Remote Leader Life

There is a lot of content out there about remote worker life. Lots of questions too...

...how do you stay connected to your employees?
...how do you ensure productivity remains high?
...how do you extend your on-site corporate culture to your distributed team?

The list could go on and on, right? 

Wait, What?
One of the groups that I rarely see mentioned, and to which I belong, is remote leadership. 

For more than twenty years I drove to a specific location for my "work." It was familiar, routine, comfortable, and was what I thought "work" was supposed to look like.

Until it didn't look that way any longer.

Suddenly I didn't have a place to go to; but instead, was 100% virtual. Whoa. What just happened here? 

Where are all of the conference rooms? 
Where are all of the wasted moments spent walking between meetings?
Where are all of the people interrupting me?

Hidden Opportunities
Staying connected to colleagues, team members, and clients is a real challenge. Keeping an open mind relative to video technology, for me, has been crucial. Seeing people...not just hearing them on a conference call...is so powerful. Get over your hang-ups and embrace it.

Consider the dramatic drop in interruptions as a gift to you from your coworkers. Take full advantage of the time you have and go for it. Attack your to do list, and feel how satisfying it can be when you own your day vs. your day owning you.

Lastly, use the flexibility you have in your schedule to stay connected to humanity. 

When I know I have a few hours where I won't need to be on the phone, I head for a local coffee shop. I'm still head down with my work, but I'm around other humans. That energizes me and helps me feel much less isolated.

How About You
Perhaps the lesson in all of this if finding the proper balance. Remote life isn't for everyone; nor should everyone be stuck commuting to and from an office that does not support a healthy work environment.

I feel incredibly blessed to have successfully made the transition from office only...to a healthy mix of virtual, corporate office, and the great big off-site world. Is remote work part of your world?

I'd love to hear from you.

No Excuses.

Fear Factory

The ultra-competitive environment to source, attract and hire talent is fascinating. So many organizations lament the fact that they can not find the "right" people to meet their needs.

Yet these same organizations continue to use the same old and ineffective approaches to talent acquisition; or they are being taken advantage of by large vendors that throw around lots of terminology but fail to execute effectively on behalf of their clients.

I'm calling B.S. on both approaches!

Desperate and Scared
For years I've seen organizations that know they need to implement contemporary approaches to their talent strategy, but doing so represents such a quantum leap out of their comfort zone that they are paralyzed.

"Leaders who fail to make bold decisions are usually not leaders for very long."

The habits of yesteryear continue to strike fear into the hearts of these well intended leaders. Think about the good old days of display ads in the Sunday paper. 

Now that is living in your comfort zone! Sadly, there really isn't a Sunday "want ads" section in the paper anymore.

Now Is Your Time
The opportunities available to today's talent acquisition leader are endless. The ability to position yourself as a high-performing, contemporary leader in your industry is not as hard as you think. (Which in turn helps your organization be viewed in the same positive light.) 

Yes, it takes expertise, courage, and commitment. But aren't those qualities in every leader's job description anyway?

How About You
Do you work in a fear factory where moving into the contemporary age is still viewed as a risky move? If so, maybe you and I should talk. I want to help...and it sounds like maybe you could use a helping hand.

I'd love to hear from you.

No Excuses.



pic

The Idiot Box

Every place I've worked has tried new things. The brain-trust would get all fired up (including me) about new ways to organize work, communicate, and launch innovative ideas to differentiate the organization from the competition.

Every single one.

Think Outside the (Corporate) Box

I have a very different perspective on corporate life now. My job is to help companies take their brand to a world-class level which results in attracting talent that is also world-class. That approach requires the innovative thinking I used to talk about... a lot.

The challenge with innovative thinking inside the company is that there will forever be a set of norms, political realities, and tolerance for true candor. I'm not saying it's right or wrong, I'm simply telling you it's there.

Don't tell me your shop is different. It's not.

You're Stuck in Your (Corporate) Box

Are you upset with me yet? Consider this...

How many disruptive leaders have you retained over the last five years? Did you identify them as someone who was pushing new boundaries and challenging traditional norms (that you had convinced yourself were the 'proper' way to be a member of 'your' company?) Or, were they labeled as not being a 'team-player' and sent on their way (or worse, felt they needed to leave) because they were no longer a 'good fit'?

Gotcha.

It's Lonely Outside the (Corporate) Box 
Here's the tough part for those of us that have dared to step outside the norms and (barely) lived to tell about it. 

It's lonely as hell. 

The obvious challenge is that while we may see the changes that have to be made, we must also balance the pace of change with the reality of the corporate culture.

If we push too hard one day, it may be a bit awkward when we're sitting next to our colleagues ten more times the same week in an endless stream of (productive?) meetings.

How About You

You're not an idiot. You know the perils of finding your voice and pushing the boundaries and norms of your organization. You know you will be criticized, questioned, and challenged in a very serious way. You also know you're doing the right thing.

Leverage your network and trusted external resources for support. Sometimes those that can help you break through the internal self-talk that keeps your company safely it in it's little box, are not on this inside at all. Does your organization believe it's own press releases about being innovative and a good place to work? Who exactly is saying that? I bet it's not you anymore.

I'd love to here from you.

No Excuses.

pic

I Don't Feel...Anything

Something is different. You're not quite sure what it is, but things aren't what they used to be when you sit down at your desk. You just don't feel anything...the drive, the passion, the 'I'm-all-fired-up-to-make-a-difference' energy that was once part of your style. It seems like you're following the same patterns, connect with the same people, and tackle the same issues as if they were the seasons of the year circling back again.

Wait a minute...

Same routine...again?

Routines Are Good

I have to admit I rely heavily on my routines. It's as if I put myself on autopilot, particularly when I'm getting ready for work, flowing through my day, or even doing my workouts. I know what to do, which helps me avoid making mistakes, forgetting things, or doing anything that will disrupt my life.

Routines often bring confidence, play to our strengths, and keep us securely in our comfort zones. For the most part, that is a pretty good way to think about routines. 

Routines Are Brutal

Here's the problem...routines are lethal.  Not in a sniper-like attack sort of way; but rather, a slow insidious erosion sort of way. We become complacent in our "normal flow." 

We allow complacency to replace our drive to be the best. (Being the best takes extra effort, right?) The negative talk that creeps into our conversations is a product of routine and complacency. 

Yes, routines can be brutal.

New Routines Are Glorious

So how do we transition out of the rut of "bad" routines and get ourselves and our career back on track? Simple...

Commit to changing.

It will take hard work to change your routine. So what? 

It will force you to do new things that you're not ready for. So what?

It will make you nervous and you'll make a mistake or two. So what?

You don't really want to be the long-term cynical employee that everyone smirks about behind your back, do you?

How About You

What's it going to be? Are you going to force yourself, as painful as that sounds, to modify part of your safe routine to be a real leader? Or, is just easier to be the source of the water cooler jokes from the ones who will be leading the way for your company in the future?

 

I'd love to hear from you.

No Excuses.

pic 

My Year of Living Dangerously

I am not a regular HR guy. I'm not exactly sure what a regular HR guy is; but if it involves avoiding social media, using a fax machine, clinging to a policy manual or being so timid that no one respects you, then I would say that's a regular HR guy. That's simply not me.

I like to push the limits of how things are done in HR. My team has to be the most patient group of human resources professionals on the planet. They put up with my crazy ideas on a regular basis (read here --> weekly.) Thank you team...you rock!

However...

Taking risks and testing new strategies may sound sexy, but that doesn't mean they always work. In fact, many new ideas typically don't work. But if the culture is set up the proper way, the failures only fuel the desire to keep pushing the limits of accepted HR approaches without fear of reprisal.

So what happens when those new and exciting tactics don't pan out? What happens when the HR leader is trying things that don't have an industry benchmark or best practice?

What expectations are set when these new-fangled approaches are launched with passion and confidence, but evolve on a different timetable than originally anticipated and communicated?

That's Why We Call Them Comfort Zones

I must be wired a bit differently than most. Why? I can't stand feeling like I'm in a routine for any length of time. Sure, I have my daily rituals (commute, coffee, favorite apps to stay organzied) that bring a sense of control to my chaotic and fast-paced world of work. I'm not talking about that.

"What makes me uncomfortable is the feeling that I've stopped moving forward. I don't want to be the follower. I don't want to be the one that learns from everyone else's mistakes. I want to make the mistakes. I want to overpromise sometimes, because playing it safe is lame. When was the last time you heard of breakthrough leadership from someone who underpromised?"

I understand now, finally, why others relish their comfort zones...and that's okay.

Change + Risk = Danger

I've written multiple times about the wild ride I'm on this year. Exciting, once-in-a-career type changes going on all around me, and I have the privilege of helping stir the pot...on purpose! But I'm still pushing the limits of the HR space in my industry. (Or at least I think I am.) Maybe that combination is too risky? Maybe it's not risky enough? Should I be doing more? Is it time to ease off the throttle? Is everyone exhausted around me? (I know the answer to the last one.)

What risks to my current role are there among so many changes, new ideas, successes, and even more new ideas on top of those successes? Plenty, I'm sure.

How About You

Are you living dangerously this year? How so? What are you doing that pushes your world of work to the limit? How does your organization (remember, organizations are people!) perceive what you're up to?

I'd love to hear from you.

No Excuses.



pic

Out of My Element

Earlier this year I had an opportunity to participate on a team that consulted for a large hospital overseas. It was the first time I worked on a project like that, and to say it was an eye-opening experience is the understatement of the year. Much has been written about moving out of one's comfort zone, but this assignment was something far beyond taking a baby step and trying something new.

Frame of Reference...Where?
Although I traveled to a country that required its citizens to be fluent in their native tongue as well as English, the entire healthcare system was organized in a dramatically different way compared to what I'm accustomed to. The norms, procedures, customs, politics and expectations were all new. I quickly found myself trying to force-fit my world-view onto their situation so I could "fix" the many challenges facing this organization.

Uh-oh. Since when was forcing my view on someone else a good idea?

Listen, Learn, Listen Some More

I very quickly realized I needed to slow down and stop being so...well...me. I was the visitor, I was the outsider, I was also being viewed as an expert to bring a fresh perspective. I needed to understand what these talented people were going through before I jumped to any conclusions or solutions. (That is hard for me to do.)

Learning is Good
Once I slowed down and took the time to soak up all of the information that was so generously being shared with me and the other members of our HR Team, I could begin to not only appreciate the challenges but also identify options to make changes within their system. The project wasn't about me, or the American healthcare system, or what was wrong with their system. It was about working together to bring ideas to the table to make progress. Last time I checked, making progress is a good thing.

How About You
Are you the "expert?" If so, how do you let others know? Is it through a series of regular proclamations that are shared with those around you; or, do you listen, learn, and lead those around you to make progress?

I'd love to hear from you.

No Excuses.



pic courtesy of lisafrancesjudd