Tag: workplace

So Much Room to Move !!

Rain for hours.  Mud everywhere. Solemn flag retirement.  Scavenger hunt.  Tons of Euchre games.  Food that is flat amazing.  Big word Saturday (you got credit if you used big words during your conversations). Flames shooting from a lantern, and everyone points and says, “Mr. Browne – look !!  Cool !!”

As I type this week’s post, I’ll be honest, I’m exhausted.  I just returned from a weekend of scouting with the great boys and adults of Troop 941. It’s our annual “advancement outing” where we get our new scouts started along their way, and the older scouts also work on things to advance in their ranks. It seems that every Advancement Outing is filled with challenging weather and unexpected surprises.  This one was no different !!

One of the things I truly love about Scouting is that the focus is to let the boys learn, fail, learn again, teach and then move forward.  The hope is that they get the spark to someday reach Eagle Scout.

It’s interesting because the Troop is a microcosm (big word) of the workplace.  Every boy is different and has quirks that make them truly standout.  As adult leaders, we do our best to guide them to making the decisions that will allow them to truly develop.  We are constantly fighting the urge to jump in and fix it all because we learn that our greatest trial is . . . patience.

The beauty of the system is that the boys can do so many things in so many ways to reach their goals.  This drives some adults (and boys) crazy because they feel that tight structure will lend a successful end for one and all.  Some kids don’t even see the structure (which warms my heart !!)

In the workplace, we in HR use policies as our “structure” and we do our best to enforce, cajole and discipline everyone who falls outside of them.  We think we’re doing our job, but not really.  I think policies are broader than most.  They should be parameters that allow people room to move and perform.  They should never be vehicles for control than can never be fully reached and will most certainly not allow people to be consistent.

We need to be like the scouts who look at eminent danger and say, ” Oooh, cool !!”  I learn something every time I get to go and lay under the stars and the rain and the mud.  Amid all that, you only hear playing, laughter and memories being made.  It’s a great “workplace.”  Maybe we’d all enjoy what we did a bit better if we loosened the reigns and allowed people room to move !!

It’s Opening Day !!

This week I participated in a true Cincinnati tradition !!  My family and I went to Opening Day for the Cincinnati Reds.  It was truly a spectacle to behold !! Everyone was smiling, laughing and anxious for the start of a new baseball season.  The smell of bratwurst, pizza, beer, popcorn and peanuts filled the air.

People didn’t want to miss any second of the festivities.  The Reds have always valued this tradition since they were the first Major League team ever.  Fans are loyal and educated about the storied past as well as being encouraged about the current team.  They know stats, performance indicators and have strong opinions about their favorite players.

All eyes were glued to the field when they paid honor to wounded veterans who had proudly served our country.  Next was the unveiling of a gigantic American flag that covered the outfield as an enormous plane flew over the stadium at the perfect moment amid roaring cheers !!  The ceremonial first pitch followed and then we moved onto the game.  You could hear all types of conversations going on all around you, and every “ooh” and “ahh” of the plays on the field was palpable.

Seeing this event was truly a treat for my family and me.  It also made me think . . .

42,000+ people were filled with awe, joy and hope for baseball players that don’t even know they exist.  We go to work everyday with a team of people we need to have succeed more than any sports team ever will.

So, what if we treated the beginning of the day like Opening Day at work?  We were geeked to see everyone !!  We cheered their performance on and wanted to see them bring their best in all they did !!  We knew that each person had a role that made the team thrive and we built on it, encouraged it and gave them the equipment to “knock it out of the park.”

As you start this work week, you can have that Opening Day feel !!  What do you say?

Who gets your attention ??

The past few weeks are some of my most favorite as a basketball fan with the NCAA tournaments (both the men’s and women’s tournaments.)  I’m a giant basketball fan having played since I was young, seeing my kids play and being an AVID fan of my alma mater . . . Ohio University !!

You know Ohio University, it’s that one in Athens, Ohio.  The 1st public university in Ohio.  The one who’s mascot is a Bobcat . . . NOT a Buckeye !!

So, you can imagine my excitement when the men’s team won their conference tournament and made it to the “Big Dance” !!  They were matched up against Big 10 power – Michigan in the first round, but you wouldn’t know that because the commentators from CBS focused on the “more talented and more recognizable” school.

NOTE:  This is not Michigan’s fault and I actually admire their school, and all the schools who worked hard enough to make the tournament.  Please read on . . .

After Ohio U. pulled off the upset to advance in the tournament, CBS then struggled because their next opponent was the University of South Florida from the Big East.  Who would they focus on?  Well, it honestly was a mix, but the commentators stammered throughout the broadcast because neither school was considered “premier.”  OU triumphed again and moved on to play a truly legendary program – the University of North Carolina.

The game Friday was incredible and Ohio University took the mighty Tar Heels to the very last second and just missed a basket that would have clinched the victory.  Instead, they played overtime and UNC won.  I was sitting in my basement so excited about how great my alma mater had played, and was interested in seeing what would be said after the game by Roy Williams, the UNC coach.

Both he, and one of his stars, Tyler Zeller, said that Ohio played a great game and they were fortunate to win.  They both wanted to give Ohio credit.  There was one Bobcat fan who had tears in his eyes.

You see, this is so similar to what we do in organizations.  We focus on the “stars” and the “high performers” because they are well-known, visible and (in most cases) performers.  But where do future stars come from?  What do we do with people who are a great team, but may not have a superstar?

Our feedback to employees tends to be like the commentators from CBS who did this with EVERY team that wasn’t well known or listed as a better seed.  Isn’t it time we look for those who bring great strengths to the workplace every day?

What would happen if we had a great focus about ALL our employees?  What if we expected the best from everyone and gave them the opportunity to perform?  What if we quit focusing on negative and what isn’t working with things, and instead, encouraged people to do their best?  Then, when they do, give them feedback on their success !!

I’m proud of Ohio University and what they accomplished.  I can’t wait to see what happens next season !!

Image courtesy of the College Book Store, Inc. page on Facebook

 

Try a new flavor !!

You may know this, or you may not, but I work in HR for a restaurant company – LaRosa’s, Inc.  It’s a pizzeria that is truly an iconic company !!  We’ve been in business since 1954 and we’re doing well.  To be in business that long and stay relevant, you have to have some staples mixed in with new innovations to keep things fresh.

What does this have to do with HR ??  – EVERYTHING !!

Just recently, we began adding the new Coke Freestyle machine at our locations.  It allows you to get a drink in over 100+ options.  (My favorite is raspberry Coke Zero).  When the machines go into a store, there is a lot of buzz and experimentation.  We also do our best to let you know of new options and flavors for you to enhance your dining experience.

With over 100 choices, you’d think that people would jump right in and try every flavor they could.  Even if it was only to eliminate the ones they didn’t quite like for the ones they do.  Amazingly, many people venture out to drink . . . Coke and Diet Coke.

This isn’t “right” or “wrong,” it’s just that people are used to the norms in their lives and change is more difficult than we think.  All this machine is doing is offering something you already like (a soda or pop) with new alternatives.  Doesn’t seem like a big jump, but it truly is.

When I hear HR folks tout that they are “change agents,” I get concerned.  I’ve met very few HR folks who are comfortable with change, which is the same as our employees.  Change is difficult, but what we’ve missed along the way is that “change” occurs daily whether we want it to or not.

HR tends to think change happens in broad strokes or inventive initiatives.  In reality change occurs most of the time in small, incremental bits.  This tends to be much more sustainable than making huge strides.

So, where are you in this change continuum?  Are you someone who drives change?  Are you someone who shepherds change as it goes along?  Or, are you someone who cleans up after changes happen?

I propose that you be on the leading edge of change in your area, your profession and at your company.  HR has the ability to be innovative, creative and sustainable.  However, we need to understand that change is a vital part of what we do.  Businesses change and we need to be there in stride with them.

So, this week try a new flavor !!  Step out a bit from what you normally do and try something new.  Make “change” a regular part of who you are and what you do in HR !!  I think you’ll like it !!

 

 

What’s at the end of your tunnel ??

I love being in HR !!  For those of you who know me, this isn’t some random blogger’s statement.  I’m genuinely passionate about HR and love to see how the field can to continue to develop, evolve and grow.  That brings me to this week’s observation . . .

The majority of folks in HR suffer from “tunnel vision.”

By this I mean that too often we take the stringent and narrow when it comes to our policies, procedures and systems.  We continue to create and develop systems to keep folks in check (i.e. attendance systems, don’t do this/that policies, etc.)  At the same time, I continue to hear HR folks who are frustrated with what we do.  We belabor the fact that people continue to work around our systems and we don’t know how to get things back in line.

The reality of this frustration is that you can’t get things back in line – nor should you !!  There is absolutely nothing wrong with structure and focus.  People work well when they know there are boundaries.  But, boundaries are different than walls !!

I continue to find that people are vastly different.  This fascinates me because it makes it all the more difficult to come up with HR systems full of absolutes and must have’s.  So, I take a different path and I’d like you to consider it as well.  Here’s what I do . . .

My tunnel is a kaleidoscope !!  Like you, I need to focus, but by looking at each person and situation on their own within the parameters of the systems we have, you get a new image every time !!

Doing HR this way IS more challenging, but isn’t that cool ??  Also, I find it to be incredibly less frustrating and even more consistent because people know that I’ll evaluate the circumstance based on what they’re facing.  It has led to things being more decisive in most cases, and it’s also given my department more flexibility and the ability to make sure that we take the time to look at all facets of what’s facing us.

I used to say that HR is gray and not black/white.  I’m changing that to HR is psychedelic because that is the landscape that I see people moving through.  Why don’t you join me and turn the tunnel to see what new images you get ??

Image courtesy of Worldwide Hippies

 

It’s okay to ask “Why ??”

My wife and I are fortunate to have two amazing kids !!  They do well in school, are active in our church and our community.  I’m proud to say that.  For those of you who have kids, or if you’ve even been a kid, you know that kids ask one question infinitely.  “Why ??!!”

It doesn’t matter if things are crystal clear and there’s no reason for this question, it happens anyway.  More often than not, I just want them to do what I say and have some faith that I am not leading them down some dark path with my request to clean their room.

Recently, I heard a presentation where the speaker pulled back my eyelids on this question that often seems so annoying.  He explained that people in the workplace ask “Why” because they’re seeking context, not to annoy.  They want to understand the reasoning for decisions.  Seems to be a great trait actually.  I actually agree with him and when I sat back to think about it, I ask “why” all the time.  So, why do I get annoyed when others do it?

I think it goes back to the feeling that we’d like people just to do what we say when we say it.  If we have to spend time explaining things, then that means we’ve lost time doing something else that “matters.”

It’s time for all of our eyelids to be pulled back in HR.  If we’re not asking why for context, and even to challenge, then we can’t expect the status quo to ever move.  Just going along with everything doesn’t show well and we shouldn’t settle and sit back.  Also, we can foster a culture where it’s not only safe for employees to ask “why,” but it’s encouraged !!

If we continue to promote that we want a learning environment that focuses on development, then we must allow people to ask “why.”  What are we afraid of if we did this?  If employees felt safe, and inquired about their work, wouldn’t there be a greater chance of an enriched workforce?  How cool would that be?

So, start a new behavior today and allow people to ask that infinite question. This time when it’s asked, answer them.  Give them context and see what happens.  I think you’ll enjoy the results !!

What Are YOU Looking For ??

This weekend my son and I had to catch the opening of Sherlock Holmes: A Game of Shadows.  My quick review is that it is AWESOME !!  Visually beautiful, great story, action and intrigue.  But that’s not the focus of this post.

In the movie, Holmes sees everything !!  Subtle clues abound even in the midst of constant, heart-pounding action.  By following them, he is able to deduce the intentions of his archenemy, Professor Moriarty.  Nothing is missed and everything has meaning.

Now to a real life story . . .

This Friday, I met a friend at one of our LaRosa’s restaurants for lunch.  Service was spectacular from everyone involved and the food was great.  Yes, I know I’m biased, but I wasn’t the only one who saw this.  My friend asked me if the manager knew that I worked for LaRosa’s in HR.  I told him that I hadn’t met the manager on duty, but knew his name.  I explained that I like to just go to our locations and be more low key.  I don’t want to add any undue pressure.

After the manager had stopped by our table to ask how things were, he did something wonderful (as we both observed).  Instead of doing the “How are things?” and pass by before an answer’s even given, he stood and talked to us.  He waited for our response and then talked some more.  My friend exclaimed, “I love when they do that!  When someone takes the time to truly see how things are is what I expect.  This is great !!”

After my friend left, the restaurant, I walked back into the kitchen and introduced myself.  The reaction from the manager and the Team Members around him is what I’m used to.  It’s the “Oh no, it’s HR !!  I wonder what he wants ??”  I reassured him that I was just meeting someone for lunch, but wanted to share how amazing the service was and my friend’s positive reaction to his experience.  The manager glowed.  The “barriers” of talking to HR dropped, and we talked as people (as it should be).

So, what are YOU looking for ??  My friend and I expected to have a great time together at our restaurant, and we did.  The employees were all performing and people were doing a great job.

Do you look for the great things ??  Maybe it’s time we all did this a little more . . .

Image Courtesy of The Hollywood Reporter

Have You Played Lately ??

I have !!  Man, the past few weeks have been full of FUN !! And, I work in HR !!  How cool is that?

We had our Christmas Party for our store Managers at Star Lanes at Newport on the Levee.  There was bowling, eating and billiards surrounded by tons of laughter and stories.  It was very casual and loads of fun !!

I also had the privilege of speaking at the chapter meeting of the Greater Cincinnati HR Association (GCHRA) and the event sold out !! Yikes !!  The presentation was on Leadership through HR, and I had a blast.  Lots of laughter, stories and food !!

Then, this weekend I went to the National Museum of the US Air Force on the Wright Patterson Air Force Base with my Boy Scout Troop.  We went through the miles of planes and years of history on a scavenger hunt, took in an IMAX movie and even got to tour through past Air Force One planes.  The boys (and certain adults) let their imaginations run wild and pretend we were fighter pilots.  We all picked our favorite planes that we just HAD to have !!  Again, more laughing, fun and memories.

The ironic thing during all of these activities . . . no one got hurt.  No one was upset.  No one was negative.

It made me start to reflect about what we do in HR.  Is it fun?  Do we allow people to play?  Or, are our processes more important than people?

How about our Associations, Conferences and gatherings?  Fun ?? Parts of them are, but there are also a myriad of rules and structures with good intentions, but limit people from enjoying themselves.

Why is this?  Is someone playing at work, or having fun that threatening?  I’ve said this before. Do you know what happens to kids when they grow up?  They become our employees !!

This week start a new practice before people make silly New Year’s Resolutions that they will strive to break vs. keep.

Have fun at work !!  Quit looking for others to engage you.  Be engaged first yourself !!  Fun is different for all of us, but look around at your company’s culture and see if it fosters creativity or compliance – innovation or conformity.

I plan to play more and more and pull others along with me. Let’s see who’s more productive in the end !!

 

Get rid of the “n’ts” !!

This may seem like an odd title, but I was slapped back into reality at our OHSHRM Leadership Day for Chapter Presidents.  We had a great, upbeat day which featured a Leadership Bootcamp lead by Tom Terez to open and then Bruce Boguski to close with a great motivational piece about how we approach each day as people in HR and our lives in general.

One item Bruce hit on is the words we use.  Seems simple, but it’s amazing how many negative words just fill each and every moment of our days.  We use these words when we talk about others and even ourselves.  It was especially telling when he asked us to reflect on these words in our work as HR professionals and leaders.

What are the words ??  You know them all too well.  Most of them end in “n’t”. Words like “Don’t”, “Can’t”, “Shouldn’t”, “Couldn’t”, “Won’t” . . .

Does this sound familiar?  You wake up to head to work and you tell youself you don’t want to deal with so-and-so today . . . You can’t handle how another department is handling a certain situation . . . etc.

When you sit back and think of how many “n’t” words fill every sentence that we use, you’ll be shocked.  (I had to really had to be intentional in writing this post to see if I could even do it without n’t words other than for examples !!)

Now, think about our HR practices and policies.  The vast majority of the ones I see are written with more don’ts vs. do’s.  If we continue to approach our employees with what they can’t, or shouldn’t, do – how can we expect them to look at what they do from a positive perspective ??

It’s time for us to change this !! We can, and should, be genuinely positive !! Who says that we have to continue to go with the flow of darkness that seems to take up most aspects of media, entertainment and culture?

We’ve come to a point where positive people bother us.  Well, I plan to bother people.  A LOT of people !!

It’s a real challenge, and I’m only one day into it, but I’m going to do my best to reduce and get rid of the “n’ts” – I hope you join me !!  Think how much better our workplaces would be if HR took this approach !!

You can count on me !!

You may, or may not know, that I am an incredible music freak !!  I can’t get enough of it and this Thanksgiving weekend a true classic popped into my head – Count on Me by Jefferson Starship.

When my extended family gathers for either Thanksgiving or Christmas, we call it BIG Thanksgiving or BIG Christmas because there are so many family members that attend.  Before we eat and open with a prayer, we count off – literally.  We have had a few family members pass away over the years, but we never stray from this tradition.

So, it begins 1 . . . 2 . . . 3 . . . 4 . . . etc. until we get around the oval. (It’s never a circle because there are too many folks.)  This year we had 35 and it’s been as high as 60.  Included are aunts, uncles, cousins, their kids, and starting this year the newest generation has it’s first engaged couple.

I know that you need to be careful about what you do/don’t share on-line, but I’m 47 years old and completely cool with that.  If you met me you’d say I’m at least 28, so age is not the focus here. My family has been getting together intentionally between 50 to 60 years because I have aunts, uncles and cousins older than I am.

Think about that.  Being together, intentionally, for 5 to 6 decades and NEVER missing a holiday.  We’re not unique in this and I’m sure there are families who have met for centuries, but the point of the gathering is this . . . we COUNT on each other to be there all the time.

It’s a great example for you personally as well as an HR professional.  You NEED to be counted on, and others NEED to count on you !!  Too many employees are out on their own within a company and they need someone they can rely on.  Remember, you aren’t their for Management, nor are you there for employees.  You’re there for EVERYONE !!

Is that how you approach HR?  Have you even stepped back to look lately?  Just think how HR would be viewed in organizations if people knew they could be counted on !!

This week, start something new and reach out to someone in our profession and get connected. Be someone that others can count on !!