HRevolution: Did You Answer the Challenge?

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!

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?

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

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

Difference = Success

I've been thinking about the power of difference lately, and what it means to leadership.  My organization has successfully recruited several new leaders who are going to bring fresh perspectives, experiences, and energy to "our world."  We've also promoted others into leadership roles they've earned through hard work and dedication => and they're doing great.  But they aren't quoting chapter and verse of the company leadership manual; rather, they're bringing their unique approach to working with their respective teams.  Our new external leaders have also shown keen insights into our culture, which is exciting to see before they've even stepped foot in their office.

Difference is Cool

What strikes me about this phase of my organization's journey is that the energy I feel is not about another group of bobble heads showing up at our door step; but rather, that a team of high profile leaders from inside and outside the organization are joining our team with totally different perspectives than what we all grew accustomed to..."our way."  I think this is very cool.

Difference is Diversity
The real power of difference, of course, is that other term that gets us so confused -diversity.  It's a powerful word, that once you get over the typical "recruitment quota paranoia" you'll realize is the engine that will drive your organization out of its current rut.  If you don't believe me, think about those that "suddenly" make an impact in your corporate world.  Who are the leaders that do things "differently" and make such a powerful impact?  Hmm...leaders that stand out because they are different....are you with me?

How About You
Difference really is about success.  Considering all of the bad news that the media loves to push on us 24/7 about credit ratings, unemployment, and weak earnings reports; it sure would be nice to enjoy some success for a change wouldn't it?

I'd love to hear from you.

No Excuses.


pic courtesy of bisonbobbleheads

What's Your Story?

How did you end up in your current role?  Take a few moments to reflect on the decisions you've made...the job choices...the opportunities you've taken advantage of...and the ones you've missed.


When you've hit a low point, how did you recover?  What were the risks that you took, or didn't take?  


What is still on your bucket list that you keep making excuses to put off?  Why are you still doing that?  Why am I?

It's Time

When was the last time you celebrated how far you've come?  When have you thought about the  people that helped shape your path?  Look around and find an up and comer who needs a role model.  Be that role model.  

Dust off the bucket list...it's time to get started, again.  You can do it.


I'd love to hear from you.


No Excuses.




pic courtesy of marciebrock

Hokey Pokey HR

For anyone who's taken a minute or two to read this blog you know I hate excuses. To me, 95% of the problems in any organization are a direct result of leadership. Let's face it, our employees are talented, want to do a good job, and come to work every day hoping the organization is paying attention enough to give them the tools and support they need to be successful.


It's up to us to make it work.  The employees are already fired up and ready to go.


Giving Yourself
The longer I have the privilege to serve in a leadership role, the more I realize that so much of work, and life, is based on the quality of the relationships we have with others.  Yes, we need to understand our business and the specific duties in our jobs. But I'm guessing each one of us could rattle off the names of very bright leaders we've worked with who were absolutely terrible interacting with others.  Their brainpower resulted in absolutely zero.  Nada.  Nothing.


Old Song - New Perspective

So how does this relate to one of the most, ahem, "classic" songs of all time?  Simple. Think about the last verse...."Put your whole self in."  When we put our "whole selves in" to our work it makes quite a difference. The relationships that we cultivate in a public way with our team members are very often the result of how much of ourselves we give.

How About You
Have you retreated to a sheltered, protected relationship with those around you? Are you afraid that people might get "too close?"  Why?  Imagine what a difference you could make if you showed more of the real you?  After all, your organization hired you...not someone who hides behind a facade.  Are you ready to put your whole self in?

I'd love to hear from you.


No Excuses.