‘Leadership’ Articles at Everyday People, Page 6

I Need a Hero !!

We drove to the theater with great anticipation hoping to get tickets in time for the 7:45pm showing of the brand new Captain America: The Winter Soldier. The great ticket seller at the box office confused us when he said, “7:45 ?? The next show is at 7:15pm.” We were early, but that meant we couldn’t get dinner before we went to see the show. We decided to stay and head in to the theater. The staff had us stand against the wall and form a line because the prior showing hadn’t ended. We were an hour early.

As we stood there, the line to get in grew . . . and grew . . . and grew. I didn’t remember a line forming before a movie like this since I saw the various Star Wars movies as a teenager. Everyone was patient, but you could feel the energy building and building as we got closer to the showtime. The line was opened, and my son and I walked in and got the perfect seats for us. The entire venue was filled in the next 10 minutes.

I didn’t know if others had a tradition like I do with my teenage son. You see, every superhero movie that comes out means that we will be there to watch it. I think we’ve made every Marvel, DC Comics, and smaller brand movies that have been released. It is a shared experience that I truly cherish !!

It was a great movie !! (You really should see it !!) I loved it because Captain America is “odd” compared to most superheroes and most people in general. You see, he’s completely selfless. He is 100% others focused. I love this attribute about him and want to encourage this in others as well.

By the incredible turnout at the movie, I can surmise that people find this attribute attractive as well. We don’t see it often enough. We live in a society, and work in companies, that are more self-focused than others-focused. It seemed that people are looking for a “hero” of some sort.

I’m not going to get into the definition of what a “hero” is because most heroes are active behind the scenes doing things that others never notice. You see, I believe you can be heroic by being there for others and meeting their needs. It doesn’t have to be something magnificent, but it does need to be something tangible.

So often in HR, and in articles about culture, we focus on making sure to identify the WIIFM (What’s In It for Me) factor. What if YOU were what’s in it for others? What if YOU chose to reach out and be there to meet the need of someone else in work, life or the community?

What would happen if YOU helped someone else AND expected nothing in return? I think the world would be an amazing place !! I know that it’s unlikely that many people will read this and try this, but I believe that the “Captain America” effect can happen in your life and in the lives of others.

So, this week shed your ego. Open your eyes and see who could use a hero. Then step up and act. You’ll be glad you did !!

Focus.

By now you’re aware that we’ve entered a New Year. The flurry of posts that flood blogs encouraging resolutions, new attitudes, new approaches, etc. have died down. I love to see the positive launch into a new year because I think people are eager to start clean and move forward.

A new start is true for companies as well as it is for individuals. Going into 2014, our company is taking an approach that most don’t – and I dig it. Instead of piling on layers and layers of more goals and objectives, we’re stripping things down and asking people to focus. In fact, it’s becoming so engrained in who we are that the CEO is sitting down individually with his leadership team to review what they’re focusing on each month throughout the year.

This intentional move is a bit uncomfortable because it takes “accountability” away from being something that you hope will happen to something that is EXPECTED to happen !! I had my first meeting with the CEO, and it was so cool to see not only the individual approach to a collective whole, but that HR is supposed to be involved and have focus as much as all of the business units of the company.

So, what am I focusing on ?? The answer may seem obvious, but it’s . . . . people.

This is a bigger challenge than you think. Most companies thrive and build on processes and things in spite of people. We all claim that people are our most valued asset, but the reality is that companies focus on revenue. That’s not wrong in the least. The question is do you work through your employees to allow them to truly perform, or do you just make sure things “get done” regardless of who’s handling the work.

The other aspect of this focus that is challenging is – people are typically focused on themselves and not others. People are selfish. They want to make sure they’re taken care of first and that their needs are being addressed. This isn’t “wrong”, it’s human nature.

I want to see HR be a contrarian force in this challenge and be focused intentionally on others first.

This throws people (even people in HR). Why would you put others first? What if they take advantage of you? What if they disappoint you? What if they aren’t committed to this approach and it affects you?

All those things may come true (and probably will). That shouldn’t dissuade us at all. If HR truly puts others ahead of themselves, then actual cultural change will take root and blossom. This isn’t some theory, it’s fact. It’s just incredibly hard because it requires an incremental approach that evolves over time . . . and never stops.

I’m geeked about being able to practice this focus at my workplace. I’ve been trying to do it all of my life. To be able to have it permeate through a company’s culture is extraordinary and exciting !!

How about you? Can you adopt this focus yourself? Think about it. What would happen to you in your life and in your HR role if others came first? I think you’d like the result !!

More Folks I Learn From !!

In November, I started to share some folks I learn from and wanted to continue that effort as we enter a new year. I hope that one of the things ALL of us do as we move into 2014 is that we strive to continually learn. We can’t afford to be stagnant in any way. I hope that these recommendations spark an interest for you to check out someone new and see if what they say helps you think of HR in a different way. I value what they do and who they are !! Let’s get started . . .

John Whitaker (@HR_Hardball on Twitter) is a force !! Being from Texas, that shouldn’t surprise anyone. When I first talked to him he said he was giving me a nickname because he gives everyone a nickname. In fact, he goes by “Whit” and not John himself. Whit brings it every time he strikes a keyboard to write a post. He is a featured contributor to Fistful of Talent (an incredible HR compilation blog of great HR voices by the way !!), and his own blog, HR Hardball, flat rocks !! I know that John also does presentations as HR events which stretch the everyday practitioner to look at the profession from different angles. We all need folks who can bend our brains a bit. Whit does this effectively and is a treat to take in !!

Let’s now go over to the UK for Gemma Reucroft (@HR_Gem on Twitter). Gem brings a grounded sensibility to HR, but doesn’t “settle” for the norms. In fact, she challenges norms every time she posts. As a fellow HR practitioner, she isn’t just espousing things HR folks “ought” to do, she’s practicing what she writes about. I love that she keeps things simple and stripped down. It makes her work very accessible and applicable to what you do in HR. Her blog – hrgem: Thoughts on HR, work and doing good people stuff – captures who she is and her approach to our field. I have her blog highlighted in my Feedly list and eagerly wait to see what she has to share. Make sure you connect with her !!

Back to the states and to beautiful Colorado !! That’s where you can find Mary Faulkner (@mfaulkner43 on Twitter). I met Mary at the SHRM National Conference in Chicago this year, and found out what a brilliant leadership, training and OD professional she is. I have found it hard to connect with many OD folks because for many of us, it’s wrapped up in our HR generalist roles. Mary is solid and her blog, Surviving Leadership, is one of the most straightforward blogs around. She is just “breaking onto the scene” in social media, but you wouldn’t know that. Her content is fabulous and is something I take to heart when looking at the leadership and OD efforts at work.

Make sure to connect with Whit, Gemma and Mary !! You’ll be glad you have new outlets for resources in your work. Be on the lookout for more folks I learn from. There are a ton and I hope that there will only be more and more throughout the year !!

Keep Your Head Up !!

This past week I went to the SHRM Leadership Conference in Washington, DC. It’s one of my favorite events because the SHRM local Chapter and State volunteer leaders come together to network, learn and share great ideas on how to get HR pros connected, engaged and involved.

The past few years I’ve started the week by advocating in front of the Senate and the House of Representatives on legislative issues that affect business, employees and HR. I broke away from our larger Ohio group to support one of our other Ohio SHRM volunteers because she had never advocated before, and I wanted it to be a great experience for her. As we were walking over to the Congressman’s office, she said the most poignant thing.

“You know I can’t believe I’m here. Most of the time in my role I find myself with my head down doing my HR job. I need to keep my head up more to see all that is around me. I would miss great things like this if I didn’t try to be more aware.”

We had a great session with the Congressman’s staff and shared our position on the issues. When we were done, she wanted to go over to the Senate offices as well to see them. As we entered the building, I noticed several cameras up on the 2nd floor of the rotunda we had just entered. I said, “Let’s go see what’s happening !!” So, we walked up confidently and saw a press table outside the Kennedy Caucus Room and it was packed with people. The folks at the table asked if we’d like to go in, and we jumped at the chance not knowing what we would find.

In the room we stumbled into history . . . literally !! We were able to see the 30th Annual Robert F. Kennedy Human Rights Award being given to Egyptian Human Rights attorney – Ragia Omran. The event was emceed by Soledad O’Brien and we heard RFK’s daughter, Kerry, speak about Ms. Omran’s accomplishments and the actual award was given by Ethel Kennedy – RFK’s wife !! It was amazing that by “keeping our head up” and taking a risk to see if we could be involved, we saw something we NEVER would have seen if we were just stuck on following the patterns that were set before us.

This experience was just another example of how I feel HR should be ALL the time !! Too often we are criticized because we think that by keeping a narrow focus we are diligent. The fact is that by being narrow we can miss what’s happening with the people even though we’re cranking out the tasks laid before us.

There has to be a mix of these two worlds. You can, and should, be diligent in your HR practice. However, your perspective should be as broad as possible because the great people you work with may have the insight, input, or knowledge you need. You can’t keep your head down any longer !!

The rest of the week was even MORE eventful than our experience in the Senate !! I’m even more geeked and energized about HR, my profession, my volunteer role and SHRM than I ever have been !!

I hope you join me as we look to the horizon to see what’s next. It will be awesome, I’m sure !!

Do You Teach or Demand ??

This past weekend I had the opportunity to go camping with my Scouts again. It’s always a great time that inevitably involves rain !! I’m used to that and so are the scouts. It’s truly fascinating to watch the interaction that happens during an outing because the adults aren’t in charge of any facet of what happens.

The scouts plan the outing, plan the meals, pack the gear in the trailer, set-up camp and also plan all of the activities that happen throughout the weekend. The reason it’s so fascinating to watch is to see which style of leadership the boys choose to employ. Adults want to step in to fix and correct things, and that’s where I come in to remind the adults that we’re basically on the outing to ensure safety and that the boys carry out their plans.

Here’s a simple example . . .

At EVERY campout we play Euchre !! If you don’t know what Euchre is, it’s basically the card game of kings. Seriously !! The boys can’t wait until some down time to get cards out and start playing. They play each other and relish the chance to take on the adults. Euchre is not an easy game to learn. It has some twists that don’t seem logical. Hence, the nuances of a game. All great games make you think and react. We play for hours at a time and set up tournaments.

If a scout doesn’t know how to play, you have to teach them. For people who are seasoned Euchre players, teaching someone is tedious. You want the new player to “get it” but it takes time and several games to learn. Once a new player understands the game, they take off !! They can literally play the game, and enjoy it, for life.

It’s amazing to watch a new scout struggle to learn and understand, but most everyone is understanding. However, once a scout starts playing for one or two outings, they become extremely frustrated and intolerant of those who don’t know the game’s rules or how to play well. They completely forget that they just learned how to play Euchre just a few short months ago.

You can take this example to almost every facet of an outing. The kids either teach each other how to do skills and are patient during the process, or they demand that people just catch on to what they’re supposed to do. If they don’t do the task well or right, the boys just want to skip working with others and will even avoid them or work around them.

Sound like work ?? Sound like HR ??

I think it’s exactly like the interactions we have at work. In fact, at work the “demand” approach is what is followed the vast majority of the time. HR needs to recognize this and destroy it. When I see HR that is built on compliance, discipline, writing people up, “building a case”, and policies that only measure what goes wrong, I see the demand approach in full bloom. HR isn’t the only department that uses the demand method, but it IS the department that can eliminate it.

Teaching people how to perform and giving them expectations of outcomes and the ability to use their skills is what we should strive for in any workplace !! When we do it, they’ve learned something they can enjoy and “play” for life. We have to recognize when Managers and Supervisors fall into the demand mindset and “teach” them as well. It’s time-consuming and incremental, but worth every single moment.

So, HR, step up !! Refuse to be like the norm in our field who use the demand system and parameters to feel they’re practicing great HR. Be a teacher instead !!

And, if you need to learn Euchre, let me know. I know some pretty good teachers !!

Stop the Just a’s !!

Not sure if you know this, but my life during the day is being the head of HR for LaRosa’s !! We’re a regional pizzeria that is a true Cincinnati tradition. I’m very fortunate to work for a known brand, and our pizza is honestly the best on the planet !!

The role I have is very strategic and is expected to be. I get the chance to work with our 1,200+ Team Members over 15 pizzerias, a manufacturing plant where we make our incredible dough, a call center and our corporate office. This isn’t a bio or a “look what I do” post. It’s a reminder.

You see, I hear a phrase in my company that occurs in every company around the world. It’s a phrase that relegates people and doesn’t show the value they truly bring to work every . . . single . . . day. Whenever you hear someone say, “Well, they’re just a (insert position here)”

If you ever say this, or hear it said by someone else, you should correct the person who says it and tell them to cut it out. There isn’t one position in an organization that is more critical than another. All employees play a role and it is critical that we see the value of what they do. For example . . . If the phenomenal cooks in our restaurants don’t do their best, it has an adverse affect on the guest’s experience and possibly the company. They aren’t “just” cooks. They are the first chance to make a person’s visit to our location the best meal they’ve had !!

I think most people reading this will be cool with addressing the “just a’s” of other roles in our companies. Now . . . let’s talk peer-to-peer.

HR pros need to quit saying, and acting, that we’re “just” in HR !! Seriously. There is no other position, or field, that is so critical of itself. We continue to belittle what we do and it makes absolutely no sense.

I think we need to position ourselves differently by our actions and our behavior by being Businesspeople who practice HR. We need to see ourselves as being integrated throughout our company, and make the steps to do this on a regular basis. This isn’t a “try” position. It’s a “do” commitment !!

I’ve had some people be skeptical about my enthusiasm about how much HR rocks !! It doesn’t dissuade me in the least. In fact, it makes me want to try even harder to get our field out of the mode of being a 2nd class position in organizations.

This week DO something about this. (1) Stop allowing others to sell your employees short. (2) Value and elevate the great people who make your company successful !! and (3) Don’t ever, ever, ever say you’re “just” in HR again !!

Image courtesy of Inspiration Boost

Get Real HR !!

As you start the work week, what’s the first thing you are thinking about? Are you geeked up to go into the next challenge or opportunity? Or, instead, are you fretting about the inordinate amount of drama you have to wade through? I’ll bet you’re putting on your waders right now !!

Drama in the workplace is commonplace. In fact, some HR people ONLY exist because they thrive on it, or they feel that HR’s role is to quell the drama. People don’t fit into nice little boxes even though we try our hardest to make that happen. There’s a huge difference though between a person’s diversity (of thought, ideas, approach, insight) and drama !! We need diversity. We don’t need drama !!

This was perfectly captured in Cy Wakeman’s book, Reality Based Leadership. I know it’s been out for a few years, but some things in HR and Leadership are never “dated.” This is one of those resources !!

Cy lends a mix of her own personal experience as a leader in the Healthcare arena with her interactions with some of her client companies. The examples are tangible and when you read them you can almost always see yourself either involved in a similar situation, or know folks in your company who are struggling with the same things.

What seems to be obvious and simple when you read it is completely different than how most of us practice in our workplaces. I agree with Cy in her take on how much of our daily work in HR is addressing drama. It’s honestly tiring and unnecessary. It was extremely refreshing to read about how this is prevalent in companies everywhere. It was also encouraging to see a method to address the drama and . . . get real !!

It’s amazing to me that employees ask for you to be “real” with them, but what they really mean is that they want things to be seen and addressed their way – whether that’s real or not.

When we are faced with these situations in HR, we more often than not, strive to get to a neutral standing in order to squelch any conflict. This isn’t getting real, it’s pretending that you’re Switzerland. In the end, you may feel that things are settled, but the turmoil that is still continuing behind your back is usually bigger than the situation was in the first place.

I really dig Cy’s approach and have been practicing much of what she outlines in her book. Employees truly appreciate you being straightforward with them and cutting through the mists of ambiguity. It’s doesn’t mean you have to be a bulldozer. It means you have the chance to be genuine – which ALWAYS works !!

I’m not going to highlight the key points or chapters in the book because I think resources truly become a resource when YOU read them yourself !! This great book will stay active with me and on my desk as a quick reference and reminder of its value. I highly recommend that you get a copy and have one for yourself !! I promise you that it will give you great context on how you can get real in HR and love what you do !!

Spread the Word !!

Last week I was up before the sun rose and was driving in and around country roads in a small town in Ohio. I was hoping that my GPS was guiding me to my destination, but it was truly a matter of faith because I wasn’t near anything that looked like a conference center or meeting place !!

As I turned in the driveway of a small, local office building, I was a bit wary because I was the only car in the parking lot. After a few minutes, a familiar face pulled up and I was at ease. I was there as a speaker for a SHRM chapter. As the room began to fill up, I was getting more and more excited !! I love the opportunity to meet new HR folks and talk about the positive aspects of our field.

Once everyone was seated, I looked around at the 13 smiling faces and launched into my presentation.

That’s right – 13 people. I had traveled the night before for 2 1/2 hours to spend a night in a hotel away from my family to speak to 13 people. We had a great time !!

I’ve been seeing a push for HR practitioners to speak at Conferences which would be awesome to see. But, I think it goes much deeper than that !! You see, I think it is the obligation of professionals in HR to spread the word about what we do. This isn’t something we “ought” to do, it’s something imperative for the sustainability of our field.

We rely on a relatively few number of people to be voices of HR, and that could be for a variety of reasons. The reality is that ALL HR pros need to share the information and resources they learn about with others around them !! It seems very limiting to think that we attend these great events like chapter meetings and conferences to only take things in and never share them with others. How does that help others in your organization?

It’s time for all of us to shift our mindset and see how the things we learn can truly improve our role, our company and our field. If you read a great blog – share it. If you get information about how to do something better – share it. If you hear a great speaker, then tell others about the takeaways you have.

The more we share, the stronger we become. There’s no reason – no reason – for us to be isolated in what we do !!

So be on the lookout !! I’m going to continue to spread the word in what we do. I may even be getting in my car right now to get the word out to a group of HR pros, no matter the size. It’s in my DNA, and I hope it’s in yours too !!

Rallying Cry !!

When you survey the landscape of businesses today, you see the contstant drive for improvement and solving “problems.” That is all well and good, but it tends to be inconsistent because often the problem that is given the most attention comes from the person or group who is most vocal. It may not be what needs to be the focus of the organization’s efforts, but that doesn’t stop them from pouring time, effort and money into randomly moving targets.

To solve this companies launch into strategic planning sessions which are effective and do their best to bring a better set of parameters to keep things moving forward. The “loud voice” syndrome can also take precendence in this format, but it’s harder to do because the plan should be looking at the business as a whole.

Why all this business talk on an HR blog? Well, it’s because we in HR need to understand that we are in business first and we happen to practice HR. When you look at this situation in organizations, HR can bring something to the table that others won’t think of . . . the rallying cry !!

This isn’t something for HR to offer as some sort of cheerleading effort. It’s a way for us to advice our CEO’s about the value of pulling the team together. Most of the time in strategic planning sessions, there are massive amounts of data shared. Decisions are made from the data almost exclusively from a lack of emotion. Rational thought is what tries to take the day. This isn’t an argument against data. Just the opposite actually. People need to be emotionally tied to things as well in order to get behind them and make them come to life. When this happens, the data will play itself out in the results that people are seeking.

When I was at Sea Base with my Scouts, there was a rallying cry that could happen at anytime and without a schedule. There’s an out island called Big Munson Island that all of the scouts/adults stay on at least one day and night during their trek. If a crew yells the word, “MUNSON !!!” at any time, you are obligated to yell “MUNSON !!!” right back regardless of where you are. This simple word provided a common bond to everyone on the Base. It was the emotional tie that everyone could relate to because everyone has had great memories of their time on the island.

HR’s rally cry has too often been “COMPLIANCE !!” or “FORMS !!” or “REDUCE LIABILITY !!” – ugh !! It’s no wonder that we are relegated outside the business conversation. These things are important, but they don’t pull people together.

By meeting with the CEO (and it’s something that should be expected of HR, not just wished for), you can see what he/she want the troops to go after. Being their sounding board to try out the cry is essential and will allow them to test what they are looking to do. The cry should include risk, growth and energy.

Now it’s up to you !! What rallying cry can you make for yourself ?? Your department ?? Your company ?? They’re looking for one and it’s time for HR to bring it to life !!

MUNSON !!!

Why Can’t We Be Friends ??

In a few weeks I’m going to SHRM13 !! The National HR Conference is always a great event. It’s so cool to be surrounded by thousands of HR pros from literally all over the world.

It will be great to see friends, but I’m also looking forward to meeting new folks. This is sometimes a challenge because many attendees are in a mad rush to get to sessions for their credits, or they stick with people from their own geographic region. I get this because I was like that when I first started going to SHRM Conferences. I thought the event was more important than the people who were right there with me.

That’s changed over the years and now my goal is to try and connect with as many HR peers as I can. I think we have the opportunity to take these types of forums and reach across boundaries to be a better profession !! Recently, Hank Jackson, SHRM CEO, shared that he wants SHRM to be seen as a Professional Society vs. a Membership Organization. When I heard this, I was geeked !! I’d love to see this transformation truly occur because the majority of messaging from SHRM over the past few years has been focused on membership.

It’s time for us, as HR professionals though to pave the way for this to occur. The best way for SHRM to move forward is for us to show the way and reach out to each other. It’s never going to shift much unless we move first.

I know this takes some risk, but it’s worth it. I know that by stepping out, I’ve met great people from literally around the world !! It meant taking the first step in most instances, but it’s always resulted in great relationships and even better resources. You have to remember that you share a common bond because of HR !! You’ll always have something to talk about.

So, if you’re going to be at SHRM13, let’s make sure to connect. It will rock and we’ll start setting the standard for others to follow !!