Guest Article: 2017 Priorities for Talent Leaders: Strategy, Process, Impact by Ben

The new year brings new challenges and opportunities as we attempt to whip our HR and recruiting functions into shape. One of the new projects we’re working on at Lighthouse is our Global Talent Acquisition Sentiment Study. With more than 400 votes, we are helping to narrow down the most pressing priorities and topics across the talent acquisition function. The infographic below offers some insight into what those priorities are, and my forthcoming report on the topic will delve into how the data shows differences in US and non-US populations, what trends are driving the relative importance of each of these issues, and what to expect in the coming months.

I’m also delivering a presentation on this topic in March and would be glad to share these insights with your group in a lecture, workshop, or webinar. Just reach out via my speaker page and we can discuss. 

Below are some of the noteworthy findings.

Key Priorities are Not Function-Related

Some of the key priorities in the study that came out on top were focused not on specific practices in recruiting, but on more broad aspects, such as process improvement and business alignment. This is a positive finding, because all too often when I’m working with clients I see that they have a great onboarding or branding program, only to find out that it’s working in opposition to their goals and business strategies.

Onboarding, Sourcing, Candidate Experience Top the List

It consistently surprises me when I see a group of talent leaders prioritize onboarding. Not because it is unimportant, but because it seems like so little effort is placed on it in reality. It’s possible that 2017 is the year we turn that around, making this a strategic differentiator for growth.

Next up is sourcing. I see a great divide between the highly capable digital sourcing professionals and the rest of the HR and talent leader community. This is so pronounced that it almost seems like a different profession, akin to marketing or customer acquisition more so than HR.

Finally, candidate experience was barely edged out for third place. In our recent research on the candidate experience, we pointed out some not-so-obvious ways to improve this practice with assessments, video interviews, and more. This discipline is steadily becoming more of a concrete science for talent leaders, which means we can find what works, make specific process improvements, and deliver higher value to our future employees.

One final note: you’ll notice that not much room separates any of these in the infographic below. This is good in that companies have their priorities in order, but it is also challenging, because when we have competing priorities it means we’re going to be less effective. It is critical to find the specific talent practice your team needs to work on and make it happen before attempting to move to other opportunities in the list.

Article source:Ben - 2017 Priorities for Talent Leaders: Strategy, Process, Impact»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Guest Post! Lessons On Kicking The Leadership Habit by Jay Kuhns, SPHR

I am thrilled that my friend Victorio Milian has agreed to provide a guest post today. His take on leadership is relevant, timely and insightful. Plus, he is not afraid to call out leadership when it needs to happen. 

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Leadership can be a helluva drug.

I learned that lesson during my retail days. I got my first job as a stockperson at age nineteen. After a number of years I started working my way up. Sales, Supervisor, then a Department Manager. The leap from staff to management was full of challenges. One of the biggest was earning the respect of staff. I was lucky in that, because I came up through their ranks, I could empathize with the work and challenges they faced. And we often worked side-by-side to complete the work and overcome the challenges.

And there were always challenges: the pressure to make sales were ever present; providing quality customer service; maintaining shops according to company standards... On and on and on. It wasn't uncommon that there seemed to be a figurative "forest fire" of an issue that needed to be put out.

I thrived on those issues. I had a calm, solution focused demeanor which helped rally people around me to deal with whichever emergency popped up. So, staff as well as superiors would praise my efforts for saving the day. And it felt good. It gave me a way to further cement my credibility with staff, and get noticed by the higher ups.

But here's the thing: it got to the point where, if things were running smoothly, I would get flustered. I would miss the craziness of dealing with a "forest fire." It was like I was an adrenaline junkie. I began to realize that what I thought was leadership (the ability to rapidly mobilize resources to address an issue) was unhealthy. Being able to cope with emergencies was an important aspect of leadership. However, it wasn't the only one.

I had to learn new skills if I didn't want to burn myself out. For one, I had to become more strategic in my execution of company goals. It meant looking more deeply at what may have been the root causes of the issues we were dealing with, and developing a plan to address them. It meant that I had to take better care of myself, mentally and physically. Being the "hero" (working long hours, eating crap food, etc.) was taking its toll. I also had to delegate more, to allow other people the autonomy and resources to perform their functions successfully. As a result of these and other changes, I was able to have a successful and rewarding long term career in the industry.

My career in retail was a good one. It gave me my first exposure to leadership. It also taught me about what healthy leadership wasn't. If I hadn't learned how to lead responsibly, I would have hurt not only myself, but those that depended on me. I'm glad I was able to kick the toxic leadership drug, and find a healthier way to inspire and motivate people to be their best.

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Victorio Milian is a Human Resources Consultant, writer, and speaker living, as he puts it, "in the best place on Earth - New York City!" Creative, hard working, and smart, his goal is to work with stakeholders to advance their goals.

I encourage you to reach out and learn more about Victorio at his website: hirevictorio.com.

As always, 

I'd love to hear from you.

No Excuses.

Article source:Jay Kuhns, SPHR - Guest Post! Lessons On Kicking The Leadership Habit»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Recruitment Marketing Is Not A Threat by Jay Kuhns, SPHR

The concept of establishing an employer brand and then leveraging contemporary recruitment marketing strategies to capitalize on that brand are foreign to most HR leaders.

Sure, they've read about it, know they need to work on it, but somehow feel like making those moves would be controversial. Wait, what?

Telling the story of why your organization kicks ass is controversial? Um, no, it's not.

Fear

I can appreciate the fear that creeps into the minds of today's HR leaders. I've been one for more than 20 years myself.  You may not fully understand the concept of what an employer brand means. That's okay. You may worry that the Marketing Department will want to control your messages and content. That's okay too.

Here's the main issue...you have a job to do, and in order to do it effectively in the modern world of work, you must develop an employer brand strategy. It is no longer optional.

Power

Feeling powerless? Wonder if you'll lose your job or lose political clout if you push this issue?

Consider how if feels in meeting after meeting when your Operations leaders are wondering why there aren't any applicants (or at least qualified ones) for their growing list of open positions.

Does that feel good? No, it does not.

Now consider the impact you can have by simply using the power you already have and taking action. No one will stand in your way if you make the business case for an employer brand strategy (insider tip: it's not hard to do!)

Don't underestimate the impact you can make. You have an opportunity to provide high impact, contemporary leadership right now. You simply have to decide to do it.

How About You

Are you ready to make a move? Are you ready to be bold? Are you ready to get your power back? I will help you get there. I'm serous. Hit me up here or here, and let's get started.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Recruitment Marketing Is Not A Threat»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Facebook jobs: a massive win for genuine recruitment consultants by Ross Clennett

Last week we saw the official confirmation of what has been an open secret for some years: Job postings on Facebook. LinkedIn's dominance in the corporate recruiting world has been unchallenged due its unmatched depth of high skill professionals available on its platform. The price of the not-free LinkedIn recruitment offerings has made it clear that large enterprises recruiting relatively
Article source:Ross Clennett - Facebook jobs: a massive win for genuine recruitment consultants »

Check out more of Ross Clennett's work at hisblog

Guest Article: 10 Years of #HR Posts – Happy Anniversary @CarnivalofHR by Jennifer Miller

The Carnival of HR is 10 years old today! I starting contributing to the Carnival in 2009. That’s led to connections with countless of really smart minds in the recruiting, talent development and general HR arena. Robin Schooling, a VP of HR is the current ringleader for the Carnival, which offers a monthly round-up of topics on the HR industry — many of which intersect with my field of interest — the people side of the business equation. In the nearly eight years, I’ve been a carnival participant, I’ve noticed that the posts that get the most traction typically focus on the dynamics of human interactions.

In honor of the Carnival of HR’s tenth anniversary, Robin has curated a fantastic compendium of blog posts from current HR practitioners and consultants. She asked participants to share their favorite HR-themed post from their blog. For an interesting twist, she asked us to share a favorite blog post of an HR blogger we admire.

The Carnival is typically hosted on the site of the blogger who is curating that month’s carnival, but this month, it’s at the Carnival’s site. Go on over and check it out – Carnival of HR’s 10th Anniversary Edition.

Article source:Jennifer Miller - 10 Years of #HR Posts – Happy Anniversary @CarnivalofHR»

Guest Article: January Reading & Writing Update by Melissa Fairman

Last month I wrote about my plan to read at least one book a month this year. I’m happy to report that I finished my January book… in February.  The January selection was The Big Sort, which has been sitting on my book shelf for four years, along with a lot of other books I haven’t …

Continue reading "January Reading & Writing Update"

Article source:Melissa Fairman - January Reading & Writing Update»

Check out more of Melissa Fairman's work at HR Remix

Guest Article: New Research on Generations in the Workplace by Ben

After looking deeply at the research on generations in the workplace, I have come up with some findings that will help everyone to perform their jobs better. It seems like a new study comes out every day attempting to explain how to approach each generation of workers, what matters to them, etc. This blog is a synopsis of everything I’ve read on the topic. Note: Please read this entire post for context. Thanks!

Boomers

This group of workers has been in the workforce the longest and often holds senior level roles. There is a significant amount of institutional and tribal knowledge locked away in the minds of these workers. It’s up to companies to help find a way to get that knowledge out to the rest of the workforce while they are still around.

Actually, who cares what they said? They’re all going to retire soon anyway. Let’s just wait them out and we won’t have to listen to them anymore.

Gen X

Simultaneously voted most likely to be annoyed at Millennials because they have it so easy and equally annoyed at Boomers because they are still holding the senior leadership slots in a death grip. Gen X is really just full of people that look for ways to use generational research as a lever to get what they want.

Need to mollify them when pursuing a change initiative? Just turn on Ferris Bueller’s Day Off or another inane 80’s movie and they will subconsciously zone out.

Millennials

Voted most likely to text during a performance review, chew with their mouths open, kick your puppy, or whatever else we can say about them to make them seem like the most uncivilized humans on the planet.

In fact, why are we even allowing these monsters to stay in the workplace at all? Let’s fire them all and look for a way to survive until a better generation comes along.

Gen Z/Whatever

Let’s just give up before they even get here. Life as we know it in the business world is going to cease to exist. Good luck.

 

Note, this is completely and totally fake. I’m trying to bring some attention to the ridiculous things that people say about generations in the workplace and how divisive they can be. If you agree, share this with a coworker or friend in the industry. Bonus points if you get a photo of their reaction!

My real take on this topic? We can find ways to work with anyone, and their “generation” has less to do with it than their career or life stage. Instead of looking for things that divide us, let’s spend more time looking for common ground!

Article source:Ben - New Research on Generations in the Workplace»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: No Lives Matter by Jay Kuhns, SPHR

"Our lives begin to end the day we become silent about things that matter."
- Martin Luther King, Jr.

"Silence in the face of evil is itself evil. Not to speak, is to speak. Not to act is to act."
- Dietrich Bonhoeffer

Other than my parents, I have two heroes who have influenced my life more than any others. I've written about them many times here on NoExcusesHR.

Martin and Dietrich.

They guide me..and today I will write how I honestly feel...and try not to disappoint them. To be honest, I'm not sure I can do it. But I'm going to try.

I would like to humbly offer my voice to the #BlackBlogsMatter project.

Are You Kidding Me?
I've heard the complaints for a long time. That somehow, the deck is stacked against whites. It's as if the push to bring equality to America has somehow disenfranchised white people. 

What? You can't be serious? These excuses, that I've heard for years, are some of the most bizarre deflections for not working hard, making an impact in their jobs, and being a difference maker.

I wonder what the response would be if the events of the last few years (or centuries) were reversed, and black police officers were gunning down whites regularly? Hmmm. Maybe a different reaction?

Black lives matter.

Losing Friends
I have to admit that earlier in my life I tried to maintain friendly relationships with everyone, both personally and professionally. But, that approach was not meant to be. I reached a point where I could no longer tolerate the racist comments, cheap shots against persons of color and other vulnerable groups, and just had to say, and do something.

I lost friends.
I called out colleagues publicly.
I made it very clear where I stood...and candidly did not care if those around me who felt differently were offended. 

Black lives matter.

Standing Tall
As time passed I grew increasingly confident in my views, and fortunately, was blessed to be in an executive position with considerable influence. Make no mistake, I used that influence to achieve my agenda.

I pushed to make major changes in my organization with the Board of Trustees, which were approved, implemented, and still stand today. The details are not important here, but suffice to say issues of diversity, inclusion and equality became part of the fabric of the organization.

Black lives matter.

How About You
As you consider your legacy...yes, legacy...how would you like to be remembered? Is being a "dutiful soldier to the majority" something that feels good? Or, is there another path? Perhaps one that gives you the opportunity to be a leader for everyone in your organization...and in your life.

I can not thank my parents enough for teaching me that when groups of people are treated unfairly it is our responsibility to lead the way and support them, regardless of the criticism, peer pressure, or political fallout. We must always do the right thing.

I hope Martin and Dietrich are not disappointed. 

I'd love to hear from you.

No Excuses.

inspiration: Sarah and Body Count
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Article source:Jay Kuhns, SPHR - No Lives Matter»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Improve Your Decision Making By Doing These Three Things by Jennifer Miller

Strappy heels or comfy flats? Ivy League or state college?

At first glance, one choice is relatively simple, the other more fraught with complex decision-making. Look more closely, and you’ll see that sometimes even the “easy” choices are difficult. If you’ve ever struggled with what seems an obvious choice — say, “fruit cup or chocolate pie?” — you can probably relate.

In a purely logical world, decision-making would be a snap. As kids we were taught the “pros and cons” method: make a list, note the benefits and drawbacks, give the list a once-over and identify which column has the better tally. Voila! Decision made. Time to move on.

Except that in the real world, decisions don’t always play out in such a tidy way. Many decision-making models are based on an “economic utopia” in which the messiness of human nature plays no role. Logic rules supreme; if the spreadsheet shows that we should sell, then dang it, we’re selling! Never mind that what we’re selling is something wit intrinsic value, such as connection to a cherished memory.

This is not to say that we must discount logic — rational thought should figure heavily in the world of decision-making. It’s what helps us stay anchored to reality when excessive emotion threatens a wise choice. And who better to school us in the ways of fact-based decision-making than a person whose profession is based on the cut-and-dried world of procurement?

Meet Jack Quarles, who has spent the last two decades in the field of procurement and expense management, working with many Fortune 500 companies and government clients such as Harley-Davidson and Fannie Mae. As a procurement professional, Quarles helps business colleagues determine the best course of action for spending large sums of money — sometimes in the millions of dollars. Over the years, Quarles noticed thought patterns that seemed counter to making good choices. So he started to pay attention to the reasons that people did — or did not choose a course of action. Quarles discovered that when people were resistant to an idea, their concerns centered around one of three possible states of being: “I’m stuck in this situation,” “It’s too special to change,” or “This item is scarce — and we need it.”

Quarles has packaged his observations into a book: Expensive Sentences: Debunking the Common Myths that Derail Decisions and Sabotage Success. And although his ideas about scarcity, being stuck and special-ness were forged in the business world, he sees application to our personal lives as well. In an interview to discuss his book, Quarles told me, “Almost all of our decisions are buying decisions, one way or another.” Whether you’re talking about buying a software program for your company, or planning a family vacation, “we have assets at our disposal — time, money, attention, energy— all of which are finite. So we have to think about our goals and the best way to achieve them with the resources we have at hand,” says Quarles.

That’s often easier said than done, because our human nature sometimes gets in the way. Studies show that the stress of our immediate situation clouds our ability to focus on long-term goals. Competing demands of stakeholders slows down the process. If you’ve ever experienced management by committee, (or have tried to please all family members when you make dinner) you know what I’m talking about.

Here are three suggestions that Quarles offers to help you make better life decisions:

Determine what your decision is costing you. This isn’t just about money. The “cost” of your choice might include wasted time, stress, or communication breakdown. The title of Quarles book is derived from the cost that incorrect (or well intentioned, but misguided) thoughts and words levy. For example, if your spouse says, “Well, we’ve always gone on vacation at that campground,” and doesn’t seem inclined to explore other options, then you might have an “expensive” sentence on your hands. If your spouse is the only family member sold on that particular campground, the mindset of “we’ve always done it that way” is costing your family in potential disagreement and dissatisfaction.

Be willing to push through the pain of exploring multiple options. This advice is especially helpful for when you feel your options are limited (or nonexistent.) If your mental outlook is, “I have no options,” it’s easy to feel stuck. In this instance, says Quarles, you need a more thorough exploration, starting with options that aren’t really palatable. “The process of putting bad ideas on the board first, is an important step to go through,” he says. “When we do that, we go from feeling like we have no options, to identifying some bad options, then some feasible options, and then finding finally a few good options.” Most people, Quarles observes, don’t push their comfort past the “bad options” stage so they stay stuck where they are, feeling hopeless.

Learn to rewrite the narrative. Our beliefs shape our thoughts and our thoughts inform our actions. If we believe that something is scarce, then we’ll tend to make statements to support that belief. For example if we say, “We can’t afford to do X,” we shut down the potential to have a conversation about possibilities. Quarles advises us to open up dialog (with ourselves or our family) about this sentence. He suggests asking yourself three questions: Why is this sentence true? When is it true? What if it were not true? Answers to these questions helps explore the truth in the statement (because there is a valid reason why you have this belief) while also allowing for new ideas to surface. Exploring your sentence carefully allows you to rewrite the narrative into something that offers hope and options.

Better life decisions require you to make cost-effective choices. But before you can choose, you’ll need clarity on the ways in which your thoughts — and the words you use to express them — might be costing you time, money and stress. Use these three tips from a procurement professional to help you see the possibilities in your statements so you can feel more confident in your decisions.

A version of this post originally appeared on The Huffington Post.

Article source:Jennifer Miller - Improve Your Decision Making By Doing These Three Things»

Guest Article: Hey Recruiter! No Brand? No Game. by Jay Kuhns, SPHR

"All of us need to understand the importance of branding. We are CEOs of our own companies: Me, Inc. To be in business today, our most important job is to be head marketer for the brand called You."
- Tom Peters

It's Not A Fad
The notion that individual recruiters don't need to worry about their brand as long as they work for, or represent organizations with a strong brand, is a fallacy. Success as a recruiter is ultimately about credibility and hustle...and the tools of the trade today are digital. 

Some may feel that since they've been recruiting for a long time and have always been successful, they do not need to focus on their brand. That approach will prove to be a costly mistake. Clients expect their recruiters to be current, contemporary leaders in the industry. To say that simply because they have been doing something for a long time has nothing to do with being good at it.

Are you with me?

Getting Started Is Easy
There is good news for any recruiter that claims to be too busy, too private, or too lazy to get their own brand moving forward. It's easy to get started, as long as you do one thing...

Start!

Odds are you already have a LinkedIn profile, and maybe have a twitter account too. Hopefully you've gone further and are rocking a snapchat story every day. These channels can be very powerful outlets for you to distribute content. 

What's that? You don't have any content to share? Um, yes you do! Here's a quick list of content that you can begin sharing today.

- post your organization's content
- post your client's content
- post your candidate's content
- post general thought leadership
- post industry thought leadership (Healthcare, HR, I.T., Finance, etc.)
- post YOUR content

You officially no longer have an excuse. 

How About You
You're already working hard. But without the digital credibility, you will forever be lost among the masses of "professional recruiters" out there. Why would a client listen to you? Why would a candidate listen to you? 

It's time to step up. Let me help.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Hey Recruiter! No Brand? No Game.»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Reputation: hard won and easily lost by Ross Clennett

Many years ago in the infancy of my stint as a Sydney temp accounting recruiter, I was asked by a very good client of mine, Thomas Cook (a brand no longer operating in Australia), if I could supply them with a secretary (as they were mostly called in those days) for a two week assignment. At that stage I was doing very well with my numerous accounting temps at the company and, with more
Article source:Ross Clennett - Reputation: hard won and easily lost»

Check out more of Ross Clennett's work at hisblog

Guest Article: 7 Lessons on Creating a Powerful Employee Experience by Ben

I just finished reading a brand new book called The Employee Experience. It’s a great look at the relatively new concept of creating an experience for employees, not just trying to engage them or do some other one-off program that doesn’t deliver long-term results.

7 Powerful Lessons on the Employee Experience

1) Congruent customer and employee experiences

I’ve long said that the customer experience will never exceed the employee experience. Well, what I’ve actually said is, “Employees will never treat customers better than their management treats them,” but it’s one and the same. The experiences will be congruent, or similar. That means companies that live and die by customer satisfaction scores need to start not with customer bonuses or other gimmicks but with a positive employee experience.

2) The Employee Experience is not the Employee Life Cycle

One of the issues with someone’s initial attempt to grasp the concept of the employee experience is to put it in the context of the employee life cycle. The experience, or how someone feels, is part of the life cycle, but it’s not quite the same thing. Don’t think that understanding the mechanics of onboarding and performance management means that you have a great employee experience. Instead look at the candidate or employee-centric nature of your processes and see to what extent they support, encourage, and engage your workforce. That’s your hint.

3) Tell me about your employees first

If I walked up to you right now and asked about your company, what would you start with? Your products? Your mission? Your customers? What about your employees–would they even make it into the discussion? It’s so common to think about this in the context of customers when in reality it’s our employees that make us successful. Start with employees and go from there. It will change the perspective of those around you.

4) Expectations rule the day

A big part of why employees have bad experiences in the workplace is because of expectations. Have you ever had high expectations for a raise, performance discussion, or meeting, only to walk away feeling disappointed? The theory of expectancy plays into motivations and how we feel about choices we make. If you want to deliver a poor experience, make sure you give people a warning ahead of time so their expectation gap (what they expect and what you deliver) isn’t as large.

5) Companies don’t really exist–people do

The trouble with leaders in many organizations is that they view the company as “The Company,” an automonous entity that doesn’t need to be understood or afforded respect. In this worldview, employees are replacement parts, and we don’t have to worry about the feelings of replaceable parts.

People get stuff done, not “the company.” People are the face of the firm, not a logo, billboard, or slogan. Remember that.

6) Design thinking for the win

The concept of design thinking centers on this: efforts are spent not just on solving problems, but on creating solutions with the end result in mind. In this case, how can we create ideas that focus not on the organization or on the customer, but on the employee experience. Instead of thinking about how to fix a problem specifically, the focus is on becoming something radically different. For many of us, that’s the direction we need to go to rectify design flaws in our processes and policies that can actually hamper our efforts to engage our workers.

7) Scrap the fancy job titles and get to work

I’ve heard in the last few years about new job titles popping up in the HR space. Chief Culture Officer, Chief Employee Experience Officer, etc. This was also mentioned in the book.

At first I was excited about the idea, but the more I thought about it, I realized that in some cases it was an abdication of responsibility. Think about it–when a task is assigned to someone specifically, everyone else can forget about helping with it and it falls off their list of priorities. That’s where I see the challenge in hiring these types of roles or even trying to create that kind of organization. Guiding and shepherding corporate culture isn’t one person’s job, it’s everyone’s job. Creating a powerful employee experience isn’t just HR’s or the C-suite’s job, it’s everyone’s job.

What are your thoughts on the employee experience? After reading some of these ideas, are you creating a great one, or does yours need some work? 

Article source:Ben - 7 Lessons on Creating a Powerful Employee Experience»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Wishpower by Jay Kuhns, SPHR

I have a dilemma. I struggle with trying to figure it out constantly in my work. The answer seems obvious to me, yet the concept feels impossible to so many. 

On one hand I recognize the impact a robust employer brand can have on an organization's recruitment and retention efforts.

On the other, I also recognize that most human resources, talent acquisition and other leaders do not have the will to develop their employer brands. That's right. They simply lack the willpower to do what I consider to be a mandatory part of their job.

Wish
Many of the executives I speak with tell me how they "wish they were farther along" with their employer brand, use of social media, and making their talent acquisition strategies more contemporary.

I ask them all the same question: "Why isn't it?" Then the long list of excuses, political barriers, and general insight into their timid leadership style shines brightly as they try to justify their inaction. 

It's sad really. So many smart, successful leaders who are simply afraid to lead. I wonder if they believe that if they wish hard enough, things might improve.
I hate to break this to you...but, no...nothing will improve unless you make the decision to improve.

Wishpower = Failure.

Will
In fairness, most leaders today, particularly in HR and Talent Acquisition are not aware of the true potential that a well executed employer brand / social media strategy can have on their organization. However, the best ones decide to do something about it.

- They educate themselves
- They stop assuming the Marketing Department has more power than they do. (Who died and made Marketing the Boss?)
- They leverage world class resources that can help them dominate their competition

The best have the willpower to get it done.

How About You
Which one do you lean on....wishpower or willpower? Guess which one not only gets you the respect of your colleagues, but actually makes a difference in the life of your organization?

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Wishpower»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: 6 Phrases to Get a Derailed Conversation Back on Track by Jennifer Miller

My mother always said that the true test of marriage was if a couple could successfully hang wallpaper together. Mr. People Equation and I have that handled. No problem.

But engaging in a task that requires me to follow Mr. People Equation’s directions, such as moving furniture or positioning a picture on a wall for hanging? That’s when the bickering is sure to start.

Him: “Move it up a bit.”

Me: “Like this?”

Him: “No, up.”

Me: [moving in a slightly different direction] “OK, how about this?”

Him: “I said UP. Like THIS.” [demonstrates impatiently.]

Me: “Oh, you mean forward. You said ‘up,’ but what you meant was ‘forward.’”

From there, our conversation devolves into accusations of poorly given directions and protests of “you never listen to me!” The conversation is now officially off the rails and speeding towards hard feelings and blame.

After two decades of marriage, here’s what I’ve finally come to learn: we invest far too much time trying to establish who is right and not nearly enough time focusing on communicating more clearly so we can just get the dang picture frame hung.

It’s human nature to think we are clearly communicating our instructions. After all, if I think a clear thought in my brain and then I speak out the words exactly as I thought them, it will make sense, right? We have trust in our ability to verbalize simple statements. And we trust that people — especially those whom we’ve known a long time — will clearly interpret them as we state them.

Except that sometimes they don’t. Then communication suffers.

Jack Quarles, author of Expensive Sentences: Debunking the Common Myths that Derail Decisions and Sabotage Success, writes that we humans place our trust in not only each other, but in systems and structures around us to get through the day. From trusting traffic lights to guide us safely to work, to trusting that the food prepared for us is safe, “even the most cynical of us have to operate on a foundation of widespread trust,” observes Quarles.

When communicating breaks down between two people, there’s a potential for deterioration of trust as well. When I interviewed Quarles for the launch of his book, he shared an interesting notion: sometimes the person we are trusting too much is our own self. “We all tend to believe that we’ve communicated more clearly than we have,” Quarles explained. We put an idea or statement “out there” and just because we uttered it, well, it should be clear, right?

And if the statement wasn’t clear? Where does the problem lie?  “Whether it’s our fault, or more on the person who didn’t receive [the information] or hear it clearly, it doesn’t really matter in the end,” says, Quarles. What we all want (at home and at work) is to work together and get results. “Added attention to clear communication can really get us there.”

Head off communication snafus with one of these statements:

• I didn’t catch that. Would you please repeat it?
• I know you said to do “X.” To me that means “_____.” Is that the same thing to you?
• I’m not following you precisely. I understand what you mean about “A” but I’m unclear about parts “B” and “C.”
• I’ve heard you say that twice now, but somehow it’s not registering with me. Is there a different way you could say it?”
• It sounds like you want to do “Z.” Is that correct?
• Did I understand you to say that you want to ______?

Notice that these statements are framed from the first person (“I”) rather than “you” statements (such as, “you just said XYZ.”) By keeping the statement focused on how you are experiencing the conversation, you reduce the chance that the person will feel attacked.

So  next time there’s a communication breakdown, ask yourself if you trusted yourself too much in the “getting the message out” aspect and not enough on the “message received” component. Instead of focusing on who’s to “blame” for it, focus on what you can do to get the derailed conversation back on track.

Article source:Jennifer Miller - 6 Phrases to Get a Derailed Conversation Back on Track»

Guest Article: Can years of education predict work performance? by Ross Clennett

I received a lot of positive feedback in response to my last blog Why many CEOs fail: They talk smart but don't act smart. Clearly many people in the recruitment sector have witnessed the same thing whether inside their own company or inside a client’s company. Looking at the recent actions of President Trump, it’s obvious how his campaign rhetoric (I decline to label
Article source:Ross Clennett - Can years of education predict work performance?»

Check out more of Ross Clennett's work at hisblog

Guest Article: Trends in Professional Development – Self-Serve Learning by Jennifer Miller

Humans are naturally curious creatures. When my kids were little it was such fun to watch them learn about their world. Give them a cardboard box, plastic spoons and nesting measuring cups and they would experiment endlessly. Somewhere along the line, many of us got our curiosity drilled out of us – probably due to out-dated teaching methodologies in school and later, dreadful training tactics in the workplace.

25 years ago technology was touted as the knight in shining armor that would sweep into our classrooms and corporate training rooms and banish all boring training. (Remember “just-in-time” training?) Well, some e-learning solutions were better than others, but over the years, we professionals in the learning and development space figured it out and have (more or less) successfully integrated technology into a blended learning format that pairs the best of “live” learning with well-designed e-learning.

There’s a term that’s making the rounds in professional development circles: self-service learning. The basic notion is that employees help themselves to the learning they need when they are best in a position to learn. The term gained wide-term use in 2011 when Pat McLagan published the ATD article,  “The Amazing Era of Self-Service Learning.” E-learning solutions provider Mindflash offers up this definition of “self-serve” learning via their blog: “Self-service learning is using the resources available to you to learn about almost any desired subject matter on your own initiative, without guidance or prompts, undertaking research and learning from self-found materials.”

Many would argue that we humans have been doing DIY learning forever, and in a broad sense, I would agree. What makes the concept of “self serve” relevant today is that now, more than ever, people want to drive their own employee experience. From “Bring Your Own Device to Work” plans, to choosing a la-carte employee benefits, today’s employees demand to participate more fully in their work experience.

Many companies recognize this need for employees to opt-in to learning at a time and place that suits them. And the most successful companies devote dollars to the professional development of all their employees – both in traditional face-to-face learning and self-serve style development options. The Great Place to Work® organization (“GPTW”) tracks the business practices of companies across the globe that are ranked as “best” in their respective fields. A key differentiator between top companies and those that didn’t make the cut was the approach to professional development. “At the best companies, training and development is a huge area of investment,” says Jessica Rohman, Director of Content for GPTW.  Furthermore, she notes, professional development isn’t limited to just high-potential employees or those on the leadership track. “It’s important [to the “Best Place to Work” employers] that all employees have the opportunity to grow and develop their human potential.”

As technology continues to allow employees more access to learning when they need it and in a format that matches their unique learning style, employers will have more opportunity than ever to develop their workforce talent. And let’s hope that soon all employers — not just those voted “best” in their industry — will see the need to offer self-serve style learning to all their employees, not just the chosen few.

 

Photo credit

Article source:Jennifer Miller - Trends in Professional Development – Self-Serve Learning»

Guest Article: What Female CEOs Can Teach Us About Growth and Success [Podcast] by Ben

The HR profession is mostly women (look around you at any event and you’ll see). Yet when we look at the representation of females in the C-suite, whether in HR or in general, the blend is more evenly mixed or even weighted towards men. Why?

The 2016 HR Technology Conference had a new feature: the Women in HR Tech Summit. The event was a success by all measures, but one person heard about the summit and started to wonder, what do female executives in HR technology do differently? What makes them successful? What lessons can we translate to the HR community at large, helping women to achieve greater success in their roles as executives, HR leaders, and business professionals?

In episode 6 of We’re Only Human, I interviewed Lynn Miller, a researcher exploring the interesting world of female founders and CEOs in HR Technology. She talks about what separates this group from their male counterparts and also explains the value they can bring in terms of customer satisfaction and more. (Subscribers, click through to listen to the embedded show below.)

For more information about Lynn’s research, check out her LinkedIn series .

To check out other episodes of We’re Only Human or learn more about what I’m up to, check out the Podcast page.

Also, I’d love to hear your thoughts in the comments below. Why do you think this mix of females diminishes at higher levels of responsibility? What can we do to fix it, if it should be fixed? What would you want to know from these CEOs and high achievers if you had a chance to talk with them one-on-one?

Article source:Ben - What Female CEOs Can Teach Us About Growth and Success [Podcast]»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Loyal? by Jay Kuhns, SPHR

Loyal. What a fine word. It brings to mind legions of employees, lined up cheering when new memos are released via email blast, right?

Oh, wait. I mean... 

Loyal. It brings to mind employees sacrificing until it hurts so a company can make draconian changes that punish all but a precious few.

Um, no. Just a second...

Loyal. Dogs are loyal. There, nailed it.

Actually, People Are Loyal Too

I have been blessed to work in some terrific organizations, but none more full of truly loyal employees than this one. Corporate cultures are all different, but I've found after several decades in the healthcare industry, that many employees are "loyal" to their organizations because of the jobs they have serving patients. 

Think about that for a second. They are loyal, to the work, not necessarily the organization. Hmmm. I'm guessing that's not the employee engagement survey spin that gets pushed to the team?

But, Why?

I believe there is a far more simple solution to moving employees from 'committed to their job' (which in healthcare means they can have the same job at nearly every organization in your community) than what most organizations are willing to admit.

"When leaders are awkward in their communication...when they focus so exclusively on a numeric result and abandon the reality that people achieve results...and assume an air of elitism that because of their more senior title they suddenly know how to do everyone's job better...their exists no opportunity for loyalty."

How About You

Have you taken a long hard look into the mirror and admitted that you, too have fallen into the leadership trap? Get over yourself, start acting like a normal human being, and leverage the immense brain power, experience, and creativity of your teams. 

You might find a few loyal employees just waiting for the chance to show you how they really feel.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Loyal?»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Why many CEOs fail: They talk smart but don't act smart by Ross Clennett

On the morning of Friday 16 December 2016, Clarius announced to the ASX that CEO, Peter Wilson had resigned. No reason was given.   The previous month, I had written an analysis of the two years of Wilson’s tenure at Clarius (recently rebranded as Ignite Services). I expressed my concern about, what appeared to be, the very large gap between what Wilson was saying and
Article source:Ross Clennett - Why many CEOs fail: They talk smart but don't act smart»

Check out more of Ross Clennett's work at hisblog

Guest Article: Cro-Magnon HR by Jay Kuhns, SPHR

Effective healthcare human resources leadership, and more recently, recruiting and employer branding are the center pieces of my career. As in, my entire career. It's been a wild ride, but for the most part, I wouldn't trade any of it for a different path.

Except perhaps, for what feels like an eternally long time before I figured out how to lead in the modern world. 

Old School HR = Useless HR
Useless? Does that sound a bit harsh? Well, guess what...if you're still "going slow" and "making sure you have guaranteed results before you make a decision" you are actually no longer doing your job.

You're coasting to retirement. I can only hope you're 70 years old. For the rest of you, this approach will guarantee that you recycle the same tired excuses that the other executives in your organization have been listening to HR repeat for years.

This is why the eye-roll is still in vogue. This is why your "seat" is actually a high-chair at the table. This is why you won't really look in the mirror any more.

Endless Opportunities 
The good news is that the move from caveman to superman is quite simple. It does require one thing however...

Courage.

When you're asked about your hard skills, does courage ever make the list? I didn't think so. It wasn't on my list either...for years.

That is, until I grew sick and tired of being a "cost of doing business" in HR, and decided HR needed to make a big time impact. 

So I changed. I took risks. (which in retrospect were hardly 'risky')...and I made a big difference.

You can too.

How About You
Are you ready to stop talking about the same old BS, and start leading in a meaningful way? Your colleagues don't believe that you have the courage. Your staff doesn't believe you have the courage either.

But I do. I'll help you get started. Today is your day...

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Cro-Magnon HR»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Research that Supports Being “Good with People” by Jennifer Miller

For years, I’ve written about how to “master the people equation” to make a positive impact in your work life. It seems obvious (to me, at least) that people who “get along” with others are more effective at getting stuff done. People aren’t real fond of Negative Nellies and Neds. They don’t like to work with bullies. Life in the workplace goes more smoothly when folks are courteous to one another. The humans you work with appreciate it when you ask their opinions (shocking, I know!)

But let’s be honest: sometimes bad behavior is rewarded.

Big time.

And even though it feels like at times I’m pushing a rock up a hill, I’ll continue to advocate for positive business practices in the workplace. Because I believe that basic human decency is the backbone of running a successful enterprise.

If my belief isn’t compelling to you, consider the science behind my convictions. There are professionals who study the positive effects of “being a people person.” Some call these capabilities “soft skills.” Others call it “emotional intelligence” or “EQ.” No matter its name, learning to master one’s own emotions, reading others’ emotions, communicating effectively, demonstrating empathy and listening carefully—it all adds up to business success.

Would you like hard evidence? I invite you to check out InPower Coaching’s Soft Skills and Emotional Intelligence Research Index. This index of studies highlights over 40 academic studies and white papers on the business case for emotional intelligence and the “soft stuff” that people sometimes dismiss as too warm and fuzzy.  I like the format: it’s organized into broad categories such as, “The Science of EQ and Soft Skills” and “Emotionally Intelligent Leadership” so you can quickly scan the areas that interest you most. The site also offers an EQ@Work blog that you can subscribe to.

If you need to convince a boss (or yourself) of the importance of these vital human relation skills, take a look at this list. There’s sure to be something of interest that will boost your confidence of the importance of the “people side” of business.

Article source:Jennifer Miller - Research that Supports Being “Good with People”»

Guest Article: Pulling a Fast One by Jay Kuhns, SPHR

NEWSFLASH! - "I'm trying my best!"

In My Head

Despite what I think sometimes...

Despite what others want me to be...

Despite the pressure I'm under to be everything for everyone...

Despite the self-talk that occasionally tries to 'go negative'...

Despite the change in the world that is bad...

Despite my blind spots that miss all of the good things in the world...

Despite what I thought should happen...

Despite my failings...

Powering Through

So, instead I think differently..

So, instead I accept that I can not be 'that' person...

So, instead I accept the pressure and go for it anyway...

So, instead I battle my self-talk, and win the argument...

So, instead I take action against the bad...

So, instead I challenge myself to see more clearly...

So, instead I embrace what is happening...

So, instead I accept that I will struggle, and improve...

How About You

What do your battles look like...sound like...feel like? Even though I am part of an amazing community, there is always the internal struggle that is part of what makes each of us unique, and crazy, and special all at the same time.

Sometimes it can feel as if life has pulled a fast one on us. But the reality is that life is doing exactly what it is supposed to do. All we have to do is...try our best. 

Life is good!

I'd love to hear from you.

No Excuses.

Article source:Jay Kuhns, SPHR - Pulling a Fast One»

Check out more of Jay Kuhns' work at No Excuses HR