NoExcusesHR

Time No More

2012-02-23T07:52:00.000-05:00

What are you waiting for? A new quarter to begin...a slow period to pass...a change in leadership...new software to be fully installed...that "dream job" to open up...what? What is it? What could you possibly be waiting for?

Stop waiting.

Waiting is an excuse.

Make work better...make something happen for you.

Today.

I'd love to hear from you.

No Excuses.

pic courtesy of arttart

I Love Animals…Now Where Can I Find A Scapegoat?

2012-02-22T07:01:00.000-05:00

Quick question: how many leaders have you seen that are quick to take responsibility for issues in their areas of responsibility when the pressure is on? Anyone? I know it happens occasionally, but let’s be honest with each other. We live in a CYA world, so when there’s trouble down on the farm, many leaders start hunting for the proverbial goat.

Don’t Be That Leader

Once we ( I’m absolutely including myself) stop worrying about our situation and start focusing on what’s best organizationally it creates a very different climate in the workplace.

Now, the team doesn’t worry about looking over their shoulder because they know you’re not standing there waiting to pounce. Instead, they’re feeling supported, thinking of new ideas, and taking risks.

How About You

Are you willing to separate the personal pressure you feel when your work life gets complicated and instead strategize how to make things better? Or, are you thinking about whom you should line up in your management crosshairs? If employees behave recklessly then hold them accountable, but in general isn’t our job to have their back and make work better?

Make work better today.

I’d love to hear from you.

No Excuses.

pic courtesy of funnytimes

Corporate Culture That is Healthy as a (Trojan) Horse

2012-02-20T07:19:00.000-05:00

How would you answer if you were asked to describe what its like to work at your company? I don’t mean the over-produced and scrubbed official message, I’m talking about how you truly feel. If you added a significant change into your corporate world does that change your answer? Do your colleagues behave the same way when big changes are on the horizon? Hmmm…what would you say or do differently under those circumstances?

Leaders Make Choices

As a Human Resources practitioner I’ve learned to appreciate human nature more and more. Why? The answer is simple => people behave in such bizarre ways when they are under pressure...or reacting to change...or even trying to position themselves for a sneak attack power grab. HR has, I believe, an obligation to maintain balance and calm during these stormy times. That means speaking our minds, not getting caught up in the power trip mentality and making sure above all else that the needs of the organization and its employees remain front and center.

"Once the conversation is only about power, the organization loses."

That means the people lose. Oh, and let’s not forget that its those same people that we expect to work hard, remain loyal, execute our strategies, and understand when difficult decisions have to be made.

Power or Results: Which One is Better?

This is a trickier question than you might think. Obviously adopting a lust-for-power leadership style is not only ineffective, but is also embarrassingly transparent. However, if the right leaders do not have the appropriate level of power (read here => authority); good results will not follow. That’s the dilemma…making sure the right people have the authority to move the organization forward and also ensuring the power-grab doesn’t happen.

How About You

When you’ve seen others convince themselves they needed to focus on power instead of the organization what have you done? Remained silent, or spoken up, or.....? It can be a dangerous time for many people, but surprisingly its most damaging to the one hiding inside that big horse waiting to jump out and yell surprise.

I’d love to hear from you.

No Excuses.

pic courtesy of keiththompsonart

Melting Pots Are Propoganda

2012-02-15T06:51:00.000-05:00

One of the phrases I learned as a child was that America is the "Great Melting Pot." The message intended to describe how wonderful it was that so many unique individuals from around the world had emigrated here and were now magically transformed into one big happy (and generic) family. At that time I thought that was pretty cool.

Now? Not so much.

Melting = Changing

Have you ever had an ice cream cone melt before you could eat it? Ever had a candy bar that was left in the car during the summer? Ever heard of Frosty the Snowman?

Let's face it, other than cheese in the Fondue pot, melting in general sucks. So do I think that melting all of the unique differences, strengths, and diversity of people together and changing them into some sort of giant homogeneous culture is a good thing?

Now? Not so much.

Reject the Message
As I've (attempted) to learn and grow over the years it has become increasingly obvious to me that without leveraging the diversity around me I simply will not be successful. For too many years I've seen leaders connect with other like-minded leaders to make decisions that affect everyone. Why is that? Isn't there a world of opportunity if all of the leadership talent is tapped to create the best organization possible? On a more personal level, have I actually convinced myself that I have all of the answers? Really? There used to be a time when I believed that.

Now? Not so much.

How About You

Do you look forward to welcoming many different types of employees into your organization only to fire up the fondue pot and start tossing everyone in? How many ideas, discussions, and strategic plans are never realized when we focus on making everyone the same? Melting pots are good for fondue. People are not fondue.

I'd love to hear from you.

No Excuses.

pics courtesy of kindertrauma and fastfondue

Making Memories...at Work?

2012-02-13T07:07:00.000-05:00

You may have seen this short video before...watch it again anyway. Then ask yourself, "how many memories have I created as a leader in my organization? If I have...did they make a difference for someone?"

How About You
I'd love to hear what you're doing to make a difference in your workplace. None of us have this figured out completely, so share your story so we can all keep learning.

I'd love to hear from you.

No Excuses.

New Employees Make Great Appetizers

2012-02-09T08:01:00.000-05:00

How do you bring new employees on board? I don't mean the mandatory orientation program...or the token tour of the department/facility/campus. I mean how do you connect with the people you are putting your trust in to make yourself successful? That's right. You are dependent on your new hire for your success.

Have you ever put onboarding into that context? I didn't think so.

Probationary Periods Are Lame
Have you ever heard a manager say that if their new employee doesn't work out they will just cut them loose at the end of the probation period? I hate that line. After all of the work to source, recruit, interview, hire, train, and most importantly trust that new employee the manager is willing to throw it all away and begin again. Here's the catch: when the manager make these comments they are actually admitting they are unable to select and lead their new employees. In effect, they are admitting they are a failure.

Have you ever put probation periods into that context? I didn't think so.

Invest the Time
New employees do not magically "get up to speed" in their new environments. They need to know they have time to learn, that it's okay to ask questions, and that the goal is their development not a race to some random date when they are supposed to be "competent." Don’t allow the environment (other employees, corporate culture, etc) to eat them alive as they are adapting to their new role. Set expectations, communicate regularly and never assume anything. They're counting on you to be there so they can be a productive member of the team and keep their career moving forward. They are dependent on you (and me) for their success. You made a huge investment on behalf of your organization when you hired this person. Don't waste the company's money.

Have you ever put company investments into that context? I didn't think so.

How About You
Who have you recently brought onto your team? Do they know you are patient, willing to support them, and are not in a rush to get to a mysterious end date? Or, are they watching other new hires get pushed out the door as their probation period wraps up? Have you ever thought about that before?

I'd love to hear from you.

No Excuses.

pic courtesy of dilbert

When Your Best Isn’t Good Enough

2012-02-08T07:05:00.000-05:00

You’ve tried everything. Wracked your brain to find a solution...nothing. Sure, you're creative and often push the limits of the "norm" to develop new strategies. But now...nothing. You even reverted back to the approaches that worked fifteen years ago...

Absolutely nothing.

Is it time to call it a day? Maybe throw in the towel? Or, just hang 'em up?

HELL NO!

Now’s the time to active your social network, particularly if you’re the HR Executive at your organization. Why? => Because you have exactly zero peers on the inside. None. Yes, the other members of the Executive team may appreciate the unique pressures you are under, but there is no way anyone truly understands someone else unless they're walking in the same shoes. Right?

Decide to Crush It
It’s time to reach out, vent, complain, feel sorry for yourself, express your fears…and then suck it up. With the help of your connections and a little dose of personal commitment you can get your mojo back. Is it going to be easy? No. Is it going to be more difficult trying to get there alone? Absolutely.

How About You
Being down never means that you're out. Reach out to someone you trust...or someone you admire from afar. If you've committed to jumping into the social space you're going to get the help you need. That's how we do our business here.

I'd love to hear from you.

No Excuses.

pic courtesy of unclebrice

I Met Jim Wallis

2012-02-02T08:16:00.000-05:00

I received an extra special gift at Christmas this year. It was an old picture of my father introducing me to Jim Wallis. The picture means a lot to me for several reasons:
- I met Jim Wallis!
- It's my Dad doing the introduction
- And it's forced me to evaluate how I'm going about my business in the world today

For those of you that don't know about Jim, he is a champion for what's right in the world. Period. As a young man starting my career, and being raised in a household that focused overwhelmingly on doing what's right, this was a huge moment.

I met Jim Wallis.

What About Now
So now I have this picture on my desk at work...and it speaks to me...it challenges me...it calls me out each day. "What are you doing that will make a difference in the world? A real difference." Some days I don't feel like I have a good answer. Other days I feel like I'm doing reasonably well and am contributing to my team, my organization, and my profession. But is it enough?

Life is About Choices

It's time for a new round of questions to be asked in my world. How much more can I do? Where should I invest my time and energy to make the biggest impact? How can I be more effective in my professional life, considering the privilege I have to work at such an amazing organization? How should I modify my leadership style to reflect a true "do the right thing" approach?

All of this from one picture.

How About You

What questions do you need to ask today? Take some time to reflect and honestly answer how you are going about your business. I bet if we stop worrying about mistakes and start focusing on action we'll all be happy with the road that lies ahead.

Thanks for the picture Mom.

I'd love to hear from you.

No Excuses.

pic of Me, Dad, and Jim Wallis courtesy of Janet Kuhns

Sticks and Stones

2012-02-01T07:19:00.000-05:00

One of my biggest pet peeves is hearing about a problem within my scope of responsibility that has been festering for a while. While I appreciate that I work in a supportive environment that often allows for understanding and giving people the benefit of the doubt, I don’t want to wait to get the feedback. I want to know now. I want to fix it now.

May Break My (Ego) Bones

Okay, here’s the self-disclosure part of today’s post. I don’t like hearing about where I’m not performing well. Sure, I don’t do all the work; actually I don’t do most of the work. My team does that! But I have to provide the guidance, information and support they need to do their jobs well. If we struggle from time to time that’s all on me. No excuses.

But Honest Feedback Will Never Hurt Me

So even though I don’t like hearing it, I also know I need to hear it so I can do my job more effectively and keep us moving forward. Although my ego may be a little inflated (say…like the size of the state of Texas); I recognize that I need to put my ego aside so I can make work better.

Ultimately that’s my job…to make work better.

How About You

When it comes to hearing criticism do you morph into Captain Blame, quick to identify the guilty party? Or, have you figured out that it’s the group of people around you that needs feedback and clear expectations to do their jobs effectively; and making them feel terrible about their performance will ultimately hurt you (and me) in the long run? Remember, communicating bad news to your team is fine…its how you deliver the message that is most important.

I’d love to hear from you.

No Excuses.

pic courtesy of christinabrunk

Airplane Mode

2012-01-30T07:28:00.000-05:00

I love it when the pace of my life is frantic. Up early, meetings all day, a flood of email, a crisis or two, social media throughout to stay current and share ideas, commuting time runs into hockey practices, kid’s homework, my workout, some family time and then bed. Wake up and go harder the next day. Love it.

However…even I realize that pace is not sustainable. Unfortunately, we all know people who refuse to take a proverbial time out and catch their breath. It’s a slippery slope disguised in words like commitment, work ethic, and “not enough hours in the day.” When we’re moving that fast mistakes happen, opportunities are missed, and speed can sometimes be an enemy.

Step Back and Evaluate

How have we allowed a non-stop focus on work to become the norm? Is that healthy? I don’t think so. When we never slow down we don’t give ourselves a chance to examine our own performance. Did we say the right things to our team? Do we need to apologize for an inadvertent comment? Do we need to offer praise that we’ve neglected to do? Taking the time to stop and reflect affords us the opportunity to answer these questions, and more importantly, to do something about them. When we never slow down these questions don’t even hit our radar screen.

“Every once in while we need to push away from the corporate trough and stop feeding on a schedule that only accepts work as an acceptable use of time.”

How About You

Do you find your self moving so fast that you can’t remember the last time you turned off your smart phone for a few hours and just spent time thinking? If so, it’s time to slow down and catch your breath. There will be plenty of time in the morning to come back harder and faster than ever.

I’d love to hear from you.

No Excuses.

pic courtesy of newconsultanthq

Settle the Score

2012-01-27T06:59:00.000-05:00

Have you ever found yourself working with someone who you didn’t get along with? I don’t mean someone who is a bit annoying; I mean someone that you knew in your heart would never be someone you could trust? That’s a difficult place to be. When that person is a high level leader it makes the relationship that much more complicated.

Stay Strong

The absolute first step in managing this relationship is to stay focused on you. Do not get caught up in a battle against the other person. Keeping yourself, and your team, focused on your priorities is essential. The moment you start jumping every time your colleague snaps their fingers you’ve lost. These difficult personalities often use manipulation as a vehicle to gain more power. Do not play along…sophomoric gamesmanship is easily avoided if you are willing to stay strong. It’s not easy, but necessary.

Keep Track of the Drama

Although working with these folks is often quite challenging, it is important to make sure you keep a simple set of notes of the examples of behavior as it occurs. This strategy is used regularly with front line employees, but is often underutilized at the executive level. I’m not advocating for a witch-hunt mentality, but I would suggest that unless you have a photographic memory, over time you will feel incredibly frustrated with the other person but not have the details available to reference.

CYA is No Way to Work

Sadly, one of the results of these situations is that those around the difficult leader spend an inordinate amount of time checking and rechecking work, projects, and action items just to be ready for the eventual criticism/manipulation. That simply means time is being wasted preparing for the person instead of doing our work. Covering one’s backside is just not productive. Instead, align yourself with honest people who have a strong reputation inside your company. Build your personal equity with them to prepare for the manipulation soap opera that is sure to come.

How About You

There are no easy solutions for dealing with these leaders. One priority for us all is to ensure we shield our employees from their influence. Be clear that you are their leader and will support them. Do not allow them to become quasi staff members of the disruptor’s group. They need to know you will be there for them when situations get tense. You won’t always be able to remove these people from your organization, but with the right attitude and actions, you and your team can be successful in spite of it all. I should know, I’ve been through it before.

I’d love to hear from you.

No Excuses.

pics courtesy of maskofsanity and aegroups

I’ve Got Your (My Own) Back

2012-01-25T11:39:00.000-05:00

“I’m very loyal to my company. I’ve always been a team player and make decisions based on what’s best for the team. If we don’t work together, we’ll never make real progress.”

Sure. We all totally believe that….and have said it…and probably meant it some of the time too.

Loyal To Who?

The concept of being loyal to an employer is an intriguing one, particularly for those employees that are highly motivated to advance. What happens when several high performers are competing for a limited number of promotional opportunities? What if they’re all part of a project team? How does that work? Do they kick off each session with an “all for one and one for all cheer?" Or, do they reach for their favorite back stabbing implement instead?

Hard to say.

But I Thought the Team Was All About Me

Working on a high performing team, whether at work or on a sports team involves the appropriate balance of individual impact and coordination with others. This can be a very delicate balance, primarily because what one person perceives as going the extra mile may be interpreted as trying to outshine the others. So who is supposed to not only recognize these subtleties, but also intervene and manage the potential conflicts appropriately?

You, that’s who.

How About You

How do you handle the common misperceptions that arise when a great team is working hard? We’ve all seen good people struggle to work together. If we’re wondering why they’re having problems the answer is simple. We’re still wondering why, instead of doing something about it.

When your people feel threatened by others do you resign yourself (and your respect) to the fact that they’re adults and should figure out their problems on their own? Or, do you guide, coach, and lead the way?

I’d love to hear from you.

No Excuses.

pics courtesy of nikhilsworld and impact-learning

What The Hell Was That?

2012-01-23T08:45:00.000-05:00

Have you ever been caught off guard? I don't mean a little surprise, I'm talking holy moly type of caught off guard. We all have a list of examples from our personal lives: trips to the Emergency Room, slips and falls, fender bender accidents, etc. Those can be a little scary....sometimes they can be a lot scary.

But what happens when you're caught off guard at work?

Is Preparation Possible?
We all like to believe we can stay calm, cool and collected in times of crisis. In fact, sometimes bigger issues are easier to deal with than those small annoyances that seem to never get resolved. But is it possible to prepare for those unexpected events that leave us somewhat speechless? I don't believe the concept of appropriate preparation is the right question because no matter how well we believe we've prepared for the unexpected; by definition if we're truly caught off guard we've failed in our planning.

Reaction v. Preparation

I have long believed that our employees are constantly watching us as leaders. Our behavior, dress, language, demeanor, and work ethic are all fair game for discussion, criticism and hopefully support. In those moments when we are truly surprised, even shocked, it is our initial reaction that is most important.

Once we've had an opportunity to pull our resources together and formulate a plan we usually feel confident that we're doing the right things. But when the proverbial bomb is dropped into the middle of the organization its the most effective leaders that will manage in a way that supports every customer group, particularly the employees.

How About You
How do you react when shocking news hits your organization? Do you run and hide...drop an f-bomb...or connect with your team to let them know it's okay? We have plenty of options; which ones do you like best?

I'd love to hear from you.

No Excuses.

pic courtesy of uncanxietyclinic

"Not It!"

2012-01-19T07:50:00.000-05:00

As a child my friends and I played "tag." It was a simple game where one person was "it" and the others ran around trying not to get tagged. If you were caught you were now "it." The game always started the same way, everyone involved shouted out "Not It!" so they could avoid the punishment of being the one.

The punishment of being the one.

Don't Say It
One of the things that frustrates me is the avoidance strategy many leaders use when it comes time to confront someone. Why is that so difficult? With so many employees watching our behavior, why would we of all groups be quick to figuratively (or literally) shout "Not It!"? What message does that send? It's not a good one my friends.

"If we didn't want to do the difficult work, we never should have accepted the responsibility of a leadership position in the first place. Only handling the easy stuff is a pathetic cop out."

Be The One

The greatest part of leadership roles, to me, is the opportunity to make things better. Whether it is something simple like adjusting an existing process (which isn't always so simple!) to pushing through major cultural changes, it is the leadership that has the authority to make it happen.

Yes, the input of the team around you is essential, but they can not authorize the change, the leaders have that privilege. When leaders step away from one of their primary responsibilities and avoid addressing the tough issues, the team around them loses respect and trust in that leader.

We need to be the one that others want to work for, not the one others run to fill out a transfer form to get away from.

How About You

When was the last time you said "Not It!"? Think hard about it. Was it back when you were seven years old; or, was it more recent than that...perhaps when that difficult issue came up and you stayed quiet on the sidelines? I wonder who else noticed?

I'd love to hear from you.

No Excuses.

pic courtesy of researchrockstar

Strategy v. Execution

2012-01-17T07:18:00.000-05:00

Are these words at odds with each other? Is it possible to develop a strategic plan and also lead the execution of that plan? I'm not talking about assigning the implementation steps to a support team; I'm asking if the same person can effectively develop a high level strategic plan and then provide the leadership to make it happen? Should the same person make it happen; or, at least be involved enough to ensure the project is completed?

Trenches and Mahogany
One of the criticisms I've heard over the years is that executives are not able to fully understand the implementation realities of their plans. For me, that is a shared-responsibility between the leader and their team. If the leader does not include their team in the development of the plan it will surely not achieve the desired result. If the team does not step up and tell the proverbial emperor that he doesn't have any clothes, the plan will also fall short.

Culture = Communication

The answer to the question of whether the same person should manage both strategy and execution is absolutely yes! But how they manage is critical. Involving the team at the beginning of the process instead of "bringing them in when we need them" is mandatory. That's right, mandatory. It's leadership that creates an environment of trust, risk-taking, and open communication. It's done with words and actions. It should be on-going and obvious.

It should be.

How About You
What style do you use to not only develop a plan, but to actually achieve results? Is your team allowed in the office with you during the brain-storming phase; or, are they simply foot soldiers that march into a hale of bullets that could have been avoided?

I'd love to hear from you.

No Excuses.

pic courtesy of sunnylam

Social Recruitment in a Sunday Paper World

2012-01-12T07:01:00.000-05:00

My perspective on recruitment has changed dramatically over the last few years. For those paying attention...ahem, that excludes many leaders I know...they've radically changed not only their thinking about recruitment, but their spending as well.

Let's be real for a minute, if you're talking about the changes that have come about because of social media but you're still buying ad space in the Sunday paper, waiting for the monthly niche journal to publish, or believe your brand is so strong applicants should be grateful to work for you, then you're missing the boat. Many leaders acknowledge that social media is growing, but haven't even explored how to use the tools themselves. How is that possible?

Social Media Recruiting
As I continue to learn s l o w l y about the power of social media in my professional practice, I'm putting my company's money where my mouth is => we're shifting our focus, our energy and our spend to where the world is going, not where it's been. Here's a brief summary of the key components of our evolving strategy:

facebook page for HR: Includes links to our jobs, benefits, recruiters, our RN Residency program, has posts that provide tools for job seekers, information about housing (did someone say the beach?), information on restaurants, theatres, museums, and where to go for happy hour
twitter: branded account for the HR team but each recruiter has an active account as well, consistently use the same hashtag (#achjobs) for job related posts and all traffic is driven to the HR facebook page, not the company website
foursquare: all locations have been claimed across the organization and instead of a "special" we're using tips to drive traffic back to the HR facebook page
Linkedin: beyond just a free company page, we're developing our careers page that will soon have additional video testimonials from employees in addition to several highlighted job postings and company video updates
Talent Communities: this is our next BIG endeavor that will reverse the way we recruit from the centuries old approach of posting a job and hoping someone qualified applies, to a more proactive system of building relationships with potential candidates and then selecting from that community when positions become available...much more to follow on this...
Oh yes, and we have the obligatory company job page as part of our company website (If this is the only place you're on the web as part of your recruitment strategy it's time to turn the lights off and call it a day)

Metrics Matter
Making sure this strategy adds value, or any strategy for that matter, is a cornerstone of our approach. Tracking specifically the ads we run, and the follow through at the candidate level all the way to the end of the recruitment cycle is essential. In future posts I'll share our successes, particularly as our Talent Community initiatives get traction this winter.

How About You
Are you an HR leader that is still hiding under your desk scared to death of social media? Now that I think about it, you probably should be. You see, the world is moving fast, trying new approaches, and sharing more than ever. We're learning every day to try and keep up, but it isn't easy. That level of transparency is foreign to old-school HR folks, and will probably be the reason they don't get the respect they deserve. Give social a try...I'll help!

I'd love to hear from you.

No Excuses.

pics courtesy of living-authentically and glowimages

Thoughts Are Mine...No Kidding

2012-01-10T07:04:00.000-05:00

"Thoughts are mine."

Ever seen that tag line? I've used it. I've kidded myself that it actually meant something, as if it was some sort of disclaimer that magically separated me from my role when I used social media. Seriously?

Of Course They Are
Consider how odd this phenomenon is...you've set up a social media account, you've populated the profile with a list of your nifty little interests, dropped in a couple of hashtags, and even included your latest pic. Then to top it all off you add the infamous words "thoughts are mine." Really? What does that mean exactly? I used to think that I knew. It meant that I was not speaking on behalf of my employer, I was simply going to use the Internet to blast my views on a variety of topics for all to see...including my organization's employees. Simple. No harm done. It's just me.

It's hard to be a social media rookie.

Of Course You Represent Your Employer
This realization can be viewed as a significant constraint on your personal life. It can cross the line between personal and professional boundaries and severely limit what you can and can not say. It's almost as if....well...

"It's almost as if we're trying to hide something. Why else would there be so much paranoia around a simple tweet or post?"

Leadership Means You're Actually Accountable
Imagine that? Being responsible for what you say and do because you're a leader. Shocking! Now before everyone gets all twisted around on this, I do realize we're all human and are allowed to have our own lives outside of work. I sure as hell do (uh...hockey anyone?) But if any of us believe we are able to live some sort of parallel private life away from all of the responsibility, authority and success we've worked so hard to achieve then we're poorly mistaken.

How About You

Do you have the courage to embrace your role and be mindful when integrating social media into your whole life? Or, are you so worried about a tweet that mentions a great happy hour or a heavy metal song that you're going to stick with posts about accounting principles?

I'd love to hear from you.

No Excuses.

pic courtesy of simplyzesty

Power, Social Media and Tron

2012-01-05T08:59:00.000-05:00

A new Tron movie - "Legacy"- came out a couple of years ago and I thought it was awesome. (Yeah, I used the word awesome.) It combined a fascinating digital world of technology (a.k.a. gaming/social media/web) and the real world into a dangerous society focused on power and dreams of a better life.

Wait, that was just a movie, right?

Power, Everybody Wants Some
In this good versus evil science fiction flick the twist on power is an interesting one. Partners who originally dreamed of creating a Utopian society that would take care of people in a positive way gets all mixed up. Where once these two worked together toward a common goal, now they were at odds with each other chasing ultimate power.

Wait, that was just a movie, right?

Art Imitates Life
So how does Tron apply to the world of work? Easily. Right now in your organization people are maneuvering to gain more power, to cover their bases, or both. I'm not judging it, I'm simply saying it's happening. For the shrewd leader, being aware of these behaviors among employees, and their peers, allows for inappropriate power-plays to be reacted to immediately. We like to think we're all rowing in the same direction, but to ignore the fact that many sub-plots are going on constantly is simply naive.

How About You
How do you balance your career aspirations, dreams of a better workplace and desire for power? Are you pushing your social media brand, leadership authority, and ideas for change in an ethical way? I'm going to try and answer these questions too.

I'd love to hear from you.

No Excuses.

pic courtesy of paris-confidential

There's a Laboratory in Your Workplace

2012-01-04T07:42:00.000-05:00

Amazing things happen in laboratories. Specimens are analyzed to discover the truth behind illnesses, theories are tested and become life-saving medicines, innovative thinking pushes the limits of what is "normal"...and silos are broken down allowing crazy ideas to turn in to realities in the workplace.

Wait...uh...what was that last one?

Where Are You Gene Wilder
You remember that famous innovator, Young Frankenstein, don't you? The great parody of the horror classic focuses on a scientist obsessed with making a dramatic breakthrough only to have his work go a bit haywire. A classic movie, but also a fun reminder that sometimes we need to push the limits of our work if we're going to make a meaningful difference. When was the last time you tried something that had never been done before at your company? Was it in recruiting, employee relations, recognition, benefits design....anything at all?

Best Practices Aren't Your Practices
If you couldn't give one example of something you've tried that's completely new then you may be using too many best practices. It's not that trying other proven approaches to solve problems is a bad idea. It's just that those are someone else's best practices, not yours. You need to modify, test, fail, revise, and try again to develop your own version. Name one innovator who never tested their own theories? I can't either.

How About You
Is your workplace a laboratory? Are you excited about the mistakes you're going to make today? Does the thought of trying something risky and new get you fired up? Who knows, you may just see your idea come to life.

I'd love to hear from you.

No Excuses.

Khaos Legions or New Leadership

2012-01-03T07:18:00.000-05:00

The baby boomers are now in a full retirement blitz, right? Think about it...thousands of experienced professionals transitioning out of paid employment into a new phase of life. Who will follow them? One option is that legions of inexperienced leader-wanna-be types have convinced themselves they're ready to step up. But are they?

Work/Life Balance is A Lot of Work
Have they embraced the need to respect work/life balance but also appreciate that without hard work, whining about balance is perceived as a lame excuse to slack off? Have they developed the maturity to understand that as the world of work has evolved the role of ethical decision-making is more important than ever? We'll see...the last thing we need with a big election year looming are the khaos legions taking over. We have enough of those in high profile public positions, no need to fill the list of leadership vacancies that are soon to follow with them too.

Best Days Behind Us
Some might say that without an old-fashioned work ethic the future of corporate leadership looks bleak. Without a laser focus on achieving goals, making sacrifices, and joining the cult of profits above all else, we are doomed to continue our economic nosedive. How can we possibly move ahead without laughing off the younger generation's expectations of that infamous balance? Surely we can't make the world of work better and different at the same time, right?

Best Days Ahead
I'm here to tell you both are possible. Not only are they possible, but quite frankly they are essential if we're going to take work to a place that has meaning beyond a paycheck. Work can be so much more, but it takes leadership. It takes new leadership across many facets of life.

It takes you.

How About You
What have you done to prepare yourself to lead effectively in 2012. So much is riding on what you do as an individual, as a member of a team, and as a representative of your organization. Are you ready?

I'd love to hear from you.

No Excuses.

pic courtesy of appsfuze

Resolutions Are For Suckers

2011-12-27T08:03:00.000-05:00

I have long been a member of the New Year's Resolutions Club. I think long and hard about how I'm going to change my life and become something that I'm not...er...I mean something better. I've written personal lists, professional lists, exercise lists, organizational lists, and other lists I'm sure...I just can't seem to remember what they were.

Good Intentions

It's not that setting goals for yourself is a bad idea. In fact, committing to making improvements in one's life is a great idea...as long as the changes are realistic. That's where I've struggled over the years.

So this year I'm going to try something new...no resolutions, or goals, or delusions of becoming some sort of Hollywood fantasy version of myself. I'm simply going to try and do my best. No, that's not very flashy or exciting or inspiring. But if I can do my best each day, I might just make real progress instead of finding myself at the beginning of February lamenting that I'd fallen short once again.

How About You

How many of you have goals for the coming year? Are you dreaming of a better you at home, work, the gym, or with the family? Good luck with that. Maybe this is the year to avoid the disappointment of attempts at change that fall short; and to simply focus on bringing an honest effort each day. Happy New Year.

I'd love to hear from you.

No Excuses.

pics courtesy of leehippie and discotreats

Out of My Element

2011-12-23T08:18:00.000-05:00

Earlier this year I had an opportunity to participate on a team that consulted for a large hospital overseas. It was the first time I worked on a project like that, and to say it was an eye-opening experience is the understatement of the year. Much has been written about moving out of one's comfort zone, but this assignment was something far beyond taking a baby step and trying something new.

Frame of Reference...Where?
Although I traveled to a country that required its citizens to be fluent in their native tongue as well as English, the entire healthcare system was organized in a dramatically different way compared to what I'm accustomed to. The norms, procedures, customs, politics and expectations were all new. I quickly found myself trying to force-fit my world-view onto their situation so I could "fix" the many challenges facing this organization.

Uh-oh. Since when was forcing my view on someone else a good idea?

Listen, Learn, Listen Some More

I very quickly realized I needed to slow down and stop being so...well...me. I was the visitor, I was the outsider, I was also being viewed as an expert to bring a fresh perspective. I needed to understand what these talented people were going through before I jumped to any conclusions or solutions. (That is hard for me to do.)

Learning is Good
Once I slowed down and took the time to soak up all of the information that was so generously being shared with me and the other members of our HR Team, I could begin to not only appreciate the challenges but also identify options to make changes within their system. The project wasn't about me, or the American healthcare system, or what was wrong with their system. It was about working together to bring ideas to the table to make progress. Last time I checked, making progress is a good thing.

How About You
Are you the "expert?" If so, how do you let others know? Is it through a series of regular proclamations that are shared with those around you; or, do you listen, learn, and lead those around you to make progress?

I'd love to hear from you.

No Excuses.

pic courtesy of lisafrancesjudd

Are You Missing Out?

2011-12-22T07:45:00.000-05:00

I recently conducted a search for a Professional Recruiter that needed to be experienced using social media. I wrote about my good fortune here with the person who has joined our team, but thought it might be interesting to offer some examples of applications I received and what that showed me about the state of social media adoption with experienced HR pros.

I Said Social Media, Right?
Call me crazy, but since I basically used social media exclusively to advertise the position, and mentioned it in the blog post, I thought it would be safe to assume that those interested in joining my team would have some level of comfort with social media tools. (Or at least would have read the requirements.) Right?

Wrong.

Good Try, Better Luck Next Time
As might be expected during a difficult economy, we had a number of people apply who didn't meet our requirements. What was surprising to me though were the responses from many experienced recruiters when reacting to my "social media experience" expectation. A few examples follow:

“No, not really – we had a dept that posted job ads on various sites – have never done it myself."

"I have a LinkedIn account, but it’s 'personal' – I believe social media should be 'from the company' because the information is 'out there forever'.”

"No – but it sounds awesome!"

"Not yet, but it seems okay."

"I have a Twitter handle but don’t use it much – my company’s 'not there yet'.”

"My company is 100% against the use of social media in recruiting, so I’ve done some 'on the side' myself."

"Twitter? I’ve never had a need to use it, but it’s fine – I’m all about it!"

...and here is my favorite...

"I have become a subject matter expert on sourcing talent via social media, including LinkedIn, Taleo and Twitter, but have no personal twitter handle (I had a bad experience with inappropriate comments and getting a computer virus from tweets)."

How About You

Are you one of the HR pros that are still anxious about social media? If so, you're missing out. Social media is a tool for business. Every business. Now is the time to get started. The HR social community is incredibly supportive, so do not be afraid. We all had to take that first step...I did.

I'd love to hear from you .

No Excuses.

pic courtesy of bizznesscard

I Can't Wait to Fail...Again

2011-12-20T07:04:00.000-05:00

No, I'm not crazy. At least I don't think I am. But I do know this...when I fail I do a hell of a lot of learning. It's not that I look forward to things going poorly or letting down my various customer groups. But the reality is sometimes I fail. Sometimes we all fail. So I've decided that I need to stop worrying about it, and start embracing the learning that follows. Here's the catch, the only way you can take something positive from failure is if you admit that you've failed. If you're one of those leaders who is constantly making excuses for why things didn't work out I need to tell you something...

You're the problem, not the people, or systems, or circumstances. It's you.

Get In The Game

Let's be honest. Failure is no fun. It can be embarrassing, raise concerns about competence, and in extreme cases put one's job at risk. But the truth is we fail all the time. Think about how many ideas you've had over the last year. Did every strategy work out perfectly? Did you achieve every earnings goal, turnover rate, hiring target, expense reduction plans, or sales quota? Of course not.

Here's how I look at failure. I tried something. I took action. I moved out of my comfort zone and went for it. Standing still out of fear means the rest of the world just roared by and you missed countless opportunities to contribute. Don't be that person. Be the one that steps into the fast lane and holds on for dear life. It's what leaders do.

How About You
Don't settle, don't get comfortable, and for crying out loud don't let 2011 end without you having failed at something. No one is that good.

I'd love to hear from you.

No Excuses.

pic courtesy of yourfreegraphics

I Have a Great View from My High Horse

2011-12-15T09:48:00.000-05:00

Dealing with difficult issues in the workplace can take its toll. Not in the way you might think though. Sometimes juggling sensitive issue after sensitive issue can give the HR pro (read here => me) a bit too much self-confidence. That's not a bad thing, but here's where the "takes its toll' part comes in to play. If we get so immersed in issues where we, by the mere fact that its our job are making extremely important decisions, its critical that we take a step back and do a reality check.

Questions

Reach out to those that absolutely can be trusted and review what you're dealing with and the options you're considering to move forward. Make sure you're on track, and haven't inadvertently overlooked an important topic, person, or political issue. Most of the time you'll be handling the situation just fine. For me, its an opportunity to make sure I'm not blindly moving ahead and risking making a mistake.

How About You
Have you ever said this before: "Nothing surprises me anymore." There's danger in that statement. You might just be getting too complacent with your reactions. Take a minute, and hop off that horse. It has saved me time and time again.

I'd love to hear from you.

No Excuses.

pic courtesy of hifiwigwam

A Heavy Burden

2011-12-13T11:03:00.000-05:00

Having lots of responsibility is a wonderful part of leadership, at least it is for me. The auhority to make my own decisions, execute my vision, and the power to make 'plans to change' into a reality get me fired up.

But sometimes, "being in the know" isn't much fun at all.

Awareness
When we're made aware of a problem there can be an uncomfortable period of time while we're processing what we've just heard. During this time we usually have many thoughts running through our head as we try to sort out the mess we've just learned about. We're paid to be problem-solvers, and when we receive information that feels more like a burden than just another routine issue, it can be a real challenge to solve that problem quickly. Add to it if the stakes are high (for the person involved, or HR) and it makes the burden so much heavier.

Struggle

Knowledge is a heavy burden. Developing the skills and having the courage to take action appropriately is not for the faint of heart. How many times have you heard someone say "I would never want your job in HR?" And how many times have those same people been critical when it comes to other aspects of HR and are quick to add their "advice?" Our jobs are different than most others in our organizations. When we receive information that is troubling for us, it is a unique challenge that most others do not have to deal with. It's our job to figure out the next step. That is our struggle.

How About You
How do you process that initial set of issues that are handed off to HR? Are you paralyzed with insecurity? Anxious about making a bad move politically? Or, do you take some time to understand the circumstances, and then proceed...even if proceeding means heading into a storm?

I'd love to hear from you.

No Excuses.

pic courtesy of texasenterprise

Great Leadership in Just 5 Minutes a Day!

2011-12-07T07:42:00.000-05:00

We've seen the infomercials, the commercials, and all the other advertisements out there trying to convince us that hard work is no longer necessary. Simply invest a few minutes a day in your health, weight management, body, positive-thinking, leadership, fill-in-the-blank...and you will transform your life. Really? Six pack abs in 5 minutes?

They're lying.

Work Hard, Get Results

There are no easy paths to getting the results you want. I've tried shortcuts, doing what I thought was just enough, and believing my own self-talk press releases. Let me tell you those strategies don't work. There simply are no shortcuts at any stage of the journey, whether it's in our personal life or professional life. The only times I've truly been successful are when I commit myself to achieving something. Yes, I spend time talking about it, and planning for it. But then I DO something. Hey, there's a novel concept!

Hacking Up HR
Recently my team and I realized we had some fairly inefficient and cumbersome processes that were slowing down our recruitment efforts. We mapped out our problems, identifed solutions, and now we're implementing them. It's the "doing" that separates leaders from talkers. Yes, I'm a big talker, but if I don't involve my team in addressing problems and then execute on those plans I shouldn't be in a leadership role.

How About You
Very few things in life bring great results with little or no effort. Decide on the most important things in your life and get started. Whether its finally trying P90X (which I can personally confirm DOES work), or venturing out of your safety zone at work to make sure real progress is made, get fired up about the hard work ahead. Besides, how great does it feel when you've accomplished something really difficult? Wouldn't you like to experience that feeling again?

I'd love to hear from you.

No Excuses.

pic courtesy of iteachthings

Your Own Significance

2011-12-05T07:33:00.000-05:00

There can be a fine line between believing in yourself and believing only in yourself. I am clearly in the camp of those that feel self-confidence is an essential leadership trait. I struggle to follow those that are meek and soft-spoken, even if they are in significant positions of power. Yes, I respect their role, but how does one inspire passion, innovation, risk-taking, and action when they appear to be scared of even the slightest confrontation or difficult decision? Not fair? Maybe, but I'm hard-pressed to identify a long list of effective leaders who are quiet.

Confidence is Good
So where is that proverbial fine line between confidence and arrogance? I'm constantly searching for it, and often only recognize it after I've crossed it. I hate when I do that, but I continue to do it anyway. Working with leaders who exude confidence in a down to earth way (rarefied air for sure!) is a pleasure. In those few instances in my career when this has happened its had a profound impact on how I went about my work. Somehow that leader's style inspired me to work harder, try new things, and strive to replicate their behavior. I wonder if my behavior impacts how my team members go about their work?

Arrogance is Bad

Sadly, I've also learned several valuable lessons from less than effective leaders I've encountered over the years. None of them were bad people, they just struggled in a role that required leadership as a central responsibility of their job. This is where "leadership" gets tricky.

All leaders must understand the business they are in (this is particularly important for HR if they are planning on contributing in any way); but if leadership is essential to the success of the company how can someone who is committed to them self before all others effectively lead? I submit they can not. I bet if I asked you to name three ineffective leaders in your organization right now you could do it. Why...

"Because we're all good at making excuses for why we won't take action instead of earning our pay as leaders and freeing our dedicated employees from weak members of the leadership team."

How About You
Self-confidence is a wonderful trait, and for those leaders who use it to make themselves, their teams and organizations stronger they can be truly inspirational. For those that are so convinced that they are essential to the very success of the organization above all others please take heed. You are setting the behavior example...do you really want everyone to act the way you do?

I'd love to hear from you.

No Excuses.

pic courtesy of activerain

All We Ask Is That You Join Our...Cult!

2011-12-01T10:45:00.028-05:00

Finding the perfect job. The "dream job." Ahhh, so enticing. The grass looks so green over there...but how do I get from here to there? I believe everything they're telling me about this opportunity, and it sounds perfect. I believe.....I'm expecting this to be just what I've been searching for...

Really? Wake up.

Nothing is Perfect

One of the issues that has challenged me in my professional life is the notion of expectations. At work we often have such lofty expectations for employees that we forget they are people, not machines. They will have moments of brilliance, and moments when they struggle ( I am really good at the struggling part.) Accepting that variability in performance is key to creating a welcoming culture.

Beware the Corporate Cult

Sometimes however, a different agenda comes into play. An agenda based on a command and control leadership style. Even though this approach has proven to be incredibly inefficient in the modern workplace there continues to be companies that actually believe this is a good idea. In fact it can be woven into the very fabric of these organizations. Although they may claim to be "progressive" or "current" or even "cutting-edge" their behavior displays a very different reality. A reality they will want you to buy-in to. Immediately.

But I Didn't Know
Ask these simple questions to gain a better understanding of your "dream company:"
- Do they believe they do "it" better than everyone else in the industry?
- Do they support any semblence of work/life balance?
- Do they automatically assume their processes are "best practices" and should be adopted universally?
- Do they expect you to devote inordinate amounts of your personal time to the company?
- Do they expect employees to speak, behave, and perform in a very specific and uniform way regardless of background or skill set or ethnicity? (formerly known as "scripting")

This my friends is a classic example of the Corporate Cult. It's not that their intentions are bad, or that bad people are leading that organization. My problem is that with such a closed-minded view of how things should be, huge opportunities are lost. Opportunities to learn, challenge, debate, learn some more, and hear different perspectives on issues that could move the company forward are completely missed.

"Rejecting diversity in the name of institutional arrogance is the epitome of the Corporate Cult."

How About You
Are you contemplating making a move to a new position? Check it out first. Ask questions. Are your new team members transparent (hello social media) so you have a good feel for what they're like IRL? Or maybe you've been seduced by the Cult...er...company you're working for today. Maybe it's time to take a closer look at yourself? I know I'm going to.

I'd love to hear from you.

No Excuses.

pics courtesy of allthoughtout and buildings

Outmaneuver the Old Guard

2011-11-30T07:11:00.000-05:00

A true story...

Many years ago a young man was being blocked from moving ahead within his professional discipline by a committee of his peers. The reviewing body had the authority to block his transition to the highest level of his profession, in effect, ending his career. You see, this young man had struggled a bit, and the old guard was not interested in wasting anymore time on him.

However, one member of the committee saw something in his colleague that he felt was worth a second chance. The challenge however, was that it was time to vote to move him ahead or to block his movement to the final level. The vote was taken, the young man was not successful, and in most circumstances that would not only be the end of the story, but the end of the young man's career. (By the way, he had completed a Master's Degree and was already working in his field at the time of the vote.)

As the group began to depart, the member of the committee who saw potential in the young man asked that he be allowed to speak. Believing he caught the man in an error the Chairman said "you can not open any further dialogue in this matter. Only those that opposed his promotion may be allowed to speak, and you clearly are in support of him."

Enter procedural maneuvering...the lone voice that supported this man asked that the register of votes be reviewed. Knowing he would lose, he voted against the man in the first round of voting to ensure he could take the floor and speak on his behalf. Absolute genius.

Not only did the procedural move capture the group's attention, it forced them to reconsider their position entirely. Following an eloquent presentation on the man's behalf, the group passed him through on the second vote.

How About You
Who do you see around you that could use a second chance? Just because someone isn't a good fit in one area, doesn't mean they won't add value somewhere else in your organization. Take the time to understand all of the options, and then stand up for someone who deserves your support. That's what leaders do.

I'd love to hear from you.

No Excuses.

pic courtesy of deborahshanetoolbox

I Hired A Recruiter - Update!

2011-11-28T15:57:00.000-05:00

I've been searching for a new recruiter to join my team. I took an unorthodox approach (imagine that?), wrote about it here, and quite honestly didn't know what to expect. I summarized my search this way:

"I have a vacancy and I want a kick ass Recruiter who embraces social media to be part of my team."

Today I am fired up to tell you I achieved my goal...I hired a kick ass recruiter. In fact, many of you know her, which makes this hire an absolute coup.

Please welcome Jennifer Novak a.k.a. @NextJenHR to the Human Resources team at All Children's Hospital/Johns Hopkins Medicine.

Our terrific Recruitment Team is looking forward to Jennifer's energy, experience, and forward-thinking style as we continue to hack up HR here in the sunshine state.

Please welcome her as she transitions to our team!

As always, I'd love to hear from you.

No Excuses.

pic courtesy of @NextJenHR

Flames of Ignorance

2011-11-22T07:25:00.000-05:00

I am troubled.

I am troubled about the negativity that continues to be directed at our lesbian, gay, bisexual and transgender (LGBT) friends. Yes, friends. They live and work in our communities, organizations and neighborhoods. Add to it the bizarre decision by this organization and it seems we are openly attacking innocent people based simply on their sexual orientation. Since when is it okay in a civilized society to attack innocent people? I am aware that bigotry and ignorance exist, but it is disappointing to me that governments and organizations in the "modern" world would actually move ahead in such a mean-spirited way against other human beings. This my friends is totally unacceptable.

One Nation Under God…Really?

To further complicate matters, some of these folks actually attempt to use religion, primarily Christianity, as the rationale for their position. The reality is that the teachings of Christianity, other major faiths, and the tenets of human decency regardless of one’s faith perspective, are about as far away from these hate-inspired and homophobic attitudes as one could imagine. Families today are made up of many diverse situations, but that doesn't mean they aren't loving families. I wonder if Rick Santorum would refuse life-saving treatment from a gay physician who was married to another gay person? I bet his perspective might shift just a bit in that moment, don't you?

Make A Choice

So with all this venom flying around us we are faced with quite a dilemma. What does one do about all of this “unReligious” inspired hate? Well, I for one am no longer comfortable sitting idly by and letting the racists and fear mongers control the message. Leaders of people, ALL people, do not see color, or age, or orientation…they see people. So the next time a person, or organization, or State allows a few voices to rally the masses to take shameful action in the name of “what’s right” remember these words from Martin Niemöller:

When the Nazis came for the communists,
I remained silent;
I was not a communist.

When they locked up the social democrats,
I remained silent;
I was not a social democrat.

When they came for the trade unionists,
I did not speak out;
I was not a trade unionist.

When they came for the Jews,
I remained silent;
I wasn't a Jew.

When they came for me,
there was no one left to speak out.

How About You

What are you going to do the next time you hear an innocent person being attacked simply because they are gay or lesbian? Are you going to remain silent so as to avoid confrontation; or, will you step up and show everyone around you that you are a leader. Do not allow yourself to become mesmerized by the flames of ignorance...while you’re watching someone else is feeling the burn.

I’d love to hear from you.

No Excuses.

pic courtesy of politicalmonkey2010

Ask Not What You Can Do For Yourself

2011-11-21T06:51:00.000-05:00

We're heading into the annual stretch of time here in the States known as "the Holidays." We start thinking about our families, our time away from work, our lists, our parties, our, our, our... Hmm...

Why do I know so much about this "our" syndrome? Basically because I spend a whole lot of time each Holiday season perfecting my skills at accomplishing the list above.

One New Thing
It's not that I am completely self-absorbed during this time of year, far from it. But as I begin to see the television commercials, lights, and hear Christmas music on the radio, I'm trying to get out of the rut of being so focused on "my stuff." So here's what I'm thinking...

What if each of us picked one new "good" thing to do over the next 45 days for someone else? This should be in addition to what we normally do. As I've been thinking about what I do each year there seems to be a certain sameness to my efforts. I think it's time to change things up!

How About You
Regardless of your faith perspective, this time of year brings a different feel to life. Are you up for doing something special; or is the Egg Nog malaise already setting in?

I'd love to hear from you.

No Excuses.

pic courtesy of 123rf

We All Need to Change

2011-11-18T06:43:00.000-05:00

The concept of "change" has become such a dominant part of the massive reorganization underway with my team, that we don't even consider it something new. It's just a natural part of our work lives as we push the practice of HR to the limit. It's rewarding, scary, exciting, and frustrating all at the same time. Many of you may be experiencing various stages of change in your personal or professional lives too. The most important component of all of this controlled chaos, for me, is to keep my sense of humor.

Here's to "change." Enjoy your Friday.

I'd love to hear from you.

No Excuses.

Quick to Judge

2011-11-16T07:44:00.000-05:00

I've done it. I bet you have too. I'm not proud of it, but I'm willing to admit I stumbled and fell into the trap of labeling myself as "The Honorable." That's right, suddenly I anointed myself Judge, and had no qualms about being judgmental.

That's not good HR. That's not good leadership. That's just not good.

Icebergs Tell A Story

We all know about icebergs. We only see a small part of what makes them complete. The same holds true for those around us. We only see a small part of what makes them a whole person. So if we know we're starting from a deficit point of view and only have limited information about people, why in the world are we (read here "I") so quick to judge? Is it because we want to solve problems quickly? Is it because their behavior is so obviously off base that "we know" what should be done without even thinking? Or, is it that we've grown a bit too comfortable in our roles? Hmm, that last one stings a bit, doesn't it?

How About You
Are you willing to take a close look at your own style and ease off on the judgement throttle? It's hard to do. Important work is always hard to do. Although you may feel a bit uncomfortable with this change, just imagine how your employees feel when you judge them...day after day after day...

I'd love to hear from you.

No Excuses.

pic courtesy of athropolis

Hunting Talent

2011-11-14T07:31:00.000-05:00

Needed: Experienced professionals interested in joining a world-class organization doing cutting-edge work.

Requirements: Give up your job, tenure, retirement accrual, vacation seniority, relationships with colleagues and overall standing in your current organization to start all over again.

Now that sounds like a great opportunity doesn’t it? But that's exactly what we're asking people to do in the reality of today’s world of hunting talent. Give up everything they’ve worked so hard to achieve in their organization and begin again with us. That can be a tough sell.

Retaining Is Easier Than Hunting

One of the things I find interesting about Talent Acquisition is that so often leaders overestimate their own skill set and the environments they’ve created. After all, the data clearly indicates employees are much more inclined to leave ineffective leaders than they are to leave ineffective organizations.

So if we’re facing a large number of vacancies shouldn’t we first take an objective view of our own leadership style (myself included) and its impact on our departments? Let’s face it, if we can keep our employees, we don’t need to pay the overtime, push the remaining staff to cover open shifts, and wear ourselves out trying desperately to find high demand talent in a low supply world.

Hunt Your Team

Plenty has been written about paying attention to your employees whether it’s rounding, holding staff meetings or involving them in decision-making. Lots and lots has been written. Why do you think that is? Because leaders still don’t do it. That’s why.

Plenty has also been written about evaluating your own performance as a leader so you can make a positive impact on the team. Lots and lots has been written. Why do you think that is? Because leaders have so many blind spots to their own challenges that they use easy excuses to justify their poorly performing areas.

Ever heard this one – “we’ve had a lot of turnover, but it’s been good turnover.” When you have so much “good turnover” that you are now facing a major staffing crisis, it’s time to take a look in the mirror.

Hunt Yourself

Stepping up and taking responsibility for creating a difficult environment is not a weakness; in fact, it is one of the most courageous things a leader can do. If you’re worried that admitting you’re not perfect will hurt you consider this: you already have many eyes on you due to the situation you’re in. Take action now to correct it versus leaning so hard on that “good turnover crutch.” That tired approach just doesn’t work any more.

How About You

Have you fallen into the leadership excuse trap of blaming others for your current set of challenges? Why? No one is out to get you, actually there is a lot of support that can be rolled out….you just need to take that first step.

I’d love to hear from you.

No Excuses.

pics courtesy of sureshkumar and findyourcalm

Retaliation Hurts

2011-11-11T08:17:00.000-05:00

It’s become part of my standard message. Since I’m fortunate enough to be a Human Resources professional (and I mean that very sincerely), I’ve had ample opportunities over the years to investigate allegations of leadership retaliation against their own employees. I tell them that they “simply can not retaliate against their employees for raising concerns” no matter how disappointed they are that they are in this situation.

Unfortunately I’ve seen the pain in the faces of their employees when they are back in my office, only this time it’s not about the original issue => it’s about how their leader retaliated against them for raising that original issue.

I see the disappointment, the frustration and the fear.

Coming to You Made Things Worse

This is perhaps the worst thing we can hear in Human Resources. The worst thing that is, unless we’re willing to do something about it. Allowing leaders to “get away with” retaliation is a credibility-killer. But how does the motivated HR pro go about re-addressing behavior with a leader that has already been spoken to, except now the issue of retaliation has to be added into the mix? Any takers for this assignment?

Colleagues Do Not Equal Friends

I’ve been blessed throughout my career to develop very close relationships with those that I work with, whether they were members of my team or peers. For some reason they tolerated me and for that I am grateful. But one thing that became clear early on was that my colleagues are not, and I would submit can not truly be your “friends.”

I don’t mean work-friends; I mean the kind of friend that you rely on when you are at your absolute worst. The kind of friend who you treat poorly in a weak moment, and you wake up the next morning to find them calling to make sure you’re okay. That type of friend isn’t typically the same person you’ll be developing a corrective action plan to share with the corporate office during the next monthly budget review.

Understanding Power

So when one of these “work-friends” stumbles and retaliates against their team it’s time for HR to step up. In my world stepping up equates with confrontation. Not everyone is comfortable with the notion of confrontation. It’s easier to “let things settle down” or to “let the adults involved work this out.” That’s bull. If they could work it out they would, but it is absolutely impossible for one simple reason. The leader holds the power, and the employee who feels they have been retaliated against does not. They are going to tell the leader whatever they feel is necessary to make the bad behavior stop. Period.

"This is not rocket science, this is survival in the workplace."

I continue to be amazed that leaders fail to recognize this power differential. Their desire to be “liked” by their employees produces a major blind spot that results in the response of “we’ve worked it all out, and everything is fine now.” Really? Says who? For those leaders that justify their inappropriate behavior because they don’t want to hear that they aren’t perfect are heading down a slippery slope. A slope they will eventually slide all the way down to the bottom and crash and burn.

How About You

What do you do when you’re made aware of retaliation? Is it time to grab the nearest broom and rug and start sweeping? Or, is time for a gut-check and to remember exactly what you’re being paid to do? Those employees are counting on you.

I’d love to hear from you.

No Excuses.

pics courtesy of egmnblog and athnan

HR and Marketing Are Best Friends...Or Should Be

2011-11-09T07:00:00.000-05:00

Did you ever wish you could get time back? I do, particularly when I think about all of the meetings, strategy sessions, focus groups and vendor calls all intended to help me decide on the best creative campaign for my recruitment advertising needs. Yes, a SEPARATE ad campaign from the rest of the organization’s advertising efforts. Why? Because every modern organization was built in “Silo-ville” that’s why. God forbid we actually integrate our strategies, messaging, and creative ideas to maximize the brand!

The Good Ol’ Days Sucked

The examples listed above are all true experiences from my “formative years” in HR. I actually worked in an organization that required Nursing leaders to approve the creative ads for various recruitment initiatives. Since when are Nurses, or HR staff for that matter, the Marketing professionals? Guess what, they’re not. I submit that neither group should be making those decisions.

Happy Days Are Here Again…for the 1st Time

Gone now are the days of competing ad campaigns with Marketing, interference from others, and a mixed message to our external customers about the organization. Now HR and Marketing are completely integrated relative to creative advertising, communication strategies including the extensive use of social media, our evolving exploration of a Talent Community as well as the general coordination of production.

We meet weekly to ensure every detail is managed efficiently and professionally. The results have been nothing short of fantastic. Check out our facebook page to take a quick look at what teamwork can produce.

How About You

Are you still pretending to be a Marketing professional? Do you have vendors pitch their programs to you with promises of great results for your recruitment blitz plan? What about your company’s overall Marketing plan? Do you meet regularly with the leadership in that area to ensure you maximize the message, the spend, and the brand? On second thought, please don’t. While you’re wasting all that time and money confusing your customers, I can make my move.

I’d love to hear from you.

No Excuses.

pics courtesy of corporate-eye and my iPhone

Killswitch Engage...Your Job

2011-11-07T07:49:00.000-05:00

“Things don’t feel quite right in this job. It’s not that the people are bad, aren’t committed to doing good work, or are disengaged. But there’s something missing…it’s hard to describe. I get along with my colleagues, but somehow I don’t think I fit here anymore.”

Have you ever felt this way? It can be a lonely and scary place, particularly in an economy as tight as this one. But what should you do? Maybe the time is right to begin looking for something new? It’s almost an impossible topic considering the staggering unemployment rate right now though, isn't it?

“…somehow I don’t think I fit here anymore…” That voice keeps pushing you.

Hopeless to Hopeful

Before you hit the kill switch on your current position, invest the time and develop a search strategy. There are great resources available to help you make good decisions, not hurried or emotional ones. Simply because you happen to be in a difficult spot right now doesn’t mean you’ll be there forever. In fact, it can be quite empowering to make the decision to leave a position that simply is not satisfying at all. I know, because I’ve been there.

Burning Bridges Are Difficult to Cross

I recently interviewed someone who is frustrated in his current position. He’s bright, motivated and eager to be in an environment that has hacked up traditional HR. But he went out of his way to avoid criticizing his current employer. Instead, he expressed his enthusiasm for the opportunity that exists in moving out of his current role versus tearing down his employer. Big difference - and one that did not go unnoticed.

How About You

Are you feeling like you are the “bad fit” at work? It’s okay. Take control of your life, form a plan, and move ahead. Nothing lasts forever, including the nagging feeling you’re experiencing right now. Let me know if I can help.

I’d love to hear from you.

No Excuses.

pic courtesy of killswitch

Professional Boundaries Get In The (My) Way

2011-11-03T07:15:00.000-04:00

I learned a lot about boundaries in graduate school. I studied social work which has turned out to be incredibly valuable training in a world based on effective relationships. In school we talked about not getting too involved, keeping our distance, not telling others what to do, but rather helping people find their own way.

Well…ahem…that doesn’t necessarily translate to real life now does it?

But I Know What To Do

This is really the challenge when it comes to professional boundaries, isn’t it? We want to jump in and help. But it’s more than that…we want to solve the other person’s problem. Now we’re getting somewhere! Results we can see, feel and experience. Aren’t we terrific? Damn right we are. Except we’re not living that person’s life. They are. And that makes the whole thing so much more complicated.

Where Is That Boundary Anyway?

Have you ever said something and immediately wished you could pull those words right back out of the air? Me too. Lots of times. It seems to me that moment of panic comes as we realize we’ve just crossed the proverbial boundary line.

If only there was some sort of flashing beacon that let me know: Danger, Stupid Moment About to Occur! But alas, no such tool is available outside of ourselves. We must rely on personal discipline to recognize when that boundary is approaching.

Think With Your Ears

The strategy that has proven most effective for me is to focus on what I'm hearing as the other person shares their story. The danger is to jump ahead inside our head and begin preparing our solution for them. It’s not that we won’t come up with a useful idea that they may in fact try out. But if we begin formulating a plan before we’ve heard everything that is being shared with us, we risk at a minimum offering advice that is off-base; or worse yet, insulting the person because we don’t fully understand their situation. Leverage the power of listening in your boundary awareness work.

How About You

Are you going to “help” someone today? If so, do you plan on being a know-it-all? Or, will you be the one that takes the time to listen, connect, and leverage the relationship building opportunity at hand and avoid crossing that ever-moving boundary line?

I’d love to hear from you.

No Excuses.

pics courtesy of watiyusuf and wl4j4life

HR Rap Session Today!

2011-11-01T14:23:00.000-04:00

Many thanks to my friend Chris Fields for inviting me to pariticpate in the latest version of HR Rap Session. I'm hanging out with @DwaneLay and @incblot so in spite of me, you know it has to be good!

Check it out!

I'd love to hear from you.

No Excuses.

An Offer You Shouldn't Refuse

2011-10-31T07:12:00.000-04:00

I’ve noticed an increasing number of tweets, posts, and general comments about the pressure we’re facing in our lives. Work has taken over much of our waking hours, and when we’re not at work, thinking about work, or staying up late catching up on work, we’re trying to be a Super-Hero Dad/Mom/Coach/
Volunteer/ Son/Daughter/Friend/Candle-Burner.

How’s that working out for you?

Here’s My Offer

I’m into fitness. Not in a crazy way, but I’ve struggled more than enough over time being in shape and out of shape and then back in shape again. I finally got to the point that I decided to just stay in shape. I feel better, have more energy, and can keep up with my work (and my kids) a heck of a lot better.

But I know there are many people who struggle to stay focused. It’s not that they don’t want to add a level of fitness to their life, it’s just that they lack one key piece of the puzzle -> a training partner. So just like Project Social provides support to those trying to get their legs under them in the world of social media, I’m offering to help you literally get your legs under you.

Obviously we can’t pound out the push ups side-by-side, nor is this intended to be a guilt-laden commitment, but we can certainly leverage the power of social media to keep each other motivated, engaged and supported. I’m open to all options whether its a daily tweet, text or email -> it's your call.

How About You

Have you been thinking about attacking your busy schedule, stress, and feelings of being overwhelmed? Please don't use the lame excuse that you don't have the time. Get fit, get healthy, get going! Plus, it’s no fun training alone. I’m all in if you are.

I’d love to hear from you.

No Excuses.

pics courtesy of canihelpyousir and skimble

Regrets Have No Value

2011-10-26T10:37:00.000-04:00

Ouch. Really? No value? That’s right, none. How many of us can change anything in our past? Anyone? Can we learn from the past? Sure we can, I do on a regular basis. Do I sit around wallowing in self-pity because I didn’t always make the right choice or that I wasn’t picked first in gym class? No…that would be lame, and I hate it when I’m lame.

Regrets Are Like Excuses

Now before you think I’ve morphed into some sort of insensitive lout, please keep this in mind. I am a bit of a control freak (and I mean that in the most positive way of course.) So if regrets fall into the category of things I can not control, then I have no interest in spending any time on them. I’m into learning, getting better, and taking action. Unfortunately for many people in the workplace, regrets are used as an excuse to whine about their lot in life.

Listening to the daily meeting of Whiners International has absolutely no appeal to me.

All Regrets Aren’t Bad

Perhaps a touch of sadness occasionally is connected to a regret: not clearing the air with someone, sadness over a harsh word spoken, or embarrassment from a previous time in your life. Here’s the twist that many people miss – you can still do something about those issues. It almost always starts with this step: swallow your pride and talk to the other person. If they’ve gone on ahead, take a few quiet moments and tell them anyway…they’ll hear you.

How About You

Are you a charter member of the self-pity club? If so, you’re not only annoying the hell out of everyone around you; but, you’re also doing a major disservice to your health. Take the first step and reach out to someone for help. And then dump those regrets for good.

I’d love to hear from you.

No Excuses.

pic courtesy of mississippigarden

I See A Clear Path With My Narrow Mind

2011-10-24T07:27:00.000-04:00

Some of you may know I am heavily into hockey as a fan, hockey dad, and for the last five years as a youth hockey coach. As our team continues to improve and play against some of the highest level talent in the country we’re stressing the concept of peripheral vision with our players. Hmm, peripheral vision.

The concept is so simple, yet all too frequently I find myself following my vision, or my plan, or my idea in my professional life. Am I really taking into account all of the factors, perspectives, and options when I make decisions? I’m guessing the answer is no. That isn’t a good feeling.

Tunnels Are Easy

Have you ever driven through a tunnel? How many options did have to proceed? The path before you was obvious and knowing exactly what the plan was made it easy to execute. No decisions, no challenges, no need for others to help steer the car. You had it all under control.

Peripheral Takes Practice

Back to my hockey club…we recently told the boys they needed to practice using peripheral vision in their daily lives because the more they practiced this skill the better they would become. Imagine that…practicing a skill each day will make you better at that skill? How many times have I missed opportunities to “practice” my peripheral vision at work? Too many I fear.

How About You

How do you overcome your tunnel vision? Do you trust those around you enough to include them in decisions: or, is the path before you so clear that there really is no need for any additional input?

I’d love to hear from you.

No Excuses.

pic courtesy of timgrey

HReality Show

2011-10-20T06:51:00.000-04:00

Sometimes reality truly beats fantasy. Particularly in HR. Consider what happens in "our" world. First and foremost the overwhelming majority of employees come to work each day, do a fantastic job, and go home to live their lives away from the company. Except for those that aren't in that "overwhelming majority." HR has the privilege of spending extra time with that group.

Leadership Matters

Time for me to disclose a bias of mine...I believe that almost every problem organizations face today is based on leadership. Sure, we deal with difficult employees, but when you consider how small a percentage that is of the overall company employee base, and compare that with the long list of challenges that must be met, you tell me where the responsibility lies? The employees are not empowered to hire, fire, schedule, purchase, allocate or direct work, or do many of the things that we expect our leaders to do, and do quite well I might add. In his post How Mindless Leaders Can Create Workplace Problems, Ray Williams describes in detail how detrimental ineffective leadership can be both on the leader and their respective teams.

He Said WHAT?
When I think about some of the most difficult issues I've had to address, the examples at the top of my list are all related to leadership. Let's face it, too often we hire "superstars" without giving them a chance to learn and grow. On the job mentoring is fine for that select few that have "natural" leadership abilities (although I would submit that their "natural" abilities are a product of an environment that was chock-full of positive leadership role-models); but, how many leaders have you seen fail over the years that should have been effective? Why do we continue to allow that to happen?

It's More Than Selection

I'm a huge proponet of behavior-based interviews, but only if they're really, really difficult. No one has an easy job, and if the candidate is not able to answer challenging questions about themself, how in the world are they going to be able to perform for the company?

So what should we do when we bring on a new leader and we believe they are going to "hit the ground running?" I love that phrase...how many people do you know that slam into the ground and start running at the same time? I don't know any either.

How About You

What are you going to do about this leadership challenge? Perhaps the fastest way is to reach out to a leader that you know is struggling and offer to be a sounding-board for them. This way you're not being critical; in fact, you might be giving them just what they need.

I'd love to hear from you.

No Excuses.

pics courtesy of kndino and ellisondrive

155 Birthday Candles

2011-10-18T06:57:00.000-04:00

Today marks the 155th post and one year anniversary of NoExcusesHR. Unbelievable. Let me say how very blessed I am to have received so much support and encouragement over the last twelve months. Blogging has allowed me to expand my network and connect with some of the brightest minds in ways that were impossible just a few years ago. That's why it's time for you to get started. Today. What began as a crazy idea has turned into a tremendous personal outlet on many levels.

Blogging Matters. It touches people. It makes people think. And it helps you hold yourself accountable. At least it does for me.

Which is why you need to add your voice. Don't let a year go by only to look back and wonder what might have happened if you had started. There are plenty of people willing to help, starting with me. Think about it...

I'd love to hear from you.

No Excuses.

pic courtesy of wymm

Are You Going to Finish Strong?

2011-10-17T07:03:00.000-04:00

I spent a lot of time this weekend thinking about all of the challenges that lie ahead for me this week. Sometimes it felt like maybe I had taken on more than I could handle. I started to slip into a little "woe-is-me" session.

And then I watched this short video and quickly realized I have exactly zero problems...at least problems of any consequence. Take a look...and let me know what you think.

I'd love to hear from you.

No Excuses.

I'm Hiring A Recruiter

2011-10-13T17:15:00.000-04:00

I'm going to try mixing business with blogging. Is it appropriate? Am I crossing some sort of forbidden line that will forever compromise my professional life?

I don't care.

I have a vacancy and I want a kick ass Recruiter who embraces social media to be part of my team. Period. It will help if this HR pro has their SPHR or PHR, understands hospital-based healthcare, and isn't afraid to keep pushing the limits of what "HR is supposed to do" - but healthcare experience is not a deal breaker. We work in Florida, so recognizing Spanish (let alone speaking it) would also be a plus; but again, not required.

Let me say it again, I want a kick ass Recruiter. Someone who isn't afraid to work hard in one of the most impactful organizations on the planet. I mean that...at my organization we save children's lives everyday who otherwise wouldn't live. Tell me what other company is doing something more important? That's right, there isn't one.

Check out a preview of the job...think about it...and get in touch with Clare to learn more.

I'd love to hear from you.

No Excuses.

pic courtesy of bengrossman

Finding My Priorities

2011-10-11T07:43:00.000-04:00

Q4 is underway and along with it comes new performance targets, year-end pressure, and hopes for a strong 2012. During times of transition it can be useful to take a look at ourselves before we jump into that monstrous task list and unrelenting ping of the Inbox.

Lucky and Happy?

I must admit I am lucky. I love my job. I have a great group of people to work with, and my organization has one of the most important roles to play in society -> caring for sick and injured children. But does that mean I love every part of my job? Is that possible for anyone? I don’t think so. The reality is that even for those of us who truly are blessed with a good job, even to the point of feeling a bit guilty about it, it doesn’t mean we enjoy every aspect of that job. And that’s okay…it’s what we do about it that is most important.

Love/Hate Relationship

We all have a long list of responsibilities, and with that an even longer list of issues that require our attention. So what about those things that take a lot of time and energy but aren’t on our favorites list? Have you identified what those items are? Are you aware of the risks these particular issues pose to your leadership? Avoiding the tasks that you...well...really dislike won’t serve you well or the people around you.

New Focus

It comes as no surprise that the world of work, and in particular leadership, is changing dramatically. New employees have integrated technology, social media, and a heavy emphasis on work/life balance unlike any other generation. For Managers that still cling to the “bootstraps” work ethic, the reality of the modern worker is a massive disappointment. It’s not that expecting employees to work hard is an old fashioned idea; it’s just that how that idea is manifested in the world of work today is very different. Does everyone really need to be in the office all day and night when email, calls, and updates can all be done from an iPhone?

Boring Comes First

Investing some time to consider what must be done that does not get you excited is worth it…as long as you take care of those issues first. Hit them while you’re fresh and energized. You’ll be more productive, and will be able to knock out those items faster than if you wait until you are worn out from a productive day and still have the “mundane list” looming. I know I’m switching up my routine to follow this plan.

How About You

Do you ever take time to identify the boring stuff? Or, is your Inbox calling so loudly that you never have time to consider what comes next? It’s okay to take a breath once in a while, and then to prioritize specifically when you’re going to tackle the not-so-fun part of your job. Get it done, and then get on with the new, exciting and challenging projects that are waiting!

I’d love to hear from you.

No Excuses.

pic courtesy of lovingthebike

Self Bias Resistor

2011-10-06T07:05:00.000-04:00

Sometimes leadership can be a lonely assignment. Add a few layers of complex relationships, regulatory interference, a host of third party interests, and before long the years are grinding along and you're stuck in the same place. Let me state for the record that no one deserves to be in "that place."

Lonely = Network-less
Sometimes we come across leaders who, once capable and motivated, have now slipped into a state of perpetual plodding. Often they don't even realize how far they've fallen until someone reaches out to them. This is more than the proverbial forest from the trees conundrum; this is about leaders who are literally slipping into irrelevance before our very eyes. If we know someone who appears to be at such risk, what should we do? Intervene - and risk insulting them and damaging our relationship? Ignore - and risk carrying the burden that we might have made a difference had we only taken action? The answers are not easy, nor should they be taken lightly.

Leaders Take Action
For me the answer is clear - intervene in the most supportive and non-threatening way possible. But intervene nonetheless. It's not about saving someone from them self, nor is it about an over active hero-complex. It's about doing the right thing, which the last time I checked was always the thing to do.

How About You
Who do you know that is heading down the slippery slope of irrelevance? Sure, they should try to help themselves if they can. But sometimes that's not so easy. Can you pinpoint when the passion in their work faded away, and the routine of paperwork, bureaucracy and excuses took over? It doesn't matter if you can, really. What matters is what you're going to do next.

I'd love to hear from you.

No Excuses.

pic courtesy of mallindesign

Thankful

2011-10-05T17:26:00.000-04:00

I've been traveling on a consulting assignment this week....very far from home and my team in HR. And to be honest with you, I've never been more thankful for the team back in the States. It's not that the people I'm working with on this engagement aren't good - in fact, quite the opposite is true. They are as dedicated and professional as I've ever seen.

But the challenges I'm helping to address this week are not what my team and I deal with on a day to day basis in the trenches. And for that, I'm thankful.

Thankful for their work ethic.

Thankful for their support.

And thankful that I have the privilege to lead such an amazing group of HR professionals.

How About You
Have you mentioned lately how important your team is to you? If not, today might be a good day to do that. I know it was for me.

I'd love to hear from you.

No Excuses.

pic coutesy of tihh

Stay Connected with Unsuccessful Job Seekers

2011-09-29T07:21:00.000-04:00

With crushing unemployment and zero leadership in Washington D.C. to take meaningful action, we in the Recruitment world are letting job seekers know more than ever that they can not join our organizations. It’s not that they aren’t good people; or that they wouldn’t be productive. We either do not have enough vacancies to meet the need, or the applicants do not have what we need in terms of training and experience. But does that mean we should disengage from these folks and never see them again?

That my friends is the new definition of lunacy in the Recruitment space.

Connections Are Good

Consider what is happening right now. Thousands of job seekers are reaching out to employers across the world in an attempt to not only land a job, but to make a difference in the history of those organizations. And for those that we can not bring on board right now we’re offering a collective “thanks for stopping…bye-bye.” Let me tell you, I think that sucks. Politicians have no idea how to create jobs, but we do. We also have the ability to stay connected with motivated job seekers to make sure we help them find work when it becomes available. But doing so requires leadership, effort and time. If you’re going to wait for Washington to respond, you’re going to wait for a L O N G time. I’m simply not that patient.

Captive Audiences = Opportunity

Perhaps the next logical step is to stay connected with this group of candidates? After all, we have their information, we know they would like to join our companies, and most of all we know they need the work. Now here’s the trick – we need to treat them well throughout the recruitment process, including when we tell them no, because they just might be able to fill a vacancy for us down the road.

Imagine that…ditching the “we’ll keep your resume on file spiel” and actually staying connected with candidates for months, even years, after they’ve originally applied. I love it.

How About You

This is not a new concept, but I’m fired up about it, and will be moving ahead with it in my own organization. If you’re already staying connected with unsuccessful candidates, how do you do it? What worked? What failed? I’ll share more as we launch our strategy; but for now I'm just anxious to get started!

I’d love to hear from you.

No Excuses.

pic courtesy of trouper

Leaders Are Born...And So Were You

2011-09-28T07:34:00.000-04:00

One thing is for sure. We can take it to the bank. It's obvious for all to see. You and I were both born. As for leaders...now that's a different story.

Who Cares?
The debate that continues today is an attempt, perhaps, to ensure the sale of leadership training materials for those that were not "born leaders." This way they'll have a chance to acquire those all-important mysterious leadership skills and become effective. Really? What about those leaders that received some sort of divine intervention and emerged from the womb delegating responsibility from the jump? Hmm...maybe they need support as well? Does it matter if you were "born the right way or not?" I don't think so.

What matters is supporting leaders so they can be effective.

We Care
Over the years I've had the opportunity to lead hundreds of hours of leadership training, and although I'm a big believer in learning the material, adding my personal spin and illustrations to the content, and trying to be fairly high energy when I present the truth is I really don't matter all that much. It's what the people in the room decide to do about that learning experience that matters most. Great content, insightful stories, and a fired up speaker don't mean a thing if the person sitting in the room returns to their job and immediately returns to their old routine...returns to the way they've always done things...returns to their same old excuses for why they can't be effective.

Don't be that person.

How About
The next time you have the opportunity to present or attend a leadership session make sure one important action step happens: force your group to commit to take action when they return to their job, or make that commitment yourself if you're an attendee. We all have the same status when we're born...real leaders decide to make a difference and don't let lame excuses get in their way. Don't be lame...and I'll try not to be either.

I'd love to hear from you.

No Excuses.

pics courtesy of culturizeurself and hopelessrecords

Thank God for HR

2011-09-26T07:05:00.000-04:00

"I could never do your job." "How do you deal with this day after day?" "I don't know how you do it, this is just too stressful for me."

We do it because we have no fear of confrontation. None.

No Respect, Until LOTS of Respect

Sure, we're not in the spotlight of our organizations. We're not supposed to be. We don't chase the glory because we demonstrate the ultimate commitment to the companies we work for -> we put all of our efforts into supporting the execution of corporate strategy and supporting and growing our workforce. In so doing, the accolades go to others on the Operations side of the house. And that's okay with us.

But when things go wrong...call out the Cavalry. Get HR on the phone now. Set up a meeting today. Drop everything. Suddenly the HR-respect-o-meter hits 100%. And that's okay with us too.

We Love the 2%
Fortunately for us the overwhelming majority of our organizations are filled with high-performing and dedicated professionals who come to work each day wanting to make a difference. But just like the proverbial rotten apple, a small percentage of employees can create havoc for those around them. And that is why I love being in HR...because I can do something about the 2% so the other 98% doesn't have to deal with their sophomoric behavior. I'm guessing you love the 2% too.

How About You
Confrontation is in our DNA, or at least it's supposed to be. Soft HR means no HR, so don't let your customers down. Be strong in the face of frivolous retaliatory action. Who goes to battle when an employee situation blows up? We do. We wouldn't have it any other way.

I'd love to hear from you.

No Excuses.

pic courtesy of epicparent

Flying Solo = Grounded

2011-09-20T08:00:00.000-04:00

Quick poll - How many of you can accomplish everything you need to do all by yourself? Anyone? No one?

Get Over Yourself
I don't know about how your team is organized, but in my world I rely heavily on the talented people around me. Let me say that again, I rely HEAVILY on the talented people around me. Another part of my reality is that despite the failing economy, my company is growing. Our volumes are very strong, and we continue to add jobs. Yes you heard me correctly, we continue to add jobs. Funny thing about working in healthcare, people don't stop getting sick simply because unemployment shoots up (10.7% in Florida by the way.)

So how is it possible for me to undertake the major changes to our team's structure, tasks, and focus in order to meet this growing demand? Simple - I'm listening to my team to learn about the challenges, barriers and opportunities that are present in their everyday work lives.

Have you ever heard the phrase, 'my boss doesn't know what I go through each day in my job?'

I've heard it too, that's why I'm investing so much time with my front line team members to learn about the changes we can make to dramatically improve our HR Operations.

How About You
Are you satisfied with the status quo? Is "the system" a barrier that you've accepted as an excuse for providing poor service? Is your team kicking @$$? Why not?

I'd love to hear from you.

No Excuses.

pic courtesy of incedogroup

Destinations are Excuses

2011-09-16T19:14:00.000-04:00

"I can't wait until I wrap up this project...As soon as we fill that vacancy everything will turn around...Once the economy bounces back you'll see big changes around here..."

Blah, blah, blah.

What the hell are you waiting for? Does your Mom still lay your clothes out for you each night too? How about a nice glass of warm milk before bed? Is there always an excuse? I've certainly had my share of them. Seriously, I'm fired up because of the action going on in my work right now...not some off-in-the-distance-unattainable-corporate-fantasy.

I am fired up. I've gone head first into a major examination of all things HR in my world, and I'm so geeked out about it that I can't wait to get back to it on Monday. Sure, I have a vision for how this whole thing will play out, but if I constantly strive for the end point I'm going to miss so many valuable moments along the way. What about my team's input? What about my customer's perspective? What am I missing? What else can I add to make it even better?

How About You
When was the last time you were really fired up about your work? Did you let it show? Could your employees tell that you were serious? Be passionate about your work, and forget about that destination...they take too long to get too anyway.

I'd love to hear from you.

No Excuses.

pic courtesy of monstermarketplace

Friday Social

2011-09-16T08:49:00.000-04:00

Several weeks back Doug Shaw, leader, artist, and an extremely supportive member of my network, offered on his terrific Stop Doing Dumb Things To Customers blog to paint one-of-a-kind post cards while on vacation with his family in France. Right away you know the type of person Doug is if he's offering to make something special for you while he's on a break.

Well, I couldn't resist signing up and asked if I could be included. My personalized card arrived in the mail recently and even had a 51st star as a special shout out for me. Awesome.

Many thanks Doug...it's been great connecting, and I hope we can connect IRL down the road my friend. For those that use the excuse that social media takes too much time and isn't worth the effort, they clearly don't understand. Spending time using social media tools opens doors to new ideas, business strategies, and friendships that literally would never have developed without it. Who should you reach out to as you wrap up the week?

I'd love to hear from you.

No Excuses.

Collector's item hand painted by @dougshaw1

Your Shoes Don't Matter

2011-09-15T07:47:00.004-04:00

It's one of the most frustrating behaviors out there. Lots of employees do it; but when leadership does it too it sends such a terrible message. It needs to stop, which is why I talk about it every month with the new team members who join my organization. In fact, I've been on somewhat of a soapbox on this topic for a long time.

Scared, Confused...and Annoyed
I've worked in health care systems practically my entire career, and one of the most important issues that employees in my industry must remember, particularly leadership, is that the overwhelming majority of our customers do not want to be here. Think about that for a second...the majority of the customers do not want to be here. How's that for a business model? Add to that the specialty organization I work for which only serves pediatric patients and the model gets even more complicated. Kids would rather be healthy and playing outside than being an inpatient or receiving services at a hospital.

So when I've seen employees, but especially members of the leadership team behaving this way over the years it drives me crazy. Our customers are often worried about what is going on, and the last thing they need is to see this.

So get your head up, stop staring at your shoes and say hello.

It's Not About You

There is a reason eye contact is brought up again and again as a critical component of any meaningful service excellence strategy -> because it's important! Sure, we're all allowed to have bad days, but your customers don't care. Think of it this way: when you visit a store and need help, do you want the staff to walk by you with their head down; or, would you like to see a smiling face that at the very least acknowledges you? Your employees want you to be available too.

So get your head up, stop staring at your shoes and say hello.

How About You
Are you committed to connecting with your customers, your employees and your peers? Prove it. Keep your head up, greet people, and let them know that you actually are present in the moment. You certainly expect your employees to be, don't you?

I'd love to hear from you.

No Excuses.

pic courtesy of askandyaboutclothes

Keep Pushing the Wheel

2011-09-13T07:48:00.000-04:00

Have you ever felt like you're working and working and working but you aren't seeing any results? Do your days blend together in a way that makes it difficult for you to see an end point any time soon? Are you falling into the "grass-is-greener" trap? Before you become too frustrated, or worse yet leave your job on a quest to "find yourself" (the 60s are long gone) take a moment and consider a few things.

Life Isn't Perfect
I like to be organized...on top of things...in control. Well, as you might expect that hasn't worked out so well for me. Can any of us really expect things to go our way all the time? Of course we now know that isn't possible, but many of our colleagues still get frustrated when plans fall apart, the business cycle seems to be stuck in a low point, and we generally start to feel like it must be better somewhere else. What so many people miss, and what I missed for so long, is that these low points are helping us in so many unexpected ways that we don't realize what is happening.

Get Stronger

Going through difficult circumstances, even so challenging as to make us consider radical moves in our career need to be appreciated. They need to be embraced for what they bring in terms of strengthening our resolve, building our commitment, and not simply defaulting to a cut-and-run mentality. How many times have you worked hard, sometimes for months or years, and eventually realized what you had accomplished. Can't think of an example? How about landing the job you're in right now. Did you graduate from school and automatically get your job because you're a "natural born leader?" Work hard, endure the hassles, and get stronger.

How About You
Are you willing to keep pushing through the difficult times; or, is it easier to stop working and head over to that field down the street? I heard the grass is very green there.

Keep pushing the wheel friends...do not give up.

I'd love to hear from you.

No Excuses.

pic courtesy of ncnelink

Unstoppable

2011-09-11T21:36:00.000-04:00

In between kids sporting events, workouts, phone calls to the office, launching a new twitter account and keeping up with the never ending task list, I've been paying my respects to those impacted on 9/11 by watching some of the many specials that have been airing all weekend. And I'm angry. This post isn't about a tribute, or to share a special memory, it's just to share how I feel...and I'm mad as hell.

So today I'm taking the liberty of simply venting...letting go...and expressing what many others may feel as well. We're upset...but we're unstoppable too.

We proved it when we came together after the attacks. That could have been a time when we let politics, or personal agendas, or "stuff" get in the way. But we didn't...because we're unstoppable.

So although I'm excited about the coming work week, writing about leadership, and connecting with so many of you...for now I'm just going to balance feeling sad, with knowing there are so many good times ahead. I say we should all be unstoppable this week...that will show those cowards that you can knock us down, but you can never knock us out.

I'd love to hear from you.

No Excuses.

pic courtesy of weekendsareforwarriors

Patience Drives Progress

2011-09-08T07:32:00.000-04:00

I grew up in a world of drive through "restaurants", microwave dinners and Convenience Stores with hot dogs on a rotisserie available 24/7. I can barely remember a world without the Internet, haven't used a fax machine in years, and would prefer to receive a [Direct] Message than email anytime. Simply put, I like my stuff now. Not in a minute, not in a little while... I want what I want NOW.

Work is Not a Microwave
There are no quick wins, really. Yes, we love to brainstorm and convince ourselves we've come up with an amazing idea that will change the organization, country, world...whatever. Coming up with an idea is one thing; however, executing on that idea that actually results in moving the needle is very different. Candidly, without that great idea no progress can occur. But we need to be realistic...dare I say strategic in our thinking and execution if we are to achieve progress.

In his book Onward, Howard Schultz describes how he tried to get a quick win as he transitioned back into the ceo role at Starbucks Coffee Company. He tried, failed and then slowed down to take a more strategic view of turning his company around. He embraced the notion of being strategic, while still having a sense of urgency about the work being done. Being bold, and expecting everything to be perfect right away are two very different things.

HR Should Be Strategic
Time for a moment of self-disclosure. I'm tired of people saying how lame it is for HR to be talking about being strategic. We're supposed to be. We're supposed to be putting plans in place for the short and long term. We're supposed to be thinking well beyond the current benefits/recruitment/training/political-hot-potato-of-the-day crisis and delivering value to our organizations. So if you're taking the easy way out and jumping on the HR bashing train against being strategic, it's time to switch professions.

How About You
Be patient with your ideas. Think through them, spend time testing them, and then make a decision and act on them. Being patient and then being decisive is a potent combination. Being trapped in a world of analysis paralysis and excuses is also a potent combination. Which path do you take? I'm glad I switched.

I'd love to hear from you.

No Excuses.

pic courtesy of kaboodle

Self-Promotion v. Doing All You Can

2011-09-06T07:00:00.000-04:00

One of the issues that concerns me in writing this blog, speaking at events both small and large, and attempting to actively participating in the larger "leadership discussion" is that somehow I end up getting in the way of the message. It's a delicate balancing act for those of us that are not afraid to challenge each other, and ourselves in our professional practice. Perhaps there are some basic tenets that can be focused on as I move forward to help guard against getting too full of myself. (Read here => tall order.)

Participation as a Responsibility
Part of my struggle is that I firmly believe any real leader should be required to actively participate in making themselves, their profession and their organization stronger. That won't happen if you sit in your office with your lame open door policy waiting for your staff to come by and kiss your managerial ring. Participation means speaking out, taking risks, making mistakes and going forward in spite of your failings.

Another Side of Leadership
Beyond the public recognition of the leadership contribution should come a more discreet counterpoint. The work that gets done behind the scenes should also take as much of a priority as the flashy presentation that gets splashed all over the trendiest web sites and blogs. How much leadership do you provide that only a precious few people, perhaps only one person at times, actually notices? That doesn't seem to be worth the investment, does it? But it does to that one person whose life you just impacted. Big time.

"Do all the good you can. By all the means you can. In all the ways you can. In all the places you can. At all the times you can. To all the people you can. As long as ever you can."
— John Wesley

How About You
Check your calendar...it's full. Check your task list...it's full too. Now check the mirror. Still too busy to provide leadership that won't end up on the backchannel?

I'd love to hear from you.

No Excuses.

pic courtesy of oxfordswfproject

The Talent Question

2011-09-01T07:22:00.000-04:00

I've been reading a lot about Talent lately. What is it, where can I find it, is there some sort of war for it, should I restructure to hire it, and is it really all that different from recruitment? Hmm, not sure I have the answers to any of these questions; and candidly, I'm not sure I need one...at least not right now.

Get Out of My Way

I have a new mantra: Results. Nothing flashy, fancy, inspirational or trendy. Just, results. If I need to call it "Winning the War for Talent" I don't care. If I have to hit up the online buzzword dictionary and re-title everyone on my staff I don't care either. I only want one thing:

Results.

Providing Value
Considering the vast amount of wailing in the HR community about the infamous "seat" it seems to me that this issue could be resolved with one word. Results. At the end of the day we have a couple of deliverables in this area:
- find and deliver qualified candidates quickly
- ensure the candidates have a positive experience
- hire them
- repeat

Are you with me? Sure, we have lots of other responsibilities that we have to deliver in a timely and highly professional manner. But in the era of finding good people to join our organizations; and shockingly with a heightened awareness of discriminatory hiring practices against the unemployed (read here => epic failure of leadership) , nothing seems to be more effective than results.

How About You
Are you hung up on getting your arms around the "talent question?" Perhaps a task force or focus group will help you get there. I honestly need to keep learning so I can get the answers I need; but in the meantime, I'm going to go recruit some great people who could really use a job.

I'd love to hear from you.

No Excuses.

pic courtesy of thewarfortalent

HRevolution: Did You Answer the Challenge?

2011-08-31T07:30:00.001-04:00

As the newest version of HRevolution fast approaches, I thought I would give an update on a challenge I was, ahem, asked to commit to at the HRevolution session in Atlanta earlier this year. I attended a high energy, and highly interactive session led by Jason Lauritsen and Steve Browne called “If HR is so bad . . . what are YOU doing about it ??" Ouch. I should have known I would have work to do after the session.

Echo Chamber

Exploring the social media world has given me the clear affirmation that progress is not made by wishing for it; rather, it's made by pushing. Hard. To that end, I worry that those of us who are committed to Human Resources leadership are simply talking, writing, and tweeting to each other about our passion, but aren't getting out of our comfort zones to push the agenda further. Hearing similar messages back from those I respect and admire is absolutely terrific, but it doesn't make any progress. Does it? It's hard to tell sometimes.

After the Conference is Most Important
Jason recently published a terrific post outlining concrete steps that can be taken after returning home from a conference to not only reinforce learning, but to reinforce connections with attendees as well. During my session last Spring I committed to raising an issue with a group of Executives I meet with regularly to push past their lack of knowledge and fear about social media, and to help them learn more, do more, and understand more. I wrote about my initial follow up here, but that was quite honestly a "Jay calling my colleagues out" session. Several weeks ago I delivered on my commitment in full that had me presenting on social media tools, how to get started, and how to incorporate those tools into HR practice. It was great.

How About You

Are you hitting the summer/fall conference circuit? Are you inspired with what you're hearing, seeing, learning, and who you are meeting? That's terrific. So what? If you leave all of that energy on the ballroom floor or in the Expo Hall, you might as well have stayed home and gotten some meaningful work done. Answer the challenge and make a difference. Don't make me get Jason and Steve after you.

I'd love to hear from you.

No Excuses.

pic courtesy of hrexaminer

Put Me In Coach!

2011-08-29T08:02:00.000-04:00

As the new school year gets underway across the country I'm reminded of the anticipation of starting new things. Whether it was a school, a sports team, or job, the mix of excitement and anxiety always gave me a rush.

Look Around
Take a moment over the next couple of weeks and identify those new team members in your organization; particularly those early on in their careers. They're living an emotional roller coaster lifestyle right now. They are eager to learn and impress, and worried they might make a poor first impression and lose credibility before they even get started. You and I need to intervene and serve as a mentor to help them along. This doesn't have to be part of an official program; in fact, some of the best mentor/mentee relationships are informal which removes an additional layer of pressure on both parties to perform.

You Weren't Born in Management
As you consider your journey, consider who those important leaders were that helped you along the way. Was it your supervisor, peer, or another experienced leader who saw potential in you and offered to help? How do you pay it forward and support those that are hungry to progress in their careers at your company?

How About You (and me)
I think it's time to reach out to those that are excited and anxious in our organizations. Let's make a difference in the life of a new leader, and in turn, make a difference in the life of our organizations at the same time.

I'd love to hear from you.

No Excuses.

pic courtesy of cafepress

Inspiration - What's Your Excuse?

2011-08-26T07:25:00.000-04:00

I have a very busy life. You do too. But that doesn't mean we shouldn't keep pushing, keep trying, keep taking risks. It doesn't matter if it's your work, your personal life, or your bucket list.

Stop making excuses and get to it.

I'd love to hear from you.

No Excuses. Ever.

Duck and Run

2011-08-25T08:59:00.000-04:00

Sometimes the world of work gets...well...complicated. What was once a smooth operation suddenly isn't so smooth anymore. The team that appeared to be on top of the many moving parts of daily corporate life aren't quite as sharp as they once were. And the person at the top needs to do something about it.

Yes, I'm talking about us.

It's Not a Blame Thing
Far too often when the inevitable winds of change disrupt our work lives we start looking for a scapegoat. Who can we blame to quickly deflect any responsibility from ourselves? Well, that's not how it works. It works by evaluating our own performance first, the decisions we've made (or not made), and putting together a plan to steer the ship back on course. Just because the team, the policies, the strategies, and the flow of work once was smooth does not mean it will stay that way forever. Nothing does. It is imperative however that when we realize that the environment has truly changed, we must take action.

Avoidance is Not an Option

One of the "leadership" behaviors I've seen far too many times over the years in my HR practice is the avoidance approach taken by weak or inexperienced leaders. Let's be honest, confronting issues or people is difficult. But avoiding issues that must be addressed results in much more work, much more stress on everyone, and usually impacts the organization both operationally and financially. Don't be "that leader" that doesn't step up when life gets difficult. It gets difficult for everyone from time to time. You and I are no different.

How About You

When have you faced a change to your world that required tough decisions to be made? Did you make them in a timely manner; or, did you try the classic duck and run strategy that left everyone wondering where you were hiding during a crisis?

I'd love to hear from you.

No Excuses.

pic courtesy of acda