Month: December 2012

flashback friday: why HR rocks

I can be quite critical of HR, but it’s only because I really like HR. I see what it can be and get frustrated when it’s not. HR on a good day contributes heavily to great business, to competitive advantage, to a workplace where people can perform at their best. HR is not why the company exists, but it enables the company to do what it does best. Good HR moves things forward; bad HR gets in the way.

I have a personal mission to help people be at their best – that’s why I’m in HR. But why should you be in HR? Why should anyone choose HR as a career? Hmmmm, good question. Some thoughts:

If you have both people and business skills you can be a superstar. HR needs people who can understand, translate, and communicate between the impersonal numbers side of business and the intensely personal human side. Even the coldest, sterilest, most numbers driven work gets done through humans with all their squishy, emotional, irrationality. Understand and communicate to both and you’re a hero.

Influence the entire organization. HR plays a large role in developing the culture (and is also a reflection of the culture that’s been created). It’s pretty cool to help shape a company.

Know what’s going on. IF (big if) you can keep your mouth shut and keep things confidential, you will learn far more than you ever wanted to know about your co-workers and all the scandals kept on the downlow.

Get a big picture view. Even if you don’t want to stay in HR forever, a couple of years will give you a very big picture view of how the organization fits together, who does what, how information flows, and who the real power players are. That’s invaluable info for any rising leader.

Gain exposure. HR is one of the few departments that actively interacts with leaders in every other area. Even the admins in HR have more exposure to leadership than the high potentials in more isolated areas. The exposure and networking can be a huge advantage (just avoid making enemies).

Food. There is always food in HR. My six year old son told me that he wanted a job just like mine.  In moments like this I’ve learned to ask “why?” before getting all misty eyed. He said, “Because you always get to have cake.”

Party central. HR often bristles at the idea of being the ones who have to organize the company picnics and Christmas parties. Yes, if that’s all you’re being asked to do by senior leadership then you’re in a very marginal HR department. However, HR really is in position and generally has the people skills to throw great parties. What better way to reach people and influence the culture? If the HR department is already supporting competitive advantage and helping the business kick capitalist booty why not lead the charge to celebrate it? (Do you really want accounting heading up the next party?)

Helping others. Everything else aside, it’s pretty cool to be in a position to help others. People tend to come to HR when their lives are at their best and worst moments and without getting all clichéd and sappy, it is a tremendous privilege to be able to celebrate with them or help them with their transition.

HR isn’t always fun, but it’s a place I enjoy. That’s why I want it to be the field I know it can be.

[This was originally posted on December 11, 2011. It seemed like a good day to revisit it.]

 

another amazing person

“How am I so lucky that I keep getting these amazing groups of people?” It was question that I asked myself several times. Several years ago I facilitated 4+2 day leadership programs that focused on enabling people to bring out the best in themselves and others. It was introspective, different than most participants expected, and could be fairly intense as leaders grappled with who they were, who wanted to be, and how they were going to make it happen.

The very first group I facilitated was phenomenal. They were concerned, caring, had big dreams, and were striving to make a difference. I was surprised and humbled. And the next group I facilitated was just as amazing. And the one after that. And the one after that. Different companies, different countries, it didn’t matter. All were incredible people.

How could it be? Sure, some groups were going to be above average, but all of them? Where were the normal people? The ones who cut others off in traffic, the ones who make complaining their personal mission, the lazy and unmotivated folks, the jerks? Where were they?

It took me an embarrassing long time to realize that the participants in the program were the normal people. Normal people want to be successful (however they define success) and want to be happy. They are caring and concerned and have big dreams, hopes, passions, and inspirations. Strip away the filters and masks and superficial layers we all wear as armor against the world and we’re all amazing, interesting, compelling, phenomenal.

But there’s the challenge. It’s those very filters, masks, and layers we create to protect ourselves that ironically prevent us from being our best. They are the overused strengths that become weaknesses and trip us up. They are the barriers that keep us from being real, authentic, transparent; the walls that keep us from connecting with others (and even ourselves) in ways that matter.

The people who stand out are the ones comfortable with their vulnerability, confident with their strengths, and open about their challenges. What will you do today to be more of the person you really are yet rarely let others see?

Your thoughts?

do customers create culture?

I do most of my grocery shopping at two stores. [How’s that for a nail-biting edge of the seat start to a blog?] They are probably less than five miles apart, yet worlds different and these two stores have me wondering about company culture.

There is a lot of talk about company culture and no shortage of ideas and opinions on what it is, how you create it, why it’s important, where, when, etc. For all the discussion, I’ve never come across much on customers’ effect on culture, yet I suspect that they are a very large part of the equation.

It would be easy to argue that there is a chicken-and-egg effect where the culture, appearance, and products/services of a business attracts a certain type of customer, which reinforces the culture. Brew pubs, sports bars, and biker bars all have basically the same product, yet attract very different customers and those customers expect and uphold the culture of the business. Different types of  businesses attract different customers (duh!), but that’s not the case here.

These two stores seem very similar – both are superstores, about the same size, and owned by the same company. Both are the only grocery stores in their areas and the quality and friendliness of the employees is very similar. Where the stores differ is the attitudes of the customers.

Both stores are generally crowded and have narrow aisles, making getting around difficult, especially during peak hours. At one store, there is a relaxed it’s-crowded-but-we’re-all-in-it-together vibe. Customers are friendly, polite, and patient with each other. At the other store it’s a get-the-hell-out-of-my-war-you-idiot atmosphere. Customers are impatient, frustrated, and irritated with each other. It’s a very noticeable difference.

Perhaps this shouldn’t be surprising. Different departments or locations with the same company can have completely different cultures. Just changing one person on a team can have a noticeable effect. So why wouldn’t a group of different customers also create a different vibe?

We tend to think of it as a one-way relationship: we create a culture that will attract and support our target customers. What if it’s two-way and our customers also shape and influence the company?

Does that mean we need more or less effort on culture? Does that mean we should be seeking the customer’s thoughts more (and not in satisfaction surveys)? Does it mean nothing and we should stop worrying about it and get back to work?

What does it mean?

Your thoughts?

 

who do you think you are?

In the business world authenticity and transparency are getting more and more attention. As customers, employees, friends, and spouses, us humans don’t like fake, hypocritical deception. We want the people we deal with to be straight with us, we want to know that what we see is what we get. We want to be around people who are real and comfortable in their own skin.

Spin that around, now. The people who deal with us want to know that we are authentic, that they can trust that we are who we present ourselves to be. They want us to like who we are.

SCREEEEEECCCCHHHHHHH…. and that’s where it grinds to a halt. We spend so much or our lives  learning how we need to be that we never learn who we are. How can we authentically be who we are if we don’t know who that is?

WHO ARE YOU? Chances are you don’t know. I can’t tell you who you are, but I can tell you what you’re not.

You are not your nationality. You are a citizen of your country, but it isn’t you. Move to another country and you are still you.

You are not your job. Your job exists independent of YOU. If you leave the company, your job will still exist – it’ll just be done by someone else. If your job gets eliminated, you don’t disappear.

You are not your accomplishments. Trophies and certificates acknowledge and authenticate what you’ve done, but not who you are. Who you are does not change if you get a degree, renew a certification, or win the softball tournament.

You are not your material goods. Although we often try to define ourselves by aligning ourselves with the brand image of the products we buy, it’s not you. You are not Red Bull Under Armor Levi’s Sprawling McMansion. Your house? Your car? Oversized TV? Storage shed and garage full of stuff you never look and but means too much to get rid of? It might be a reflection of your taste or priorities or income, but none of it defines you as a person.

You are not your income. Yawn.

You are not your family, friends, or relationships. I hope you’re a great friend, fantastic partner, and even better parent, but that’s not who you are.

You are not who your parents, teachers, bosses, and friends said you are. Their opinions are not you.

You are not your favorite sports teams, musicians, authors, TV shows, or movies.

You are not your hobbies.

You are not your manners or social niceties.

You are not you clothes or haircut.

You are not your “brand”.

Notice the pattern. When we strip away all the things we use to define ourselves, we still exist. Underneath all the layers we pile on, all the costumes we wear, all the things we distract ourselves with, is our true self. Tear it all away and we are what’s left: our hopes, dreams, fears, insecurities, and humanity.

WHO ARE YOU? What are your hopes and dreams and fears and insecurities? What are your gifts and talents? What is the humanness that propels you and compels you and makes you laugh and cry and shout and tremble? Only you know, only you can define it, and only you can be real about it.

Can you be real about who you are? Can I?

Your thoughts?