Guest Article: Pick Up the Full Armor by Jay Kuhns, SPHR

Leadership in the digital age is a curious thing. On one hand we try to inspire, motivate, and encourage other leaders to be as impactful as possible. We share positive images from our lives, we call each other out, we push ourselves...all wrapped in an online presentation that seems...just right.

Sometimes Things Go Wrong
Despite all the effort we put into sharing our world online, sometimes that world turns upside down.

Who is to blame?
Why did it happen?
What will happen next?
What should happen next?

My world is no different than yours. Once in a while something happens that gets me all worked up. It's frustrating. It's usually unnecessary. It's always a pain in the neck to resolve.

But, it always gets resolved.
Always.

The Most Important Part
Getting things fixed is not always easy. But for most of us, we are not performing brain surgery. We are not responding to a domestic violence call that could turn deadly. We are not on the front-line of a war zone wondering if today will be our last.

We are blessed to have jobs that allow us to not not only be challenged with problems, but we can also resolve them for our organizations; and in so doing, make our organizations even better than they were previously.

It only happens if we are willing to put on the armor and go into our own "battles."

It can only be successful if we are willing to be fully engaged in understanding our role, and then making decisions to keep things moving forward.

It will only matter, if we elevate our leadership presence to one that is passionate and driven and unwavering on the quest to be world-class.

How About You
Do you need to pick up the full armor this week and make a difference? You are not alone. 

The need for bold leadership is everywhere, particularly when life isn't all unicorns and rainbows. Now, get after it!

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Pick Up the Full Armor»

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

Guest Article: The Neuroscience of Great Learning Content: Attention, Memory, and Exploration [Podcast] by Ben

Ask any business leader, and they’ll tell you they invest in the development of their workforce with the goal of improving performance. Yet the training and content delivery methods of the past aren’t keeping pace with the needs of the modern learner. No longer can you throw an hour of eLearning at a problem or slap a speaker in front of an audience and hope that knowledge will transfer and behaviors will change.

What gives? 

In today’s episode of We’re Only Human, I explore three critical components of great learning content based on neuroscience principles. In other words, I look at how people actually learn from experiences, interactions, and content and focus the discussion on those elements. In the discussion of how attention, memory, and self-exploration impact learning, I also provide helpful advice on how to create learning experiences that deliver impact and results.

Additionally, if you want to explore more deeply, you can check out my new eBook, the Neuroscience Principles of Great Learning Content, which can be found here: http://ift.tt/2A0dIKv

For more episodes of We’re Only Human or to learn more about the show, check out http://ift.tt/2jqDL7I

Check out the podcast embedded below:

 

 

Article source:Ben - The Neuroscience of Great Learning Content: Attention, Memory, and Exploration [Podcast]»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: What Does it Mean to Work Human? Join Me in Austin, Texas to Find Out by Jennifer Miller

Would you like to bring a bit more humanity into your workplace? Who wouldn’t? Sometimes our work lives make us feel like numbers on a spreadsheet. As an antidote to the daily grind of the workplace, I attend the WorkHuman conference to hear the best and brightest talk about the science behind human motivation, happiness and performance—and how those things contribute to a company’s bottom line.

I’ve written about why the WorkHuman conference is on my A-list for attendance. Their keynoters are top-notch; Michael J. Fox’s wisdom was straight from the heart and Julia Louis-Dreyfus’ down-to-earth relatability was palpable. This year, we’ll hear from New York Times bestselling authors Brene Brown and Adam Grant, with more keynoters to be announced. And the break out sessions, with topics such as, “Humanizing Your Employer Brand” and “Crowdsourcing and the Performance Revolution” provide real-life case studies from employers who are helping employees bring their best selves to work.

What’s it like to “work human?” How about if you join me for WorkHuman 2018 in Austin, Texas and see for yourself?

The WorkHuman Super Saver price of $895 ends Tuesday, October 31^st. After that, the price moves to the Early Bird price of $1,195, which is good until December 31, 2017. After that, the price increases.

And, to sweeten the deal, I’ve got a discount code for you. You’ll save $100 off your conference fee when you enter “WH18INF-JVM” during your online registration. (My discount code is good no matter when you sign up. It’s courtesy of conference sponsor Globoforce.)

Register here.

It would be wonderful to spend time together helping advance the WorkHuman movement, to help business professionals engage the whole human at work while achieving business results.

Article source:Jennifer Miller - What Does it Mean to Work Human? Join Me in Austin, Texas to Find Out»

Guest Article: Be Relentless by Jay Kuhns, SPHR

"I don't care how good you think you are, or how great others think you are - you can improve, and you will. 

Being relentless means demanding more of yourself than anyone else could ever demand of you, knowing that every time you stop, you can still do more. 

You must do more. The minute your mind thinks, "Done," your instincts say "Next."
- Tim Grover

Career
How are you going to be relentless in your career? Is it playing it safe, avoiding risk like so many of your colleagues around the conference room table? Or, is there another door waiting for you to kick open?

Safe = Death

With so many changes, pressures, and expectations on leaders in today's world of work, taking the same old tired path of safety and excuses is unacceptable. 

There is only one option...so what are you waiting for?

Personal
Finding the proper balance between our professional and personal lives is a never ending challenge. The solution is not as complicated as you might think.

Commit to connecting with those you love on a very regular basis (daily, weekly.) Call, visit, text, facetime, tweet, or spend time with them....it doesn't matter how you do it...just make sure they hear from you no matter what. 

Fitness and Nutrition
This might be the most difficult because society has basically allowed us to default to an endless list of excuses so we can avoid being healthy, and eat piles of garbage on our couches night after night.

Stop it. Download MyFitnessPal, start tracking what you put in your body, and for God's sake get up and move each day.

When was the last time you took the stairs and didn't feel like dying after one flight? 

How About You
Life is an amazing adventure...and we can achieve so much more than we ever thought possible. However, corporate cultures, society, and the obsession with "busyness" has created the myth that a relentless attitude is somehow odd.

I'm calling BS on that. Being relentless is the only way to live.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Be Relentless»

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

Guest Article: Should I Get My Master’s Degree in HR? by Ben

For most of you, I’ll go ahead and said it: You should not get a master’s degree in HR. Really. While that doesn’t apply to everyone, it does apply to a large number of the people that email, comment, and interact with me online. That’s mainly because this question looks a lot like this template:

• I just completed my bachelor’s in xyz. I have decided/now want/think I should get into human resources. Should I get my master’s degree in HR?

OR

• I just completed my bachelor’s degree in HR, but I haven’t been able to find a job. Should I get my master’s degree in human resources?

No. No. And no.

In each of these cases, you lack something very important that most of you overlook when you’re asking the question: do you even like HR?

No, really. How do you know? What evidence do you have? What proof?

All too often I hear about someone finishing their bachelor’s on student loans and jumping right into the master’s degree in hopes it will make them more marketable, only to find out later that HR wasn’t a field they actually enjoyed working in. If only you could drop the loans because you didn’t like the profession, but it doesn’t work that way.

And even if you pay for it outright by choosing an affordable college (like this one, for instance) AMBERTON LINK, how do you know that HR is going to be a career field you even like?

For me, I didn’t even consider a master’s degree for the first few years of working after college. That’s because I wanted to make sure of what I wanted to do. Now I’m actually enrolled in an MBA program because I realize that while HR is the love of my life, I also need to be crystal clear about how HR intersects and interacts with the rest of the business. Hint: you need to be able to understand that as well.

Click here to watch the video where I explain the nuances of this decision.

But I have some HR experience

Now, if you have some HR experience under your belt and you’re wondering if you need to get an advanced degree, we can have a conversation about that. It is often interwoven with the certification conversation (Should I get the PHR OR SHRM certification?), because people wonder about the value of each and how they interrelate.

If you have experience and you want to pursue an advanced degree, you need to understand the purpose and intent very clearly. Are you hoping to move up the ladder? Is there another job you need it to be qualified for? Are you trying to make yourself more marketable? Do you need it to perform better in your own work?

In some of these cases, depending on how you answer the question, education might not be the right answer for you at all. On the other hand, it’s possible that additional education could help you to achieve a goal you’ve set for yourself.

I’ll be doing a series in the coming week addressing two other related questions. First, should I get an HR degree or an HR certification? I’ll also address another fundamental question around HR education, which is this: Should I get an MBA or a Master’s in Human Resources?

I’d love to get your take on this commentary. Am I spot on? Way off the mark? What’s your reasoning?

Article source:Ben - Should I Get My Master’s Degree in HR?»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Judgment Day by Jay Kuhns, SPHR

"If we are honest with ourselves, we have to admit that sometimes our assumptions and preconceived notions are wrong, and therefore, our interpretation of events is incorrect. This causes us to overreact, to take tings personally, or to judge people unfairly." 
- Elizabeth Thornton

Persistent "Problems"
I work with people approximately...100% of the time. Whether it's in meetings, on site with clients, at my company's home office, interacting on the phone , or using any of the many digital or social media tools I use to stay connected. I am constantly working with people.

And, well...sometimes that makes things complicated.

One of those complicated issues appears in the form of "ongoing problems:"
- the difficult leader
- the hiring manager who is never satisfied
- the blame game that seems to take on a life of its own
- and the endless litany of excuses that are nothing more than an attempt to deflect the "leader's" inability to address complex issues

Unfortunately those excuses often become the corporate world's alternate facts, and in turn drive a wedge between business partners that should otherwise simply sit down and talk through the various problems that need to be resolved.

Do It Yourself
Our assumptions, and faux reality of the dynamics are often complicated further as we try to be so sensitive to every one's feelings that we don't step in and take charge.

I'm not talking about bullying...I'm talking about understanding that the team around you has tried their best, but they simply are not far enough along in their development to actually understand what to do next.

That is when savvy HR leaders step up.
That is when savvy HR leaders take control.
That is when savvy HR leaders do not allow the noise to interfere with achieving results.

How About You
Do you have issues in your organization that don't seem to be going away? Have you heard the same tired excuses as to why "this person" or "that department" are so difficult? If you're worried that others "won't like you anymore" if you jump in, you have missed the point.

It's time to tell your team to step aside. 

Now.

You are the leader...remember?

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Judgment Day»

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

Guest Article: Weinstein behaviour is all-too common: Men have to change, now by Ross Clennett

You could hardly miss the biggest news story of the past fortnight. It’s been everywhere: on mainstream media, blogs, TV current affairs shows and it’s filled thousands of column inches in print and online. Of course I am referring to the allegations made against movie mogul, Harvey Weinstein, with respect to his long-hidden ongoing sexual harassment
Article source:Ross Clennett - Weinstein behaviour is all-too common: Men have to change, now»

Check out more of Ross Clennett's work at hisblog

Guest Article: Recapping the We’re Only Human Podcast: One Year, Many Lessons by Ben

Whew.

I’m in recovery mode from last week’s jaunt to Vegas for the HR Technology Conference. For people in my line of work, that’s our version of the Olympics (or whatever other metaphor you need to demonstrate how much it puts you through the wringer). With that in mind, I’m feeling like a walk down memory lane might be a good route for today.

For starters, though, did you notice our new logo for the show? I was looking for something that was somewhat playful but still kept the “human” element at the forefront. Hope you like it!

So why the walk down memory lane? Back in August I celebrated a year of hosting the We’re Only Human podcast. I had some initial ideas and thoughts before starting the show in 2016, and some of them turned out to be true (while I obviously also had a few lessons to learn!) For instance, I had a suspicion that the format would make people feel more comfortable with me because it’s a very personal medium to hear someone’s voice. That very quickly showed itself to be true. 

On the other hand, I’ve heard from some people that they like the format better than writing. I am still straddling the fence on that one because I really, really enjoy the writing process.

One thing I’m about to do with the other hosts on the podcast network is to launch a short listener survey to understand what people like, want more of, etc. It’s really to help us gather some info on the preferences for the listeners and to try to understand what kinds of content are most valuable. For the last year I’ve pretty much focused on things that I felt were interesting, but I also know that there are opportunities to dive into topics, concepts, and content that might be on your radar but not on mine. I’ll share that link when the survey is ready.

 

If you listen to the show, I’d love to hear some thoughts from you about what you enjoy and share. For instance, I want to give a shout out to Brittney Rabaey for ALWAYS sharing the show with her LinkedIn network. I appreciate it very much!

If you are new and want to learn more about the kinds of things we cover on We’re Only Human, here’s the short version: we look at the intersection of HR and technology in the workplace with a specific focus on the human side of the equation. Some of our previous shows include interviews with startup founders on technologies that enable us to hire better and faster, explorations of ways HR can drive enterprise innovation, research overviews focusing on critical practices like talent mobility, and more.

If you’re interested in checking it out, it’s as easy as searching for “HR Happy Hour” on iTunes, Stitcher, or anywhere you want to download or stream a podcast. The show is also available on the web at BlogTalkRadio where you can find my shows or the latest episodes on the network.

One reason I love podcasts personally and a big driver of why I agreed to start recording one last year is because I love professional development, but I don’t always have time to go to a class, attend a webinar, etc. Now I can listen to podcasts while I’m running or driving and can get some much-needed value from that time.

One other thing that I really appreciate is the fact that I can access some incredibly smart people. I’ve listened to world-class leaders on a variety of podcasts (including HR Happy Hour shows) in the last few weeks. Most of us couldn’t call a large organization and get the VP of HR on the phone to discuss strategy with us, but a podcast can bring that person right to you, sharing their insights and ideas in a powerful way.

Additionally, if you have an HRCI certification, you can use the podcast time towards your self-directed learning for recertification purposes (30-hour maximum). Double win!

I’ll close with this: if you are a listener, thank you for spending your time with me. You can expect shows to become more regular in the coming year, and as I mentioned, we’ll be doing the survey soon to get more info around your expectations and needs. If you’re not yet a listener, hopefully I gave you some ideas today on how and why you should give it a try!

Article source:Ben - Recapping the We’re Only Human Podcast: One Year, Many Lessons»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Recruitment Tech stocks fall: Are they all sizzle and no steak? by Ross Clennett

On Monday this week The Age carried a story headlined Freelancer: Australia's fallen tech star. Age journalist John McDuling briefly lays out the Freelancer story from its well-publicised listing on the ASX in early 2013, its brief moment as a $1 billion capitalised company and the sober reality of its record low share price of 46 cents last week (valuing the company at just over $210 million
Article source:Ross Clennett - Recruitment Tech stocks fall: Are they all sizzle and no steak?»

Check out more of Ross Clennett's work at hisblog

Guest Article: 5 Human Capital Management Trends by Jennifer Miller

There’s a lot going on in the Human Capital Management (“HCM”) industry. My role as writer and industry analyst affords me the chance to interact with many thought leaders in this arena. I recently wrote a round-up of emerging HCM trends that have implications for HR and business leaders, especially as it relates to employee development. In it, I cover a wide range of topics from artificial intelligence, to design thinking in human resources, to compassion as a leadership competency. Check it out over at InPower Coaching’s EQ@Work blog, in 5 Employee Development Trends in Human Capital Management.

Article source:Jennifer Miller - 5 Human Capital Management Trends»

Guest Article: Want a Sneak Peek at my Upcoming Ignite Talk? by Ben

This week I’m at the HR Technology Conference. I wrote about everything I’m looking forward to and planning to talk about last week on the Lighthouse blog if you want to check it out. One thing I’m doing again this year is a 5-minute Ideas and Innovators talk to close out the conference, and this time I’m talking about something very personal and very close to my heart. The video below was my semi-practice run and reflection on a few of the things I’ll be squeezing into the 5-minute presentation. Plus, Berklee joins me for the first time on video! (subscribers click through to the website to view)

Check out this behind the scenes peek and let me know your thoughts below. If you’re interested in hearing more of the takeaways from my talk I should be able to get a recording for you after the conference.

Article source:Ben - Want a Sneak Peek at my Upcoming Ignite Talk?»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: You Didn't See Them Coming by Jay Kuhns, SPHR

I've been away from the blog for a couple of weeks. It's been a wild ride of speaking at conferences, connecting with progressive human resources executives, and candidly, getting really fired up about the future of HR.

But not the HR group we normally think about. There is a gathering storm of HR executives in North America who are throwing away their excuses and are literally calling their CEOs and telling them it's time for a dramatic change.

I know this is true...because I've had the privilege of spending hours and hours with them.

Unstoppable Force
Who are these leaders you ask? Well, they come from an industry that not only gets little "air time" in the social media space; but they also are so committed to the missions of their organizations that the last thing on their mind is personal glory or "internet fame."

They are the HR Executives who lead the senior care communities across North America, and they are not going to be silent any longer.

They are driven.
They care deeply for the residents and families who trust them with their loved ones.
They are as fired up as I am about taking HR to a whole new level. 

Is this great news or what?!

Misconceptions
One of the barriers these leaders have had to face is the perception that... 

...senior living = nursing home. 

Not true.

While nursing homes play a vital role in our society, and are certainly a part of their corporate structure, that term is by no means representative of the incredible breadth of services offered.

The commitment not only to their organizations, and to their industry is one I've rarely seen in the HR space. 

They not only want to build their employer brands in the most contemporary ways possible; but they want to elevate the perception of their entire industry to help it grow.

Are you kidding me? 

When was the last time your direct competitor wanted to strategize with you about making your industry better? 

(Please don't say you both contributed money to the local Nursing school...good Lord that's been done for 50 years and hasn't made a dent in the lack of qualified faculty.)

How About You
If you would like to connect with this new wave of fired up leaders make sure you follow the Senior Care Summits conference announcement for next Fall. You will be inspired by the passion these leaders demonstrate at every turn, and you just might realize that there is a new group of HR Execs that are soon to take the lead in showing us all how contemporary HR is done.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - You Didn't See Them Coming»

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

Guest Article: Is Failure to Speak Up Impeding Your Team’s Productivity? by Jennifer Miller

As a leader, you know that productive employees bring value to your team.  Recent findings from a white paper by consulting and training firm VitalSmarts highlight the magnitude of high performers’ productivity: they are 21 times less likely to experience tasks or responsibilities that “fall through the cracks.” Moreover, the research found that these same employees were also 18 times less likely to feel overwhelmed than their less-productive peers. Somehow, these hard-working, productive employees have found a way to deliver results without sacrificing their mental health.

What’s their secret?

VitalSmarts’ research reveals an answer that, on the surface, isn’t surprising. The most highly-rated employees—those cited as being “high value” to the company—have exemplary work habits in personal productivity.  The productivity practices listed in the white paper are pretty standard fare: being organized, keeping lists, skilled at prioritizing, and so on. It turns out that there is a second element to their productivity success, and it goes beyond their ability to get things done. What sets the top performers apart are a very specific set of communication behaviors. According to the leaders surveyed, highly productive employees, “ask for help,” “aren’t afraid to ask questions,” and “know who to go to” to seek assistance.

In other words, the top-performing employees speak up. But speaking up isn’t always easy to do. Many employees have tried to voice their ideas or opinions, only to be shut down. Team leaders who want to create a “speak up” culture need to foster “psychological safety”— one in which employees know they can raise concerns without fear of retribution or ridicule. “When people feel like they are being attacked [for their ideas], they tend to go into ‘fight or flight’ mode, rather than having honest and forthcoming dialog,” explains David Maxfield. Maxfield is VP of Research for VitalSmarts and he oversaw the research on employee productivity.

According to Maxfield, productivity, communication, and psychological safety are inextricably linked. He believes that it’s possible to have employees who are great time managers, but “still don’t feel there is enough psychological safety to tell their boss they are going to miss a deadline.” Maxfield offers an example of a nurse who notices that a surgeon has failed to wash her hands and decides not to say anything. Clearly, both medical professionals understand the importance of clean hands, so there is something else at play for not speaking up, which creates, “an intentional breakdown of communication because someone doesn’t feel it’s safe” to speak up, says Maxfield.

Fear of speaking up is rarely explored as a barrier to personal productivity. In many ways, getting things done is seen primarily as a task-oriented process, not a communication issue. Yet, as a leader, it’s important to take the human element of productivity into account. Wise leaders understand that silence creates a ripple effect, increasing opportunities for mistakes and misunderstanding, which in turn diminishes productivity.

The next time an employee misses a deadline, drops the ball, or flubs the details, consider if failure to speak up played a role. Ask yourself:

• Could this error have been prevented if the employee had spoken up?
• How did I address the employee’s mistake—with anger or blame? Or with a “let’s learn from this” stance?
• What role do I play as the leader of this team in failure to speak up?
• What other barriers are preventing people from speaking up?
• What will I do differently next time to encourage my employees to raise concerns?

There are many possible reasons for why team members don’t deliver the results you expect. Aside from poor time management, consider the possible communication barriers that are contributing factors. If failure to speak up is the cause, you as a leader can help address the problem. Learning to speak up is a vital communication skill for all employees. But it won’t happen if your leadership doesn’t encourage it.

A version of this post originally appeared on Smartbrief as part of their Originals series. It is reprinted with permission.

Article source:Jennifer Miller - Is Failure to Speak Up Impeding Your Team’s Productivity?»

Guest Article: HR Gives Back: Help Me Raise Money for Parkinson’s Research by Ben

Be sure to read all the way to the end. I’m giving away free stuff to those that help!

The first person I ever met with Parkinson’s disease was Mollie. She is an incredibly sharp analyst and friend, and she taught me some great lessons in my days transitioning from practitioner to analyst. She is a proud supporter of the Michael J. Fox Foundation for Parkinson’s research and this year has asked me to help as a supporter of her campaign.

At this point my team is behind and we need to surge and pull ahead. I know many of you are runners, walkers, just parents that cover a lot of ground chasing your kids, etc. :-) I think we can still win this but I need your help!

How to sign up

• Head over to the website to register
• When given the option, whether on the website or the app, be sure to choose Team East, since I’m the captain
• After you register and download the app for your phone, it will take you back to the website to donate the required $15 minimum to participate
• The steps challenge will take place Sept 25-Oct 6 (just a few days left, this isn’t a big commitment!)
• Help my team win the step challenge by walking at least 5k steps and checking in on the app (every 5k steps you log, ADP will donate additional money to the cause)
• If you have issues with the app, step tracking, etc. the app support team is very quick to respond

A special “thank you”

If you sign up to help within the next 24 hours, just forward me the signup confirmation email as proof and at the end of the challenge I will send you a copy of the HR Recertification Guide or the Rock Your Corporate Culture Guide, whichever you prefer, as a special “thank you” for supporting this challenge.

Thanks in advance for helping!

Article source:Ben - HR Gives Back: Help Me Raise Money for Parkinson’s Research»

Check out more of Ben Uebanks' work at Upstart HR