Guest Article: 93% of Workers Are Least Productive… At Work? by Ben

I had put it off for as long as I could, and it was time to finally bite the bullet and get it done. I sent a message to my manager and told him that I was going to work from home the following day in order to knock a few things off my list. I knew others on the team did it occasionally, but it felt weird staying home instead of making the daily commute. And you know what? I really liked it. I actually got more done from home, accomplishing all of my key “to do” items and a few more. I was less stressed and felt satisfied for the first time in a while by the time I returned to the office the following day.

—–

I can still remember sitting in front of my computer that day all those years ago. I remember how I felt, what I was working on, and what the results were. I tell the story because it is a perfect example of what people are saying about how they get work done.

A Quick Primer on the ROWE

I realize that some of you might be newbies to the “ROWE” term, so let me break it down for you. The idea of a ROWE (Results Only Work Environment) is fairly simple: you work when, where, and how you want to–as long as you get the job done. In other words, the place and method don’t really matter, but the results are more important than ever.

The point that ties in here is a core tenet of the ROWE movement: work is a thing you do, not a place you go.

If this sounds intriguing, I’ve written fairly extensively on the topic if you want to explore:

• How to Implement a ROWE
• Flexible Schedule Policy vs Core Business Hours
• Analytics and Business Accountability
• Employee Productivity Management (Video)

People Least Productive in the Office

The title for this post reflects the latest FlexJobs survey, which shows that just 7% of workers think they are most productive in the office. Ouch.

This is a reflection of the open office floor plan debate that has been going on for a few years now. People are just not able to focus, concentrate, and get things done when they are stacked on top of each other like cord wood. Is that actually a surprise to anyone?

The data actually says that this is a bigger problem than we realize, even if we just look at technology and the interruptions it can provide.

Gloria Mark of the University of California, Irvine, found that the typical office worker gets only 11 minutes between interruptions, and it takes approximately 25 minutes to return to the original task after being interrupted. A further study found that those being interrupted make up to 20% more mistakes than those working in an uninterrupted environment. This makes me wonder what the cost of all this “multitasking” really is!

Know How Your Best Work is Done

Despite this somewhat gloomy outlook, it’s important to know how your best work gets done. Here’s my story.

The truth is that I’m an introvert, and my best work is done when I am in a quiet place where I can concentrate. I simply cannot work in an environment with a lot of noise or mental stimuli. In fact, in my day job I can go for eight hours straight without hearing anyone unless I have a meeting on the calendar. And that is fine with me, because it allows me to focus wholly on the task(s) at hand.

When I think back on my time working in a cubicle environment, I valued it in some ways and despised it in others. I really liked being connected to my staff and being incredibly accessible to them. On the flip side, it was really tough to have private conversations without scheduling a conference room or finding an empty space to connect. In addition, with my focus issues, I was never able to be fully productive since there was pretty much always an employee that wanted to ask a question, tell a story, or just be that chatty person that wandered around all day.

What each of you should do is think about how you work best, block out focused time, and try to minimize distractions that do not add value to your day. I learned a lot about this in the book Two Awesome Hours, which I referenced in a previous post.

Another book that quickly hooked me was Two Awesome Hours. The basic premise is that we were not meant to sit at a computer for eight plus hours a day working at a single repetitive task without breaks. That’s what robots are for. Josh Davis, PhD, says some people can get as much done in two good, productive hours as others can in an entire day. The concept has to do with a few different elements of work, but the part that has been most interesting for me is working on focused activities when I’m most “on.”

Good luck with managing distractions and being productive, my friends!

Article source:Ben - 93% of Workers Are Least Productive… At Work?»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Be Very Afraid by Jay Kuhns, SPHR

"I can't understand why people are frightened of new ideas. I'm frightened of the old ones."
- John Cage


How About You
What are you afraid of this Halloween? I hope it's not doing everything you possibly can to make a difference in your organization.

That would scare me to death.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Be Very Afraid»

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

Guest Article: Should You Ditch Your Holiday Party? by Melissa Fairman

The World Series is ALMOST over (did you hear the Cleveland Indians are up 3-1? Go Cleveland!!!), Halloween is tomorrow and our long nightmare known as the Presidential election will be over in a
Article source:Melissa Fairman - Should You Ditch Your Holiday Party?»

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

Guest Article: Zen of Jen – Living in the Moment by Jennifer Miller

What’s the secret to remaining spry, healthy and happy at the age of 93 years old? Wait, Wait . . . Don’t Tell Me host Peter Sagal asked this of screenwriter and TV producer Norman Lear on this segment of NPR’s weekly radio news game show.

His response was succinct. And brilliant.

Lear says it boils down to two simple words: “Over” and “Next”.

“When something is over, it is over…and then we are on to next,” said the mind behind ground-breaking television show such as, All in the Family. We don’t give enough consideration to these two words, Lear said, because actually, there is a third alternative.

“And if there were to be a hammock in the middle…between ‘over’ and ‘next,’ that would be what is meant by living in the moment. I live in the moment.”

Positively sublime.

Tell me: How do you relax into the “hammock of the now?”

Article source:Jennifer Miller - Zen of Jen – Living in the Moment»

Guest Article: You Can't Ignore the Warning Signs by Jay Kuhns, SPHR

"You have to understand, we're special here."
"Our culture is different than other organizations."
"Our values drive 100% of our decisions."
"Innovation is one of our core strategies."
"Our employees are our most valuable asset."

For the love of all things good and holy, 

please stop saying these phrases. 

You don't back them up. You aren't going to back them up. Oh, and your employees stopped believing your empty "culture" talk a long time ago.

Words + Action = Leadership
Words matter. They can be inspirational, threatening, filled with empty promises or so energizing that entire organizations follow you.

But for those of us that have interacted with (or been a part of) senior leadership teams we've not only heard those opening phrases...we've used them!

Ouch!

Newsflash! Your organization is only special when you combine the fancy language in your mission and values statements with action. 

If your behavior does not match your rhetoric, you have failed.

Publicly.

The Front Line
Action happens in every organization on the front line. You remember the front line, it's where all of the employees are located. Not in the fancy board room, or the executive meetings where the head nodding in agreement is so prevalent I've often thought I was head-banging at a metal show. (see inspirational song reference)

The opportunity to engage, challenge the leadership status quo (who is often only interested in protecting their position at all costs), and make a meaningful difference is right in front of you.

However, the warning signs of inaction, group-think, and a clear disconnect from the reality of your corporate culture must not be ignored.

How About You
Don't be the talented leader who is tossed aside when a new CEO arrives and quickly picks up on your history of inaction and fear. Start earning your money today. Start challenging your colleagues when they need it. And above all else, get the hell out of your office and start building real relationships with the front line.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - You Can't Ignore the Warning Signs»

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

Guest Article: Talent is the #1 priority for 79 per cent of companies: Yeah right! by Ross Clennett

I regularly read recruitment industry vendor research, articles and white papers. The quality of these reports varies greatly, as I have blogged about previously.   The most recent one I cast my eyes over was the LinkedIn Talent Solutions Australia Recruiting Trends 2017: What you need to know about the state of talent acquisition. The fine print tells me that “
Article source:Ross Clennett - Talent is the #1 priority for 79 per cent of companies: Yeah right!»

Check out more of Ross Clennett's work at hisblog

Guest Article: Kinetix Update --> WE NEED YOU: Holiday Book Suggestions! by Jay Kuhns, SPHR

Calling all Kinetix employees, friends, clients, family and more!

The holidays are right around the corner and our gift wrapping supplies are set—all of this can only mean one thing: it’s time to submit your ideas for our annual holiday book.

Annual Holiday Wha…?

Our annual holiday book! If you’ve known us for a few years, you know what we’re talking about. If you’re new to the Kinetix crew, let us fill you in. Every year around the holidays, as cookies and swag gifts begin piling through the door, Kinetix’s elves get together to do things a little differently by sending off books to our friends all over.

But these are no ordinary books. These books have spunk. We’re talking titles like Fahrenheit 451, The Fountainhead, JPod, The Alchemist and, most recently, Company. 

With such a diverse collection, you may be wondering what all these books DO have in common. If you haven’t figured it out, there is one common trait: all of these books get you to think about talent in a different way. They encourage you to be better by opening your worldview to all the different ways we can perceive talent within and around us. And, honestly, what better way is there to finish the year off and kickstart a new one?

There’s just one thing missing for us to get the books from our wrapping tables to your desk…

Your Input!

In the past, our best books have been suggested by Kinetix outsiders—friends of friends, clients, vendors. But whether you proudly wear a Kinetix badge or not, we want you hear what books you’ve been reading that have given you a new perspective on talent!

There’s just two guidelines for book recommendations:

1. It has to make you think about talent. There should be themes that relate to bettering ourselves by expanding our points of view (just don’t call it a self-help book.) Talent doesn’t have to be the core focus of the book—and in most years past it hasn’t been—but it should relate to talent in some way. After all, that is our passion at Kinetix.
2. We don’t want best sellers. Maybe you read The Girl on the Train this year and thought about how it breaks down the walls of what we think we know; maybe you went for the nonfiction Alexander Hamilton biography that inspired the hit Broadway musical and considered employee relations in relation to Hamilton and the other founding fathers. Those are all valid points, but at Kinetix we like to break the mold. Your recommendation CAN have been on the bestseller list in years past, but if it’s a book everyone has read this year, we’ll pass it over.

That’s it—follow those two guidelines and your recommendation just may end up going out to hundreds of people.

Sound off in the comments below with your good reads, or send any recommendations to kweimer@kinetixhr.com to be considered. We can’t wait to see what you’ve had your nose in this year!

I'd love to hear from you.

No Excuses.

Article source:Jay Kuhns, SPHR - Kinetix Update --> WE NEED YOU: Holiday Book Suggestions!»

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

Guest Article: Exhausted is the Goal by Jay Kuhns, SPHR

embrace your whole life

embrace busy

embrace hectic

embrace chaotic

embrace wins

embrace losses

embrace long task lists

embrace non stop meetings

embrace employee drama

embrace leadership failures

embrace fitness

embrace eating clean

embrace difference

embrace pushing yourself much harder than you are now

embrace feeling tired

embrace the moments you rest and recharge

embrace nature

embrace your family

embrace your friends

embrace your colleagues

embrace your full life

...and at the end of it all...as you drag yourself across the finish line, tattered and exhausted...

...sit back and smile, because you will have lived every single minute of your life to the absolute fullest.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Exhausted is the Goal»

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

Guest Article: Video: What to Do When Your HR Strategy Fails by Ben

When I speak about HR strategy, one of the things that inevitably comes up is that it’s hard to plan ahead. Things change. The business changes. The objectives shift. It makes it difficult to pin down the right HR strategy to support the organizational goals.

And that’s okay. Death, taxes, and change are the things we can count on in this life. In the video below I tell a personal story that helps to illustrate the need to not only be prepared for change, but to actually expect it in some regard so that the molehills don’t become mountains.

(Email subscribers click through to view the video)

It’s quick and to the point, but I hope you get the idea. We can let changes break us down or we can use them to get smarter, faster, and better in our approach.

I’d love to hear your story! Tell me about a time (whether in HR or not) where you had a carefully crafted plan and things suddenly went awry. How did you cope? What were the results? I enjoy sharing stories with my audience both here and from the stage, because stories are powerful and connect us at a deeper level than a series of stats and data points.

 

Article source:Ben - Video: What to Do When Your HR Strategy Fails»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Manners in the Workplace are a Competitive Advantage by Jennifer Miller

In 2005, university professor and communications expert Dr. Beverly Langford published The Etiquette Edge: The Unspoken Rules to Business Success, to positive reviews. Fast-forward a decade, and Langford has once again stepped into the spotlight with a second edition of her book, The Etiquette Edge: Modern Manners for Business Success. In this age where manners in business seem nearly extinct, I was curious to know why someone would invest the energy to publish a second edition on the topic.

What follows is a lightly edited version of an email interview conducted with Dr. Langford last week. You’ll soon see why she believes manners are still relevant in the workplace (and elsewhere), thank you very much.

JVM: Clearly, etiquette in the workplace has changed in the 10 years since you wrote the first “The Etiquette Edge.” What prompted you to write a revised edition?

BL: So much about our lifestyles changed with the advent of the smartphone and the explosion of social media. I wrote the first book two or three years before the introduction of the iPhone. Consequently, when we began to use these amazing smart phones, the information in the first book about cell phones became almost instantly obsolete. Further, as the newest generation began to enter the workforce, their comfort level and dependence upon technology and social media created a huge need for new guidelines.

In addition, “etiquette” isn’t a set of rules on a stone tablet. Although some absolutes may seem to apply across decades and generations, in most cases, true etiquette is just common sense about appropriate behavior. A new age requires either new rules or modifying old ones.

JVM: A common gripe in today’s workplace is the open office. It’s not practical to ask your co-worker to never make any noise. What are some practical suggestions for learning to work together in open pods?

BL: There’s noise, and then there’s noise. Certainly, you don’t want colleagues to whisper, but neither do you want them to shout, slurp their drinks, or make you have to listen to their intimate conversations with a spouse or partner. Companies that opt for an open office should conduct some effective training, and then monitor general behavior and require people to observe agreed-upon behaviors. Here is where the practical “do unto others” concept should loom large. An ongoing reality check should remind each of us not to do the things to others that annoy us in the workplace.

The reason I said that the company should accept responsibility for monitoring these situations is that the company made the decision to go with an open office. When you put the burden of resolving untenable situations on an individual employee (for example, what to do about Suzie with her loud cackling when she’s on the phone?), then you create an adversarial event that, no matter how diplomatically someone tries to handle it, will still probably offend the cackler.

If the company chooses not to create or enforce workable guidelines, you may have to handle the issue yourself. Let the person know that you are on a deadline, under stress, or perhaps suffering from a migraine, and tell him or her that you really need quiet surroundings. You probably can’t demand that environment all the time, but most people will be willing to cooperate in a specific set of circumstances. Put the responsibility on yourself rather than appearing critical of the other person. “I’m so tired that I’m having trouble concentrating” rather than “You are talking too loudly on the phone.”

When all else fails, noise buffering headphones are a good alternative. The disadvantage, of course, is that you may fail to hear the things you should be hearing.

JVM: In what ways do our devices create barriers between people that have etiquette implications?

BL: Etiquette is all about respecting others (while taking care of ourselves as well). In many cases, our devices have become both a crutch and a hiding place. We send an email because we don’t want a face-to-face encounter. We want to avoid getting “stuck” on the phone with someone. Indiscriminately using our devices can send a negative message (“I’m texting because I really don’t want to talk to you.”) or provide a barrier to connecting with others. Notice the next time you get on an elevator. How many people grab their phones and stare at their emails or Facebook postings to avoid even making eye contact with others. Particularly, using these devices in meetings speaks volumes about the importance one puts on the discussion.

JVM: How do you convince people that etiquette isn’t a quaint, outdated notion?

The origin of the word seems to come from an Old French word that meant “ticket” or “billet.”  In other words, it was a voucher that indicated someone was reliable and would behave appropriately. So, rather than a collection of prissy rules, etiquette should be based on common sense and regard for others. As far as being “outdated,” true etiquette is constantly changing to accommodate the change in culture. If a rule of etiquette truly doesn’t make sense (I don’t mean that you just don’t like it), then you should feel free to discard it. For example, not many people today believe that men should always open doors for women. Rather, we open doors for our fellow human beings.

If someone believes that the rampant rudeness that permeates our society is somehow preferable, then perhaps that person will eschew etiquette as outdated. However, many people conclude that behaving courteously and respectfully in a rude world can be a competitive advantage.

Further, when you find yourself in a situation where you need to know the rules of the game, if you have been practicing them all along, you don’t have to stress about whether you are doing things right. You can concentrate instead on the situation at hand and be a star.

JVM: Our nation currently has a presidential candidate who apparently thrives on put-downs and a general lack of civility or courtesy. Many people in our country voted to put him in that position. What does that say about us as a society?

Many people, unfortunately, see courtesy as subservience and rudeness as toughness, power, and strength. We lament the concept of bullying, but we often gravitate to the person who seems to have the upper hand. In many cases, our society values the loudest voice, and social media, unfortunately, allows people to be rude, abrasive, and even cruel without consequences. We see multiple examples of rudeness on talk shows, newscasts, and in sports—not just in politics. When we see a particular behavior enough times from enough people, it regrettably becomes the new normal. Obviously, this direction concerns me. That’s one reason I wrote the first book and developed the current edition.

 

Disclosure: I was given a free copy of this book for the purposes of the review. Also, the link in this post is an affiliate link, which means if you buy the book, I may receive a small commission. Please use your best judgment to determine if the product mentioned in this post will meet your needs.

 

 

Article source:Jennifer Miller - Manners in the Workplace are a Competitive Advantage»

Guest Article: Bully Leaders and How To Protect Your Team by Jay Kuhns, SPHR

Superior.
Egotistical.
Pompous.
Domineering.
Condescending.
Pushy.
Mocking.
Acerbic.
Inconsiderate.

There are many words for it, but it all comes down to one thing.

Bullying

Bully Leaders
I'm not sure why I'm still a little surprised each time I hear about a leader who behaves like a bully in the workplace. Considering the massive amount of awareness out there relative to workplace bullying, you would like to think this issue had gone by the way of copier codes we used to assign employees.

But sadly, the people our employees should trust the most are the ones they sometimes need to be wary of the most.

It turns out, your job title doesn't afford you the opportunity to be a bully, your ridiculous behavior simply destroys your credibility while you strut around acting like you are the second coming.

Harsh? Not one bit. Try being on the receiving end of a bully leader's behavior. 

It's horrible.

Holding the Bully Leader Accountable
Despite the coaching and guidance we provide to employees who become targets, there is only one legitimate way to address bulling behavior. It is a tactic that I have used repeatedly over the years, and it is incredibly effective.

Here are the steps I've found that shut down the bully leader:

1.  Immediately confront the bully and require (not ask) that the behavior stop.

2.  Advise them that under no circumstances will they have access to your team members unless they work directly through you.

3.  Allow for some time to pass before you meet with the bully to set your expectations going forward based on their specific behavior choices. (this delay will remove their sense of control and shift the power to you)

How About You
I don't even need to ask if you know who the bully leaders are in your organization. My real question is...what are you doing about them?

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Bully Leaders and How To Protect Your Team»

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

Guest Article: Highly productive workers take more breaks (and other surprises) by Ross Clennett

I recently finished reading, and enjoying greatly, the memoir Shoe Dog, of Phil Knight, co-founder and CEO of Nike (thanks for the recommendation, Peter). I am sure you won't be surprised to know that Knight worked incredibly hard, along with many other original and early-days Nike employees, to build a profitable business. Knight put in many long days, weeks, months and years in order to
Article source:Ross Clennett - Highly productive workers take more breaks (and other surprises)»

Check out more of Ross Clennett's work at hisblog

Guest Article: A letter to my soon-to-be-born child by Ben

Going way personal today. Take it or leave it, but I always write what moves me. Thanks!

Dear Peanut,

We are so very excited to meet you. I’ve been going back and forth between nervousness and excitement over the past few weeks, because I know that you’re going to make your appearance within the next few weeks.

Your sisters and brother are looking forward to meeting you, noticing every single baby that we have passed in the last few weeks with increasing interest. If history is any indicator, they are going to watch over you, support you, and help you as you grow. Just don’t let them pin the blame on you. I know from experience. :-)

One day you’ll read this with a smile. I don’t usually share my personal life with the rest of the world. It’s just not the way I do things, and I would be willing to bet that you are going to share some of those introverted tendencies. What’s funny is that I can jump on stage and talk about anything, but when it comes to small talk and meeting new people I am much less adept. I’ll try to teach you both as best I can so that you are able to overcome any challenge or take advantage of any opportunity.

You are incredibly special to us and (as far as we know) will complete the vision we have had for our family since we met almost fifteen years ago. Did you realize that your mom and I met in high school and instantly fell in love? Yes, we had no clue what “love” meant at the time, but it has grown with us steadily over the years, allowing us to grow our family along with it through a variety of means.

There are many things that I plan to teach you, whether you’re a boy or a girl.

• I’ll teach you to make funny faces, even if the time isn’t the most appropriate. Laughter is medicine, and I happen to be an expert in it.
• We’ll do handstands and cartwheels. I’ll show you how to walk on your hands and we’ll laugh together when we fall over.
• I’ll show you how to cook. We’ll have adventures in the kitchen making things that sound crazy but just might be delicious.
• We’ll explore the outdoors. I’ll teach you about all kinds of fun things like the sun and how it works. I’ll gladly answer all kinds of off-the-wall questions like why the sky is blue or why frogs don’t have tails. We’ll learn together.
• I’ll teach you to fish, and how to sit quietly together even when there’s not a fish around for miles.
• I’ll show you what it means to live by faith, not by sight. I’ll instruct and guide you so that you grow up to love others, not judge them. This is one of the most important things that I need the time to help you understand.

I’ll show you these and a thousand other things, because it’s my job. But it’s also my pleasure. My treat. My sheer joy. Your mom always laughs that I get along with kids so much because we’re on the same wavelength. Maybe it’s true, but I have yet to be crippled or hampered by that fact!

You’ll learn in time that I’m not perfect, but you’ll also see that love can overcome so many imperfections.

Little one, please know that you are loved, treasured, and desired. I can’t wait to meet you and we all look forward to this new adventure.

Love,

Daddy

Article source:Ben - A letter to my soon-to-be-born child»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Defining Your Brand by Jay Kuhns, SPHR

Work is hard. Successful work is even harder. For those that have moved up the ranks, or aspire to one day, there is a new requirement that must be addressed.

That "requirement" is staring back at you in the mirror every morning as you contemplate your jam packed day ahead. (The same day that you say is so busy you don't have time to work on the requirement....but that's none of my business.)

You Have A Story
My story really kicked into gear when I googled myself a number of years ago. Sure, I found a "Jay Kuhns"...unfortunately the only one I could find had been a physician in Hawaii in the 1940s.

That's right. Despite being a Vice President of Human Resources at a well respected hospital, I was invisible.

Hello, reality check.

Reinventing Myself
The stark reality of having a strong career but nothing to show for it outside my organization was downright depressing. I was beginning to realize the power of personal brands (I prefer the term Leader Brand); and how a person's brand could be used to differentiate themselves and their organizations in the market.

To make things worse, I often said I was a "brand ambassador" for my hospital, yet I was not posting, retweeting, or sharing any of my own organization's content. 

Massive failure on my part.

By the way...the SAFEST content to share is from your own company. It has already been fully vetted and approved...so why isn't every leader automatically sharing it?

Here we go...

Step 1. Eat a massive helping of humble pie. I do it regularly to keep myself grounded.

Step 2. Start building your social profiles on the big three.
- twitter
- Linkedin
- facebook

Step 3. Post content every day. Once you get comfortable with it you'll need less than 10 minutes. I know you have 10 minutes, so don't use the "time" excuse.

Step 4. Be amazed as you "suddenly" become someone that is viewed as a contemporary thought leader who understands and uses modern tools for business. 

Oh, and every person you'll ever hire again is using these tools, so imagine what they'll think when they are researching whether or not they want you to be their boss?

How About You
There is so much more to discuss about building your brand, but in order to go deeper you must first get started. Start today. No more excuses...no more jokes about social media being a waste.

It is not a waste. It is an incredibly powerful tool for business that you must start using now. I will help you. (I get kind of fired up about this stuff.)

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - Defining Your Brand»

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

Guest Article: Why Silence at Work is a Good Thing—For Introverts and Extroverts Alike by Jennifer Miller

I am the offspring of two very different personality types: a gregarious extrovert and a studious introvert. My youth was shaped by my mother’s extroverted style. She had a positive, upbeat energy and effortless charm in social situations. From her, I learned how to thrive outside the safety of my home. But in my heart of hearts, I was a solitary girl who preferred long silent walks in the woods of southwest Michigan. Many a Saturday afternoon was whiled away, reading in my bedroom. The quiet suited me. And I was always very comfortable in the protracted silence that marked time spent with my introverted father.  We were both quite fond of sitting together, with nothing more than “just being” as our objective.

Fast-forward to 2012 when Susan Cain’s Quiet: The Power of Introverts in a World That Can’t Stop Talking published. By this time, I was already well-versed in the differences between introverts and extroverts. Not only had I grown up with the stark personality contrast of my two parents, I also had educational training in personality types. Cain’s work lit a fire among the more quiet folks in our communities, helping them give voice to what they often see as dismissal of their reticence and love for quiet. One of the central themes of Cain’s book is that introverts need quiet to recharge. I find this is very true for me. After a long day of networking at a business conference, the last thing I want to do is mosey on down to the bar and have drinks with colleagues. If business dictates that I do so, then I have to (at a minimum) find a quiet space for a few minutes to gather my thoughts and give myself a “silence boost” before I can re-engage.

I’ve noticed that since Cain’s work brought the concepts of introversion into the mainstream media, some people have written about this personality type as if you are an introvert or you are an extrovert.  It’s not an either/or proposition. Introversion and extroversion are at the opposite ends of a continuum. Some people identify as “very introverted,” others as “somewhat introverted.” Many people value their down time, including the very extroverted person who occasionally needs to get away from it all.

Recent studies point to silence as one of many ways to improve the way we work. So regardless of your external display of energy, take note of these four potential benefits you’ll gain by incorporating a bit of silence into your work routine.

Enhanced decision-making. According to a Harvard Business Review article on how to have more “Aha!” moments, silence (in the form of meditating) is especially powerful for creating a break-through moment.

Less stress.  Research shows that as little as five minutes of silence can relieve stress, so here are four ways to get some quiet into your workday.

Improved self-awareness. The ability to understand your strengths and weaknesses is an important aspect of improving your “EQ” or emotional intelligence. According to this Nautilus post on brain research and silence, one of the benefits of staying quiet is to allow your brain to more easily process what’s going on in the “background” of your mental  processing. Daniel A. Gross writes that, “Freedom from noise and goal-directed tasks . . . unites the quiet without and within, allowing our conscious workspace to do its thing, to weave ourselves into the world, to discover where we fit in.”

Better focus.  Rasmus Hougaard is the Managing Director for The Potential Project, a company that specializes in teaching mindfulness techniques to business people. Mindfulness, which often involves sitting quietly for a few minutes, has been shown to help people reduce distractions from their busy daily lives. “Our research has shown as much as a 30% increases in focus,” for clients that routinely practice mindfulness, Hougaard notes.

Silence—it’s not just for the introverts among us. When you build a few moments of quiet into your day, you can relieve stress, improve your focus and make better decisions. Who would have thought the absence of sound could be so good for us?

 

Disclosure: Some of the links in this post are affiliate links,which mean I may be compensated if you click the link and make a purchase.

Article source:Jennifer Miller - Why Silence at Work is a Good Thing—For Introverts and Extroverts Alike»

Guest Article: A recruitment agency for beautiful people: focused or flawed? by Ross Clennett

If you are a regular social media user you may have noticed that London-based recruitment agency Matching Models, has come under fire for advertising for a personal assistant with "a classic look, brown long hair with b-c cup".   Discussing the controversial ad, Matching Group owner, Nathalie Jansen said: "The client who wants the specific cup size is an older
Article source:Ross Clennett - A recruitment agency for beautiful people: focused or flawed?»

Check out more of Ross Clennett's work at hisblog

Guest Article: I Don't Care Anymore by Jay Kuhns, SPHR

When I started my career I used to worry about a lot of things. Sometimes the level of worry stopped me from getting my work done. At other times I moved so slowly that when I finally did make a decision it was so agonizingly late that it didn't impact the situation at all.

Worry is not only over rated...it is completely useless.

Completely. Useless.

I Used to Worry About

1) Looking bad in front of my colleagues

But I don't care anymore because now I focus on doing the right thing regardless of what they think.

2) Confronting my colleagues because they may not "like me"

But I don't care anymore, because it actually hurts them and my organization when accountability becomes optional.

3) Adopting "best practices"

But I don't care anymore, because someone else's best practice has little or nothing to do with my corporate culture, team, technology, or values.

4) Taking risks

But I don't care anymore, because I learned that taking risks is the only way to achieve breakthrough performance. 

How About You
Do you play it safe and benchmark your work to justify every move you make? How's that working out for you?

Maybe it's time you stopped caring too? You may just make the biggest impact of your career.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - I Don't Care Anymore»

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

Guest Article: Elements of High CEO Approval Ratings: An Interview with Glassdoor’s Chief Economist by Ben

If you check out a company’s profile on Glassdoor, one of the first things you see is the CEO approval rating. As an HR leader, this is a number that I was always concerned with as a signal for overall employee satisfaction. It’s common to hear stories about CEO approval in the news, and all of us have an opinion about our current and past leaders at the top of the organizational hierarchy.

But what goes into that measurement and how do company decisions affect the ratings?

Until now, most of the information in this area has been ad hoc or anecdotal. We’ve all seen the dozens of business books that tell us the secrets to success at a wide variety of companies. But Glassdoor has been able to gather enough data to show true, causal links between CEO approval and areas like culture, benefits, and work/life balance.

In this episode of We’re Only Human, I interview Dr. Andrew Chamberlain, Chief Economist at Glassdoor. Andrew and I discuss the links between CEO approval and executive compensation, what it means to be a founder versus an externally hired CEO, and what really matters to employees when it comes to rating the performance of their leaders. I hope you enjoy the conversation!

Click here to listen to the latest episode of the We’re Only Human podcast.

If you like audio content focused on HR, talent, and the workplace, be sure to subscribe to the HR Happy Hour podcast network on iTunes, Stitcher, or your favorite podcasting app to catch new episodes of my show and all of the other exciting shows on the HR Happy Hour channel.

Article source:Ben - Elements of High CEO Approval Ratings: An Interview with Glassdoor’s Chief Economist»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: 10 Simple Phrases that Cast Sunlight by Jennifer Miller

Last week I wrote about how we are naturally drawn towards positive people because they inspire us. In nature, that’s called the “heliotropic effect,” which describes how plants grow or move towards sunlight. This week, I penned a similar piece, but this time from a leadership angle.

I bet you can easily think of managers to whom you were instantly drawn because they had a “magnetic” personality. Sadly, I bet you’ve got a list of “repellent” bosses as well. Being a “sunny” leader doesn’t necessarily mean you have to act in a bright, shiny way. If you are a naturally low-key leader you can still create a heliotropic effect with your team. Read my article on SmartBrief to learn ten simple phrases that draw people into positive emotional territory.

And feel free to add your favorite phrases (in the comments section below) that create positive workplace feelings. Offer up what you say, or something said to you.

Article source:Jennifer Miller - 10 Simple Phrases that Cast Sunlight»

Guest Article: The 'Club' Is A Pathetic Excuse by Jay Kuhns, SPHR

Mission Statements.
Values.
Codes of Ethics.
Guiding Principles.

...lots of important words...

But,

The words don't matter in a good ol' boy corporate culture.

You Can't Hide From Your Decisions
I've been working for a long time. During the last twenty years I've been fortunate to serve in leadership roles...and have seen all sorts of "leadership" behavior.

The employees see those behaviors too. Sometimes I wonder if "those leaders" actually believe the action they take in the workplace is invisible to the masses? 

In the world of #HealthcareHR the employee population is particularly bright. Physicians, nurses, therapists, legions of support staff that are oriented and trained to work in an incredibly intense environment, and a long list of other professionals with advanced degrees all fill these organizations.

Yet for some unknown reason, the same "club" continues to dominate. How is this possible in 2016?

Stop Shaming Yourself and Your Organization
There are so many challenges facing companies today. An unpredictable economy, tremendous government regulatory interference, huge numbers of retiring employees (who leave with valuable skills and experience), and of course the ongoing struggle to integrate contemporary business strategies into our work.

There simply is no time for arrogance, sexism, racism, and for God's sake there is absolutely no time for men to cling to some neanderthal-type hold on power. One might suggest if we had a different looking executive profile the business world could produce better results.

How About You
Who do you follow? Are they passionate about all races, backgrounds, and see gender as a non-issue? Or, do their true colors come out behind closed doors or when their insecure egos are threatened?

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - The 'Club' Is A Pathetic Excuse»

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

Guest Article: Oops! How Failing an Interview Question Taught Her About HR Strategy by Ben

I had been on the job search for a little while, and I was very thrilled when I received a request to come in and interview for a manufacturing operation that produced rubber molds and other rubber pieces.

This was going to be my first big HR role, and I was really nervous. Fast forward to the interview session, and I was feeling a little more confident. Everything was going well, but then the president of the company threw me a curve ball.

He asked, “Why do you think our capital costs have risen so much in the last few years?”

So I thought about it for a minute. Then I responded, “Well, it’s not like rubber grows on trees.”

He gave me a strange look and proceeded to tell me that yes, indeed, rubber does grow on trees.

—–

When I heard that story from a reader a while back, I had to laugh. And in case you’re wondering, yes, she still got the job. The point here is that the core piece of understanding how to create HR strategy is by understanding the business and how it operates. (And it also shows just how much of a role we can play as the CEO’s most trusted advisor.)

The lady who sent me the story realized that she had a gap in the basic understanding of the business, its resources, and how it operated. To remedy that, she proceeded to learn what she could about strategy and business in general, but also about the organization itself. That blend of learning put her in the driver’s seat when it came to creating a forward-looking HR strategy.

I find it very interesting that strategic HR is one of those things that seems to be well known for some and a mystery to others. It’s probably why more than 6 in 10 companies have no HR strategy in place. I did some research last year and found that there were dozens of sessions at the Annual SHRM Conference that mentioned “strategy” in their name or the content description, far and away the most common word that was present in the session listings. So unless they are way off the mark (and SHRM knows its audience), there are a lot of people looking for information on the topic. I hope this funny story helps to illustrate for you just what you need to know in order to support your own organization.

Do you have a story about how your lack of understanding of the business created an opportunity to learn more and build a stronger partnership between the business and its HR resources?

Article source:Ben - Oops! How Failing an Interview Question Taught Her About HR Strategy»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: In Support of Amy Cuddy and Power Posing by Jennifer Miller

Wonder Woman kicks butt. She’s strong, principled, and makes people tell the truth with her golden lasso. When I was a kid, I watched the Linda Carter version on TV.  She’s my favorite heroine, as evidenced by the many WW items adorning my home.

When Harvard professor Amy Cuddy made news with her 2012 “power posing” TED Talk, I could relate. The posture she exhorts audiences to adopt—legs in a wide stance, hands on hips, evokes a Wonder Woman vibe. The premise of her talk: that powerful body language can help a person feel more confident and competent. Cuddy followed up her TED Talk with a New York Times best-selling book, Presence: Bringing Your Boldest Self to Your Biggest Challenges, which describes, in part, the benefits of power posing. Cuddy backed up her claims with research conducted with two other colleagues in 2010.

Over the years, several in the academic community have questioned the researchers’ conclusions. Last week, the scrutiny intensified when one of Cuddy’s co-researchers, Berkeley professor Dana Carney, published this note on the University of Berkeley’s faculty site. Carney was blunt: “I do not believe that “power pose” effects are real.”  (Carney’s formatting intact.)

For those of us interested in the social sciences in general, and psychology in particular, this is a big deal. Scientists don’t typically denounce their findings with such finality. Cuddy has developed a robust speaking career on topic of “power posing.” As you can see from the photo below, I met Cuddy at a conference a few months ago where she was one of the keynote speakers. I thoroughly enjoyed her presentation; many others I spoke with did too.

So is it all bunk? Should we forget about learning to pose like Wonder Woman to help us feel more confident?

It depends on who you ask. If you dig a bit further into some of the social psychology discussion boards (as I did), you’ll find mixed responses. From a purely scientific research methodology standpoint, the methods that Carney, Cuddy and Zap used a mere six years ago have now fallen out of favor. But as Cuddy points out in her New York Magazine response to Carney’s criticism, there are still 46 studies that support various elements of the benefits of power posing. Cuddy is sticking to her story. Others in the field, including behavioral scientist Uri Simonsohn, at the Wharton School of Business acknowledge that power posing might simply be the placebo effect in play, according to this NPR interview.

But here’s the interesting thing: amongst therapists and practitioners who encourage clients to “power pose” to reduce stress, they say it works. And they don’t particularly care whether it’s placebo or not. Several practitioners supported Cuddy on her Facebook Community page stating that while it’s important to follow rigorous scientific methods in the social sciences, as a matter of practicality, the concept is still useful. One commenter also pointed to this article in Nature claiming that nearly two-thirds of psychology research can’t be replicated.

Now, back to that impromptu meeting I had with Amy Cuddy. I found her to be a genuinely warm person and very interested in the people she was meeting. It’s difficult to fake that sort of sincerity. Does that mean her research was infallible? No. And she doesn’t claim it to be. Her response to Carney’s post was, “Science grows incrementally, moved forward by improved data and discussion, often involving disagreements among scientists, which is a critical part of how science advances. . . I welcome constructive back-and-forth examinations of research findings as we seek the truths that benefit society as a whole.” A classy response to a challenging situation.

This is my take-away: perhaps power posing doesn’t have the measurable cognitive and physiological benefits that Cuddy’s original research suggests. Enough people are finding it useful in their everyday lives to continue to use it as a means to gain confidence. As long as someone finds it useful and the actions they take aren’t harmful, then why not go ahead and continue?

One time, a few years ago, my mom asked her doctor about the benefits of taking a daily multi-vitamin. “Do you think vitamins help you?” he asked. “Yes,” she replied. “Then keep taking them,” he said. My mom continues to take her daily vitamins.

I’m sticking with power posing. And Wonder Woman. Both work for me.

How about you?

 

 

Disclosure: some of the links in this post are affiliate links, which means if you click the link and make a purchase, I may make a small commission. Please draw your own conclusions as whether or not the products will meet your needs.

Article source:Jennifer Miller - In Support of Amy Cuddy and Power Posing»

Guest Article: You won't believe the disruption the legal recruitment sector is facing! by Ross Clennett

Two years ago I posted a blog under the title Soft free kicks in the media continue for ‘internet recruitment entrepreneurs’ in which I bemoaned the incredibly soft journalism being offered up by the ‘broadsheet’ media with respect to the reporting of supposed technology-based recruitment disruptors.   Last week they were back to their old habits when AFR journalist; Misa
Article source:Ross Clennett - You won't believe the disruption the legal recruitment sector is facing!»

Check out more of Ross Clennett's work at hisblog

Guest Article: Piece of Your Action by Jay Kuhns, SPHR

Quick poll: how many of you have executives running around your organization getting into everyone else’s business? These same leaders are often focused on their own popularity instead of tackling the real issues facing organizations in a thoughtful, intentional way.

 

…and how many of your other colleagues wish “someone” would do something about it?

We Created This Problem

Perhaps I’m reaching a bit, but here goes. At times if feels as if society has created a mindset that almost demands we avoid hurting people’s feelings at all costs, raising controversial topics, or…heaven forbid…holding people accountable!

What if they don’t like me anymore?

What will “they” think about me?

I’m not good at confrontation.

Well, I have to ask…what the heck are you doing in a leadership role? This is not daycare. 

Let’s Ask Ourselves

Have we created a new generation of weak leaders who are proud to have finished 9th, and no longer understand their obligation to get results (in a thoughtful way…yes, it can be done.)

Are the legions of junior level executives now positioned to assume true leadership roles, actually ready to take that next step?

By the way…age has NOTHING to do with this dilemma. We all see leaders who are “older" yet behave as if they are still trying to win a popularity contest instead of taking bold decisive action.

How many times do they need to admit that they made a mistake before we relieve them of the burden of their own "leadership?"  

Solving the Problem

How do we correct this situation quickly? There is a simple solution, yet I don’t think many will follow this path. It will require standing alone while your colleagues watch and wonder what will happen to you.

Confront the leader who wants a piece of the action directly. Directly.

Directly. (are you with me?)

How About You

Are you exhausted from managing the behavior of the executives in your organizaiton? Trust, that you are not alone. Make the decision to step up and do what everyone wants “someone” to do.

You are that someone.

I’d love to hear from you.

No Excuses. 

Article source:Jay Kuhns, SPHR - Piece of Your Action»

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

Guest Article: You Can Go For It Too! by Jay Kuhns, SPHR

"I knew things needed to change. I just didn't feel like I was staying as current as I used to do so effortlessly. It felt like my job had changed, the industry had changed...and somehow I was suddenly stuck in place."

Realization
I remember when I realized I was on the precipice of becoming irrelevant in my work. Oddly enough, it happened when I was settling in to one of the most important roles of my career. I had just accepted a VP of HR position and could not have been more excited.

All those years of hard work and sacrifice had come together. The people I was going to be working with were terrific, and as I would find out later, were willing to try very new ideas.

But first...I came to a chilling realization. 

"If I kept the same mindset...the same approach...and the same attitude about HR leadership...I would no longer deserve to be in my job."

Talk about a buzz kill! I felt like I was moving from hero to zero in no time. Something had to change, and I knew what...or rather who...had to change.

Commitment
Sadly, role models for my transformation could not occur in the healthcare human resources space. There simply weren't any leaders taking risks or doing innovative work (that they shared!) particularly when it came to employer brand, recruitment, or candidly, getting results.

I decided to watch and learn from other leaders and industries and then apply those approaches to myself and my work. It was scary at first. It was difficult to explain at first. It was slow at first.

Until it wasn't scary, or hard or difficult. Why? Because actually working in 2016 vs holding on tight to your 1992 mindset changes everything.

How About You
Maybe it's time you took a hard look at what you are actually required to deliver in your work. I had to do it.

It turns our that the human resources department is not the core business of any organization. We are the jet fuel that helps each company deliver world class results in an ultra competitive world.

Are you ready to go for it? I'm here to help.

I'd love to hear from you.

No Excuses.

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Article source:Jay Kuhns, SPHR - You Can Go For It Too!»

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