t decide on which way to go

Yeah, yeah, yeah

I understand about indecision

But I don’t care if I get behind

People livin’ in competition

All I want is to have my peace of mind.”

So, take some time to reflect.  Get rid of any indecision.  It would be great to look around in our field and see people who really had that peace of mind to make HR rock !!  Come on and join in !!

 

What do you see ??

Lately, I’ve been coming across a syndrome that isn’t distinct to any company or civic organization, but it is prevalent in all of them.  What is this syndrome?  It’s the “forest through the trees” syndrome !!

So often we churn and churn over the smallest issue in order to make sure it’s either taken care of or “fixed,” while we miss the world going on around us.  I don’t think this is distinct to HR, but we really do well at it !!

I try to stay connected to a myriad of HR and business folks from all types of industries on a regular basis. It amazes me that when we get to talking about work, I NEVER hear about the amazing people that work for their company, only the problems.  You hear descriptors like “everyone” feels this way, or that an HR issue affects “everybody.”  However, when you dig into it some more, it is usually a few folks that take up the majority of our time. So, is the problem those few people?  Or, is it us?  Do we relish the chance to go after the problem instead of having to focus on the majority?

It seems that we like the comfort zone of going after the problems because I think we feel that it justifies our positions.  Let me ask you this though . . . How does it feel to always muck around in the dark underbelly of the Company?  Doesn’t it get old?

I think it does.  In fact, this past weekend I went camping again with my scouts from Troop 941.  We were outside the entire weekend for our “Sporting Outing” which was a great way for the adults and kids to play team games together ranging from soccer to Ultimate Frisbee to kickball (with the regulation red ball I may add !!)  I went with a group of the boys on an 18-hole disc golf course which took us six hours to complete !! Vicious and invigorating at the same time.

After the weekend, I’m sore, sun burned and I think I have poison ivy in at least five places on my legs.  Now, the “tree” way to look at this is to focus on my run down body. But the “forest” way I truly live is that I wouldn’t trade an ache or itch for the memories of laughter, competition and camaraderie.

So HR, which is it?  Are you a “tree” or a “forest” in your organization?  Step back, reflect and then . . . change (if you need to).

The forest rocks !!  I can’t wait to find you there !!

Pump it up !!

I don’t know if you celebrated it or not, but I declared yesterday “Favorite Human Day !!”  What is this day, you may ask?  It’s a day dedicated to telling your favorite humans how wonderful and amazing they are !!  That’s it.  Pretty simple.

Now, when some of you read this, you’ll think “Why would I tell someone that they’re amazing with no other reason and/or agenda?” Or something like, “Well, if I do that, won’t they expect something from me?”

You see I think there’s a serious thing missing not only in our lives at work, but in our lives in general.  And that is . . . encouragement !!

Really, it’s true.  Try this . . . when you get/receive feedback – is it negative or positive most of the time?  I’ll pause for the answer.  It’s negative isn’t it?  In fact, the majority of our systems in HR are built on negatives including our policies, performance reviews and general employee relations when we have to “deal” with people and their issues.  Ask yourself this – do you spend your time telling people what NOT to do, or what TO do?  I think I know the answer.

How do we expect our cultures to change when we don’t encourage one another?  Why do we think that if we’re positive with people that they’ll just eventually turn on us?

Not me.  I encourage others.  I do it all the time without being asked and expecting nothing in return.

I follow the prophetic words of one of my rock n’ roll icons – Elvis Costello in his classic tune “Pump it Up” from This Year’s Model:

“Pump it up when you don’t really need it.  Pump it up until you can feel it.”

You don’t need a reason to encourage people.  In fact, if you just do it randomly and genuinely, you’ll probably be met with cynicism because people just aren’t used to it.  Don’t be discouraged.  Keep doing it.

This week I spoke at a local one-day SHRM Conference and the attendees and I were laughing (in fact howling at times) and having a great time – at a conference !!!  It was such a great relief to see HR people having fun and enjoying themselves talking about what we do for a living !!

Oh, and just so you know, my first “faves” were my wife and two amazing kids.  Then I called a few other faves and just left a voice mail to encourage them and tell them that I think life is better because they’re around and a part of my life.  Got another person today and we laughed and laughed and he even said, “Man, I needed a call like this today.”

I’m not going to list who I called or name drop.  These people mean the world to me, so I tell them directly.  Remember that all of us are humans.  Humans need encouragement.

Got a fave ??  Take time this week and let them know.  They’ll love it !!

Look Past the Avatar !!!

“Steve !!! Man, you’re tall !!”

“Wow !! You’re a lot taller than I thought you’d be !!”

“Steve !! Great to meet you finally.  Man, you’re tall !!”

And so it was as I entered the hotel lobby for my first HRevolution.  I took it in stride that I towered over my peers physically because I’m used to being tall.  NOTE: There were other tall HR folks at HRevolution, but we were the significant minority !!

Right after I was “sized up” the next thing I heard for 48 straight hours was laughter.  Tons and tons of exhuberant laughter.  You see, the difference to me for this event wasn’t whether it was a “Conference” or and “UnConference” – it was that I got to meet friends in person.  I wasn’t surprised by how engaged everyone was, or how friendly everyone was at all.  In fact, I expected it.

It was so refreshing to not feel any pretense or jockeying for attention when you enter a new environment.  I’ve always been a person who just is who he is – and now I was at a conference with 130 others who were incredibly genuine, unique, funny and short. (hee, hee)  I loved the fact that you could be intentional with other HR folks and it was welcomed, not shunned.  It’s hard to find the words I’m looking for here. I feel closure I guess.  Closure to meet and get to further know people that I truly care for.

I would list a link for EVERYONE that attended because I don’t want to miss anyone.  It was that cool !!  It was humbling to be a presenter.  It was great to hear the thoughts and ideas of others.  And, most of all I love the fact that HR people were willing to challenge, confront and explore different approaches to HR.  It was so non-traditional that I secretly hoped every HR conference I attended would be free enough to be this candid.  Ahhhh, to dream !!

At our session, Jason Lauritsen and I challenged everyone to see what they would do to improve HR.  Here’s my response . . .

I’m not going to let HR people live behind their avatar anymore !!

So HR beware.  I’m going to be intentional with you just like we were with each other at HRevolution.  No apologies. It’s time for us to remember that we’re humans first.  Believe it and don’t forget . . . I’m tall !!

Do you Communicate or Connect ??

At a recent Leadership Team meeting at work, one of our Board of Advisors asked us – “As a company, do you communicate or connect?”

It was a fascinating question and we did some good work around it because the answers around the table ranged from ones that felt “communication was a strength” of ours to “we communicate in volume !!”

In looking at HR, especially when you take in all that is out in this “space,” I would tend to think that volume takes the lead.  This doesn’t mean that there is junk out here.  It just means that there is a ton of information to read, absorb, respond to, or ignore.

Often with so much volume, we tend to take in little because we want to be good stewards of what we read, and people have various capacities when it comes to communication.

What would happen if we chose instead to “connect” ??  What if our efforts regarding HR were more like the classic Conjuntion Junction from Schoolhouse Rock ??

Next week Jason Lauritsen and I are fortunate to be presenting at HRevolution2011 in Atlanta.  Our session is called “If HR stinks, what are YOU doing about it ??”  If you’re out on Twitter at all, it’s blowing up with tweets from HRevolution attendees who can’t wait to get to the event, want to see this speaker or that speaker, but most of all they want to see EACH OTHER !!

You see they want to CONNECT!!  Now, this camaraderie shouldn’t be limited to one conference or to a certain group of people.  HR has to take the step to break out of the shadows, intentionally connect with others and move the field forward.  This isn’t a call for one forum or one association or one event versus another.  However, it IS a call to get connected !!

I hope two things happen when I get to go to HRevolution.  (1) That I take time to connect with as many folks as possible and get to know them behind their “voice in the space” and (2) that our session makes that step from just communicating more about what HR should do – and move it to what I can do (and YOU can do as well) to continue to make HR a thriving, challenging, intriguing and relevant profession !!

Be forewarned . . . I plan to connect with as many HR people as I can !!

And the Mentor goes to . . .

On Sunday night, much of the United States will watch some, if not all, of the Oscars, and we will talk about the stars.  We’ll talk about how they dress, who they’re with, what party they go to, etc. etc.

Don’t get me wrong, I’m a huge movie fan !!  I love to see almost any movie and there are some great choices this year. But, have you noticed something?  The key awards where the stars win are given the best spots, the most time to gush during an acceptance speech and we expect them to be memorable.  However, the people who are behind the scenes like the screenwriters, make-up, score and others are clipped short even though they have reached the same pinnacle.  We just don’t WANT to see them.  It’s sad.  To make a movie you need hundreds of people and yet few ever get credit.

It’s a lot like mentors.  Great mentors are people who are there for you throughout your career either to move you ahead, stop you from falling into a career-ending ravine, or just to listen.  Mentors are something that is essential for every person in today’s business climate of constant change.  You need an anchor !!

Let me tell you about my mentor.  His name is Fred Eck and he is the current HR Manager for Atlas Roofing.  He’ll probably kill me for making this much about him, but you have to hear about how a great mentor does this naturally.

Fred has held almost every SHRM leadership position there is at the chapter, State and Regional level.  In fact, he’s the Program Chair for me this year for the 2011 Ohio HR Conference, and I couldn’t think of a better person to be in this critical role to our conference’s success !!

I talk to Fred two to three times a week just to check in, talk about life and get a piece of wisdom – which he always has.  We are inseperable at Conferences or SHRM meetings.

Now, if you look for Fred online, you’ll find him on Linked In and I even convinced him to join Twitter, but you won’t see a lot of Tweets from him (yet). You see Fred is like that great screewriter or the the cameraman who captures the perfect scene.  He’s not the visible person up front who gets all the accolades, but you couldn’t do the movie without him. He’s taught me several things, but one pearl of wisdom has set the stage for me.

“You can’t be a mentor – without having a mentor.”

I am a mentor now too to a few people.  I won’t tell you who they are because that is not necessary.  I want them to grow to be future businesspeople who will make anything I ever get to do seem minor.

So often lately, I get the feeling that we keep focusing on the HR voices who are edgy, visible, contrary and larger-than-life. I think they are doing great work, but I don’t want us to forget the thousands who are behind the scenes making this happen.

So the Mentor goes to . . . Fred Eck !!  I’m going to sit back now and listen to his acceptance speech no matter how long it goes !!

Image courtesy of There from Here Blog

Whole Lotta Love (for HR) !!

Too often people are tearing down HR vs. building it up. This needs to change now. If we did this, can you imagine what workplaces would be like?

When you think of Valentine’s Day, the first band that comes to mind is . . . Led Zeppelin of course !! 

These rock giants defined an all-out, unabashed approach to their music and they renewed the world of rock post-Beatles.  I’m a GIANT Zep fan and when I hear any song from them I just get jacked up (even their ballads.)

Don’t be mistaken, this isn’t a tribute to Led Zeppelin.  Instead, it’s a call for HR to be as all-in every time they approach their jobs and the field in general.  When I go to chapter meetings, roundtables, conferences or read the endless blogs that trash HR, I hear more voices joining in tearing down HR vs. building it up.

When was this ever a good approach to changing anything?  Seriously.  If we think, “Let’s all show why HR falls short, isn’t strategic and can’t get out of its way in the business world – then things are sure to change !!”

I was talking to Jason Lauritsen recently.  He’s a fellow HR practitioner and we were sharing that we want to take 2011, and beyond, to lift HR up and not tear it down.  It’s not to say that people can’t be critical, but give solutions not just gripes.  Also, we agreed that the human perspective of what we do can’t be buried in the HR/Corporate speak of metrics, ROI, synergy, etc.  Really, people don’t talk like that.

Jason and I have different approaches to HR with one common theme – PASSION !!

Passion is a word that isn’t supposed to be set aside for one day in February when everyone is “supposed to be” passionate because a card told you to.  We can’t expect employees to be engaged if we’re not passionate about them !!  It’s past time for HR to be passionate about what we do, how we influence people’s lives and how our work and perspective assist companies to move forward.  Mediocrity isn’t an option.  It never was.

The time is now to show a Whole Lotta Love for HR !!  What do you say? Are you in?

Image courtesy of Etsy

What if . . .

What if HR took lessons from the Super Bowl and treated employees differently?

Like most of America, I was planted on my couch soaking in the spectacle that we loving call the Super Bowl on Sunday.  I saw some of the ridiculously long pre-game, anticipated the commercials and critiqued them, loved the back and forth play between the Steelers and Packers,  and watched in awe as the Black Eyed Peas performed the halftime extravaganza.  Hours of my day spent watching an event that honestly did little but entertain me – at times.

Sitting in my office on Monday, I began to wonder some comparisons between HR and the time/effort given to the Super Bowl.

What if  . . . HR was as excited and focused on cheering on their employees as fans are of their teams in the Super Bowl?

What if . . . HR loosened their grip on rules and let people freely express themselves like they do when they go to a football game? Face paint and all !!

What if . . . HR had a strategy that had employees playing like a team and understood that ALL of the members of the team were expected to contribute?

What if . . . HR coached the company’s employees based on their strengths and put them in roles that allowed them to excel and even win?

What if . . . HR itself expected the best in people and sought to make sure that they had all of the equipment, training and facilities in order to be their best everyday they came to work??

What if . . . HR took that approach that it’s a “championship” field to be in instead of looking for ways to tear itself down?

What if . . . HR knew that even if it comes into an organization as an underdog, that it can rally the staff to grow, compete and add value to the company?

Last Friday, one of our Team Members had a birthday.  Big deal, huh? You see, at my company when it’s your birthday, you bring in snacks to share with the office.  People usually bring in sweets, but Friday was different.  As I walked upstairs I smelled grills. The “snack” for this person’s birthday was that he made everyone in the office a fresh omelet to order !!  Seriously !!  It was phenomenal.

Here was someone who did something unpredictable, unconventional and unparalleled. He is a great Team Member from Finance that you’d never expect to do this.

He was a great example of “what if . . .”  So, HR, look at things in a new way.  See the greatness that works around you everyday.

Do you know what would happen if you did this ??  What if . . .

No apologies

It’s time for HR people to quit complaining about knowing each other. Instead, we should be doing all we can to get to know our connections as real people.

Disclaimer – (all good HR people know how to do these . . .)

The following post may seem like name dropping, but it’s not.  It’s about the value of getting to know the people we choose to follow and be connected to.  If that makes me a “clique” former – so be it !!

Now for the post:

Last week the coolest thing happened !!  I received a DM on Twitter from Bryan Wempen asking me what my day looked like. I was a little confused by this since Bryan is normally in Tulsa, OK and I’m in Cincinnati, OH, but I responded.  Turns out he was in town and wanted to see if we could get together. To say I was GEEKED would not give this enough credence !!

Bryan is someone I met through Twitter and also through his incredible blog radio show, Drive Thru HR, which he co-hosts daily with another friend – William Tincup.  We went to our Boudinot location for LaRosa’s and had some great conversations over great pizza !!  I learned more about him, his family and great stories about career, college, etc.

You see, Bryan was inadvertently helping me reach a goal I set for myself for 2011.  I want to meet as many of the people I’m connected to as possible in real life !!  I think this really matters.

I think HR people in the Social Media space are struggling with “what’s next?” when it comes to where things are going.  The piece that’s missing is that we long to really know each other.

Coming up in the next few months, I get to go to the Northern Ohio HR Conference to present and catch up with Joe Gerstandt as well as 100’s of other attendees who may/may not be involved with Social Media.  Also, in April I’m going to HRevolution 2011 and couldn’t be excited enough to meet others that I read about, learn from and communicate with.

There’s more to come in 2011 including the Ohio HR Conference in September where I’m fortunate enough to be this year’s chair !!

I feel that too many HR people keep their heads down when they go to great events like these and worry too much about HRCI credits, where to sit in the room and if the person sitting next to you is going to “bother” you by tweeting instead of listening to the speaker.

Time for this to stop !!

The GREATEST resource at these events are the people sitting next to you, the people in the exhibitor halls and the people milling through the halls !!

So, no apologies.  I plan to meet ALL of you – and I can’t wait !!

What Do You Expect ??

This post asks HR what their focus is when it comes to their employees. Do they dread seeing them, or do they think they’re amazing?

When you think of your employees, what comes to mind?

Do you have positive thoughts?  Are you fondly reminded of how amazing the folks are at your company ??

What do you expect?  Seriously.  Have you taken the time to reflect on how your focus is as an HR practitioner when you go into work each day?  Are you looking forward to working with the people around you, or do you dread it?

If I asked you this in person, I’m sure I’d hear a positive response because you’d feel a little awkward because we’re only supposed to talk about surface level things to keep things within a social norm.  It may be the way you truly feel, and I hope it is.

However, when I keep my ear to the ground and listen to other HR pros, I hear more negative things than positive things.  I hear people grousing about the difficult person who did this, or the person who takes ALL  of my time, etc.

Don’t you think your employees see that in you?  Don’t you think that they’ve come to expect HR to be the department who brings the bad news?  Not very encouraging is it?

I think that we’ve made the rock prophet Don Henley’s words come true from his vintage song “Dirty Laundry” on his debut album I Can’t Stand Still.

“Dirty little secrets
     Dirty little lies 
 We got our dirty little fingers in everybody’s pie 
     We love to cut you down to size
We love dirty laundry”

I know that sounds harsh, but when I listen to HR people they tend to talk about the 10% of people who cause them the most problems instead of focusing on the 90% of people who are GREAT !!

I love HR Horror Stories as much as the next person, and I could add my share of them – believe me.  However, it’s time to change the tide.

People will see HR as a positive force in organizations when, and only when, HR is positive itself !!

So, what do you expect ?? Let me know.

Image courtesy of Amazon.com