Don't Be Fooled

I hate looking foolish. No, that's not strong enough...I loathe looking foolish. The reason I know this is that I've done it so many times, I've come to understand just how much it bothers me.

How Are You Being Fooled?

Have you convinced yourself you've figured it all out? Or that you're making the right choices? Or you believe without you the organization will fail? Of perhaps you've convinced yourself that there is a special leader at the center of the universe named "you?"

What do you think the people around you (and me) are thinking when we behave this way? Does our credibility rocket skyward; or; have we compromised the trust we believe (read here => convinced ourselves) we have with our people?

Its A New Day
If we're thinking in terms of teams, integrating ideas, difference, conflict, good data, and making a difference in our organizations and communities we're on the right track. So how do we move from a self-absorbed focus to one that actually provides some leadership?

One step at a time, that's how. Changing styles (and I don't mean personalities...they never change) is a slow process. Find a mentor, even if you're a "seasoned" professional, and accept their feedback. Critically examine your impact on the workplace through open lines of communication. Look for criticism. Yes, that's right...look for it. You may have had a bunch of bobble-head yes-men around you for years...now its time to get real....if you have the courage to try.

How About You
Are you willing to step up and get out of your employee's way? Its a difficult choice, but so far I haven't met anyone, including myself, who likes playing the fool.

I'd love to hear from you.

No Excuses.



pic courtesy of svprojectmanagement

Lose the Fear and Get to Work

This is another post in the #NoFearHR project Mike VanDervort and I have kicked off.

Mike,


I like the way you're moving this conversation...and you're absolutely right. If HR still isn't on board with social media it's their fault. The proverbial train has left the station.


Now onto putting social to work in business. As you mentioned, we are integrating social media into everything we do here, and it is much more than a facebook page. But before we went running off "launching a strategy" I needed to get the team on board.


A Clean Slate
So you're wondering what I would do if I could start all over again? Great question. While we've come a very long way in our understanding, and enthusiasm for the possibilities that social offers, it really wasn't about the "plan" that was most important. Looking back now the most important move involved two parts:


1 - Introducing social tools one-by-one to the team at a pace that was comfortable


2- Requiring them to use the tools


For me, having a social media strategy that no one on the front line believes in doesn't make much sense. Without the commitment of the people around me in HR, our journey into social media would never have made it to tweet #1 (let alone #12,000.)


But What About the C-Suite
What about them? Mike, you and I both know that using social tools is simply good HR practice. I'm not so sure there needs to be a committee that sits around for a year trying to decide if launching a social strategy in HR makes sense or not. On this one I think we need to ask for forgiveness, not permission.


So starting over for me would be making sure the Marketing team and Human Resources team were all on the same page. 


If Marketing doesn't get it...well, that's a whole other problem.

Degrees of Reality

I think sharing information is the right thing to do. You probably do too. Maintaining a transparent environment is often a precursor to a workplace that actually values trust.

Values trust.

What About Timing?

So what happens when there is news to share; or a plan needs to be rolled out; or there is the possibility that something new is on the corporate horizon? Should everything be pushed out as quickly as possible, all in the name of affirming there is no hidden agenda?

Absolutely not. While our teams want information as quickly as possible, they want accurate information even more.

Accurate information = Trust.

Be Honest

That's right, you need to be honest with people. Forget the spin cycle, the editorial scrubbing and the wordsmithing. Sometimes you just need to share what's happening when it's time to share it. I've seen too many leaders shoot their mouth off with misinformation that requires far too much damage control and rework later. Being honest with people is essential; pumping people full of "corporate-spin" is a recipe for disaster.

How About You

Do you follow the model of sharing as much accurate information as you can as quickly as you can? How do you ensure that happens? Or, do you prefer to hoard the information and only share the story one degree of reality at a time?

I'd love to hear from you.

No Excuses.



pic courtesy of millionairebusinessschool

No Gods, No Masters

Consider these scenarios:

• An unpopular employee is in trouble => Do you follow your process; or, do you get more aggressive to try and justify firing them?

• A complaint comes to you that hits a little too close to home => Do you accept it as something that needs to be addressed; or, do you bury it in the other 100+ emails you’re going to get today?

• You’ve been asked to make an exception that no one will ever know about =>  Do you follow a consistent path; or, do you “take care of it"?

Chasing false gods of power and bowing to masters that compromise your values do nothing more than obliterate your credibility. Its easy to make exceptions, or pretend you didn’t realize what was going on, or quietly release someone from the organization. However it doesn’t mean there won’t be ramifications, sometimes with very costly results.

“The time is always right to do what is right.” – Martin Luther King, Jr.

How About You

Are there “gods” and “masters” in your corporate life that are trying to cloud your judgment? We all have them. Take the time to see through these challenges and do the right thing.

I’d love to hear from you.

No Excuses.



pic courtesy of the-cambridge-list

Lots of Fear in the HR C-Suite

Today marks the kick-off of a new project called #NoFearHR between my good friend Mike VanDervort and I as we begin a dialogue on the impact of social media and Human Resources. Be sure to check out his terrific blog for his reaction once he sees today's post.


Hey Mike,

Something has been bothering me for a while and I just can't hold back any longer. I've been looking around the social media landscape and I don't see very many Human Resources Executives participating. Sure, they're spending money on new ATS products, facebook ads (sometimes) and generally talking about how important a social media strategy is for their company. But candidly, I don't see many stepping up and walking the social media talk. And it's bothering me.

I understand that a good corporate image is absolutely essential. In the post-Enron era it seems the spin doctors are busier than ever managing every customer facing contact point imaginable. Quite honestly I think that is the right thing to do…from an official corporate perspective. But what about those leaders inside the company that might help balance the corporate spin with a voice that is a bit edgy or confrontational or real? Specifically, what should the Human Resources executive do in this situation?

Playing It Safe is Lame

The safe play is obviously to hide behind the press releases and stumble out of the office every night dizzy from so much spin. But somehow that doesn’t seem right to me. The Human Resources leader is supposed to be focused on the success of the business and the employees. Right? Employees are bright, committed, and paying attention to everything that happens in the workplace. They don’t speak in press release language, or God forbid, ever use the word synergy on purpose. So who is going to keep the conversation “real” if the HR executive doesn’t?

No one, that’s who.

Social Risk or Social Reward

Enter social media into this mix. Five years ago I worried about the perception of company wide emails I had to release. Now I send more than a dozen messages per day to the universe via twitter, facebook, foursquare and LinkedIn. That’s a huge change in a short period of time. While all of those messages are not specifically directed to employees, they all can certainly track them. Does that pose a risk for me? For my company? For Human Resources?

Yes, yes and yes.

But there is an upside that simply can not be ignored. It is so incredibly obvious, and I believe essential for the modern Human Resources Executive that it must be incorporated into everyday life. Embracing social media specifically as a Human Resources leader does more than open up your own world (which it does to a degree that is impossible to accurately describe.) It allows for one of the primary links between the employees and the company to be accessible, real…to be human. Does that create a huge opportunity for me? For my company? For Human Resources?

Yes, yes and yes.

What Do You Think
I'm not sure how you see it from your perspective Mike, but it seems to me HR leaders are missing a huge opportunity to jump into the modern world of social leadership. Sure there's a downside, but everything has a downside. I'd like to find some other HR leaders at the top of their organizations who are willing to actually step up and engage in the fast-paced, and permanent world of social media.

~Jay

 

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

Man In The Corner Shop

Do we ever notice the people around us as we walk by in our fast-walking-never-enough-hours-in-the-day corporate lives? Do we appreciate what others are struggling with; or, are we convinced that we are the center of the universe and therefore no one could possibly understand what we're going through?

Connection Moments

I'm a firm believer that simply saying “hello” can make a difference, if only for a moment. No, that's not a breakthrough piece of wisdom. But it is a way to completely level the playing field in every walk of life. No one has a fancy title or enormous power when two people make eye contact, smile and exchange a hello.

However, people (read here => your employees) remember kindness, particularly if it comes from an unexpected source (read here => you and I).

But...but...but...

I get caught up in my own “stuff” all the time. You might as well. What impression are you making when you blow by that stranger on the street? What about that employee whose pay grade is different than yours? What if they’re the same person and you (or I) never realized? Our hectic calendars don't seem nearly as important now, do they?

An Unbelievable Opportunity
So many people are watching us each day. Many leaders convince themselves that this reality means they should hide in their office or only provide prepared remarks. Others of us recognize all of those watching eyes as the greatest opportunity in the world. Imagine, a captive audience everyday that you can role model the exact behaviors you want to see? It doesn’t get any better than that, but sadly too few leaders embrace these moments.

How About You

Are you hiding in your office again today? Or, have you decided that you are going to actually be a role model and say hello to the man in the corner shop as you pass by?

I'd love to hear from you.

No Excuses.



pic courtesy of threadspot