Influencer? Not Me.

There is a part of leadership that I've never quite gotten used to. It's not the scope of responsibility, or high stress, or working through conflicts. These issues are quite demanding, but they don't surprise me. I'm supposed to deal with those things, and I have to figure out a way to do it effectively (read here --> thank you to my network for being there when I need you!)

The real surprise for me...yes, still, after all these years...is my influence.

Get Over Yourself, Right?
I have to admit, I find the label of influencer at best to sound very odd, and sometimes a bit overwhelming at worst. Did I set out to achieve some sort of influencer status? No. Is there now pressure to be an effective influencer? I think so...at least it feels that way sometimes. 

"For leaders, influence is good. It's powerful. It's a way to motivate, inspire, change cultures, and make a difference. We're supposed to influence others around us."

So why does it still feel a little awkward to be labeled an influencer when I know it is part of who I am supposed to be?

I Now Know The Answer
Feedback is a powerful tool, particularly if the one receiving the feedback is willing to actually listen and accept. For me, the listening part is usually pretty easy (even if it's not what I want to hear); but the accepting part is an entirely different story.

Part of my development as a leader is to accept and embrace the idea that I have influence in my organization (and maybe a little bit beyond my company too.) Guess what? You do too!

There is a responsibility that comes with that, at least the way I see it, and I'm learning to accept that as well. 

While it may seem like the role of influencer comes naturally to some people, for me that's not the case. Being high energy, and aspiring to be an influencer are not necessarily automatic.

But I'm learning to leverage those two pieces...and am getting more comfortable each day.

How About You
Do you realize how much of an influencer you are to those around you...to your organization...to those watching your leadership from hundreds of miles away? It's happening for all of us who have decided that leadership means a lot more than a job title and a nice office. It means embracing the role of influencer, and all of the possibilities that come with it. Now I'm fired up for what's next!

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

When Your Best Isn’t Good Enough

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