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.



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Career Survival Is Not Mandatory

"This doesn't make any sense. I thought we were heading in a different direction. Now that I see what is really going on here, I'm going to have to double my efforts to get things moving forward in the way I know they should be. I know what we need to do...I just need to get everyone else on board with me. I'm sure I can do it."

I felt this way once...and I convinced myself that I was the one who knew exactly what the organization's priorities should be. Except I forgot one thing...I was a piece of the organization, I wasn't the whole thing.

Respect Where You Are

What I failed miserably to do back then was take a long hard look at myself before pointing the finger at the organization for not doing things the "right" way. I was so full of confidence, or hubris perhaps, that I failed to put in the time necessary to affect change.

I thought things were so messed up that the whole company was in a state of impossible dysfunction. I assumed nothing could be fixed, ever; and that since it was so dire there was no reason for me to stay.

Maybe I was wrong.

Respect Yes, But Also Keep It Real
The counterpoint to my self-reflection is that the organization I described above was lacking considerably from a failure of leadership. Some of that was my own failing, and some was the responsibility of the other members of management team. Communication was poor, a commitment to service and accountability was nonexistent, and just about every satisfaction metric was embarrassingly low.

That's not healthy folks...in fact that patient was dying.

Start Bailing...or Bail Out?

At the time I felt I had only one clear option => get the heck out! So I did. I moved on to a different organization and felt that I was lucky to get out of there with my career still in tact.

What I may have missed however, was the opportunity to make very slow but steady improvements to an organization that had unlimited potential for improvement.

In my haste to bail out, I may have missed the chance to start bailing and save a sinking cultural ship.

How About You
When you realize that the company you've joined isn't what you expected, do you quickly call that recruiter back? Or, do you take a breath, acknowledge that sometimes we have to be really creative to make even a little bit of progress, and try hanging around a while longer? The answer is obviously a personal one. For me, it might have been a battle worth joining.

I'd love to hear from you.

No Excuses.



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The Ultimate Internal Transfer

One of the greatest things about the United States is going to happen tomorrow. We're going to go to the polls (if we haven't participated in early voting) and cast our ballot for President. There won't be any militias or secret police on hand...nor will there be any election observers from foreign countries...and the United Nations will not need to deploy a peace keeping force. None of that will be necessary because our leaders, and our nation, take the high road.

But this time around I don't think either party, or their supporters, represented themselves well.

I found myself this election season feeling disappointed not only in each candidate's ability to be honest and forthright about their plans for the future, and their failures from the past (no one is perfect, after all); but I came to lose respect for a still growing number of connections, friends and contacts who have chosen to rant and rave on various social channels about their candidate of choice.

The reality is our country had lost much respect around the world based on the previous administration's lust for war. Don't believe me? Have you seen any weapons of mass destruction since we bombed Iraq back into a third world country?

Another reality is that the promises and guarantees made during the last election have fallen woefully short, and it appears the current President has a "government-regulations-are-best-for-America" philosophy. That is clearly wrong.

So the alternative is someone who has made millions destroying American jobs in the private sector; and implemented universal healthcare as Governor in Massachusetts; both approaches that he now disavows. What?

Add to this mess the non-stop virtual screaming of folks from both sides who seem to believe the world is going to end if the other side wins.

Please people. If you could hear how hysterical you are you would be embarrassed.

Despite the inherited chaos, the failed promises of the President, the now-conservative even though he is at least a moderate at heart challenger, and the tumultuous and slow recovery, I wouldn't want to live anywhere else on the planet.

So beginning tomorrow when we go to the polls and freely vote, I hope that the people on both sides realize that no matter who wins, they still have had the freedom to rant, and raise money, put signs in their yards, and post messages on social media sites without fear of repercussion because they live here.

That freedom, that has cost so many American lives, is worth tolerating a whole lot of election season noise...and is just about the best internal transfer an HR guy like me can imagine.

I'd love to hear from you.

No Excuses.



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It's Essential

I'm at a hectic time in my work life. New initiatives are being introduced, a full year of transformational work in HR has resulted in an updated set of expectations, processes, and staff members. On top of it all are the never ending stream of challenges that are facing the healthcare industry in the United States. I'm not complaining, but I have had to learn which areas need my focused attention, and which ones can be put on hold.

I need to know what is essential.

Not Just A List
I've tried a variety of systems to keep myself organized over the years ranging from post it notes, to a franklin planner, a palm pilot, various apps and now my Outlook calendar and task list. I guess the e-versions of lists are most effective for me, but none of the lists tell me which items are essential.

I have to do that part.

The Same Page Is Important

So much of what I read about being organized is focused on the individual. My Inbox. My calendar. My projects. My goals. I fall into this trap all the time. What I'm learning is that nothing about being organized has to do with "my" stuff.

It's all about the organization and my colleagues. What my company defines as top priorities should become my priorities. It sounds obvious, but I sure don't hear anyone speak in these terms very often.

These are the essential  things I need to address.

How About You
What process do you use to ensure you're focused on what's essential in your life? Do you have your own personal master plan; or, have you integrated your organizations goals directly into how you manage your work life?

I'd love to hear from you.

No Excuses.



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I Can't See Any Transparent Leaders

Ah, transparency. An already old and tired buzzword that has fallen out of favor. It's so 3rd quarter of 2012! Who uses that term anymore? Some companies I'm aware of still embrace transparency as part of their honor, integrity, and yes...use it as a buzzword to justify fees and other expenses. These costs are okay because we didn't try to hide them! We're transparent!

Whatever.

Buzzwords Start For A Reason
I look at catch phrases or terms, like transparency, from a different perspective. The reason this term suddenly became so popular (IMHO) is that the chaos of the recession forced companies to scramble and appear as if they were (no longer) hiding anything from customers. Their emphasis on this theme and subsequent actions to convince their clients, investors and employees that they were in fact being open and honest, helped turn this terrific word into somewhat of a joke.

That's a shame.

Forget the Buzz...Make It Part of Your Leadership DNA

In leadership, the term applies to many areas ranging from how much information is shared with your employees, to how you behave with your colleagues.

I happen to love this term, not because it suddenly was the trendy thing to say (for about 30 minutes); but because of what it represents when you peel away the negative spin.

Be open. Be honest. Share what you can as soon as possible. Involve your team toward reaching a goal, or target, or mandate, or change, or whatever it is that needs to happen.

That's good stuff.

How About You

What buzzword bandwagon have you jumped on lately? Are you worried about staying current with the industry lingo; or, have you decided that you're going to use words that matter. Doing something that matters, to me, is far more important than sounding like you know some sort of special way to create synergy in your organization anyway.

I'd love to hear from you.

No Excuses.



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Proud Moments

I recently participated in a fast-paced and strategically focused series of planning meetings for my organization. One of the activities we did to kick-off the event was to publicly acknowledge one of our proudest moments while working at the company.

I had two pretty strong, and unexpected, reactions to this exercise.

I Hate It!
I didn't hate it because it was a bad idea; I hated it because I hadn't thought of it first. I was actually privately embarrassed that I wasn't using this approach as a regular part of my conversations with leaders and employees. I am blessed to work in an organization that literally performs miracles on a daily basis, yet somehow I had gotten caught up in the never ending stream of work drama and had lost sight of those miracles.

But I Love It!

Once I got over my self-inflicted humiliation, I got fired up about this approach. Key leaders, physicians, and community leaders one after the other shared their personal "proud moments" of being part of my organization.

It was absolutely awesome. This single exercise out of two intense days of brainstorming, discussion, and fortunately not 100% agreement on everything (bobble-heads and yes-men never changed the world!) was for me the most impactful part.

How About You

When was the last time you thought about your proudest moment working at your organization? Better yet, have you ever asked anyone about theirs? The answers might just be downright inspiring.

I'd love to hear from you.

No Excuses.



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HR Confession

We don't like all of the employees.

We don't like saying no to you.

We get annoyed when you take too damn long to tell us about your poorly performing employees.

We know it's a hassle to fill out the forms we send you, we don't like filling them out either.

We get fired up about providing good service to you => you are our primary focus.

We care deeply about the organization and work hard to protect it.

We're willing to go to battle externally on your behalf because we believe so strongly  in the company and you.

We constantly think about the entire organization, not just your department.

We want the organization to dominate the market.

We will go the extra mile for employees whenever we possibly can...and even sometimes when we shouldn't.

We'll always, always, have your  back.

How About You
What's your confession?

I'd love to hear from you.

No Excuses.




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