‘Strategy’ Articles at Everyday People

Develop a Concert Culture !!

This past week I checked off an item on my bucket list by seeing the Foo Fighters live in concert. I went with Todd, one of my best friends, who is a huge fan. We ventured to downtown Cincinnati to the Great American Ballpark. The venue is used to being packed to the brim with fans for the hometown Cincinnati Reds, but this night it was converted into a rock venue for some 40,000 people.

Both Todd and I dig live music and we planned to get there early to take in every moment of every band. The night was going to be a mix of sounds and styles for sure. The opening band was Mammoth. They’re fronted by Wolfgang Van Halen, son of rock guitar legend, Eddie Van Halen !! The second band was also on my bucket list and I never thought I’d get to see them. Ohio’s own Pretenders !! The Foos were the headliners and made for a phenomenal bookend to a night full of tunes.

I could write volumes on how the entire night was full of emotion. As the sonic output of every band emanated from the towers of speakers, I experienced levels of joy, surprise, and familiarity. There was a mix of laughter, screaming, singing, and even a few tears. You need to know I’m a massive music freak so I was definitely in my element.

After we took in the 5 1/2 hours of music (which was epic !!), I had a chance to contemplate what I saw and how it could reflect the workplace. We spend so much time trying to find the perfect solution for a culture that will enable employee engagement. There are methods, programs, initiatives, mottos, activities meant to bring “fun” alive, and surveys to measure all of our efforts. It’s exhausting and produces lackluster results. I think we could learn from the Foo Fighters in how to build an engaged culture.

First of all, you need to have a venue that is open to one and all. You can either stand next to the stage or sit miles away in the atmosphere. You’re not confined by anything and can wander around to get your needs met with food and drink. You can even get merch to mark the event and have it serve as a memory reminder of what you experienced.

Secondly, you need to make sure you represent every generation in the workplace. The opening band, Mammoth, is just starting their career and featured young musicians trying to make their mark. The Pretenders lead singer, the legendary Chrissy Hynde is a spry 72 years young. She was performing before many of the concertgoers were even alive. The Foos are experienced and have members who have been with them for a few years along with the founder, Dave Grohl, who has only 3o years of experience with this band. (BTW – He was the drummer of the Grunge legends – Nirvana – as well.)

Finally, you need to have a leader who exhibits passion and vision. If you’ve never seen the Foos in concert, then you need to look at some live coverage on YouTube. Grohl is a true ringleader. He bursts onto the stage and immediately yells to the crowd to invite them in for the night. He exhibits fierce artistry and talent while his long hair becomes matted to his face and covered with sweat as he rips through song after song. He stops at intervals to make sure the crowd is engaged and with him. He doesn’t want one single person to detach and not pay attention.

Midway through the concert, he stops to individually recognize each of his band members. He heaps glorious praise on them publically and then allows them a few moments for them to play their instruments on their own. Their talent is evident and shines. He also acknowledges how each of them makes up the whole. He values each of them as musicians singularly, but reminds them that together they make up the band that is now in the Rock n’ Roll Hall of Fame !!

All of the components of a great company culture are there in one neat package. If you:

Provide an environment that meets your employees’ needs which is welcoming, safe, and allows them to move and find their space, and,

You make sure that everyone is included regardless of age, skill level, background, or level of experience, and,

You have someone who provides vision, expects you to be involved, is visibly passionate, and guides you with direction, then . . .

You have a concert culture !!

Just think what work would be like if we took this example and incorporated these facets where we work. You wouldn’t have to ever measure employee engagement because you’d see it lived out in front of you every day. So, this week figure out how you can take the stage, look out into the crowd, and when you hit the first note a new culture of engagement is born !!

To get you inspired, here is my favorite Foo Fighters tune – These Days.

Simple is Hard

This past week, I was fortunate to return to the speaking circuit for the first time in 2024. Whenever I get to speak to a group of my HR peers, my bucket is instantly filled. I never take it for granted. As soon as the obligatory speaker introduction ends, I can hit the first slide, and time seems to disappear.

I can feel the energy of the room ramp up when I introduce a few of the concepts I wanted to cover during my time. You see, I believe in and have practiced a stripped-down version of HR throughout my career. When I began practicing several decades ago, it wasn’t even called Human Resources it was Personnel. What was interesting was the old name of the field was a more accurate description of how most of the work was done. It was impersonal distant and heavily process-driven.

People are probably reading this and screaming that little has changed. That may be true in pockets or in companies that don’t value HR. I hate to hear that. I can’t tell you how many times people have come up to me after presentations sharing that they are faced with roles that still value the Personnel approach. Interestingly enough, there is this constant push to rename and rebrand the profession yet again. Instead of focusing on doing good work with people, we’re worried about what we’re called as an industry. I really am not concerned with what HR is or isn’t called as long as we try something that works.

Great HR is best when it is simplified. When we strip back the layers of the muck that have been built in over the years we make true progress. We thought our purpose had been to continue to build system upon system, process upon process, and policy upon policy. The more we wrote and implemented, we assured ourselves that our work and relationships with people would go smoothly. We have tricked ourselves into believing that we can have the perfect model with a set number of prescriptive steps to refer to for any situation we face.

There are still speakers, books, blogs, and podcasts that propose this ineffective and archaic belief system. Isn’t it ironic that if we only needed one true system then there wouldn’t be the need for any others? Have you stepped back to consider that?

Simplifying HR is needed because people are complicated. Each individual on this planet is unique. They can’t be, and shouldn’t be, crammed into a box of any sort in order to comply and conform. But, as Martin Scorcese so aptly stated, “Simple is hard.” You think it would be just the opposite. However, creating more and more and more layers of do’s and don’ts (mainly don’ts if we were honest) is easy. Having the discipline to keep things simple and not allow the layer building to occur takes considerably more effort.

The key to understanding here though is this – Keeping HR simple allows you and your employees to thrive. You have to trust me that you unleash more of the inherent talent people want to bring to work if you focus on allowing them to perform. How that looks where you work is up to you.

This is the baseline message of almost every talk I give. I’m out to deconstruct the past in order to build up the profession. Pulling the layers back and eliminating them reveals amazing people who have been there all the time. We just haven’t seen them because we’ve been lulled to sleep doing work building matrixes.

This week find one thing to strip back. Just one. The next week find two to three more and so on. Have faith and know that simplified HR can work for you. Taking these steps will be far more impactful than building the next great initiative. Enable the people you have working at your company to perform. You’ll find when you do this, they will.

Be a Bracket Buster !!

If you’re a member of my immediate family, then you know that this time of the year is occupied with one thing . . . basketball. I grew up playing myself for years and when I got married, my amazing wife came to games I played as an “adult.” I started coaching local teens before I had kids of my own and then they started playing !! Our daughter played through high school and our son played through elementary school.

Layer on top of all of this frantic basketball activity we’re avid in-person and TV basketball watchers. We became fans of Xavier University living in greater Cincinnati. For years we were fortunate to go to games at the Cintas Center and we loved every moment. Throughout the college basketball season, one game or another is sure to be playing. My wife has even mentioned she’s often a basketball widow. It’s taken her decades to understand the nuances of the game, but now I’ll hear her scream, “That was traveling !!” It warms my heart.

During the NCAA tournament, nothing else is on TV. Nothing. We watch teams we cheer for and also ones we don’t know. We have a family bracket (of course) and more often than not Debbie wins (the one who never played.) We’re glued to every result and we exclaim disappointment and angst when any of our picks are wrong. They are inevitably wrong because it’s nearly impossible to choose the winner of every game. When a lower seed upsets an upper seed there’s added excitement even when it busts your bracket.

In fact, we love when the underdog surprises the favorite and wins. I especially like it because the sportscasters become flummoxed and tongue-tied. They are at a loss for words because they’ve been conditioned to primarily focus on the favorites. The networks also appear to do research and stats for the bigger programs and schools of note. The cynic in me also feels the networks want the favorites to win because that means more people watching and bigger advertisement dollars.

This makes the win of bracket busters even sweeter. The lower seeds are filled with talented players. They may not be future NBA superstars, but any athlete who has the skills to play at the collegiate level is more talented than most. It’s great to see the players who are on the teams who caused the upset talk because they ALWAYS talk about their team as a whole. Always. This is true even if one or two of their players excelled more than the others. There is a team mentality that makes them more cohesive and effective.

I believe we should have the same mentality and approach you get from the bracket busters in the workplace. Every employee who you work with is talented. Every. Single. One. Bringing employees together as a collaborative team is what we should strive to build. It’s great if you get a few people who may have a stronger skillset in one area or another, but they perform even better when they’re part of a larger team.

We need to move away from focusing primarily on a few people and see how each person can thrive and move the organization forward. Start making the effort to pull folks together into teams throughout your company. Make a group of bracket busters and see how you unlock the talent that is already present !!

Let’s Explore !!

A highlight of our trip to Houston was the NASA Johnson Space Center. It was a pleasant surprise because we didn’t expect it to be so rich and full. We thought we’d spend a few hours milling around and then we’d head to another site. However, we ended up spending our entire day there and we didn’t get to fully experience all the Space Center has to offer.

As we looked at the various displays, we’d get lost reading the intricate details which described each item. We saw space suits, moon rocks, different pieces of equipment used on missions and so much more. Even though it was a vast collection, I’m sure that it doesn’t even scratch the surface of all that it has taken to accomplish the many milestones and new boundaries throughout the history of the space program.

There was a common thread woven through the museum. The men and women of the space program all had a sense of adventure, a willingness to take risks, and the faith that success was sure to occur. It’s hard to grasp the depth of all that went into making space exploration a reality. The hours of math. The countless experiments. The innovative new materials that were developed. You can’t possibly name all of the different things that came to life prior to any semblance of the level of technology we have today.

They were, and are, explorers. They have a perspective of always looking ahead to what could possibly happen. It evolved from rockets, to space flight, to Skylab to the International Space Station, and possibly flying to Mars. The telescopes and satellites keep reaching farther and farther to the ends of our galaxy trying to capture visuals of the universe itself !! It’s fascinating and ever-changing.

Of course, it made me think of Human Resources. I thought to myself – What would HR look like if we reached for the next horizon?

You have to know we’re the ONLY profession that is far too self-reflective while also being self-destructive. We aren’t looking for what’s ahead. Instead, we bemoan all that is “wrong” and our endless shortcomings. If you spend any time at all reading about HR or taking in webinars and conference presentations, you hear the message of endless fixing and patchwork attempts to repair a never functioning industry.

Yuck. Seriously. Does that type of approach make ANYONE excited about being in our field? We’re having ongoing, in-depth arguments about how to “rename” what we do thinking that will position us to finally take on a tangible, relevant leadership mantle. It needs to stop. Now.

I think we need to be explorers !! We need to look out into the abyss of our profession and the approach of our organizations and see how we can venture out to reshape, redefine and renew it all. If we were more like astronauts, we’d eagerly work toward seeing what’s next. We’d have the passion and anticipation of making a discovery that would alter how work is done and how people are treated.

We need to take all of the good work that has been done in HR and treat it as a solid foundation from which to launch. We need to cease retreading one program and initiative after another hoping to uncover a hidden gem. They may exist, but not in what we’ve done so far.

It’s time for us to explore. I’m tired of listening to the message that tears our profession down. I believe in what we do. I believe in humans and that most of them are good. I know that companies can be people-first AND perform !! We can reach heights never before seen or thought of.

Will you join me as we tackle the immense, complex and inviting HR universe which lies before us? I hope you will !!

Capture Your Thoughts !!

As we jump into 2021, we’re already being bombarded by more and more circumstances and situations. I’ll be honest, it’s hard to try and clear your head with all that is happening. I didn’t expect a magical switch to flip after we hit January 1st. That’s not realistic.

On top of the constant waves of activity, there are distractions that are all clamoring for our attention. There are those that deserve our focus such as our family, friends and work. However, we need to be self-aware that even these important areas of our lives may not get the time they need. Add on top of all of these factors, that we want everyone to organize our lives according to their methods and/or systems.

My wife is the best person in my life. That has nothing to specifically do with organization, but I never miss a chance to recognize how fortunate I am to have her as my partner. The bonus is that she is incredibly organized !! She has a distinct advantage over me because she is a rational, linear thinker. It makes sense for her to compile lists and then knock things out as they’re completed. She has lists for each day, week, and even some looking far out into the future. I admire that this approach works for her because it keeps her life, and our lives together, in order.

I am about as far from a rational, linear thinker as one can be. The slightest piece of activity going around me gets at least a glance. This is not new. I’ve always wanted to take in everything that occurs as it happens. This allows me to be more observant and open to various perspectives, but it also means that I can bounce back and forth between a multitude of things without landing on many. I find this freeing, but it also can be limiting and even frustrating when working with others.

I don’t know one person who doesn’t have a full plate in their role at work. Not one. Our plates may not be filled with the “right” things, but they are overflowing nonetheless. In order to make sure the plates I had didn’t only get a small snapshot of my attention, I had to come up with something that reflected how my brain works to capture my thoughts.

I use notebooks. Many notebooks. Each one contains some aspect of my job. A few contain thoughts and projects outside of work. If you picked one up and started to thumb through the pages, it would not make much sense to you. It’s not supposed to though because it’s my personal approach. It makes as much sense to me to use multiple notebooks as it does for my wife to utilize lists.

The key to making progress during these uncertain days is to have a method which works for you. Where I’d encourage you to change though is for you to understand that your system won’t work for others. People are unique and will put their own twist on how they feel most comfortable to capture all that is happening so they know how best to reference the information when and where they need it.

So, instead of letting this world overwhelm you come up with the best technique that will allow you to remain calm, clear headed and “organized.” Then, follow your process and make sure it becomes your fabric. Value that others do things differently and see how you’ll have a way to move forward.

I better write this down. Time to find a new notebook . . .

Give It Up !!

As you head into work this week, how does your plate look? I’m sure it’s full. I’d be surprised if it’s not. Knowing that’s the case, how are you going to start the day? Are you going to pull your big boy/big girl boots on and jump into the fray? You probably will and it will have limited success. It will probably lead to frustration and a feeling that you’re never getting ahead.

I’m not being critical because you may have things all together. I’m not one of those folks. I get distracted often. The distractions are a mix of what is natural in HR by being pulled in several directions at the same time, and the reality is that I can follow a shiny object if it gets into my field of vision. I think it’s important to be reflective and honest about how you’re wired. However, I don’t think it should be an excuse for being effective in your role.

I recently attended a great training class at work on Planning. The reason that it rocked was that it wasn’t about “method,” it was about components. I have struggled with the idea of planning my entire career because it has always been presented to me as a series of must do steps and endless to do lists. This training broke things down into components that emphasized focusing on the “big rocks” in front of you and work from there.

Interestingly enough, one of the tools that helped you keep your eyes on the big rocks was delegation.

Ah . . . the D word !! We espouse that it’s necessary, but we struggle to do it with any sort of consistency. There are many reasons for this that are myths, and it’s time we faced why we choose not to delegate.

Loss of Control – We’re control freaks, especially if you work in HR. We are so protective of what we do. Some of that “close to the vest” approach is needed, but we are way too overprotective. We make the assumption that others can’t handle certain aspects of HR because of confidentiality. The problem is that even though that may be the case on some issues, our profession is so broad that there is a ton that we can give to others. We need to quit thinking that HR is a cloak and dagger job.

They won’t do it “right” – Yikes !! This is said many times a day in the workplace. We state we won’t delegate because we know others won’t do it the way we do. There are so many things wrong with this outlook. First of all, you are assuming that others will underperform because we do it so well. Who gets to judge that? Secondly, we assume that when people do things differently than we do, then it’s wrong. If you take away anything from this post, please remember this HR !!

Different isn’t wrong – it’s just different.

How can we claim to value diversity in our organizations if we think that doing things in alternative ways is wrong? Seriously. Examine this because if you allow this thought and behavior, you can guarantee that you aren’t genuinely diverse. Diversity is a strength and delegation would show you that it is.

We’re afraid – Whenever you give something up, there is a feeling of uncertainty. You can’t shake this. It will happen every time you delegate. However, you can reduce this anxiety if you give expectations and clarity to others when you delegate. That doesn’t mean that you do 90% of the work and then “allow” someone to finish the last 10%. Practice makes perfect with delegation. Keep doing it regularly and you’ll be more comfortable with it over time.

It was great to learn the power of delegation and how it relates to planning. I wanted to add one more perspective to this. Delegation is a powerful way to develop your staff. Giving them projects and tasks allows them to stretch, grow and perform.

So, this week change your view and start emptying your plate. Take a breath, calm your nerves and take a step to give it up !!

Going Deep !!

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

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

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

Why do you need someone like this?

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

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

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

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

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

Become a Contrarian Craftsman !!

You have to know that I’m incredibly passionate about HR !! I’m really passionate about most things actually. Most of the blogs, conferences and resources out there are incredible in their observations, perspectives and approaches. You can get people geeked about something pretty easily, but what people want is how they can apply what they read and learn in their everyday roles.

Too often we lack tools to apply the great things we learn. That’s about to change !! I how that you are a voracious reader as an HR professional. It’s a needed attribute because you can stay current and relevant in the field. My newest “find” to do that is something that gives you applicable tools as well.

You need to pick up Dwane Lay‘s new work – Lean HR !!

“Lean” is not a new concept by any means, but it IS a fantastic and unique approach to Human Resources. Dwane takes the tools that have been traditionally used in manufacturing and shows how they can bring efficiency and reduce waste in HR.

The concept of reducing waste is SO needed in HR !! Don’t think so? There are so many layers of unnecessary tasks that it would take thousands of blogs to even try and capture it all. I can remember in one of my roles where a company had an 8 page coffee making policy !!! Eight pages !! Not to mention a policy to make coffee !! Don’t even get me started on my wife’s company who has a current 10-page dress code policy !!

One of the key things that Dwane starts off with is the ability to be a contrarian – a person who takes an opposing view on things. His reasoning is that you need to be comfortable in asking “Why?” and that is something that usually annoys us. However, it’s key to be able to look at things from many vantage points to see if it can be done more efficiently. This is where the cool tools come in !! They are very understandable and you can use the data that exists around you.

I love this book and it’s a double bonus that I know the author !! He’s an incredible resource and has introduced a work that will truly transform HR and give us a new method to make us the business partners that we long to be. You’ll make HR a craft like it deserves to be instead of a field where you feel like you face constant obstacles.

Make sure to get a copy and start eliminating the waste that so desperately needs to be eliminated !! You’ll be glad you did !!

HR is a Rock Ballet !!

If you didn’t know this about me . . . I am a music freak !! Each week I write a song parody about HR in the HR Net. I try to post on Twitter each day using the #HRMusicShare tag to see what other music HR pros are enjoying. Just started sharing music with UK HR friends about what music we are listening to during our work commute using @CommuteMusic with a theme each week !! And, then I make sure to have music constantly playing in the car, at my office, or on my laptop.

I know I have issues, but I’m good with it !!

However, this weekend, I mixed absolutely all of my HR geekedness when I saw Peter Frampton play live with the Cincinnati Ballet performing in front of him and his band !!

It was sublime. Seriously, it was simply amazing to hear music I grew up with interpreted through dance. Frampton was so moved by this combination that the 2nd act was made up of completely new music that he composed just for this three performance event !!

As the notes of Black Hole Sun, While My Guitar Gently Weeps and Do You Feel Like We Do wafted into the air and over the crowd of the Aronoff Center, I thought about the unlikely mix of rock n’ roll with the artistry of ballet. The creative director for the ballet wrote in the program how difficult it was to convince Frampton to do this and for the ballet community to embrace a completely different medium.

It’s honestly like mixing HR into business !! For years, HR has focused on getting a “seat at the table” which is a silly venture honestly. Great HR is strategic daily in what it does and how it approaches the practice of HR throughout an organization. This isn’t about getting acknowledgement to sit in an Executive Level meeting.

Try this instead . . .

Fully integrating HR throughout an organization is a much healthier, and sustainable, approach. Bringing the constant angst, struggle of people in all their flawed glory (rock music) with the beautiful flow of business (ballet) is more natural than you think !!

Most people say they have to “go to” or “come to” HR inferring that HR exists outside the normal movements of business in an organization. I look at it this way – if you’re department has people in it, then you have HR all around you !! So, quit trying to play on a stage where people have to come see your concert. Bring your concert to them !!

Just like the ballet I witnessed this weekend, this works. This week, strap on your guitar, plug in your amp and crank it up. The ballet is waiting for you !!

Image courtesy of Cincinnati Ballet

Connecting the Dots !!

Most people start the New Year with resolutions that quickly fade or fail leaving people with a feeling of sluggishness. Sweet !!

I want to offer an alternative and that is to make 2012 intentional !! Let’s start with a story . . .

I went to SHRM Leadership this past fall with other SHRM State and Chapter leaders and directors. Many people spent time with folks from their own state or region because they’re familiar with each other and it is a great time to get away. I, on the other hand, spent much of my time meeting great folks from Illinois, Florida, Alaska, Kansas, SHRM staff, etc. I couldn’t get enough of meeting HR folks from other areas to see how we connect. To me, this was the best way to spend time because there are so many amazing HR pros all over that do great things. I had to see what they were doing.

So, I’d like to throw out this challenge (and opportunity) to all of you in the HR community – In 2012, start connecting the dots !!

I know that the whole “social media” thing can be overwhelming and noisy. However, I find there are folks developing and sharing great content that you can use in many facets of our work. We need to stop thinking that isolation works for us as a profession and do what we can to be more connected.

Now, I’m not sure what that looks like for you, but let me list some suggestions:

If you’re someone who reads blogs – take a step and leave a comment. Bloggers love to hear from folks who read their work. If you feel compelled, then comment.
If you haven’t been to a local HR forum, then go to one. Try them out and see where you can connect in person with other great HR folks !!
If you haven’t been to a conference or Unconference, then make plans to go to one this year. You’ll find incredible people, just like you, connecting and learning more to advance the profession.
If you haven’t met folks in person, then take the steps to do that !! One of the true highlights I had in 2011 was meeting social media HR folks in person. It has led to incredible personal and professional relationships.
If you’ve just been service oriented in HR at work, change that and be intentional !! Organizations expect HR to be dynamic, relevant and integrated. Take the steps to make that happen !!

It’s just a start, but I hope that you take the next step to be more intentional. I’ve already been making plans to meet more great HR folks in person and I’m using the same list for myself. It’s time to take action !! Will you join me ??