You Can Go For It Too!

"I knew things needed to change. I just didn't feel like I was staying as current as I used to do so effortlessly. It felt like my job had changed, the industry had changed...and somehow I was suddenly stuck in place."

Realization
I remember when I realized I was on the precipice of becoming irrelevant in my work. Oddly enough, it happened when I was settling in to one of the most important roles of my career. I had just accepted a VP of HR position and could not have been more excited.

All those years of hard work and sacrifice had come together. The people I was going to be working with were terrific, and as I would find out later, were willing to try very new ideas.

But first...I came to a chilling realization. 

"If I kept the same mindset...the same approach...and the same attitude about HR leadership...I would no longer deserve to be in my job."

Talk about a buzz kill! I felt like I was moving from hero to zero in no time. Something had to change, and I knew what...or rather who...had to change.

Commitment
Sadly, role models for my transformation could not occur in the healthcare human resources space. There simply weren't any leaders taking risks or doing innovative work (that they shared!) particularly when it came to employer brand, recruitment, or candidly, getting results.

I decided to watch and learn from other leaders and industries and then apply those approaches to myself and my work. It was scary at first. It was difficult to explain at first. It was slow at first.

Until it wasn't scary, or hard or difficult. Why? Because actually working in 2016 vs holding on tight to your 1992 mindset changes everything.

How About You
Maybe it's time you took a hard look at what you are actually required to deliver in your work. I had to do it.

It turns our that the human resources department is not the core business of any organization. We are the jet fuel that helps each company deliver world class results in an ultra competitive world.

Are you ready to go for it? I'm here to help.

I'd love to hear from you.

No Excuses.

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Transformation - Saying It Is the Easy Part

I've been doing a lot of thinking about transformational leadership and what role Human Resources should play when an organization is committed to undergoing change in a meaningful way.

Is HR there to pick up the pieces as leaders begin to quiver and shake at the slightest hint of a required change?

Does HR move through the process along with the others who are impacted by new expectations, new goals, and ultimately a new and more effective corporate culture?

Or do we take the lead and actually drive the change necessary in spite of the wringing of hands and gnashing of teeth?

Answer = yes, yes, and yes.

Transformation is a Team Sport
Last time I checked, HR is not only (supposed to be) a driver of change, but is also an active and engaged part of every organization. So whether or not we are making change happen or feel swept up in it, we are going to experience a range of emotions. The bottom line is that we have an opportunity to make an impact.

Let me say that again.

HR has an opportunity to make an impact. How many leaders do you know that can honestly say that? I'm talking about an impact on the institution, not just a process change here or a staffing change there.

"Institutional change. That's big, and we should be sprinting toward these opportunities, not scrambling to look up some inane policy or call 1-800-HR-IS-LAME to try to avoid delivering on our company's needs. It's our time."

When we're asked to drive change, we need to realize that we're not being asked to come up with a solution. Instead, we're being relied upon to leverage our internal networks, the trust we've developed with our colleagues, and our ability to push through without taking things personally. We need to help the whole team discover their strengths, weaknesses, and the long list of challenges we all have to deal with that don't fall neatly in to "good" and "bad" buckets.

Where to Begin?

Transformation can impact many areas: processes, technology, work product, delivery of services, and the list goes on. The reality is that transformation starts and ends with people.  Engaging those impacted by a vision, a new expectation, a new goal, whatever it may be; it is the people that will ultimately drive the results of the change effort.

Start with the people. The rest will flow once the team is on board.

How About You
What changes are you involved with? Are they on the level of transformational change? If so, what are you doing to connect with your networks to ensure that your time, energy, and ultimately your organization's efforts are not wasted?

I'd love to hear from you.

No Excuses.



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HR Roadshow!

Next week I have the privilege of speaking at the Minnesota SHRM Conference. My friend Josh Rock and his organizing team have been kind enough to let a guy from Florida invade the (almost) frozen North. I'm  going to be speaking about HR Transformation; specifically, how my organization went on a wild ride and made huge changes within our HR function over the last year, and what we now have to show for it.

The line up of speakers is a bit daunting, but I'm going to do my best to bring the No Excuses attitude to a terrific group of HR pros in Minnesota.

Oh, and I'm going to watch some hockey while I'm there too...even if it isn't the NHL.

See you next week!

I'd love to hear from you.

No Excuses.



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5 to 1

Last week a group of bloggers were recognized for their contributions to making a difference in the world of Human Resources. The team over at FistfulofTalent rolled out an announcement that included a countdown from 5 to 1. I was quite humbled to be a part of that large group. What struck me though, is that the countdown and the amazing writers who filled all of the spots (as well as those not included this time) are actually working to transform our profession.

That Takes Guts

It takes courage to put your thoughts out there for all to see...read...and maybe criticize sometimes. That can be a scary place. It's also a place where change happens. Change doesn't come from the safety of being anonymous. If you can't put your name to it, then in my mind you don't have a right to criticize, particularly in leadership. Suck it up and sign your name.

A Call to Action
Over the course of time other leaders have taken risks, put themselves out there publicly to move things forward, and have made a difference. Whether they were artists, poets, musicians, politicians or business leaders, they stepped out of their comfort zones and forced the discussion.

They forced the discussion.

How About You
Are you ready to contribute to the dialogue? You've been thinking about it, and now it's time to take the next step. Join the other HR leaders who are taking the risks, pushing the agenda, and ultimately proclaiming that we're "gonna win, yeah we're takin' over." Are you ready to force the discussion?

I'd love to hear from you.

No Excuses.

pic courtesy of blogging4jobs