‘Leadership’ Articles at Everyday People, Page 8

I’m Manic !! Who Knew ??

I love things that make me think !! I relish something that truly challenges the way I approach life, work, values, etc. Following the norm has never really appealed to me, and I love hanging around contrarians. You know, people that take the boundaries of what is normally expected and then stretch them in ways in directions that just didn’t seem so readily visible.

Meet Dr. Daniel Crosby – a friend, colleague and contrarian. He is an accomplished consultant to many industries, speaker at several conferences and now an author !! Recently, a non-descript manila envelope arrived at my house near the holidays with Daniel’s address on the return label. I opened it and there was no note – just a book.

The title hit me square between the eyes !! “You’re Not That Great – A Motivational Book.” I was laughing so hard because it took me by surprise. How did he know? What this book just for me? Then I opened the front cover, hoping for a bit of his wonderful satirical wit . . . and it was blank. Must have come straight from the publisher.

So, even though I didn’t get a special note (which he actually covers very well in the book) I jumped in !! Once I started I couldn’t put it down. (And didn’t even really want to !!)

The book challenges you on every page and makes you use your mind. Normally when you read business books (especially about HR) you find more and more of the same things with someone’s “twist” on them. Not this book. It goes into great places to tear down your preconceptions and makes you understand the traps your brain puts you in when it comes to items like giftedness, self-esteem and being a bit crazy.

I loved the chapter that states “Mania is a state of abnormally elevated mood that could almost be thought of as the opposite of depression . . . hypomanic (that is, slightly manic) individuals tend to be more creative and more prolific than their non-diagnosable peers.” (p43) Sweet !! Daniel often wants me to “cheer up” because I seem to be too positive. Now . . . I’m hypomanic !! Dig it !!

You can see yourself in these pages and they are extremely applicable to what we do in HR !! The psychology of people is intertwined with every facet of HR. Instead of reading another tome on how to improve your talent management or some insane performance management system – read this instead !!

Learn how you tick, how others tick and then see what approach works. Daniel helps affirm the fact that we are unique, slightly flawed and 100% human !! Make sure to delve into this book. I am rereading it already to be able to understand myself and also work with the GREAT people around me. It’s worth the investment !! Get yours now !!!

I added the extra !!! for Daniel because . . .

Image Courtesy of the 20 x 200 Blog

Time to reflect !!

Being that it’s the last post of 2012, I thought it would be appropriate to reflect on something. I have seen other great bloggers make lists, reissue great old posts from the year and make resolutions.

I wanted to try something different. I want to make an “intention” for 2013 !!

What’s an intention? It’s different than a resolution because most of them are derived at by looking at some significant “gap” in our lives and then resolving to radically alter ourselves and our behavior to attain our ideal. More often than not – they fail.

An intention is a commitment to be intentional in a way that builds on who you already are and incrementally moves you forward. It honestly can be in whatever area of life you wish to try – faith, discipline, relationships, etc.

For my 2013 Intention, I plan to practice more and more “others focus.” It’s pretty simple, I want to focus on others and help them succeed !!

We are surrounded by people who grew up being fiercely independent and willing to go to almost any length to personally succeed in spite of others. We continue to reward this in organizations and encourage it in others. Ironically, the newest generation entering the workplace rapidly doesn’t get this.

The current generations belittle the newest generation because that’s what’s been done for centuries !! We think that ours is better than the next. That ours works harder, is more loyal, etc. Honestly, each generation is amazing in its own right.

I’m fortunate to have two great kids, a freshman in college and a sophomore in high school. They’re teaching me the value of “interdependedness.” They rely on others to a fault. Socially, interpersonally, professionally, academically. There isn’t an area where they aren’t connected to someone. They want personal success, but they want others to succeed as well.

I dig that. I have tried to be someone who puts others first. This runs contrary to most I encounter and it usually results in some awkward looks and/or conversations. I want to continue to build on this and make others around me develop, grow and burst into greatness !! You may think this is to idealistic, but why should people have to settle in order to make others happy? It’s my “intention” and not yours. There’s no reason to settle.

So, where are you going to reflect this year going into 2013? What will you see when you look in the mirror? Where can you be more intentional?

I know that by making others better, they, in turn, will make me better. That rocks and I can’t wait to see what happens !! Happy New Year everyone !!

My Christmas Wish !!

One of the best things about Christmas time is that people come together. Whether it be families or friends, people make time out of their hectic lives to be with each other. I know that I’m looking forward to our family’s “Big Christmas” where all of my
Aunts, Uncles and cousins gather in tiny Luckey, Ohio at the American Legion Hall.

We’ve been gathering as a family for over 50 years now and it is something that I treasure. When all of us are in the same room, it is quite like a company. Four generations are gathered, and the interests, skills and talents are all very diverse. There are white collar, blue collar, small business, corporate, urban and rural representations.

The key to all of it is that we have the common bond of being family. This brings me to my “Christmas Wish.”

Our profession of HR is like my family. We come from all generations, from all walks of life, from all types of industries and from all areas of Human Resources. The gigantic difference is that we aren’t all together. I honestly don’t understand that !! There isn’t a good reason for us to be separated, isolated or divergent !!

So, help me by being a part of this wish. I have this crazy, hairy goal to truly connect all HR pros from around the globe. You may ask why someone would even desire something like this.

I see it this way . . .

We are only better if we’re together. We can learn from each other. We can come together on issues to make the workplace better for both employers and employees. We can make our professional associations stronger and relevant. Instead of rallying against them, let’s work together to make them better !!

With technology especially, we can be more and more connected. I cherish the times to see and meet HR pros in real life because then the connection really takes on a new life of its own.

We can’t keep trying to improve HR being isolated. It has never worked, and it won’t work in the future. I also hear from friends who are stating that even HR blogs are lacking “new” ideas, or things that are fresh.

Let’s take our cue from my favorite Christmas song ever because of who did the duet. It’s the Little Drummer Boy sung by Bing Crosby and David Bowie. It happened on a 70’s Christmas special and I remember watching it live with my family. My Dad asked who the “freak” was and I said, “Dad, you know that’s Bing Crosby !!” After running away from him, we both sat down to listen and it was beautiful.

Here’s my challenge . . . Join in !!

Threre are great new efforts by Charlie Judy on HR Fishbowl and Paul Smith on Welcome to the Occupation for HR folks to share their voices. There are also great collaborative groups you can learn from like: XPertHR, Women of HR, Fistful of Talent, Performance I Create, The EO List and Talent Culture.

Instead of nodding at this post and saying that you’re in or supporting this effort to be more intentional and connect with other HR pros, write a comment on the blog to let me know it.

Seriously. Step out (including you uber social folks who RT, but rarely comment) and join in. If this was on Facebook, people would rally. This takes a bit more of an effort. Join in. Be intentional and starting now and through 2013 – connect !!!

Do Something About It !!

This coming week I get to attend the SHRM Leadership Conference in Washington, D.C. The gathering is for Regional, State and Local Chapter leaders. We get together to share what’s great and also give input on how we’d like to see things improve.

Before going further, let me be clear on my stance on SHRM . . .

I’m a fan !!

I know that things can be improved. However, I would state that we could make that argument not only about our various organizations, but about our profession as a whole as well.

I didn’t used to have this perspective and I was once far from being a “fan.” Let me share a story about someone who was EXTREMELY intentional with me in the past . . .

I have been facilitating a monthly HR Roundtable in Cincinnati for the past 12 years. I never would have made it this far if it wasn’t for one fateful meeting. We had another full house and the session went very well. At the end of the meeting, I was complaining about our local SHRM chapter and pontificating that the Roundtable was “so much better” than what they had to offer. A person heard this and she literally pinned me to the wall when she did.

She said, “I’m tired of you bashing our chapter. If it’s so bad do something about it !! Don’t just sit here making comments. If you want it to change, then step up and get involved.” Now, you have to understand that this great person is about 5 ft. 2 in. tall and I’m 6 ft. 5 in. tall. It was quite the site.

This wasn’t some passionate SHRM zealot. It was a person who cared about the chapter and didn’t like people making snarky comments about it as if they were film critics who never saw the movie.

I took her words to heart. I jumped in with both feet !! Instead of easing into a volunteer capacity, I ran for Vice-President of the chapter. I won (which surprised me) and that lead to beint the Chapter President. During my tenure, our chapter won the Pinnacle Award from SHRM at the same conference I’m attending this week. I went on to be involved at the State level and lead a phenomenal team two years ago for the Ohio HR Conference with our HR Rocks theme !! We had the most successful conference to date. Could have stopped there, but then took on the role of State Director for Ohio SHRM – which is where I am . . . for now.

Please forgive my personal SHRM history. The point is that because someone stepped out and confronted me to take action, I have had incredible fortune and success. I also have made lifelong friends and have done a small part in trying to make SHRM and HR better.

So, this week I am geeked to see friends, make new connections and see what else I can do to make SHRM even better. I hope that this week you can do the same in your corner of the HR universe.

It’s time to quit wishing things were better. Do something about it !!

Encourage and Lift Up !!

You may, or may not, know this but I am EXTREMELY passionate about most areas of my life !! I was reminded of this recently when I read a blog post from a friend who asked people to truly be who they are – both in person and on-line. I didn’t see that as being critical, but as being encouraging.

In HR I get the opportunity to be around a myriad of people who are going through a myriad of things all the time !! Too often, when I encounter them, it starts our negatively. I don’t mean that they are negative people. Just the contrary, but we live in a world where “negative” is our 1st line filter.

I love it when people cloud this fact and say, “I’m just being realistic !!” No, you’re being negative and justifying your realism. There are difficult things all around us. We tend to have the mindset that NO ONE can be going through the challenges that we are facing.

This isn’t a post about “downer truth or dare” because that gets ugly quick !! There are so many people in HR and in the workplace who need to be encouraged. I’m not talking about recognition (although that is usually encouraging). I’m talking about noticing the little things around you in the lives of others and lifting them up – on purpose !!

Most people are hesitant to encourage others. There’s the fear of a “hidden agenda,” or that people just are nice to get something from you. (Remember, people start from a negative filter . . .)

Also, people want others to make the first move. We are much more likely to reciprocate encouragement if it’s genuinely given first. Well, I’d like to “encourage” you to be that first person who steps out on a regular basis to lift others up wherever you are.

I’m not talking about a formal program with a goal of so many positive comments a day. I’m talking about turning off your negative tendencies and replacing them with positive ones. It may seem tough at first, and people may even mock you for being different. But, isn’t that cool? Your efforts could be the one difference that someone needs just at the time you encourage them.

Don’t pass this up !! It’s time for you to unleash your passion !! HR has been lacking this and it can only improve when YOU join in !!

Let me start . . .

Thanks for being in HR !! I know people are tough – but remember – you’re a person too !! I’m glad that I get to know, learn and grow from people like you. Continue to know that you’re making a difference !! You truly are !!

It’s Just Dough !!

Have you ever made a comment thinking it was innocuous, but it really had damaging effects ??

Let me help you out with this. Your comment usually starts with “It’s just . . .” You don’t mean this to be harmful, but you don’t see how your position is calling the situation simple or “below you.”

I’ve heard people say, “What’s so hard about what you do? I mean, it’s just HR !!” Needless to say, I didn’t feel to good about how that person viewed me or the work that I did. You see, this post isn’t an indictment of others, it’s a confession of my behavior.

At LaRosa’s, we have a bakery that makes our pizza dough. The great Team Members that work there start as early as 3:00am and the 2nd shift wraps up around midnight. They make thousands of pizza doughs a week. One of the positions in the plant is along our two lines where the dough balls get flattened and then sent down a conveyor and people stretch and shape the doughs as they pass by.

Imagine if this was your job. Now, imagine if you stretched dough for 40 hours a week for 20+ years !!

Could you do it? I am at the Bakery often and there have been some Team Member issues, as there are in all locations. People one day were having conflict over how one person on the line stretched dough vs. another person. I said, “Seriously? It’s just dough !!” The brilliant Admin. Asst. who works at the Bakery quickly corrected me. “No, Steve, it’s their job and they want to make sure that it’s done right. It matters to them.” You could have seen my shoulders sink into the floor because I knew she was right.

This weekend I went to the retirement party of one of our doughline Team Members. She has been stretching dough for over 20 years. I came to realize that without her, and others who do great work, I wouldn’t even have a job. If we don’t have dough, we don’t have pizza !!

Look around your organization. Are there people or positions that you feel don’t contribute much? How arrogant is that? If you’re in HR, you should feel the weight I felt when I made this trite comment.

ALL people add value !! ALL of them !! It’s time we did our best to rid our companies and our profession of any more of the “It’s just” comments.

I felt very fortunate to be invited to Joyce’s retirement and loved seeing her pass to her next phase of life. What she did was critical to the foundation of our company and our customers. I will never belittle someone and what they bring to work again. How about you?

Talent Takes Time !!

This weekend I had an incredible time with my son and 5,000 other Boy Scouts at Peterloon. This isn’t a post about scouting, it’s about talent.

You see, this weekend my son was the “Senior Patrol Leader” meaning that he was in charge of the entire weekend. He made sure everything was packed, ready to go, the camp was set up and the boys/adults had a productive time during the event. He had to organize activities, keep track of details, encourage great behavior and address behavior that was a little more “challenging.”

During the camp tear down, I was about to “direct” some scouts to take care of things, when my son stepped in and said, “Dad, that’s not what we’re going to do. That’s not a good use of our time. I want to see the boys move the dining flies, tear down the chairs and then put things in the trailer. Then we’ll eat. We need to get these things done so we can stay on track.”

Did I mention my son’s 15 ??

This is the same young man who has done all of the goofy things boys do. He’s incredibly funny, creative, witty and caring. I am sure he will be successful in whatever he chooses to pursue. His ideas are so far out of the box as to how to approach people that he finds people following his lead and innovation.

He’s a great example of why talent takes time. If you would have told me that my son would become the young man I saw taking charge this weekend when he was young, I would have laughed out loud !!

Too often in organizations, HR follows the bright shining star who bursts onto the scene. Everyone follows this person exclaiming their talent and the gold mine of leadership that he/she is sure to be for years to come !! At times, this plays out. However, too often the supernova is just that – a super nova. They dazzle, draw attention and may do something short-term that astonishes everyone around and has great initial success.

Talent happens over a slow burn. Talent is sustainable. Talent is consistent and remains constant . . . over time.

So, when you clamor for the next “Talent Management” seminar or best practice, step back and review the employees around you. Who is that person or department that consistently builds others up? What person(s) make others shine through bringing their whole team along? Are you trying to develop a series of supernovas, or true talent?

I can’t wait to see what happens in the future for my son. I know it’s impossible to predict. He’s surprised me so far. I’m sure the great people around you will surprise you as well . . . if you just look out for the talent all around you !!

Read a Good Book Lately ??

A good friend of mine (and of many), Becky Robinson, started this great new group calle Team Buzz Builder. If you are part of the the “team,” you are asked to read new books and then give your opinion about them. This is new to me, but I wanted to be involved because I am a voracious reader !!

In fact, right now I’m finishing up the first book of the Hunger Games trilogy, just wrapped up the great read Social Gravity by Joe Gerstandt and Jason Lauritsen as Talent Anarchy, finished a book by Thomas Cahill and am about to pick up a book by Dietrich Bonhofer. I love having 3 to 5 books going at one time. It may be a little erratic, but I dig it.

Every once in awhile a book stops you in your tracks and makes you delve more into it and enjoy every moment. I recently came across just such a book. It is Help Them Grow or Watch Them Go by Beverly Kaye and Julie Winkle Giulioni. I couldn’t put it down – literally !! The book is fast paced and yet the most insightful book around the topic of professional development that I’ve ever encountered !!

The book struck a true cord with me because it’s approach made so much sense. As HR professionals, we keep looking for THE system that will finally address the lack of feedback and/or performance metrics in our organizations. We continue to hold onto the ancient notion that the annual “sit in front of my supervisor who rarely tells me how I’m doing so he/she can focus on my weaknesses” is effective. It’s not.

Employees long for development regardless of their level in an organization. The notion of “up or out” doesn’t come close to how lean organizations operate these days. Beverly and Julie have written out a perfect method to address all forms of development and have made it relevant to ANY industry type.

HR – please take note of this. I’m not a person to just share my opinion if it’s not something I’d be willing to practice. I’m using this book as our “script” at looking at development internally at the Leadership level and in our pizzerias. I’m getting a copy of the book for each of the SHRM Chapter Presidents in Ohio because I want to see them develop as leaders and for them, in turn, to develop the HR folks in their chapters.

The book is a must read because it’s applicable. How often do you find that ?? I recommend you read the book first and make your determination. I’m all in !! I hope you will be too !!

Stand Up Against the Odds !!

My family and I just rented (yes rented) The Hunger Games. We were enthralled !! No one had read the books, so we had no preconceived notions. It was intense, dark, dramatic and hopeful !! If you haven’t seen it, please do.

In the story, Katniss, the heroine, goes through an adventure none of us would venture to volunteer for or dare to endure. One of the incredibly moving images of the movie is from the inhabitants of her District. She hails from District 12 which is a mining area and the poverty is devastating.

The people watching her compete in the Games all lift their hands in a three-finger salute of solidarity supporting her and against the State. It is moving and causes them to rise up in action to fight the oppression they are under.

Sorry to be so geeky – but there is a point to all this.

As HR professionals, we often find ourselves in the middle of “everything”, but still on our own. HR folks are one of the few professions who continues to try and perform in isolation within companies.

It’s time for us to raise our three-finger salute in solidarity. Not “against” anything – but FOR each other !! Too many of us feel like Katniss in the Hunger Games out surviving for ourselves and doing our best to fend off the fires that we rush to put out.

We need to be more connected as professionals and as a profession. In doing so, we will be better able to lead in our companies, mentor others and move things forward. If we keep trying to do things in isolation, then we’ll be picked off and no longer be in the Games at all. (Read the books and see the movie – shameless plug.)

So, if you have a chance to go to an HR Conference – do it.

If you have a chance to reach out and attend an HR chapter meeting or professional development event – do it.

If you can connect with people on Social Media forums like Linked In, Twitter, etc. – do it. Don’t be afraid of these. See how to use them best !!

And most of all, if you can personally connect with other HR pros “in person” by phone or face-to-face – then don’t pass up that chance !!

As you are reading this, my right hand is raised in a three-finger salute looking for you to join me as we stand together in HR !!

Go Tagless !!

I love the new campaign from Hanes with Michael Jordan. The most recent ad shows a man trying to cook at his grill while the tag is telling him everything to do. (Watch it here).

The “tag” line at the end of the commercial is fantastic !! “Tags are annoying. So we got rid of them.”

The message sticks with you and you see yourself nodding as the tags in your clothes mysteriously start to itch. But I digress . . .

We tag people all the time (or label them). It happens in all facets of life, but especially in the workplace. By labeling someone, we feel we can contain them and that they should fit in our box of who we think they should be. I’m not specifically calling out the classic EEOC categories here either. We put labels on people and expect them to live within those. Most of the time those labels aren’t communicated either. They are just whispered by management, or they are our filter on performance reviews.

HR has a chance to really impact an organization when it comes to removing tags !! However, we need to start with ourselves. You can’t expect others to follow this movement, unless you first remove your own tags.

For instance – remove the tag that you’re “only” in HR. We are a vital facet of all organizations due to the simple fact that they have people. If they have people – they need HR. Secondly, remove the tag that you only exist for either management or employees. You exist for ALL employees and can therefore be a consistent force and voice for all levels of the organization.

When you’ve removed your tags, then look at the various HR systems in your Company to see where things need a little trimming. Allow your employees to develop, grow and move throughout the company instead of making sure they fill a certain niche. It doesn’t mean promoting everyone “up or out,” but it does allow people to excel by taking on work where they can add value and utilize their strengths.

One “tag” you should keep is “genuine.” It’s missing in many corners of our profession, and it needs to be sewn back on. Helping organizations remove their labels is essential and it is an area where we can shine !!

What do you say? Can you do it, or do I need to have Michael Jordan come over and say, “Hand it over.” Go tagless with me. It rocks !!