Tag: Leadership

Carry On

Have you noticed, or felt, that we’re stuck? My wife and I were hanging out with another couple enjoying a few Moscow Mules and we caught up on life. Instead of talking about the various activities of our grown children or the status of our jobs, we talked about the constant wave of global events that have happened throughout 2020. Each one has had a profound experience on each of us personally as I’m sure it has for you. There doesn’t seem to be and “end” to any of these events, and maybe that’s the point.

When the pandemic hit (and it’s still happening to some exent), people longed for normalcy and a return to the life and patterns of what we’d been accustomed to doing. Now, the civil unrest, protests and call for social justice has moved us in a new direction emphasizing that we should not return to how things “have been.”

People are frustrated, angry, anxious and uncertain as to what lies ahead for our society and for each of us personally. When this happens, there are three possible reactions which will occur – (1) You’ll stay put because that gives you some sense of stability and less volatility; (2) You’ll do all you can to slide back into comfort zones and make efforts to get out of all that’s going on; and (3) You move forward and carry on.

As I was thinking about writing this week, I had the Grateful Dead radio station playing on Spotify. I am a hippie in the 21st century. The station plays a variety of artists from a similar genre, and one of my favorite groups started playing – Crosby, Stills, Nash and Young. The song they were singing was Carry On which is one of my favorites.

The song is about a relationship that has broken off, but it is laced with a message of encouragement to carry on because “love is coming, love is coming to us all.” With everything that is daily affecting us, I want to assure you that we can, and should, move forward by carrying on. We’re all tired and reaching the end of our ropes emotionally, physically and spiritually. The people I talk to are exasperated. They want to move forward, but are just so spent they don’t know how. If movement doesn’t occur soon, then they’ll become stagnant and ambivalent. This doesn’t have to happen.

At some time, we all will need to carry on. Now, I’m not going to be so bold as to list specific steps and a model to help you do this. I will say though that in order to start carrying on, you need to acknowledge that you can’t stay put where you are. It’s not easy and the urge to remain where you currently are is powerful and hard to break. You may even feel that others will chime in and tell you they’re not moving forward themselves, and they will do their best to have you join them. We can’t afford to do that as people or as HR professionals.

It’s time for us to take beliefs, words and sentiments and turn them into actions. We can’t continue to be aspirational and hope that someone will pick up the mantle and run with it. This is our task and our opportunity. So, what can you DO to ensure inequality and racism isn’t present in your practices and organizations? What can you DO to care for former employees who are now in transition after the pandemic? What can you DO to show your company that every situation in your company is centered around people? Every. Situation.

It’s easy to get caught up in the ground swell of emotions of all that is going on. I’m sure you’ve experienced strong feelings yourself. After time, this level of emotion, passion and outcry for sustainable change will subside. It always does. A good friend of mine and I were talking about this, and he had a great suggestion which he finds works well.

Write down what you want to accomplish in your calendar and then write out steps you need to reach that accomplishment. Set them all up as reminders so they don’t disappear. Let them be gentle nudges for you to continue to carry on.

As I mentioned before, I’m not going to give you absolute suggestions for you to pursue. I don’t know what is facing you – but you do !! Let’s all commit to not remain stagnate. Let’s be intentional in putting accomplishments out in front of us to see ourselves, and our companies, improve. Let’s make our words turn to action. Let’s all carry on !!

Just so you have a little reminder and inspiration to get you started, here’s the CSNY classic for your listening pleasure . . .

Not Sure What to Say

It’s rare that I don’t have words readily available to type and share. I have been struggling with all of the unrest happening around the country and in my city. I wanted to say something, and I’ve been apprehensive for a few reasons. First of all, I don’t want to make a statement that would be taken out of context which is easy to have done with anything that is but a snapshot of words in time. Secondly, writing about a racial issue when I’m a white man makes me anxious as well. I don’t want my words to be taken in a way that lessens or marginalizes anyone. However, I needed to say something.

I recently read that in a time of crisis, people of courage take a stand. I choose to step in on this with grace and a yearning to understand. Along with everyone else, I hear people screaming for people to pick a side and be held “accountable.” In fact, I’ve had friends cast their sentiments and shame on me for not instantly, and emotionally, respond to all that’s happening. I realize that I’m a visible person in the world of HR, and I choose to be one on purpose. With that, I don’t feel you can only comment on all that’s good, but you should also respond when things are challenging and uncomfortable.

I ache for what is happening. I truly do. I don’t pretend that I have the same background, fear and anger that many do because my life has not been made up of the same experiences. I understand that I am treated differently because I am white and not black. I don’t agree with it and I never have. To me, I am disheartened because people have lost their lives. There are families who have lost those dear to them forever when it didn’t need to happen, and we all know that in a moment a bad decision can be made that will change the course of a person’s life forever.

The country has been filled with angst, emotion and frustration for some time. All that has been happening with the pandemic, endless political rhetoric and a constant focus on all that’s “wrong” with our existence has consumed the majority of our thoughts and conversations. I’ve seen injustice occur when a spark is lit and the bucket of emotions unleashes. It’s honestly a cycle we refuse to address and break from.

And, here’s where I get stuck for words . . .

You see, I don’t dare be prescriptive or should that “this” action should happen or “that” person should be addressed. That’s only because there are far too many of us who need to act and speak up. It’s not only the people involved in the loss of life.

I’ve seen many contacts and friends who are beside themselves and have very publicly shouted that they’re getting off social media because they just can’t handle it anymore. I’m concerned when people step away only because it can lead to a trap of isolation, intimidation and indifference. I would hope there’s a chance and a window to engage, understand and have dialogue even when emotions are running high.

This past weekend, I was in Indianapolis with my wife visiting our daughter. As we were walking through the neighborhoods around Mass Ave., I saw this piece of art which captured what I can do during this time. It’s a crossing sign that has two alternative messages on it versus the traditional Walk/Don’t Walk. It shows “Don’t Care/Care” and the button below says, “Push button to change.” As we came up on the sign, it was on the blue light saying, “Don’t Care,” and we pushed the button to make the sign express “Care.”

Now, I know this is an analogy and just a visual cue. However, I believe that in all this unrest what I can do more than ever is care. I choose to do that by reaching out to friends who I know are angry and fearful. I’ve had conversations already and plan to reach out to others to check in. I’ve asked for context and not “why” when we’ve talked. I want them to know that I’m here for them no matter what.

That may seem minor and not doing “enough” in the eyes of many. What you need to understand though is that I have lived my life with the belief and behavior of meeting you WHERE you are and for WHO you are in every aspect of your life. While the world keeps ripping itself apart over ignorant words, self-aggrandizing tweets, and a cult of personality, I choose to engage people as humans, and I will continue to do so.

I value our differences and see them as strengths and attributes that make you a wonderful person worth engaging and knowing. I refuse to be someone who is called upon to only know others if I have to compartmentalize, label, judge, marginalize or generalize them.

I care about people and I ache that once again race has become something that divides us. I want to see that change and I am going to do that one person at a time. It’s been said for centuries that “actions speak louder than words.” I hope you are reflecting on how you can genuinely express care for people for who they are and where they are in life. To me this is basic and foundational.

In getting ready to write this, I did find some words that captured my heart well from of all places – Nike. Take a look and let’s do all we can to bring people together and move forward.

Fado’s

As of this year, I’ve been an HR volunteer leader for 20 years. It’s hard to believe that time has flown by so quickly !! I remember when I first got involved, I went to a Volunteer Leaders Summit in Crystal City, Virginia. I was an officer on my local SHRM chapter’s board. It was great to go to the conference to learn and be around other volunteer leaders. We went to an Irish pub down the street from the hotel where we were staying and we had a blast !!

Little did I know that it planted the seed for a gathering place for years to come.

The first time we went out though, we only hung out with the people from our chapter in Cincinnati. We didn’t interact with anyone else. It didn’t strike me as odd at the time, but as the years kept passing, it started to really eat at me. You have to keep in mind that this was long before social media. It made sense to hang out with folks you knew, but I wondered why we didn’t try to meet other HR peers because we were literally surrounded by them.

At subsequent Volunteer Leader Summits and at HR conferences in general, people continued to congregate based on geography. This was true during the event itself in sessions or when people gathered for lunches/dinner. People kept within the boundaries of their cities or states. It didn’t make sense to me and I wanted to see something change.

When I was the State Director of Ohio SHRM, we met for the Summit at the Gaylord Hotel in Maryland. I decided it was time to break the geographical model. So, I found another Irish pub and took a group of Ohioans along with me. While we were at the pub, I left my friends to introduce myself to everyone else in the pub and asked them to join us. I know – radical. However, I couldn’t recall it ever being done. Soon our group was full of people from Montana, Iowa, Illinois, Indiana, California, Nebraska, North Dakota, Arizona, New Mexico and more !! We realized that we needed to be together as people and HR pros. It was a natural and easy connection to make.

After a few years, our conference location moved to downtown Washington, D.C. When we were “done” for the day with sessions, it was time to venture out once again and I found the best haunt EVER for us to assemble in the middle of the Chinatown district – Fado’s Irish Pub & Restaurant.

Now, since we broke the invisible geographical barrier a few years earlier, people were more interactive during the conference and were asking where and when we were going to meet. I asked everyone to meet me at Fado’s because it had a cool vibe, great food, adult beverages and space for us to all meet. The first night we had about 25 folks come out. Each night the number grew and more people ventured out to meet new friends as well as hang out with those they knew. We shared so many laughs, stories and experiences. We truly were becoming an HR community !!

Then, as fate would have it, the SHRM Annual conference was in Washington, D.C. in 2016. This meant there would be a larger group of HR pros that we could coax to Fado’s. And, we did. Every. Night. If there were social events planned, we’d go to Fado’s afterward. It became a go-to gathering place for us. One night I will always cherish was when I first joined the SHRM Board of Directors and everyone was eager to get me to come out to the pub. I was planning on it, but didn’t know why there was such a sense of “urgency.” It didn’t seem like any other night. I was mistaken.

As I showed my ID (which was required regardless of your age), I looked up and tears filled my eyes as everyone in the pub was wearing tie-dye to celebrate my new role. Some of the pub staff were also wearing the shirts. It was spectacular because it showed the power of what coming together as people means.

Since that night, we’ve been back to Fado’s many more times including last year in November. Little did I know that this would be the last time I’d get to enjoy the darkened wood, sticky floors and smell of Irish ale. Fado’s announced that it was permanently closing its doors as of April 2020. This wasn’t because of the current pandemic, it was due to their lease and relationship with their landlord. When they made the announcement on Facebook, there was an outpouring of stories, photos, memories and thank you’s.

I would like to add this one more “Thank You” to all that’s been shared to date. I can tell you that I’ve developed, and built on, friendships I cherish and am reassured will last for my lifetime. The familiar feel and welcoming spirit of Fado’s gave us the perfect environment to foster healthy relationships across boundaries.

I know that people are getting together more often now even if it’s virtually. My hope is that the efforts we make to come together intenionally only builds and doesn’t wane when we get back to our old patterns of life and work. I know that I will continue to do my best to bring folks together and hopefully we’ll find a place as great as Fado’s has been to do so.

We all need a Fado’s in our life !! So, I lift a pint and offer Sláinte !!

Our Time is Now !!

Can you feel and see the rumblings of the next phase of the COVID-19 crisis on the horizon? We’ve been in a mix of constant change, uncertainty and regulatory direction. People are getting antsy. People are getting even more expressive and emotional. The feeling isn’t all good either. With the inevitable lifting of restrictions, people are voicing their opinions on timing, the extent of movement and political posturing is growing. To be honest, this next phase can be almost as unsettling as the front part of this time in our history.

We were asked to take drastic and immediate action when this all started, and now we’re asked to slowly return to . . . normal. Let’s be clear – normal isn’t going to be what it was. It just isn’t, and it shouldn’t be !!

I am so pleased that HR has stepped up and into leadership during the crisis. It has been long overdue. There are several blogs which have featured senior HR leaders and how they’ve been the voice of strategy, response and direction. It is unfortunate that we were only looked to as leaders because potential tragedy loomed in organizations and workplaces. I don’t want to take away from any of the great work that has been done to date in the least. The circumstances we find ourselves in have allowed HR to flex their muscles and show how a people-centric approach was needed in our companies. Because, like most issues in the workplace, the center of them is people. It always has been . . . and always will be.

People are now seeing HR as it should be seen. This isn’t a call to take advantage of a crisis. It’s a chance for us to step into leadership because that is the vantage point from which HR operates best.

My hope is that we don’t return to any semblance of normality as HR practitioners. We can’t step away from being leaders. We should take up the same mantle we’ve assumed during this time of crisis and be those who help organizations perform through its people. We need to be present and visible from now on and not shrink back to our places of feeling we’re merely a support function.

Our time is now !!

I mean this with every inch of my being. I am calling out and throwing down the gauntlet to my peers to continue leading in every facet of your work. There is no reason for us to be on the sidelines or in the shadows. We need to break from the traditional pattern of yearning and hope that “one day” we’ll be called upon. That day has arrived. The opportunity which lies before us is wide open and can be defined by us through a continued movement which we are currently facing.

It’s intriguing to me that people are pushing against the boundaries of the restrictions we’ve been placed in to keep us safe. They’re looking for the ability to move around, interact and return to work. There is a palpable energy that is about to be unleashed. We should ride that train of emotion and stop our continued systems of confinement and restriction in HR.

People have been working from home and redefining productivity, innovation, collaboration and connection. So, why would we push for people to get back into their place in line? This is a time for us to unleash the talent which people possess and expect them to continue to produce, develop and grow !!

It’s also time for us to embrace the skill of being agile and adaptable. We were forced into this a few weeks ago, but now we can continue to practice agility and adaptablity !! My good friend Paul Hebert recently wrote a post on HR Examiner asking – “Can HR do their future job?” My answer is a resounding, “YES !!!” There’s absolutely no reason to seek normality. It’s our time to launch forward and construct the new workplace, create the new expectations of performance plus encourage the development of talent throughout the organization.

I plan to move forward. Will you go with me ?? My hope is that we continue to lead, grow and thrive personally, professionally as a global HR community.

Our time is now !!

Affiliate !!

I just returned from the SHRM Volunteer Leader Business Meeting in Washington, D.C. This is the year-end “thank you” for volunteer leaders from around the country. I’ve been going to this conference for many years, and it’s honestly my favorite one !! The reason it’s my favorite is that I get to be around my peers – HR professionals who also happen to volunteer their time and talent to the profession.

Years ago when I was the State Director of Ohio SHRM, I broke the norm that happened at this gathering. Typically, when people go to conferences and events, they hang out with the people they know. I get that. It’s comfortable, and it’s also a time to catch up and get to know each other better because most SHRM State Councils and chapters meet here and there. It’s nice to get away to build your team so you can be effective when you return to your part of the country.

It seemed odd to me that people who shared the same profession as well as the same connection as volunteers rarely reached out to meet people from other geographic areas. We had several opportunities to do this in sessions, but even there people sit in their cloistered groups. I wanted to see this change, so I invited people from all over the country to a local Irish pub after hours to get to socialize, network and continue “conferencing.” It stuck. I got to know peers from almost every state. That breaking with the norm set a new path, and now people go out of their way to connect and see each other on purpose.

Back to this year’s event . . .

After countless warm greetings and hellos with many people right as I entered the conference hotel, I saw my friends from New Mexico SHRM. They were more geeked than usual (which is a pretty high bar). The reason for their excitement is that their State Council won a Pinnacle Award – the highest recognition a group can win for efforts above and beyond their normal work. They were all wearing a new lapel pin that was the shape of the State of New Mexico. I loved it and was jealous because I dig getting all types of local pins and buttons from SHRM chapters. I congratulated them and we went our separate ways.

My new pin just fits my collection !!

When all of the attendees gathered, all of the volunteer leaders from New Mexico were sitting in one row with their lapel pins, blinky rings and small New Mexico flags. James, their incoming State Director-Elect, beckoned me over and handed me a pin. “You’re one of us. You always have been.” I was moved and instantly added it to my lapel.

It was so humbling to hear James say this, and he mentioned how I had reached out years before I knew him to get folks from New Mexico SHRM connected with others from outside their region. He thought it was great to make sure that I was affiliated with him and the folks from his State. Now I had a visual symbol that tied us together.

How simple was this act? He reached out and gave me a token to make sure to let me know that we were connected. It made me wonder why we don’t do this more as peers. What would HR look like if we were more intentionally connected as a profession? I think it would mean that human resources and, in turn, our organizations would be better.

People want to connect. People want to affiliate. The heart of all that SHRM has to offer is it’s members. It always has been and it always will be. We need to recognize that and make the move to break down the invisible, geographic barriers and come together as HR professionals.

When we’re connected, we become resources for each other both personally and professionally. There’s no good reason to keep in our own geographic areas. This week, be like James and reach out to ask others to affiliate. Let your peers know that they belong. They always have.

Take Your Shot !!

A few weeks ago my wife and I got to experience something we had been anticipating for over two years. We went to see the musical Hamilton !! We had heard all the hype and hoped it would live up to it. We even did some show prep by listening to the soundtrack on Spotify and looking up the history of Alexander Hamilton’s life.

It. Did. Not. Disappoint !!

From the opening scene to the dropping of the curtain after the second act, every moment was wonderful. We loved the orchestra, the staging, the continuous movement and the story. It was different than anything we had ever seen. The songs weren’t what we were used to. The pace was new as well. The lyrics had life, movement and swagger !! It was wonderful to take it all in.

All of the songs were powerful in their own way and were key in telling the story of his life. I was fascinated by the third song in where Hamilton exclaims that he’s not going to miss his shot. He was very vocal about wanting to be involved with all that was happening in the birth of America as a nation. He didn’t want to miss out. He wanted to be someone who made a lasting impact and legacy. He was overt in making sure he was in the mix of those that were starting the coming revolution.

Do you feel like that as an HR pro? Do you ever have the desire to be someone who makes a lasting impact through your work or in your field? I think you should and I know you can !!

Too often we feel that HR should remain in the shadows or out in the hallway waiting for when, or if, we’re needed. We’ve taken on the mantle of “support” so willingly that we rarely step out of this approach. Please understand that providing support to others is necessary in our roles. Don’t think that I’m stating that we should walk away from this aspect of human resources. However, I don’t think it should be how we’re expected to be defined. It’s far too limiting.

I think we lack the zeal and confidence that Hamilton and his peers seemed to have. Now, they had a big, audacious goal to achieve in fighting for independence and then designing the structure of our first governing body. Hamilton and his peers were far from perfect. They were extremely flawed. Even though that was the case, they pressed on to lead and bring about significant change. I understand that giant shifts and projects come about rarely. It shouldn’t discourage you though.

There are opportunities for you to take your “shot” on a regular basis in your workplace if you choose to see them. You don’t have to be perfect or have a senior level in the company. You can take leadership as well as provide support. You can put yourself in the mix of the people who are looking to change and shape your company. I don’t buy the response that senior leadership won’t “let you” take this on. Companies are always looking for people to step up and lead. Always.

This week take stock of all you do in HR. I’m sure it’s incredible !! Now see where there are opportunities to take your shot. This time though instead of letting it pass you by, step up. Don’t miss taking your shot !!

Convenience or Community ??

This past weekend I ventured out once again to finish my Christmas shopping. The weather was absolutely atrocious because of an endless, soaking rain. I would not be deterred because this was my one completely free day. I didn’t mind the rain, the snail like traffic, or the myriad of people who must have had the same idea I did.

One stop along my day long trek was at a brand name store that was an anchor location at a shopping mall. I was able to find what I was looking for there, and I wanted to stay dry for a bit longer so I decided to walk through the old mall. I was floored by the vast emptiness of the once robust gathering place. It was honestly a bit unnerving. Over 3/4 of the store fronts were blacked out and their logos were nothing but faded outlines that could barely be made out.

Now, I understand that business evolves. People do less and less shopping out in public. Many of us sit in our living room on our couch and place orders online. I’m not against this at all because it is easier to press a button and have something placed outside your front door. What I miss though is seeing people. Seriously. I love the hustle and bustle of people milling among each other. I don’t mind waiting in lines and listening to what people are discussing. I get energized by it !!

You see the empty shopping mall reflects one thing that is occurring that I’m not geeked about. More and more people are choosing convenience over community. This is a pretty broad generalization, but there are countless examples of how we want to have things brought to us so we don’t “waste time.” There is nothing wrong with being efficient. But, in doing this we aren’t coming together in other ways. We’re becoming increasingly isolated intentionally. The major concern about this move towards isolation is that we accept it as the norm. There is little push back against being slowly lulled apart.

I understand that I am an off the chart extrovert, and that weighs into how I feel. However, I see convenience being touted as being so much more attractive in all facets of life. During the holiday season, it’s well known that people struggle. There are many reasons for this and all of them are valid. With that before us, the last thing we need is a move to more isolation.

How does this tie into what we do as HR professionals? I think it’s pretty obvious. Isolation, you see, is occurring in our workplaces as well. We spend more time with our tasks than we do in actual interactions with others. On top of this, most people want to have little time with others that isn’t “work only” because we’re wasting time. (This includes how most HR pros approach employees.)

Well, I for one, don’t want HR and the workplace to go the way of the shopping mall. It’s going to happen if we don’t pivot and change now. I mean it. The call for convenience is hoping that we move farther and farther apart. I understand that you may not feel comfortable connecting with tons and tons of people. Please don’t take this request to the extreme.

You have the opportunity to start/build your community by intentionally reaching out to ONE person. One !! This is true because it takes only one person to step out of isolation and into the midst of another’s life on purpose. I can’t tell you how much I am driven by this feeling to see this change in our profession and in our company cultures.

This week, reach out to one person. You may be the absolute break from the isolation they’re experiencing right at this moment. It’s time for all of us to make a difference in the lives of others. Let’s finish 2018 building our community so that 2019 and the future will evolve as others come together. Always remember . . . we are better together !!

Is This the Real Life ??

“Is this just fantasy? . . .”

The opening lyrics to the Queen classic anthem “Bohemian Rhapsody” grab me every time.  This weekend I went to see the movie, Bohemian Rhapsody, because I am a huge Queen fan, and have been for many decades. I loved it !! Now, I understand that it’s been getting some push back because of some inaccuracies, but it’s a movie. I didn’t go to critique it. I went to enjoy it, and I truly did !!

The music was, and still is, magnificent and I loved singing along in the theater. What intrigued me even more was some of the dynamics that were portrayed throughout the movie. I think there are some very interesting lessons we can learn from about being in a band that can be reflected in the workplace.

Unique Talent – Each member of the band brought something new to the makeup of them as a unit. This both brought them together and tore them apart. It’s difficult when you put various talents together because we tend to compare and desire that other’s share our talent. That isn’t usually possible. I think that we should encourage the strengths that each person brings and see how to meld those together.

Diversity of Thought – This is something that isn’t valued nearly enough. Each member of the band contributed different ideas and perspectives towards their various hits. At times, ideas can run contrary to the flow of where a team (band) is heading. It is hard to listen to contrarian thoughts, but great leadership makes space for all thoughts to be shared and considered. You may want to see if you encourage this diversity. You may be missing some great ideas waiting to be known !!

Incredible Bonds – The band realizes that they are much stronger together than they are apart. They each play their part which allows them to make incredible music. When a team hits their stride in the workplace, they can have this same type of success. It takes incredible work and a component we tend to avoid – conflict.  Rarely does a team come together to take on a project and get everything accomplished smoothly. Conflict is something that will occur. Since you know that the bond is critical, help people work through conflict instead of avoiding it.

Risk taking and Creativity – More voices can lead to a team to rally together. When the band recorded their classic anthem, the record company balked because it was longer than the standard three minute radio play of the day. The band wasn’t willing to accept that roadblock because they felt their work was worth it. In the end, their risk worked. We always say we desire risk taking and creativity in the workplace, but we rarely truly allow it. Teams can come together to be a “safe” lab to try things out and move in exciting and new directions.

So, when you get your teams (bands) together at work, I hope you look at all of the great facets they can bring to each other, the workplace as a whole and the contributions they can make. Who knows? Maybe they have an anthem in them as well. Take time to nurture teams and expect them to thrive, and this can be the real life at work and not a fantasy.

Paperback Writer !!

Did you ever know someone who always seemed to have their head in the clouds? They seem to see the world from different angles and make observations that may not seem congruent with others around them. They may be seen as contrarians, but they’re good with it. They don’t seem to fit a category because once you try to put them in one box, they’re off somewhere else.

I’m one of those dreamers. It’s a bit unnerving to even talk about it because I want you to know that this post is much more about ideas and an approach than it is about me as a person. I’ve never felt comfortable when someone self-proclaims something because it brings about skepticism and doubt. We have a “prove it” lens we use, and we honestly wait for people to fail versus expect them to succeed.

For several years, I’ve been fortunate to share my thoughts on this blog, as a guest writer for other HR related blogs and as a speaker. It’s something I truly enjoy and look forward to. It’s nice to have a platform to take the ideas that keep rattling around internally, and get them out to share with others and see if they stick and have merit. There’s a risk in doing this because you need to be willing to be vulnerable and know that there may be those who absolutely disagree with you. That’s cool because dialogue and conversations should be welcome instead of forcing someone to just take your side.

After having many opportunities to share my perspectives and approach on HR, I had some friends say, “You know what? You should write a book and capture this. I’d read it.”

This is very kind and humbling. When I first heard people say this to me, I was intrigued with a mixture of cautious anxiety. All of the voices that pull at you questioning whether you should move ahead or not on a venture like this are powerful and loud. I’ve never been someone who feels comfortable in the status quo or staying stuck in a pattern, but the urge to just continue what I’ve been doing was attractive.

Each week I go to a local haunt called JTaps which is close to where I work. It’s great because there are not many people there and you can get away from the buzz and pace of the world and the workplace to think. I opened a journal and started writing down themes, ideas and thoughts. One week I took my laptop, opened a Word document, looked at my journal, ordered a Gyro, chips and a Diet Coke and started typing on a blank page.

After awhile, words became paragraphs and paragraphs became chapters. I had the beginnings of a book and decided to share it with a few close friends to see what they thought. They liked what they saw and so I reached out to see if someone would consider publishing it. As most of you know, I’ve been active with SHRM for almost 20 years as a volunteer leader. I mentioned that I was trying to create a book about HR and they asked to see it and then put together a proposal for them to consider.

(Here’s the exciting bit . . . .)

They chose to publish the book and this week at the SHRM Annual Conference in New Orleans, my book – HR on Purpose !! – launches.

It’s so surreal and I’m so geeked that I can hardly contain myself !! The book looks at HR from a positive viewpoint and gives you examples, real-world stories from the trenches and encourages people to own and thrive in human resources.

The book captures the belief that I have, and live, that people have value and that HR is the best profession that anyone could ever be in. It shows how you can enjoy HR . . . on purpose !!

I’ve shared before that I’m a music freak. I have some playing now even as I type this. This week, I get to live out one of the songs from my fave group, The Beatles, because now I’m a paperback writer !!

I’d be geeked if you took the time to check out my book, and I hope you enjoy it and enjoy HR even more !!


The Beatles Paperback Writer Rain 1966 by moss3516

Grow or Control ??

Coffee shops are inspirational. You knew that didn’t you? They really are and have to be. Most are full of people who are on laptops or tablets as well as groups of folks having great conversations. My fave coffee haunt, Cavu Coffee, is one of these inspirational locations !!

Recently, I was in the midst of a great conversation at Cavu with a friend and we talking about leadership. In the midst of a sip of some hot coffee, she laid this out for me – “You know Steve, there are two types of leaders. Those that help people grow and those who want control.”

I stopped sipping my coffee. I was struck by how accurate that was. When I think of the workplace, I definitely see this dichotomy at play. The tendency, however, is not usually focused on growth. I don’t mean to be negative, just realistic. Managers and supervisors live in a constant state of frustration because people just won’t do what they demand, I mean, ask.

We aren’t clean in this area either HR. The majority of our efforts in HR are to constrain and control. This is true from policies to performance “management” systems. I know many of my peers who are handcuffed by spending the majority of their time and contributions towards keeping employees in line.

How does this help people excel? How does this help companies thrive and perform? Why is the standard of how we allow managers and supervisors behave so low? The questions could go on and on . . .

We need to be a profession focused on growth – both personally and throughout our organizations. Trust me, this is healthier than what is being done currently. We all have to come to terms that “control” is a myth. It always has been.

Don’t believe me? Do you have kids, know kids or were a kid yourself? (I want to make sure to cover everyone). Parents miss so much of the phenomenal side of their children because they want their kids to behave, listen and stay within very tight boundaries. I believe in structure, and I was one of those parents who was more strict than I probably should have been. When I allowed my kids to just be themselves, they flourished !! Their creativity and imagination jumped out of them. There was little they wouldn’t explore or try. They were limitless.

The more I tried to keep them in line, the more I saw the edges get chipped off and they moved more and more to the “norms” that everyone expected of them. Why does this matter? You know what happens when kids grow up? They become our employees.

So, why wouldn’t you want employees who saw their work as having no limits? What if HR was less about “crossing the line” and more about boundaries and parameters that allowed people to perform? We need to step in and change the landscape of the workplace. It just has to happen.

People want to grow. They want to do this within their role and the organization. This doesn’t mean that everyone desires promotions and the out-of-date career ladder. They want to grow in how they do work. They want to grow in their responsibilities. They want to grow in how they move the company forward.

They want to grow . . . and so do you !!

I encourage you to eliminate the illusion of control and build an environment of growth. Go to a coffee shop and see how your inspiration blossoms !!