Headbanger

As you look at your task list or calendar each day, what goes through your mind? What emotion hits first? Does your competitive side see a challenge; or, does your heart race as you realize it will be nearly impossible to accomplish all of those items in one day? 

DERAILERS

Lately I've been wondering how that first rush of emotion impacts our mindset at work. Is it possible that our style leaves us susceptible to a first impression that will be a derailer on our outlook for two, six, or even twelve hours?

If so, what strategies do you use to counter this load of negativity? Banging your head against the wall may be tempting at this point, but I recommend head-banging for something very different. 

FIND YOUR RHYTHM

I have three approaches for dealing with work, personal, and often times in-my-head stress that can derail me and put me into a bit of a tailspin. These won't work for everyone, but in my world they have made all the difference.

1. Reach out to my network

This may feel a bit awkward, particularly if you're not calling to "talk shop." We can all slip into the "work is stressful can you believe what she said in the office" discussion. I'm talking about opening up...being vulnerable...and letting your network actually offer some perspective.

It's powerful. It's important. It works for me.

2. Workout like a beast

Okay, I realize not everyone is into getting fit. That's okay...life is about choices. For me I need to workout to stay sane. I'm not embellishing here. Exercise has become such an important part of my mental health that I can not go more than a day without it.

It's powerful. It's important. It works for me.

3. Find the music that brings me peace of mind and play it every day 

I don't know too many folks who do not enjoy music. Check out the #HRMusicshare hashtag and you'll find all sorts of people sharing the music that is helping them get through the day. My personal tastes are at the fast and heavy end of the musical spectrum. So what?

It's powerful. It's important. It works for me. 

HOW ABOUT YOU

How do you react when the day ahead looks like a train coming straight for you? Do you give up before you even get started...accepting failure as part of the routine? Or, do you make an intentional decision to do something that works for you?

Rock on friends!

I'd love to hear from you.

No Excuses.

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Let's Connect...Here At Work

I've spent the last several years reaping the benefits of an expanding social network. Through channels like twitter, facebook, Linkedin and foursquare I've met (both in real life and via these tools) many amazing people. My view of the world has changed, I have new colleagues and friends I can reach out to at anytime, and I continue to learn everyday. It is obvious to me that investing the time in my network has paid off over and over again.

But what about the people I see everyday? What about the new leaders in my organization? What about the projects that are just getting off the ground inside my organization? Have I reached out internally as much as I have externally?

Change Isn't Good...It's Awesome
My organization is moving at a fast pace. We're growing, both in the number of new jobs we continue to create, but also in the programs and initiatives we are launching. It seems as if there is a constant buzz of enthusiasm everywhere you turn. That's a good thing.

Having tunnel vision and missing all of this activity is not.

One of the roles of a human resources leader (or any leader for that matter) is to stay on top of these changes. I don't mean to be aware of the changes. That just involves listening at a meeting every once in a while.

I'm talking about actively seeking out your colleagues and getting yourself a regular appointment on their calendar. This way information can be shared, challenges can be discussed,  and you will automatically start building the internal connections necessary to understand and support their work.

"Human Resources must understand the business operations first, and then do good work to support those operations second. All too often HR pros believe their transactional forms and requirements are the core business...they couldn't be more wrong."

How About You
What have you done to reach out to your colleagues? Are you up to speed with their work...the work of your company? Or, are you too busy checking the latest regulation that will require a new policy and a great new triplicate form?

I'd love to hear from you.

No Excuses.



photo credit

Social Gravity - Read and Learn!

I was fortunate to take last week off for a vacation. Finally some family time (almost) disconnected from email and twitter (at least from an obligation standpoint), and really unwound from the pace that consumes us all in everyday life.

One of the perks of having so much downtime is the chance to read a book that you want to read, not one that you have to read. Social Gravity, by the dynamic team of Jason Lauritsen and Joe Gerstandt is one of those books.

Endorsements Aren't My Thing

Those who know me well appreciate my disdain for most things vendor and/or endorsement related. I guess I always feel taken advantage of, or that I'm being used for someone else's advantage.

Reading Social Gravity however requires me to not only endorse this great little book, but to challenge my colleagues to step up and read it for the sole purpose of some serious introspection. Not only is the book filled with practical strategies that can be implemented immediately; but it also turns the whole concept of networking, connections, and personal relationships completely around.

How About You
Are you ready for that; or is it safer to stay glued to your old (read here => tired) and trusted (read here => risk-averse) and reliable (read here => the world has passed you by) approaches?

I'm doing a whole bunch of rethinking right now. Buy the book today and get started learning how the world really works.

I'd love to hear from you.

No Excuses.




pic courtesy of Talent Anarchy

Stay Connected with Unsuccessful Job Seekers

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