Tag: HRonPurpose

Wonderful, Always

This past week I woke up earlier than normal because I need to do some last minute shopping and prep for a day of development for our managers. As most people tend to do, I had a list in my head of what I needed to purchase. I wanted to get into the store and avoid contact if possible so I could “get things done.”

As I was hurriedly walking to the aisle for the supplies I was seeking, a cashier caught my eyes and greeted me. “How’s your morning going so far?”

“Great !!” I replied. “How about yours?”

She said, “Wonderful, always !!”

I stopped walking. I was struck by her response. This was not your normal greeting. I smiled and made a note to remember her reply. I gathered my supplies and couldn’t wait to get to her checkout aisle. I just had to talk to her more. As I checked out, we chatted for a few minutes about the day ahead and how it was sure to be great. I thanked her and I went off to set-up my meeting . . . but my attitude had completely shifted.

Did I mention that this interaction happened at Wal-Mart at 7:00am in the morning? Yes, Wal-Mart. There was something else that occurred as I was shopping. Every employee warmly greeted each other. Every. One. And, they didn’t do they typical “drive-by” greeting with the obligatory non-engaged response of “I’m fine” or “I’m good.” It was so refreshing to see and experience !!

Let’s put things into context. The employees I was observing worked in a retail environment that gets more criticism than other retail outlets. People judge folks who shop at Wal-Mart and make offhanded, look down your nose remarks about them. However, the employees seemed more authentic and engaged than most employees I’ve seen in any workplace !!

Now, I understand that all of us have “life” going on in varying degrees of challenges and/or success. That won’t change because life moves in waves. I wish we were always on the crest of those waves, but there will always be the inevitable troughs that come as well.

I admire Carol (that is the Wal-Mart cashier I met) because regardless of what is happening in her life, she chooses to genuinely see things as “wonderful, always !!” I love that a front-line team member is positively authentic. It’s a posture that I try to take and would love to see be the truth of anyone who works in Human Resources.

This isn’t about being naive or utopian in your approach to the day. It’s proven that if you start your day, and then continue through it, with a positive mindset that most of your interactions will go well. This is true even during the most emotional and/or dark circumstances you encounter during your day.

This week be intentional and determine that you will start each day positively. Don’t just make this a resolution. Work on making it your norm.

You have to trust me that when you do this things will improve. Your work will become manageable regardless of the obstacles that will occur. When you are out with your employees, you’ll brighten their day first before they have a chance to dump another load of crud at your feet. When you’re consistently positive on purpose, you eventually shape the culture of your company and the relationships you have with others.

I hope that from now on you’re  wonderful . . . always !!

Be Upfront !!

Have you ever had to buy anything? Of course you have. It’s interesting that the process of the sale often determines whether you make a purchase or not. A great connection and interaction may land a sale, and the opposite experience will most assuredly stop it.

Over my career, I’ve had various experiences in working with vendors. I’m sure that vendors will say the same thing. We all utilize vendors in business. We wouldn’t be able to be successful on our own. I’m thankful for the people who I currently work with because their products and services add value to our company and our employees.

Recently, I’ve noticed some rather disturbing trends when it comes to the HR/vendor connection.

I’m a HUGE proponent of Linked In !! I think it’s an incredible forum to reach out and connect with people around the globe. My network includes tons of HR pros, resource partners, students, people in transition and other business professionals.

Now, more than ever, vendors are using Linked In to reach out and connect for a potential introduction and sale. This method has replaced phone calls or in person visits, and I understand that. Everything is done through technology. This isn’t the concern. The concern I have is that if I choose to connect with you on Linked In, then that assumes I instantly will consider and buy your product, platform or service. That’s a pretty big jump if you ask me !!

Along with this movement on Linked In, there’s been another effort that is equally as disturbing. We all still get far too many emails every day. Interspersed between ones that are directly work related are subscriptions to blogs, various newsletter updates and information from vendors. The disturbing difference from many potential vendors is that the emails get more and more aggressive if you choose not to respond. On top of this, I’ve also had people use language to shame me asking why I’ve missed an opportunity that is sure to improve my situation.

One person even wrote me an email with the subject line “Concern” listed. As an HR practitioner, I thought it was a possible employee issue or something with a guest. The email was from a vendor who wanted to express his “concern that I hadn’t responded yet.” I responded. It wasn’t pleasant. He apologized and stated he didn’t realize that his tone would have raised any alarms.

This has to change. We rely on each other, and we can interact positively, but we need to retain the approaches that work.

First, be upfront and honest with each other. It seems simple enough, but it isn’t happening. I understand that you are tasked with landing a sale. What I’d like you to understand is that I want to have systems that help my company and my employees on an on-going basis. This means that not everything that is being offered will be a match. It doesn’t mean that your product is poor. It just may not fit.

Second, allow me to say “No.” Again, it seems simple. It just isn’t happening. Don’t think that if I turn down your service that it’s not successful. I would encourage you to develop a networking connection and relationship regardless if a sale occurs.

Finally, build on that relationship. What vendors fail to understand is that the HR community is very close and tight knit. We know each other and reach out to discuss practices and services. So, that connection you make with one HR person may lead to a sale in a company you never considered.

I realize that not all HR people are open to meeting vendors for the sake of meeting them. There are those of us who are willing to meet. But, please note that I want to meet you as a person as well as learn what you do. You may have something that could benefit a peer I know. Many of my closest friendships are with vendors that aren’t working directly with me or my company.

I’d love to see the HR/vendor connection improve. Let’s stop all of the “throw paint against the wall” methods. Reach out to me as a person. It’s always worked, and it still will. Keep it simple and be upfront.

Leave the Cupboard !!

This weekend I’ve been binging Harry Potter movies . . . once again. It’s hard for me to turn away when they come on. This weekend the SyFy channel picked them up and it’s been great !!

If you’re not familiar with the stories, Harry originally stayed with his aunt and uncle who didn’t want him there. In fact, he live in a “cupboard under the stairs.” They didn’t like him being in their house and they didn’t like that he was “different.” When he was young, he was at his relative’s bidding and wasn’t able to get out. After Harry finds out he’s a young wizard, the series takes off and he is no longer held captive.

This information is readily available in the books, the movies, online and fan clubs I’m sure. I know this is rather nerdy, and I’m good with that. You see, I also tend to see HR applications in almost everything.

For far too long HR has remained in the cupboard under the stairs organizationally. We continue to practice as a fringe support function that is accessed when, and only if, needed. It leads to a lonely, frustrating existence. And yet, we do little to push against the way we’re treated. It’s as if we’re being held back just like Harry because what we offer our companies is seen as different.

I love that my peers are empathetic, caring people towards others in the company. By stepping out and leaving our normal surroundings, we don’t forsake this. It’s an attribute that should define us as humans overall and especially within the workplace. It shouldn’t, however, mean that we cower in the shadows only to step out at certain times. We are overdue in standing up, being confident and being seen, heard and valued.

I understand that this can be a daunting undertaking for most. It can be so challenging that it may force people to stay in place because that is more comfortable. There is an easy step that you can take which will start to broaden your perspective and give you the courage to move forward.

When you ask people what consumes the majority of their time during the day, they’d immediately respond “their work.” This isn’t really the case. Our reality is that our days are consumed with people. Conversations with people. Interactions with people. Issues with people. And so on . . .

So, the first step is something that I make sure to practice every day. Leave your desk and be out among others. It seems so simple, but very few willingly do it. We tend to talk to others in our company using our HR face and HR voice. I mean that we feel we “have” to talk to others in order to get some transaction completed. I understand that we have deadlines, tasks and administration that needs to be current. It shouldn’t be the main reason we meet with others. The main reason for interaction is . . . because they showed up !!

Your days will be so much more fulfilling when your out among others. You’ll learn more about the conversations that are happening, the feelings that are being shared and also the pulse of the organization. You cannot do this behind your desk or computer screen. It’s not possible !!

This week, step away from whatever’s holding you back from having intentional and meaningful encounters with other people. I encourage you not only to do this with co-workers, but HR peers as well. Don’t stay under the stairs. You have too much to offer your organization and your profession !!

Allow Grace

Have you ever made a mistake at work? Have you ever talked poorly about someone else you work with, or that you know, without that person knowing about it? Have you ever disappointed someone else because you didn’t follow through on what you said you’d do? Have you ever said something that you thought was harmless, but it hurt someone deeply?

The answer for me is a resounding “Yes” to all of the questions listed above. I’m not proud of that, but it’s a reality. I’m human. I’m sure to fall and fail others. Hopefully that’s not intentional, but it could be. I could have filled this entire post with more questions which feature how people fall short of positive and/or ideal behavior.

The challenge in today’s workplace, and in society overall, is that when we fail each other that there is no room for grace. We demand an instant response along with a staunch stance to be taken that has little room for a right/wrong position. We usually want others to hear our opinion and then we make arguments for others to come to our side. In the midst of this type of reaction, we completely run over our humanity.

Now, please understand that I’m talking about when someone makes a mistake and is insensitive or thoughtless about others and their feelings and/or diverse viewpoint. I’m not talking about overt actions and/or poor behavior. That is at a much deeper, and more concerning, level. Poor behavior should always be addressed. Even then though, I would offer that you can allow grace when entering into these difficult situations.

As HR professionals, we are daily in the midst of people. (At least I hope you are !!) People are messy and will fail each other. It’s unavoidable. When it occurs we have a choice. We can either rely on a system of unrealistic policies and procedures as a list of do’s/don’ts as our response, or we can be humans ourselves.

I would recommend that you try a new approach and allow grace to occur.

This may be foreign to you, and I can almost guarantee that it’s foreign to how employees have been approached in the past. We don’t feel that we have the latitude in our roles to show grace to others when they mess up. I just don’t think it’s true. We have more latitude and ownership in how we approach others because it’s our own personal style.

I know that when others have shown me grace when I’ve stumbled, I’ve been thankful. It allowed both of us to breathe, calm down and look at the situation in a fresh and open way. More often than not, it led to a productive outcome and a stronger relationship. Trust me when I say that allowing grace in our interactions with others will be positive most of the time.

This week buck the trend of others who tend to be reactive and destructive when people fail them. Instead of talking ABOUT others, talk TO them with an attitude of grace first so that you seek to understand them, the situation they’re facing and how to potentially move forward. If you try this, I think you’ll see the people aren’t as bad as you think. Also, it will make HR, and your life, more balanced and fulfilled. It works.

You Never Know

I’m still recovering from SHRM18. There were so many memorable experiences that it’s hard to capture them all. I had the chance to see old friends, meet some folks who’ve I’ve only known through social media and also meet a ton of new people. If you haven’t gathered my focus yet, the SHRM Annual Conference, and any HR event for that matter, is about the people.

I was in a very unique position this year in that I spoke at two Mega Sessions during the conference. They’re called “mega” because the room you are in is usually vast. I mean it. Vast !! I scoped out the room for my first presentation the day before people arrived for the conference and it took my breath away. No one was even in the room yet. As the time arrived for me to speak, the room filled up. The entire room and there were folks outside the hall in an overflow section. I was geeked by the turnout and a bit anxious to be honest.

I don’t normally like to talk about when I present because I consider it an honor any time I get an opportunity to do it. There’s no greater thrill than to speak to my peers. That’s a fact.

After the first presentation, I was overwhelmed by the response. I couldn’t leave the room for many minutes. I was floored by the people who came up for a hug and some reassurance. There were many laughs and tears shared. I was surprised by how many people stated that they were considering leaving HR, but they were reinvigorated and said they’d stay in the field after I spoke. That is humbling beyond measure. You have no idea.

You never know how you’ll be received if you have the opportunity to speak at an event. I never take it for granted. I heard several people say they just were glad to hear something positive for a change about the work they did. It seems so simple, but it is unfortunately missing in our profession. Instead of lifting each other up, we spend more time criticizing and tearing down our circumstances and the people we work with. It still floors me that there are so many HR peers who spend so much time being discouraged.

The second day was even more overwhelming than the first. I spoke after the final keynote and it’s when many attendees head home. The next room was overflowing once again. It was hard to hold back tears just looking out over the crowd. Once I was finished, I had to do my best to get back to the SHRM Store to do the other surreal thing I get to do now – sign books. However, I needed to make sure to get back. As I was leaving, the most amazing encounter happened.

A young man asked to talk with me and he saw I was in a rush. He introduced himself as Usman from Pakistan and he just wanted a few moments of my time. I asked him to walk with me, and he was kind enough to oblige. He told me how exciting it was to hear about having HR be people-centric, and it’s something he wanted to see happen where he worked. He told me he was going to buy copies of my book for his entire staff. I was crushed by this. Others had done this (also amazing), but he was going to buy 38 copies and take them home to Pakistan from Chicago !!

He was kind enough to stand in line with others and I asked him to wait to be the last person because of so many purchases. He agreed and then he called a member of his team in Pakistan to get the names of his staff. She worked to get the names and asked for ten minutes to get him the names. It was 11:00pm at night where she was !! She sent a list and I sat with Usman and personalized each book.

Then . . .

We ran out of names and he had six copies remaining. He said that one was for him and the other five were for people that he was planning to hire in the future. They weren’t even on his team yet. He said that he wanted them to have the same positive message to work from as the people they would be joining.

You see, you never know . . .

This week make sure you encourage the people who come into your life at work, at home, at school or out in public. They long to be like the people I met. They want someone to believe in them and they want to belong. You can make that happen. You may be the one connection that makes a difference.

You never know !!

What Others See . . .

How many times have you walked into as an HR pro, and you felt the room grow cold and silent? If the answer is once, that’s TOO many !! The old standby you hear from HR folks is that when you walk into a room and people audibly say, “Ssshhhh, here comes HR !!”

Sadly, when that occurs (and again, once is too often), we tend to drop our shoulders and our gaze to our feet in defeat. We don’t feel that we can respond because we’re afraid that we’ll hurt someone’s feelings. Don’t we have feelings as well? Aren’t you tired of this being the response when we show up? Also, this isn’t just with front line staff, this response happens at all levels of organizations up to executives. This has to stop and I want to give you some tools to make that happen.

The first thing to think about is what others see when you’re coming.

I’m not suggesting that you become someone you’re not. In fact, you should be genuine and true to yourself always. HR people lack organizational confidence at times. We strive to “get along” which is admirable. Getting others to be collaborative is effective in any company. But, forsaking your identity is not. Everyone in HR has great things to offer. The key is to step forward and out of the shadows on purpose.

Secondly, be positive in your approach.

I’ll be honest, we may have earned the negative response we receive from others. HR has tended to be more based on restricting others with a wide variety of do’s and don’ts feeling that this is our duty and how we add value. It just isn’t true and this approach has never worked. Never !!

So, be intentionally positive with others. See the best in them and make sure that your focus is to lift others up. It’s odd to even have to suggest this. However, being positive takes action and it’s your choice. Wouldn’t it be great that when others saw you approaching, they had a positive response first?

Finally, own who you are and what you do.

I know that I’ve written this before, and we’ve made great progress. But, I still meet many HR people who feel that this is just beyond their reach. You have to believe me that it’s not. Being self-aware and self-assured are great attributes of all leaders. I hope my peers understand that we can, and should, lead in our organizations and our profession. We will always have a place as long as we stay relevant. Own your role. It’s what other’s do naturally and it’s time we took our place.

This coming week I am going to the SHRM Annual Conference (#SHRM18) where I will get to meet and interact with thousands of HR people. I can’t wait !! It will be my goal to see them in a positive light when they’re coming down the hallway. I will do my best to connect with them and re-energize them so that when they return to their workplace, they rock it !! It should be our goal for HR to act, lead and be seen positively. Will you join me ??

 

Be A Door Opener !!

Recently, it seems like Linked In has unlocked some vault of invitations. I’m not complaining, but it’s a bit daunting to get a constant stream of requests to connect. I’m not an “open networker”, but I am very comfortable in making connections. I have a slightly different perspective than most though.

Networking seems to be a regular subject for bloggers (including myself). I write about the topic because I don’t see many people network on an on-going basis. Most folks seem to “network” when they’re in the need of a job, and once they land their next gig, they slip back into professional isolation. I don’t understand that. How can people matter when you have a need, but once that need is met they don’t?

I view networking and making connections as a business skill. Having connections gives you the ability to make your company thrive through learning new methods, information and resources that you may not have known about. We tend to work within our four walls and barely lift our head during the day. I know it feels right, and it gets work accomplished. But,  what if there’s a better way?

We need to get past the thought that meeting and connecting with others is a waste of time or a hindrance to “real work.” It’s just not true. So, I have a suggestion for you to consider in making networking effective and fulfilling.

Be a door opener.

What does this entail? It means that connections don’t have to end when you meet with someone or accept their invitation on Linked In. You can take a next step and connect them with another person.

(Quick disclaimers – I understand that we all have a finite amount of time, focus and attention. Not every connection is going to lead to something long-term. Also, I’m not too keen on Linked In becoming the new salesperson’s cold call, but that’s for another time. Let’s continue . . .)

Someone reached out to you at one time to make a connection on purpose. There may have been several factors that led to that connection occurring, but they took the first step. So, if someone did that for you, why wouldn’t you open the door to someone else to make that next connection?

Here’s an example. When I meet someone who is in transition, I let them know that if I’m connected to someone in a company they’re trying to join, I’d be glad to reach out and drop my connection a note on their behalf. I’d open a door. I believe that good people should have great roles in great companies. I rest on the belief that opening these doors will not only help people, but it will also improve companies in the long run.

This is worth my time and it’s my personal choice to do this. The person seeking a job still needs to do the work of interviewing and landing the job. However, opening a door may be the one thing they can’t do solely on their own.

Taking this approach doesn’t only have to work with job seekers. I often meet with vendors who I know that I probably won’t use at the company where I work. However, I feel it matters to meet them because I may know someone else who could use them. If they can grow their business from a connection that I made, then people succeed. That’s always positive !!

This week change your approach to connecting and networking. Refuse to let connections stop with you. Instead, be courageous and connect them to at least one more person down the line. You never know, you may be making a connection for a future teacher, salesperson, entrepreneur, CEO or HR professional. Going forward – open doors.

HR Like An Artist !!

I don’t consider myself a “typical” male. I have many interests and enjoy all of them. I can talk sports with the best of them, but I don’t limit myself to sports alone. I love engaging in conversations about politics, religion, music, travel, random trivia and art. I LOVE art in all its forms. Just like most, I have certain preferences and not everything called “art” seems very artistic to me. But, that is the beauty of art. People can take it in and then decide what they like or what they detest. It doesn’t make a piece any more or less art. It allows for a wide variety of perspectives, emotions and opinions.

Lately, I have truly enjoyed watching Genius: Picasso on National Geographic. The series is capturing the eclectic life of Pablo Picasso. He chose to live life to its fullest and was quite a bohemian. His passion to paint consumed him, and it drove him to break more and more boundaries of what was considered to be how art should be expressed. There seems to have been many lives left in his wake as well as many relationships that fueled his passion along the way. His ego never was in doubt, but that meant that few people were very close to him. They were drawn to him because of his fire and charisma, but in the end, he put himself and his art before anything else.

Picasso was no different than us. We all have flaws, and some of them may be detrimental. What does make him different than most was that his drive to never settle runs contrary to how most people experience life. Settling gives us the illusion of comfort. What we miss in seeking a level of comfort is that we end up stagnate and immobile.

One of the reoccurring statements in the TV series is that when pressed about “rules,” Picasso defiantly shouts, “I don’t follow rules !!” This stance intrigues me because much of what is considered traditional HR is built upon the existence of a myriad of rules. In fact, and I know this may be an over generalization, I think most HR people feel they thrive in creating and enforcing rules. There seems to be an allure to make sure that all employees “fit” inside neat, confined systems. Personally, it baffles me.

How can limiting people help them? Please note that I support ideas like structure and framework in the workplace, but I feel that rules constrict. Rules are rarely applied consistently even though we say they are. I think our intentions are good, but our practice is inconsistent. It just is.

I believe in breaking rules and always have. In the show, Picasso says he wants to smash the rules artists were following. He wanted to set a new direction and path. Whenever I mention this to others in HR, I see the gleam in people’s eyes. They want to experience new ways and paths, but the pull of stability often dims the spark that is ignited.

How can we move past the spark? How can we be a profession that frees people to perform, express their creativity and allow them to contribute? The quote listed above is the key. Learn the rules that exist. Know the environment and situation you work within. Then . . . “break them like an artist.”

This coming week be willing to act like Picasso. See what is around you, but refuse to settle for the norms. Quit adding to the stagnation. Instead, be creative yourself to see what can be broken and redone in a new and imaginative way. This week become the artist in HR you were meant to be !!

Doctor, Doctor !!

This past weekend my amazing daughter accomplished something 21 years in the making !! (if you start from Kindergarten) She earned her Doctorate of Occupational Therapy from the University of Indianapolis. To say that my wife and I are proud would be a gross understatement.

I know there are many families who are celebrating the graduations of their children from high schools and colleges all over the world. It’s a milestone that still gives me chills to see people reach any level of education. There are countless hours of studying, research papers, projects and presentations. Each one seems daunting at the time they’re due for both the student and their parents. So, I want to wish a hearty congratulations for everyone celebrating graduations this Spring and Summer. Make sure to enjoy them.

Now, back to my daughter Melanie . . .

There were 52 people in her class who earned their Doctorate this weekend, and they are all part of the inaugural doctoral class at UIndy. There were many proud parents, spouses, partners, children and extended family. It was wonderful because we don’t have enough times in our days where there is only positive energy. You didn’t hear one complaint. Instead, you could hear an audible sigh of relief from everyone involved.

We have been so fortunate over the academic portion of Melanie’s life. She has been at the top of her class ever since she began school. She never faltered and pressed herself to succeed. My wife and I expected both of our kids to perform, but left it to them to do the work and get the results they’ve earned. She continued excelling throughout high school, undergraduate and throughout her graduate studies. She ended up with a 3.93 GPA out of 4.00 in her doctoral program. (I know, slacker. She left .07 on the table !!)

More than any academic achievement, we’re proud of who our daughter is as a young woman. She is someone who has a strong faith and a heart for others. She has served people in many different arenas around the world including Ghana and many inner cities throughout the U.S. She attracts others like a magnet and is a close friend to many. You’ll find her to be selfless and yet self-aware and confident. She’s also fiercely funny and a joy to be around. My wife and I often heard from teachers, friends and their families how much they enjoy having Melanie around.

Remember how I said I was proud ??

We’re most impressed by what a great human Melanie has become. She is positive and does her best to bring life and light to all she encounters. You can’t ask much more than that from your children.

Now, like all of those other graduates, she steps out to take her next step. The difference this time is that she won’t be going to another school. She’ll soon be sitting for her boards and then will enter the workforce somewhere. I’m geeked that she’ll be in a field where she’s taking care of humans because that is what she was made to do.

There were many tears shed and they glistened on my face at every event I attended. It’s hard to believe that 24 plus years ago I held this beautiful little girl born on Christmas Day. And, from now on, I get to call her Dr.

I can assure you it will never get old !!

To Blog Or . . .

. . . not to blog. That is the question. Whether, ’tis better to keep your thoughts to yourself. Or, to take the chance to put yourself out there for people to critique.” (With apologies to William Shakespeare)

I’ve been blogging on a weekly basis for over seven years now. It’s something that I truly enjoy and hope to continue for years to come. Sure, it’s tough to come up with new “material” all the time, but that is part of the challenge. I have a handful of friends who have been blogging for longer than I have, but that number continues to unfortunately shrink.

 

 

 

 

 

 

 

 

I understand that it takes a ton of energy to write – more than most people think. I also get that you can tire of blogging, lose interest in the passion you once had, or you have other circumstances in life that pull you in new directions. I’ve noticed a few new movements in social media that honestly excite me instead of discourage me !!

Podcasts – More and more of the “original” HR bloggers are now starting podcasts. They are still sharing their voice, but in a different format. Podcasts are fantastic and diverse. You can find them on HR, business, the arts, etc. It’s a great way to broaden what you know. I hope that these friends continue to blog, but as long as they’re sharing – I’m good.

New Voices – There are many new voices who have begun to blog and they are in various stages of their careers. I love hearing what they have to say and their perspective. Yes, they’re covering some topics that have been blogged about in the past, but so what ?? I have added many of these new bloggers to my Blog Roll and I encourage you to check them out.

HR Conferences – There have been bloggers who have attended HR conferences for years. They are brought in to provide coverage and share what they’ve heard in sessions. It’s a great way to get content out. I’m especially excited about the #SHRM18Blogger squad that has been convened this year. They have been very visible and active to bring the event to life even before it occurs in June.

There is one trend I do not like to see, and that is when I hear about people who demand absolutes from blogging. The idea of “for and against” has rarely yielded anything positive. The reason for that is that if YOU are for something, then you see is has value. If it runs contrary to your beliefs or how you practice HR, then you tear it down.

I’d like to suggest that we stick with a better approach and that is that blogs “inform” us. They always have and that is why blogging still intrigues me !! I want to be informed of views that both align and divert from mine. I love reading the blogs of many of my peers to learn from them. I don’t agree with all of them, but they give varying perspectives. That is the beauty of sharing thoughts and ideas.

I’d encourage you to start a blog if you want to share your voice. I’d encourage you to read other’s work so that you can see where people are coming from and be more informed. One other item . . . I encourage you to share the work of others.

I know I’ve stated this many times before. In order to shatter the social media/blogging echo chamber, share the blogs of others. It’s not enough to “write into the wind”. I love to see other’s work shine and get spread around the globe. We have the means to do it. Please join me in this effort.

Blogging connects us and makes us a stronger HR community. The stronger our HR Tribe is, the more we influence the industry and organizations. I look forward to seeing what continues to be written !! I choose to blog.

Image from the Editorial Cartoonists – Cox & Forkum