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