Archive for General

The Frontier Project…a reflection

“A question that sometimes drives me hazy:  Am I or the others crazy?”

Albert Einstein

 

I had the distinct pleasure this week to be a part of an event put on by Talent Anarchy called The Frontier Project.

Nearly impossible to explain correctly, I will describe it as a think tank. Forty or so professionals, either brilliant, curious or a mixture of both, gathered to talk about the role of Human Resources – what it was, what it was not, and what it could be.

I will rely on The Frontier Project’s founders, Joe Gerstandt and Jason Lauritsen, to communicate how the two day event went and to share the results of our brilliance and curiosity. Keep an eye out on the event’s website as that’s where the report will likely be.

This post is my attempt to communicate what The Frontier Project did for me.

As do most events where professional networking (aka socializing for me) is possible, The Frontier Project had me resting my head on the pillow much too late in the day but with the energy of a recent graduate. In my opinion, there is no better way to get fired up about your career than sharing minds, great conversation, good food and, lest I forget, tasty beverages.

fired upTo that end, I ask you, “when was the last time you met with your colleagues to have a conversation about your trade?” I don’t mean when was the last time you met to discuss a specific piece of garbage you are dealing with at work but instead, I mean your career in general.

If it’s been awhile, may I suggest you do something about that?  Engage him/her with your thoughts and ideas about the work you are challenged to do.

  • What could you do better or differently?
  • What skills do you think add value to the work?
  • What do you think you need to develop?
  • Why did you choose this career?
  • What is it about this field that turns you on?

Trust me, meaningful discussions about these things will get you fired up.

 

The Frontier Project, with its fantastic venue and decent coffee, not only got me fired up about my career but allowed me to learn…and remember.  Because I no longer “touch” HR operations every day, I don’t know about a few things (ok, few is probably a fib…I don’t know about a lot of things) and this event helped me, to some extent, “come back into the fold” regarding HR processes and practices that have escaped me (perhaps it was me that escaped them but you get my point).

While I have no intention of returning to HR generalist work and certainly don’t yearn to write a job description or assist in the completion of paperwork, the dissection of these processes, the discussions about these processes, etc. was good for me, and I propose it would be good for you as well.

I akin it to me pulling a shift every now and then at my FroYo shoppe. I intentionally do this at least once every two weeks for the sole purpose of not losing touch with what I expect my staff to do, for not losing touch with what our customers expect, want, and receive, etc.lightson

There’s extreme value in that, and I am grateful for the opportunity to revisit my knowledge, and to identify what parts of my expertise are no longer relevant. Things change and only through visiting the work do schmucks like us become aware of these changes!

That being said, when was the last time you visited your front line? When was the last time you engaged with your staff about the job classification process? When was the last time you sat in on orientation?

Perhaps there is a space in your knowledge bank that is dusty, rusty or no longer needing the mental real estate.

 

Finally, The Frontier Project pointed out, in somewhat of a startling discovery, that I am not curious enough.  And, if my inability to play legos with my 6 year old boy is any indication, I am not nearly imaginative enough.

I don’t know if it’s my age, if it’s this particular moment in time in my life, or if it’s because of some other reason but I realized that while I incessantly tease my clients and colleagues about being creative, about pushing themselves outside of their paradigms, about daring to be different, etc., I sit in my comfortable career, perhaps grateful that these folks have not required me to practice what I preach.

While I am temporarily sparing myself the blame and shame of hypocrisy, I remain disappointed in my limitations. Therefore, I commit to seeking help in this regard.

Whether it requires meeting with and immersing myself in discussions with the emerging workforce, reading books about topics I know nothing about (excuse me, where are the books on ANALYTICS?), or watching crazy sci-fi movies, I will start to re-energize my curiosity and develop my imagination.

I will, as I heard numerous times these past few days, work to develop a beginners mind.

 

The Frontier Project…that’s what it did for me.

 

Slide1
If you were standing on the frontier and looking at the future of your trade, what would you see?

 

 

Coaching ‘em

“The quality of a person’s life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor.”

Vince Lombardi

 

Last week I had the pleasure to present my thoughts and ideas on performance management to a large group of Human Resource professionals on behalf of the Northwest Human Resources Management Association. Specifically, I was presenting my ideas on HR’s role in helping supervisors do “performance management” well.

 

As I scanned the audience, I was surprised to find so many “seasoned” HR professionals looking back at me with awestruck expressions.  I thought this was curious because I was sure this concept was old hat to them.

 

But I found something different. These faces, who are the same ones I’ve seen around the HR community for years, belonged to professionals who had not really stepped out of their practical, transactional role and into an advising, non-directive role.  Sure, they proudly wore their “I Luv HR” buttons for years, but their reach and scope in their roles had been limited.

 

While they recognized the steps of performance management, very few of them realized how to “teach” or “coach” supervisors in these processes. Even fewer of them fully understood how poorly implemented performance management processes could result in quite the opposite…a lack of performance, a lack of clarity, a lack of engagement, etc.  Hence, the need for “coaching” the supervisor is critical!coaching

 

I knew that many HR pros in my community were working in “traditional” roles, but what was surprising is that so many of them didn’t realize they were still in them! Only when challenged to think about “advising” a supervisor, “mentoring” a manager, or assessing risk did they realize there was a big difference.

 

I adjusted my presentation accordingly and I must say I’m tickled about the results.

 

Many of the participants contacted me days after the session and noted that they are now looking at their job in a much different light! They feel inspired to change the way they behave and engage with their supervisors. They are excited about their roles as employee advocates, and they are willing to “push” the envelope when it comes to speaking up for what’s right, just and “strategically” smart for their employers.

 

Remember, no one needs to give you permission to show your value. 
Step out, step up and make up your mind to do it. 

 

Your customers, your employer, and you…will be glad you did.  

 

 

Pride Comes Before a Fall

Through pride we are ever deceiving ourselves. But deep down below the surface of the average conscience a still, small voice says to us, something is out of tune.   Carl Jung

 

I lost a client this past week.  It’s not the first client I’ve lost and I’m sure it won’t be the last, nor was it one that I absolutely loved and will miss terribly.

However, it’s not the fact I lost it that is keeping me up at night – it’s why I lost it.

 

I lost the client because I was too proud.

 

It took about two month but my pride cost me my client’s trust.  Way back when, he asked me for help.  I came with a great referral, I had the knowledge, I had the expertise…why not use me?

 

HA!  

 

I didn’t make his request a priority.

I didn’t do what he expected me to do.

I didn’t do what I said I would do.

I failed to communicate with him along the way when it was obvious I was not going to meet his deadline.

Then, to make matters worse, I ignored him for a week, foolishly thinking I could do two months worth of work in a few evenings.

 

Sound familiar?

 

  • How many times do we hear our staff say they were unable to prioritize their work?

     

  • How many times have our staff made promises that were never kept?

     

  • How many times have our staff cried uncle but only in the final hour, or worse, after the deadline has passed?

     

  • How many times have our staff disengaged with us, made themselves scarce, or blatantly avoided us?

 

This experience made me think about leadership in a different way:
Are we modeling the right behavior to allow our staff to be more open and honest about what they can and cannot do?

 

If I am too proud to cry uncle, too proud to admit I can’t handle things, too proud to admit I’m in over my head, etc., what message am I sending to my staff?

 

Perhaps in 2013, instead of putting my pride first, I should focus more on doing work that makes me proud.

 

Commitments

As I peek around the corner to 2013, I ponder 2012′s “resolutions.”   I met some and I even exceeded some, but I also failed miserably at some.  This post will serve to communicate my thoughts on why I failed and will also serve as testament of my commitment to improve.

 

The word, “resolution” means a firm commitment or decision to do or not to do something.  Not a bad concept, really…who likes wishy washy?

 

“New Year’s Resolutions” have become a bit of a joke to many – often proclaimed in good faith but quickly forgotten the moment temptation arises.

I’m right there with the majority – I’ve got the self-discipline of a puppy.  For the most part, my personal resolutions ended up as broken promises to myself.

 

My resolutions for my two businesses, however, were different; I worked hard to keep them! 

 

What’s up with that?

 

I don’t think it’s because I’m a great entrepreneur. 

I doubt I work harder than anyone else. 

I’m certain I haven’t discovered any secret keys to success.

 

Rather, I think the difference is that I take my work seriously.

Seriously enough to put some thought into what my resolutions will be,

seriously enough to publicly announce them to my clients, my staff, my friends, etc.,

seriously enough to put a plan together and allocate the necessary resources, and

seriously enough to prioritize accordingly to ensure the goal is reached, the process changed, the habits broken, etc.

 

I’ve come to realize I need to put the same passion and energy into my personal life as I do my professional life.

 

If this past year has taught me anything, it’s that
my work should not define me
,
my professional success will not make me content, and
only when I am healthy in mind, body and soul will my talents and competencies shine through in my work!

 

That being said, I have some thinking to do regarding my personal resolutions.  I’m a mom, a sibling, a daughter and a friend…there is much to improve upon and I need to commit to doing so!

 

But that’s just me…what about you?

 

What, if anything about you, needs improvement or a change?

What, if anything, needs a firm commitment or decision from you to do or not do something?

What, if anything, can you take seriously enough to publicly announce it?

What, if anything, can you take seriously enough to put together a plan?

What, if anything, can you you take seriously enough to allocate the necessary resources?

What, if anything, can you make a priority?

 

If it is important enough, I hope you’ll make the commitment!

 

That Which Doesn’t Suit Us

Years ago, I bought a suit.

The cut was classic.

The color would go with anything!

The price was right.

And, more importantly, it fit!

 

The only thing wrong with the suit was that it didn’t look good on me.  I don’t know why…it just didn’t.

 

But I bought it anyway.

Like most classic suits, the style could last for years.

Because it was well made, it would last forever.

I was hopeful I would grow to like the way it looked on me.

It fit…and because it fit, it was comfortable.

At the time, I believed I had no reason not to buy it!

 

So I wore it

…even though I didn’t like the way I looked in it.

…even though wearing it decreased my confidence.

…even though I wasn’t at my best when it was on me.

…even though I ignored my reflection in the mirror and in windows.

Despite the fact that it did not look good on me, I wore it.

 

One day, I was desperate to round up clothes to donate for an event in support of women needing a helping hand with their careers.  Donations were supposed to be clothes, shoes, bags, briefcases, etc.  I had forgotten about the event and, in the previous weekend, I had cleaned out closets for donations to the Salvation Army.

As I was the Emcee for this Helping Hand event, I was aghast that I had reserved nothing to donate!  I scoured my closet once more and my eyes settled on that suit.

I put it on, I took it off.

I put it on with different shirts, I took it off.

I tried wearing each piece as separates, I took them all off.

Simple fact was that the suit didn’t look good on me.

 

So I donated it.

Desperation sometimes causes us to give up “comfort.”

Desperation sometimes causes us to look beyond what is readily available.

Desperation sometimes causes us to try something new.

Desperation makes us, well, desperate – and only then are we willing to take risks.

I volunteered the whole day at the event and I had the opportunity to see the woman who received the suit.  When she came out of the dressing room, I was overwhelmed.

That suit was perfect for her; she looked like a million bucks!

 

While this beautiful young lady stood before me, I came to realize some valuable life lessons:

Often, we hold onto something because

technically, it fits.

technically, it’s practical.

technically, we fear we may not find a replacement.

technically, we can’t find a compelling reason to let it go.

 

However, I believe we need to realize that

Someone else may love and appreciate what we are holding onto.

Someone else may be more valued when they possess that which devalued us.

And, perhaps the most valuable lesson of that day is one I have reminded myself of time and time again this year.

 

Only when we let go of our past are we free to try something new!

 

If and when the time comes, may you let go of that which doesn’t suit you.

 

Happiness

A Guest Post from Kalani Parnell

(This post is long but well worth the read.  It is an excerpt from an email Kalani sent me earlier this year.  While I have edited it slightly to fit this blog, I have tried not to remove any of the context as I fear it would take away from the key message.)

 

You asked yesterday if I was happy…and at the time I couldn’t answer you.  But today is different. I believe I had breakfast with a messenger of God this morning.

I met a young man this morning at the valley restaurant.  He had Down’s Syndrome.  I had recently arrived and about five minutes later, he walked in and sat a few chairs away.

The young man knew everyone and as he exchanged hellos with all of the waitstaff, his eyes found Bonnie, a middle aged woman who was the only one to greet him with a warm embrace.

He asked me if he could sit in the seat right next to me and I said sure, realizing I must be in or near “his seat.”  As he sat down, he feverishly rubbed his hands together and rubbed his hair with excitement and anticipation of his breakfast.

As is my custom, I continued reading my news until Bonnie came over and suggested that the young man be quiet so as not to disturb me.  But I gestured to Bonnie that he was okay, though at the moment I was honestly unsure.

You see, I couldn’t smell this young man from three chairs away, but right next to me he smelled of Cheetos, but in a body odor kind of way, not in a way that said he’d just eaten some. His hands were thick mitts, calloused, with very long fingernails and dirty.  He belched an average of once per minute and coughed without covering his mouth. When he rubbed his hands and hair, I was concerned something unsanitary and unsavory would wind up in my food.

Regardless,  I responded to Bonnie that he was just fine!

So the young man began to talk to me.  He didn’t speak well, and mumbled most words but he compensated with a quasi sign language, in the same way charades is played.

He told me he played basketball so I asked if he was good at it.  Without thought, he definitively said, “YES!” as if he was legendary and I was the only one who didn’t know!

He offered his name to me but I didn’t understand so I said “what?”  He spelled it out on the counter while he exclaimed each letter.  D*E*V*I*N.  Then he said “that’s me” as he pointed to himself.

He asked “what’s you?”  I told him, “Kalani,” but he said “what?” so I repeated myself.  (In hindsight I should have spelled it on the counter with my finger like he did for me.)

 

Devin told me he loves Bonnie.  Then six or seven times, he said it not just with words, but with sign language. First pointing to his heart, then crossing his arms in an X, then pointing to Bonnie, then locking his index fingers together. Then, he would make a noise that I could only describe as “primal glee” as he rubbed his hair.

Devin pointed out to me that the ketchup bottle was red, the napkin in front of him was white, and the counter was blue…”just like that” he said as he pointed to the small American Flag at the register.

 

Then Devin said, “I’m happy.”  Of all the words Devin mumbled during our breakfast together, these two words were the most clear:  “I’m happy.”

 

He would end similar color comparisons around the room and each time ending with this significant two word phrase.

The message had been delivered.  But while I had heard it, I had not yet recognized the lesson I had just been given.

 

Devin asked if I liked boxing. I said yes, and asked if he liked it. He said no, but asked if we could box. I chuckled and said, “no Devin, you would win.”  This made him laugh and he then admitted he boxed.  He informed me he had two belts at his house as he demonstrated with his hands: starting at the navel of his chubby belly and moving his hands toward his sides, he illustrated the word “belt.”  Devin then held up a pretend microphone and said, “you do this?”

 

I didn’t understand so he turned his hands into puppets and made them pretend to talk. “Oh,” I exclaimed, “you want me to be the announcer?” to which he exclaimed, “YES!”

 

I asked him to go first so he held his pretend microphone to his mouth and mumbled a sentence I didn’t understand but by the inflection of his voice, I could tell he was imitating a boxing ring announcer.  He cracked himself up with whatever he said, which made me laugh because of the irony – Devin had apparently said something really funny, that I heard but didn’t understand.  (It made me wonder if a joke was told in a language that no one understood, was it still funny? The answer must be yes.)

 

Then Devin gestured that it was my turn, so I pretended to hold the microphone and I put on my best Michael Buffer impersonation…

“And in this cornerrrrrr….hailing from Palmer, Alaskaaaaaa….the one and only undefeated heavy weight champion of the worlllddddd.

Deeeeeevvvvvvviiiiiiiinnnnnnn!!!!”

 

As I said his name, he clasped his hands and raised them over his head in quiet accolades!  We traded off doing introductions four or five times.

 

My breakfast came and at first my plate was angled to my side away from Devin as you see, I still had the fear of something flying onto my plate. But as I ate, Devin continued to talk. He first asked me if it was good, then told me what he was going to eat, which was really a series of questions from me to him that he would answer yes or no to. “Eggs?” yes. “Sausage?” no. “Bacon?” yes and so on until I’d dialed in his breakfast preferences.   And by the time we finished this conversation, my plate was now closer to the center.

 

While I ate, Devin told me he was here with his mom, uncle and three siblings who were sitting at a long table in the middle of the restaurant. He didn’t so much say it as much as he pointed and gestured. But through my questions, I discovered that he likes to sit at the counter because “his seat” is right next to the “ice cubes” as he says, where the wait staff frequent, which gives him the opportunity to chat and and be friendly…especially with Bonnie.

 

Devin asked if I have dogs, I said no but asked if he did, to which he replied he had two. I asked their names but he said, “I don’t know.” This was a common answer to many questions that involved the name of something, like his basketball team, song he was singing, etc.

 

Devin’s meal came, and he held an imaginary microphone up to his mouth and asked me to announce it.  So I announced all of the elements of his breakfast as if they are warriors stepping into the circled ring of his plate to do him battle. The outcome was a forgone conclusion. Devin would massacre that bacon, those eggs didn’t stand a chance, and that toast….would be, well…toast.

 

Devin laughed very hard which got the attention of Bonnie who came over and said “Devin, it looks like you’ve made a new friend” to which he replied, “yes, I’ve made a new friend, he knows my name, and I’m happy.”

 

Bonnie turned to me and asked if I was alright; I think she was worried that I was just being polite, but that I was really not okay.

 

But by now…I WAS really okay, in fact…I was happy.

 

Devin and I continued to chat while he ate, and I realized that Devin, like me, likes to make sandwiches with his food if bread is present. I laughed inside about that as I got up from the counter to pay my check and leave. I told Devin goodbye and patted him on his shoulder.  Without fanfare, he said, “okay goodbye” and continued with the feast he was so blissfully delighted to get.

I chose the right option!  I gave myself over to Devin’s frequency or oscillation, and was blessed for it!

 

I could have buried my head in reading the news, I could have attempted to eat my meal in the comfort of solitude, or I could have creatively thought of a way to change seats.

 

But I let Devin into my bubble and I’m thankful for having done so.

 

I learned today what I did not know yesterday: You don’t ponder being happy.  You don’t need to logically convince yourself you are happy.  You certainly don’t, by process of elimination, arrive at happiness.

You just are happy!

 

We should all take counsel from Devin.  We should start with joy in the tiny things – like the mere anticipation of our favorite meal, or spotting our favorite colors. We should allow ourselves the opportunity to say “I don’t know” without thinking less of ourselves.  We should recognize the moment of delight in seeing someone we love.  We should find commonalities when we meet a stranger and find laughter when we convince others to engage and play with us!

 

Being present and focused in these moments can provide us happiness.

 

If we practice, we can master moving from one happy moment to the next! Then, when we look back, we will realize we were and are happy. That’s the sermon as delivered to me today.

 

About the Author

Kalani Parnell is the Organizational Development Coordinator at the Alaska Native Tribal Health Organization in Anchorage, Alaska.

I have had the pleasure of knowing Kalani for nearly 7 years and have shed many tears, guffaws and “aha moments” since that time.  A Master at telling stories, Kalani has always inspired and taught me things about leadership, teamwork, and perseverance.  He has been a source of knowledge and encouragement to hundreds of executives, managers and leaders throughout his career and is highly coveted for his LEAN Six Sigma knowledge, Quality Improvement expertise and his facilitation and public speaking talents.  Earlier this year, he was attempting to tell me about “oscillation” and how we can (and should) turn ourselves over to the positive energy of others. He and I were speaking of happiness and you know the rest of the story…he met Devin.  I hope you have enjoyed Kalani’s message and, likewise, may you have ample opportunities to find happiness today.

Freak Flag

I had the pleasure of speaking at two state conferences this past week.  2012 HR Florida Conference and Expo and 2012 HR Indiana.  I spoke on three topics: Recruitment, Engagement and HR’s Purpose.  I love all three of these topics and I hope my passion and energy helped carry my message during these sessions.

 

While in Florida, I had the opportunity to get to know Jason Lauritsen and Joe Gerstandt; this duo make up Talent Anarchy.  I’ve met them both before but Florida afforded us to opportunity to get to know each other and, I’m sure, formulate some strong opinions in that regard.  :-)

 

In any event, they either liked me or needed to bribe me to go away and thus, they presented me with gifts: their book Social Gravity, a Freak Flag for my office and a handful of temporary tattoos.

 

Before I applied my tattoo, I pondered whether or not I had the right to wear it.

  • Was I worthy of communicating to everyone that I dare to be unique?
  • Could I honestly say I passionately pursue and/or utilize my talents?
  • Is it true that I refuse to compromise my values? 

 

Heck Yeah!

 

Flying your Freak Flag IS NOT about getting attention, being popular, being a member of some elite group, etc.

 

  • It’s about loving what you do and striving to do it better each day.
  • It’s about understanding your talents and ensuring you put them to good use.
  • It’s about sticking up for what you believe in even if it’s uncomfortable to do so.
  • It’s about having the courage to be authentic and real.

 

I proudly slapped that tattoo on my arm!

 

People sure were curious as to why someone like me would be sporting such an interesting tattoo.   (Note to self…write Blog Post on First Impressions, Bias’ and Assumptions.)

 

I spoke with no less than 30 people before that temporary tattoo started peeling off my arm.  Blue Grass Musicians, Blue Haired Ladies, Veterans, Flight Attendants, Pilots, Servers, Bus Drivers, Engineers…many asked and many learned.

 

I’m sure I didn’t do Jason and Joe justice in my explanations but nonetheless, I did the best I could explaining WHY I cared to Fly My Freak Flag.

 

  • I light up and shine when I’m doing what I love.  I pale when I don’t.
  • I use my mental resources wisely when I’m doing what I love.  I waste energy on fear, indecision, do-overs or drama when I don’t.
  • I fly through my work when I’m doing what I love.  My days, hours and minutes travel in slow motion when I don’t.
  • My mind is acutely focused and sharp when I’m doing what I love.  I am distracted, confused and struggle with clarity when I don’t.
  • My conscious is clear when I’ve done what I love.  I lie awake at night “what if’ing” and full of regret when I don’t.

In the end, I know I am uniquely me when I’m doing what I love

And while this authenticity comes with scars, flaws, quirks, anxiety and the occasional storm of swear words, I’m ok with that – they do nothing but add contrast to the colorful tapestry that is my Freak Flag.

 

Shift Happens! (Or at least it should!)

During a client meeting the other day, I found myself thinking of the word “paradigm.”  I use this word a lot when I teach or coach as I often have to challenge people to think outside the box, get creative and innovative or otherwise bust out of their paradigm.

A paradigm is an intellectual perception accepted by an individual or society as a clear example, model or pattern of how things work in the world.

Or, to put it another way, it is our perception of reality…our interpretation of people, events or things based on previous teachings or experiences.

 

A paradigm shift could be explained as the moment our thinking changes, opens up or totally reverses!  Indeed, it’s a good thing when shift happens! :-)

 

Human Resource professionals have a few paradigms that could use some shifting.

A few that became obvious during my meeting are discussed below.

 

Close physical proximity to our customer is needed to provide good service.

I must call BS on this one.  I oversaw an HR office where 75% of our customers were over 600 air miles away. The feedback we consistently received from these long distance customers was that our service was excellent.  How did we do it?  We were knowledgeable and we were responsive.  We were great listeners and we were pro-active communicators.  We made good use of our time and we used our travel resources wisely.  We were patient yet persistent.  We were accountable at all costs.

With collaborative technology, there is absolutely no reason why HR staff can’t work well from afar.  Furthermore, everyone has a smart phone in their pocket so we’re all a quick call, text or email message away.

I love face to face communication and I’ll never opt for technology when I have the chance to meet in person.  But I don’t buy that you have to have it or that you need to be next door to your customer to provide good service.

 

People at certain “levels” in the organization must speak to someone at the same “level.”

This one irritates me to no end!  The reason why this paradigm exists is because in the past, a certain uppity up in your organization didn’t get the service he/she needed and/or wanted from your staff and therefore, went higher up the food chain.

Want to bust out of this paradigm and dispel the myth that is wasting so much of your valuable resources?  Provide decent service at all levels.  Delegate correctly and give your employees the tools, information and authority needed to do their jobs well.  And for goodness sake, quit enabling this stupid behavior.  Start telling that certain uppity up that your employees can and will help.

 

Decisions and/or communications have to be made within a certain hierarchy (ie., the organization chart)

I suppose we could all live in this paradigm, especially if we wanted to ensure ineffectiveness, inefficiency and irritation from many.

I dislike it when people only manage and/or communicate within the lines of an organization chart.  I think they should instead “manage the white space.”  My dear friend and mentor, Joel Casto, taught me about this many moons ago.  We should not limit ourselves, our creativity, our time, etc. by following the darn lines.  If someone needs to be a part of something, invite them!  If someone has information you need, get it!  If you have something someone else needs, by all means give it to them!

 

We have to lead the market in pay to retain the best talent.

Nothing makes me chuckle more than watching some doofus throw money at a problem that has nothing to do with money.  Talented and motivated employees care about competitive wages…that is true…but wages have for years been below the top 5 needs/desires of our talented workforce.

It’s typically the managers and supervisors who are less than stellar leaders who believe you have to pay people more to get them to stay.  HA!  How about we convince them to take a walk to the nearest mirror and give themselves a long, free of charge look?  What they see in the reflection is why their staff is leavingWhy don’t we start with improving that?

 

 

HR can only be effective if its leadership is a business partner or…don’t shoot me with using this darn phrase…has a “seat at the table.”

I’m speaking on this very subject this month for the 2012 HR Florida Conference & Expo!  I hate using the phrase “seat at the table” because it reminds me of when I used to cry and snivel because I wasn’t allowed to eat with the big kids at family gatherings.  My mom used to say, “Heather, if you acted like a big kid, I might consider putting you there!”  Ouch!  But, I will admit, this was a good lesson learned!

As an HR professional who has worked very hard to be respected in her community, her work, etc., I find it amusing that so many of my colleagues think it’s their title and/or their participation in executive level meetings that makes them a business partner.

That’s a load of bull – it’s about being influential.  To be influential, you have to have trust and respect from others.  To have trust and respect from others, you need to demonstrate knowledge, expertise, integrity, gumption, confidence, accountability and good old fashioned kindness.

Your title gives you a spot on the organization chart…and you already know what I think about being a slave to that.  Your invitation to those meetings gives you a pretty view, decent coffee and, if you’re lucky, a doughnut.  But if no one is asking you a darn thing during those meetings and/or if most are engaged with their IPads or phones during your presentation, trust me, you have no influence.

 

I know there are many more paradigms but I’m coming up on 1000 words and heaven forbid I bust out of my paradigm that says good blogs aren’t over 1000 words!  :-)

 

I’m sure there are many who disagree with the opinions I have offered…feel free to comment and let’s talk about it!

 

 

 

 

Insights From The Baseball Field

I had the pleasure of watching the Little League Majors games for the Alaska State Championship this past week.  My nephews team, the Juneau Majors, were playing and, as a good aunt would, I attended every game!

As I sat and watched the games, I thought how nice it would be if the things I saw on the field could be seen more in the workplace.

What do you think?

  • Coaches capitalizing on players strengths and talents

  • Coaches, family and friends supporting the players with positive feedback, fun anecdotes, and words of encouragement
  • Errors and missed opportunities met with acceptance, correction and/or forgiveness
  • Players listening…really listening to their coaches…and acting upon the coaches’ suggestions, direction, etc.
  • Players engaged with the game whether they were on field or on the bench
  • Celebrations for the little things
  • Compassion and empathy

I wish supervisors would capitalize a bit more on the strengths of their teams.  I learned a long time ago to plow with plow horses and race with race horses – if you screwed the two up, you’d have two unhappy horses and the work wouldn’t get done!

 

I think we can give more praise.  I don’t think it needs to be over the top but it saddens me that more people don’t give thanks and/or kudos when they should!  And I think we should have fun with it – just saying good job is fine but gettin’ creative with it is even better!

 

I think supervisors should communicate that errors at work are opportunities for growth and learning instead of opportunities for ridicule or blame.  Likewise, I wish more employees were as open to feedback as a young ball player!  Wouldn’t that be nice?  Perhaps supervisors wouldn’t avoid giving constructive criticism if it was taken in the spirit it was given?

 

I know we can be better engaged with our work!  When a player is disengaged with the game, the coach sometimes lets them play a different position…now there’s an idea!  The coach sometimes encourages the players to try another sport…to find something they are passionate about.  There is another good idea!  I think we should take advantage of our right to manage the workforce and move people around when we see complacency set in or when we see that someone is bored and/or not excited about his work.  I also think we should make it easier and less stressful for our employees to leave – if they truly don’t have passion for our company and/or our work, why do we want them?

 

I definitely like the idea of celebrating the little things.  I used to have a quick “huddle” with my staff every Friday to celebrate the crazy things that occurred during the week.  At first, my staff thought this was a stupid idea and drug their feet to this mandatory “huddle” outside of my office.  But before long, people were scurrying to my office around COB on Fridays.  Lesson learned?  People like to be recognized and, for the most part, giving employees a small taste of success every once and awhile makes them crave the big payoff!

 

I wish people would show more compassion and empathy at work.  I don’t believe in over doing it…I’m not the type…but I do think we have to meet people “where they are” and if this means cutting them some slack every now and then, so be it.  If this means we “ooh and ahh” over the pics of their grandchildren, so be it.  If this means we touch their shoulder or give them a hug when they tell us their dog died, so be it.  My mom used to tell me I should take every chance I get to show compassion because one day, I would need it returned.  I believe she’s right.

 

Finally, above all else mentioned here, I saw smiles on that field…tons of them!  These kids were having fun and, in turn, their coaches were enjoying things.  Likewise, the fans were having a ball!  We should do more of this at work.  I was chastised once for laughing too much at work…the coworker told me it was obvious I wasn’t working as I was having too much fun.  HA!  Quite the opposite was true!  (Looking back, I realize that because she was an accountant, she couldn’t possibly understand having fun at work!  Hee Hee Hee, I couldn’t resist that one!)

 

So that’s it…insights from the baseball field!  

 

By the way, my nephew’s team won the State tournament.  They are currently in California representing the great state of Alaska as I write!

 

Red Headed Speed Bump

I don’t like “fast food.”  Occasionally, if the need arises, I’ll go to Subway.  It was my visit yesterday with a patron in Subway that inspired this post.

 

The line was fairly long and usually when this happens, I slip out of line, head three stores down to SoYo, my FroYo shop, grab coupons, come back and hand them out.  But yesterday, for no reason in particular, I chose to wait out my time in line.

 

In front of me was a CUTE red headed boy.  (Please know I prayed for a red headed child…most of my siblings got one and darnit, I wanted one too!  But alas, I have two towheads.)

Anyway, this little boy had beautiful red hair so I complimented him accordingly.  He politely said thank you and I proceeded to tell his mother that I was jealous of her carrot top kid!

The young boy asked if I had a picture of my kids.  I showed him a recent one from my phone.  His mom then showed me a recent one taken of him and his little sister.

 

It was then that I noticed she had
a tear in her eye. 

 

 

Moments of Significance!”

 

 

 

I allowed silence…and then it came: her story.

Her daughter had died.

They felt fortunate to have had her in their lives for 20 months. 

They had started a foundation in her name. 

They missed her but knew she was in a safe and pain-free place. 

Her son had won the chance to name an animal in the zoo and he named it (a lamb) after his sister.

 

I cannot tell you how happy I was that the Subway employees were turtle slow that day!

Had they been on their game, I would not have had the opportunity to be the sounding board this woman needed.  As it was, we kept talking long after the sandwiches were made.

As she talked, I noticed that her entire body changed; her face went from pained to relaxed as she spoke of her daughter’s genetic disorder, her ailments, her life and her eventual death.

 

For no reason in particular, I chose to stay in line.
For every cathartic need in her heart, this loving mother told me her story.

 

She wouldn’t have if I had not noticed that small little tear.

She wouldn’t have if I had not allowed the brief moment of silence.

 

She and her son came back to SoYo later and while we didn’t talk then (I had since gone back to my real job!), I got a sweet message and a picture of her son with his cup of FroYo!  I am confident this is a start of a good relationship.

 

Today, as I reflect back on yesterday’s conversation, I realize I move too fast.  Shoot, I typically pride myself on it!

 

However, I also realize that as a parent, a friend, a daughter, a sibling, an HR Professional, a Supervisor and a Leader, I need to slow down.

 

 

How many “moments of significance” have I missed?

 

How many of my family members, friends, staff, colleagues or customers have needed to tell their stories, release their pain or frustration, receive empathy, eliminate confusion, obtain information, etc. but I was or am too busy to notice?

 

How many chances to build or repair a relationship have gone undiscovered because I am multi-tasking or am otherwise pre-occupied?

 

I don’t know how many…but I fear the number is large.

I commit to this: from now on, the number will be smaller!

 

What about you? 
Are you moving too fast?