‘Impact’ Articles at Everyday People, Page 4

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 !!

Take it All In !!

I’m glad to say that I’ve survived another phenomenal Ohio State SHRM HR Conference !! It was spectacular from stuffing the conference bags and setting up the vendor booths all the way to the final session. It truly is an exhausting week for many of us (by choice).

It’s fascinating to watch the interactions that happen at an HR conference. I think this is mainly because HR folks love to be around others from their profession. There’s camaraderie, laughter and a truly evident bonding that is needed at least once a year. You have to know it’s fantastic to be around people who are working in very similar circumstances ranging from compliance to employee relations.

Another very interesting facet that I keep coming across is how involved people choose to be throughout the conference. I get the fact that ALL of us are taking time away from our families, our workplaces and the projects that will be jumping to life come Monday morning once again. Since this time is more focused around HR intentionally, it would make sense to me that you would fill every moment with everything you possibly could at the Conference. Ironically, this doesn’t happen. This isn’t to be critical – it’s an observation.

I think what is telling about this though is the issue of capacity. People take in as much as they can handle in all areas of work, life and activities. The question you have to ask yourself is – what is my capacity? What if I could take in one more thing that may give me THE answer I need to do my role better? What if I met one more person who could be THE one who connects me to resources, a career opportunity or other great HR pros who could make HR come alive?

At the Conference we asked everyone to sign a birthday card for SHRM because it’s their 65th birthday this year. It was a simple thing to ask for a very small commitment. When people saw that their contribution was within reach, easy to accomplish and they had someone there to encourage them to do it – there was instant participation. Once there was one signature, the next one seemed natural. By the time one side of the card was filled, the next side began to take shape. People wrote in all directions, sizes and locations. No one argued and everyone joined in. We even bled over to the back of the card because more and more people wanted to be included.

It was a card. A piece of cardboard that still had room to take on more people. It hadn’t reached it’s capacity – and most of us haven’t either.

So, the next time you’re at an event – take in everything. I mean it. EVERYTHING !! Don’t miss out on one moment. It is so fulfilling and you’ll take all that you’ve experienced and learned back to work and be an even greater HR person !!

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 !!

Load Your Quiver !!

Recenty a phenomenal effort to pull the HR blogging community came to a close – the HR Bloggers Network. It was the brainchild of Laurie Reuttimann and I was fortunate to be included in this effort.

The highlight for me in this was to be attached to a group of incredible HR pros who regularly offer great content to the broader HR community. I make sure to read each post these folks offer and utilize their wisdom, insight and advice in how I practice HR everyday !!

Too often, when people read your posts, they don’t take that next step to look at a blogroll or see what others are saying. I’m like most people and have my “faves,” but honestly, I try to take in as much information as possible because it allows me to be a better HR professional. One can never learn enough . . . ever !!

I have an approach that I’d like to share with you. I think HR people need to load their quiver. This way you have the arrows needed in order to protect yourself, hunt for new opportunities and attack those things that need to be addressed.

HR Blogs are a great way to load that quiver !! So, this week I want to break out the authors who made up the HR Blogger Network and make sure you know who they are, what their blog is about and where to find it. Please note that there are a myriad of other phenomenal HR bloggers out there, and I’m working on a way to feature them as well.

My goal is to reach the entire HR community !! I know that’s a huge goal, but we are only better by being more connected. Make sure to take this list of bloggers and share them with others. Don’t just read this post and stop. It’s time for us to arm everyone so that all our quivers are full !!

Now, the great folks (and friends) from the HR Blogger Network:

Laurie Ruettimann (@lruettimann on Twitter) – Social media pioneer who has an edgy look at our profession. Always dig that she makes me stretch !! Her blog is The Cynical Girl.

Bonni Titgemeyer (@BonniToronto on Twitter) – Founder of the Employment Opportunities List and the TEPHR community. Great voice on getting employment right !! Find her at The EO List.

Elizabeth Lalli-Reese (@TXStrategicHR on Twitter) – Keeping HR strategic is always a good thing and Elizabeth offers a ton of insight and perspective on how to do this. Her blog is Texas Strategic HR.

Lisa Rosendahl (@lisarosendahl on Twitter) – As an HR practitioner in the healthcare field, Lisa offers a grounded view on HR and on life !! You can find her blog at Lisa Rosendahl.

Ben Eubanks (@beneubanks on Twitter) – Ben is the present and future of HR !! He offers incredible resources for younger people in the field. His blog is aptly named Upstart HR.

Kimberly Patterson (@kimberly_patt on Twitter) – Kimberly truly takes a different look at HR. She is very passionate about what we do and wants to make sure that we look at all angles of what we do. Hence the blog title – UNconventional HR.

Joan Ginsberg (@JoanGinsberg on Twitter) – Joan is a truly genuine HR pro who always gives a genuine look at all that we do !! That’s why it makes sense that her blog is titled Just Joan.

Bill Boorman (@BillBoorman2 on Twitter) – Bill is a futurist and the driving force behind UNconferences literally around the globe. He’s always looking for what’s next. His blog is Norton Folgate – The Recruiting Unblog.

Lars Schmidt (@ThisIsLars on Twitter) – Lars is all about recruiting, innovation and talent. He’s a compelling force on making workplaces better. You can find him at Amplify Talent.

Melissa Fairman (@HrRemix on Twitter) – Melissa is a fellow HR practitioner who really has a solid handle on all facets of HR. Her advice is practical and applicable in all industries. Her blog looks to mix it up at HR reMix.

Jennifer McClure (@JenniferMcClure on Twitter) – Jennifer has a great grasp on recruiting and integrating HR strategically throughout an organization. She is contantly looking how to reach the HR community. Her blog is Unbridled Talent.

Victorio Milian (@Victorio_M on Twitter) – Victorio brings a cool vibe to all that he does. He offers a great perspective to recruiting issues and opportunities mixed in with a great musical taste !! Find him at Creative Chaos HR.

Jennifer V. Miller (@JenniferVMiller on Twitter) – Jennifer has a focus on all aspects of Leadership, and she gets it right !! Her insight is very applicable at all levels of an organization. Her blog answers The People-Equation.

Dan McCarthy (@greatleadership on Twitter) – Dan is another great voice in the Leadership arena. His focus on making us GREAT is phenonmenal – and needed. Connect with him on his blog Great Leadership.

Lance Haun (@thelance on Twitter) – Self-described “nut about Talent Management” and an avid NBA fan, Lance gives a broad perspective to all areas of talent in organizations. His blog is Life Between the Brackets.

Matthew Stollak (@akaBruno on Twitter) – Matthew is one of the few HR voices from academia. He is advancing the field and also training the folks of the future !! His insights can be found at True Faith HR.

Paul Hebert (@IncentIntel on Twitter) – Paul is one of the few solid, objective voices on the topic of recognition. He doesn’t pull punches because he believes in the value of lifting others up !! You can find him at Symbolist.

Robin Schooling (@RobinSchooling on Twitter) – Robin always has a great tale of experience from her career in HR. They are episodes that we all face at one time or another !! Learn from her at the HR Schoolhouse.

John Nykolaisyn (@CigarSPHR on Twitter) – John has a great background in both the hospitality and education arenas. He likes to keep things fresh and turn others “on their head” in the workplace !! His blog is Fast Food HR.

Ron Thomas (@ronald_thomas on Twitter) – Ron is currently an ex-pat working in a senior HR role in Saudi Arabia. He is a true global HR leader with an incredible look at all that HR does. You can find him at Strategy Focused HR.

Steve Boese (@SteveBoese on Twitter) – Steve is the strongest voice in HR Tech !! In fact, he’s heading up the HR Tech Conference starting this year. He also hosts the incredible HR Happy Hour blog radio show. Connect with him at Steve Boese’s HR Technology.

Tim Sackett (@TimSackett on Twitter) – Tim has a great viewpoint on HR in the field. His no nonsense approach is refreshing and challenging. His blog is at The Tim Sackett Project.

Shauna Moerke (@HR_Minion on Twitter) – Shauna offers a bright, fresh look on life and HR !! If you know her you’d see this is true from her infectious laugh to her healthy wit. Find her at HR Minion.

Tim Gardner (@TimJGardner on Twitter) – Tim brings a unique voice to the world of HR bloggers. A self-proclaimed introvert, Tim has a thoughtful, in-depth viewpoint every time he writes. His blog is perfectly titled The HR Introvert.

HR is Surreal !!

This past week I was fortunate enough to be on vacation in Clearwater Beach, Florida with my family. We’re a close family that tries to explore the areas we go to. We’re not the sit on the beach for 7 days group.

One of the things that my wife and kids “tolerate” is my art fix. You see, I love to see art of all kinds. I need to get a fix when we go on vacation just to refuel creative juices. I love to see how others express themselves and am fairly open to most types of art. We spent one day in beautiful St. Petersburg which has a very cool art vibe to it. After exploring local artist shops, we went to a mecca . . . at least for me. The Dali Museum !!

Salvador Dali was his own person (to say the least). It was so cool to walk through the museum to see that he started out “normally” to learn from the contemporaries of his day and used a more traditional style. This changed as he aged and he found his own voice. Listening to the walking tour, you found out that Dali’s extremely different surreal paintings were his attempt to capture what people’s dreams really looked like. His images are vibrant, intricate, deep in meaning and disturbing at times.

If you haven’t looked into Dali’s work, you should. I’m sure you’d recognize his work and images.

As odd as it may sound, I saw HR all throughout the Dali museum. In fact, I dig the fact that he was so radically intentional in what he did, what he painted and how he lived. He also tried to express the innermost thoughts and images of himself and others.

In our field, we hear the thoughts and feelings of people every single day. The question is – do you take the time to delve into the layers of these encounters, or are you just placating people to get them to “move on” ?? People are like art. They deserve to be observed, examined and enjoyed. They may not always fit your taste, but they all have value to offer. They shouldn’t be skipped over to get to the “more attractive” or “more well known” piece.

Like Dali’s work, people are also fluid, unpredictable, layered and unconventional. That’s what makes them amazing !! The key to understanding this approach though is to be like Dali – intentional !! You don’t have to go with the flow in your organization, or in HR !! Going against the flow is much more freeing and gives you a perspective that others who just going the same direction never see.

So, this week look at the palette around you that make up the canvas of your corner of the HR universe. Put your touch on it and bend it, shape it, crinkle it and make it shine. Release your inner Dali !!

A Positive State of Mind !!

Lately, the HR Blog world has had a negative vibe. I understand that what we do in Human Resources can be challenging, frustrating and even overwhelming. We are dealing with people. I think it actually could be the definition of “human being.”

The other trend I’ve noticed is that most of HR is focused on fixing what’s wrong. The real limitation of this is that the majority of the things that are truly “wrong” with people makes up only about 10% of the folks you work with. However, that makes up 90% of our focus. It results in programs, policies, and efforts that miss the best employees all together !!

Honestly, it tires me out. Doesn’t it tire you out? I try my best to be positive every day and in every situation. Whenever I’ve brought this approach out, it gets looked at as being somewhat of a Pollyanna. Someone who doesn’t recognize the reality of the swirl of day-to-day life and negativity that tries to swallow us whole.

I don’t see positivity as a “way of life.” I see it as a choice. I can choose to fill myself with those things that are good and uplifting. I can choose to surround myself with people who look for the best in themselves and in others. I can choose to believe that EVERYONE has value !! And, I can also choose to be positive with others when I interact with them.

Sure, that’s also challenging !! I’m not naive. In fact, I know that I’m probably seen as challenging to others, have had blue funk days, and am quite sure that I’ve disappointed others for a variety of reasons. Having setbacks don’t lessen a positive outlook. In fact, the ability to face the peaks and valleys of life is a necessity. Again, you face a choice.

I’m going to look for, and highlight, #PositiveHR when I see it. I think it’s time to turn the tide in the field and in Social Media forums. It doesn’t mean we can’t be critical. We should be. It doesn’t mean that things shouldn’t improve. They should. HOW those things are done is the difference !!

People want positive things around them and in their lives. Everyday. Honestly, they’re yearning for it personally and in their workplaces. They’re especially looking for it in, and from, HR !!

You’re starting a new week. I’m sure the week ahead is full of all kinds of opportunities and obstacles. You have a choice. Will it be positive ?? I can tall you what my approach will be.

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 !!!

All Keyed Up !!

When’s the last time you had an event truly shape or change your life? I know that we all have these types of events and once they occur you need to decide how you are going to respond.

Last week I experienced an event that truly changed my life !!

I just returned from Sea Base which is a national Boy Scout camp located in the Florida Keys. The past week was spent doing everything from kayaking in the Gulf of Mexico to swimming off a boat in 600 feet of water in the Gulf Stream !! If I wrote the post on every amazing activity I experienced, it would be too long to read.

I spent the week with six phenomenal young men, including my son and another dad from the Troop. Two other dads traveled with us and hung out on vacation while we experienced the adventures of Sea Base. Here we all are at the Southernmost Point in the US in Key West !!

It’s hard to capture the emotions that happened throughout the week because every day brought something unique and new to each of us. At the beginning of the week there is an “adult meeting” to explain what was going to happen. The point that struck me was when the Camp Commissioner said, “There will be things this week that challenge you. I encourage you to take a risk and stretch yourself. When you do, you’ll see you have the ability to do more than you think. Also, your boys will see that you are involved and will want to join in with you.”

That’s when the life changing moment happened. Mind you, this was on the 1st day of the week !!

How often do we not heed this advice in our work as HR professionals? This wasn’t someone throwing down a gauntlet. It was someone who gave encouragement with context. He laid down the opportunity, explained the potential for success and failure and how that opportunity would be a model for others.

I was on fire after that !! It was the first week where EVERY single day was positive from start to finish !! I mean it. EVERY SINGLE MOMENT !! There were incredible challenges that we faced both physically like being in the ocean as well as living on an out island that was more like Survivor than anything I’ve ever seen. Throughout each day there was constant laughter and an incredible bond with the staff as well as the chance to do things with the boys that we never dreamt of doing before with ease !!

Several people bemoaned when I came back – “Oh, now you HAVE to go BACK to work !!” Are you kidding ??

I GET to return to a place where more great people are looking for (1) encouragement with context who (2) want to take risks to (3) succeed or fail and I get to (4) model it myself for others.

I’m keyed up (aka as Geeked !!) Sea Base took off the filters, edges, doubt and frustration with things that lay before me. I’m a better person for stretching this week and I hope you do the same !!

Remember when ??

Recently, LaRosa’s, opened a new location called Eastgate. I’m fortunate to be the Executive Director of HR for this iconic Cincinnati company, and we had a pivotal role in this store opening. HR interviewed every new potential Team Member because we were looking to add 70+ folks to this much larger pizzeria !!

You may think that this isn’t such a unique story. I mean, EVERY HR person does recruiting !! That’s not always true. I haven’t had to interview for over five years. It’s great to be in a role that is highly strategic, but it felt fantastic to be back in the field to meet potential new employees. We interviewed the candidates on-site and in booths in our restaurant. Again, not unique, but it was for us because typically the hiring is done by the Manager in his/her pizzeria.

So, why was this experience cool ?? Interviewing is just a “natural” skill in HR. There’s nothing special about it. Ahh, that’s where you’re wrong !!

You see, the great new people we were talking to were going to be filling an incredible role !! They are the front line connection to our guests who eat at our locations. Getting the best people is key for outstanding guest experience !! Every hire counts. Every one.

Also, I forgot an incredible experience that I should have never taken for granted. The cool thing about a store opening is that we interviewed people, and then offered them a job right on the spot if they were going to join our team. To see a person get a job is a gift. Not giving them a job, but seeing their reaction. Often, we are a person’s first job ever. We also had people who were looking for new opportunities or a chance to work for our great company. In every case, the joy of their reaction was spectacular !!

This new beginning should never be overlooked or seen as something mundane. When you hire someone, you change their lives !! Often in HR, we become numb to the great things we get to do that alter people’s lives and careers. Don’t overlook it. It matters. If you don’t think so, ask a jobseeker.

Take a new approach to what you do HR. Look at it as how it impacts and affect’s humans. Trust me, you will never be jaded again !! It will always give you that new sensation !!

Dissolve the layers !!

The field of HR is vast. I dig that. You can seek a career in HR and going in many different ways. Not many other fields can do that. The ironic thing about this breadth though is that we don’t embrace it. In fact, we do our best to have massive barriers built between the different areas so that each one can place its stake in its respective ground.

Here’s an example . . . vendors.

HR people don’t like vendors. Vendors, in turn, don’t like HR people. However, we need each other in order to do our job well. But, instead of embracing each other and seeing each other as resources, we tend to tell each group to stay in their camp.

Another one . . . Sr. HR Executives.

I know I’m heading into treacherous water in calling this out. But, when did Sr. HR pros forget that they weren’t always Senior ?? Is there an apex in our profession where we can avoid those “below us” because we don’t deal in the transactional work that lower level HR people have to address?

I don’t get it and I refuse to. I have a different approach that I’d like us all to consider. Let’s dissolve the layers that separate our profession and work together as talented parts of an amazing whole !! I’m not asking us to become an HR commune. I’m asking us to truly be strategic and understand that each part of our profession brings a strength and value to what we bring to the business community.

Last week I spoke at a very small HR chapter along which had four students from a SHRM Student chapter. An a “Sr. HR professional,” I could have taken the stance that I wasn’t with those “of my kind” and that this was a waste of time. Or, I could see it as an opportunity to meet great new HR folks that I didn’t know and maybe, just maybe, one of those students could meet someone that remembered how hard it was to start in HR and give them my time and attention.

So, let’s rally together !! Vendors, recruiters, OD, Training, Consultants, Generalists, Comp & Bens folks, HR Admins, HR Analysts and Executives. Together we make up HR. Let’s quit trying to splinter our field. Let’s be the example of how together we are a vital, relevant and strategic business entity !!