Embrace the Unsexy Stuff

We all want to be able to say we changed the world from the inside out. That’s cool and that’s a great goal. But there are plenty of things in the world that need tweaking from the outside in as well. And unfortunately, those tasks aren’t sexy. They’re needed, but boring and/or tedious.

I have personally been in roles where I am depended on for things that are clearly outside of my area of expertise. I love gadgets, so people think that means I am an IT guy. I’m pretty good with a screwdriver and pliers, but that doesn’t mean I’m Facilities Management. I like to talk, but that doesn’t mean I’m a speaker or Master of Ceremonies. I’m dashingly handsome, but that doesn’t mean I want to model. I love cigars, but that doesn’t mean…yeah, I do know a lot about CigaHrs.

So I’m learning (and it’s a struggle) that maybe people are depending on us for these things because we’re trusted, because we know how to get stuff done, because if we don’t have the answer we’ll help in figuring it out or we have the right connections to solve it. And that’s a beautiful thing…I think.

It causes extra work. Every issue is critical and can’t wait. I’m realizing that the ability to be all things to all people is a talent in itself, and valuable in any setting, whether I see it that way at the time or not.

Getting Stuff Done may not be what’s listed on your degree, but the ability to do it will propel one far further than what they studied in school. Far beyond certifications. It’s all about talking a good game and backing it up. Or not talking at all because you’re too busy doing!

I-can-doSo I’m working on NOT complaining about being asked to do the unsexy stuff and I’m trying to change my mindset that if I know how to do both the Sexy AND Unsexy stuff, I’ll be indispensable… more than normal anyway, as no one in business is completely indispensable. Plus, that stuff still has to get done so who better to tackle it that me!

No task is beneath us, as they all prepare and elevate us to something greater.

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Now What?

I am fresh back from a wonderful conference in Baton Rouge, Louisiana (LASHRM) and I am still pumped up and excited about my profession.

As I emptied my conference bag and began sorting through all of the pamphlets, pens and notes, I reflected and thought to myself, “Now what?”

We go to all of these conferences for development , fellowship, and to meet our Social Media peers and friends in person, but what good is all of that development and fellowship if the organizations that we return to don’t see and reap any benefit?

What are we going to do? What are we going to change? How are we better and will the colleagues we work with daily see it? Or are we just going to hoard all of the cool stuff we learned and keep all of the free pens and water bottles to ourselves.

I saw something special in that convention center, and because of that I’m motivated to share until my colleagues get tired of me.

I had the pleasure of working with my Performance I Create colleagues as the Social Media team for the event. We had a ball, sharing session content, promoting social media, blogging, etc. As the River Center staff began breaking down the exhibit tables and attendees were clearing out, we thought that our work was done. Just then a volunteer approached us and said that there were a couple of attendees that really needed to talk to us. Agreeing, a couple of us walked out to where our Social Engagement Portal was (that staff broke those tables down fast!) and we were immediately hit with a series of questions about how “Social” could help them in their workplace. They wanted to know how to move their thoughts from ideas to execution…and which tools and mediums would be best for what they were trying to accomplish.

connectAs we engaged them (my colleague did most of the talking, ahem), you could see light bulbs not only coming on but exploding. The concepts we spoke of were not complicated. They just needed some of that stuff that we teach and talk about to come off of the screen, out of the blogs and made plain to them in person…right there in their hands so that they could grab it and implement. What they needed was the knowledge that we had gained from doing…ideas that we got from conferences….strategies that we picked up from our peers. They needed it to make sense and tie in to what they were dealing with every day in their organization…and that if they had questions afterwards that they could reach out and get support.

“Don’t just help light bulbs come on, help them explode!” – Justin Harris, 2014

That’s what stuck with me. That’s what made me realize that it’s not that the people upstairs from me don’t care to do things differently, it’s that they don’t know exactly where to start. They have ideas, but they need help planning. Those of us that say we’re experts are needed to reach out occasionally and break it down for them. Because sometimes our messages are too big and they can’t run with that load. If we break the messages into manageable chunks, focus on process instead of the presentation, we’ll see more people grab hold and put the stuff in action.

So it starts in my shop. Being the change that I talk about and helping others to implement. Helping others to get involved and learn more about the tools of our trade. Because the Resources that we have are no good if we are not sharing them with other Humans.

Don’t Argue With Fools

Offices are being taken over. Not by members of a specific generation, not by social media, not by unskilled workers, but by negativity.

stop-negativity-300x199Negativity and lack of cohesiveness is hurting our productivity even more than skill gaps and generational work habits. Negativity is universal and affects our offices no matter the stage of one’s career. And while dirty politics, snide remarks and insults are being treated more like personal issues than personnel issues, the lack of employee professionalism speaks more to a lack of management and leadership in that space.

We have all done it, snickered about a fellow employee, and then compliment them when they walk by. Participated in a session where management or a process is being bashed without helping to keep things appropriate for sake that we’ll be talked about next. And while no one can keep people from talking negatively, there are ways to harness the negative energy and to use it to build up your office.

Listen to Jay-Z
In a song entitled, The Takeover, the great philosopher Jay-Z stated “A wise man told me don’t argue with fools; Cause people from a distance can’t tell who is who…”

take_a_good_look_at_yourselfParticipating (sounding just as unreasonable or negative) in these conversations without attempting to provide solution makes us just as bad as the negative employee. From a distance, it looks like total participation. When you are the bigger person, those that constantly stir the pot will either acknowledge your positive suggestions or not speak that way when you are around.

If people are always using you as that type of sounding board and telling you unflattering things about coworkers, management or the organization, you must ask yourself, “Why do they feel so comfortable telling me this?” Are you encouraging it? If you didn’t stop them and their negativity at the door, in essence you are saying, “Ok, come on in and stir up trouble!”

Acknowledge and Learn
While the delivery method of complaints can be a cause for concern, what is just as or more important is what the employee is saying and/or feeling. Why is the staff lashing out? We know that our employees clam up when asked straight forwardly, “Tell me how we can improve our office?” or “How can things be better?” So if employees have plenty to say outside of that meeting space, we need to pay attention to it, admit that there may be validity to the issues that are being raised and use them to improve self or how things are managed in the office.

When leaders catch wind of concerns or problems, management malpractice occurs when the manager does not professionally and authoritatively approach the source and root of the issue. Ignoring it or relying on someone else to eventually say something furthers the notion that management does not care, so we’ll just keep griping amongst ourselves.

Act Expeditiously
An important quality for a leader to have is the ability to respond to an issue or crisis quickly…or better yet, proactively before it becomes a crisis. Managers loose more credibility and respect when they avoid the tough conversations and sit on their hands in the midst of negativity. If not a part of the solution, this manager is a part of the problem…and that lack of action is probably what the employees are talking about in the first place.

“Take focused and decisive action. They will follow you.” – Justin Harris, 2014

New rules and procedures alone will not a change make. Management has to step up, show commitment and be firm in what will and will not be accepted in the office. There must be leadership by example and demonstrative respect of people, ideas and the organization. This change requires those with power to come out from behind their desk and to interact with their people, so their knowledge of what is being said is no longer 3rd and 4th hand info, but a first-hand glimpse into the disconnect…so that it can be attacked first-hand.

Unlocking Your Full Potential

I look for analogies and learning opportunities in everything. And while making sure not to miss any teachable moments with my children, I often find myself over-analyzing the shows they watch on television and pointing out the life and work lessons in them. I’m actually amazed that my son is still willing to watch his shows with me.

Saying that, one of my son’s favorite toys/shows is Lego Ninjago. Short synopsis, the four main characters are young ninjas that are charged with battling evil doers trying to take over the city of Ninjago and surrounding areas. Early in their development, their Sensei (Wu) taught that each of them had special and unique powers/abilities that they must find within themselves and tap into. This process was often referred to as “Unlocking Their Full Potential”.

Throughout the season, the four ninjas competed with one another, fought alongside one another, trained and eventually believed in their abilities enough to evolve into the Ninja masters they were born to be. But just like with any team, drama and issues arose because some evolved and unlocked potential before others. So as expected, egos were bruised, jealousies arose and self-doubt set in.

Don’t we all know someone like that? People that are so talented and driven…but never quite realize and/or unlock their full potential. Is that you? Carrying so much promise inside, only to have that potential stifled by fear and uncertainty. Do we too often put our dreams on the shelf and under-perform because we’re worried about what others will or won’t say about us or how are teammates might react.

After 13 episodes, the formula for successfully unlocking one’s full potential looked something like this:

SenseiwuteaAccept Tutelage
When someone is available to teach and mentor, take advantage of it! We miss our opportunities to grow and evolve sometimes because we fail to listen to those that have been in our shoes once before. Sometimes we have to just shut up and listen. There are no new issues, just different people having them. There is wisdom out there to be obtained, we just have to be receptive enough to apply the principles that we acquire from those that have been there before.

Patience Is Still a Virtue
In seeking to unlock full potential, one must understand that just because others around them are moving up and ahead, the time still might not be right for you. Be happy that promotion is in the neighborhood and stopping at your neighbor’s home. Being happy and celebrating others for their good fortune will make your wait better and may even bring about something even bigger and better for you! We must be careful of what we ask for because we just might get it before we are ready for it. But that wait makes receiving it just that much better.

Ninjago GroupThere Is Strength In Numbers
We shouldn’t have to go through everything alone. As strong as we are, we still occasionally need support and someone to help us fight through our development difficulties. From cheerleaders…to people to bounce ideas off of…to people to emulate, we need a good team. And don’t worry about your ideas or opportunities being taken from you, as true potential can’t be stolen from you because it’s predestined to be yours. There is no need to be guarded because those around can’t take what’s rightfully yours…and celebrating your successes are a lot more fun with a great group of supporters.

Each of us has something special on the inside that is just waiting to come out and shake the world up. The only thing holding it back is us. Once we listen and learn how to tap into it, exercise patience and surround ourselves with the right influences, there’s no telling how far we can go and how much evil we can defeat.

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To Your Network and Beyond

In March of 2013, my Performance I Create colleague Steve Browne wrote a post entitled “HR Evangelism”, charging those of us in the HR profession to “Push” and “Share” the good news of our HR community. I loved his post for so many reasons:

  • Because this type of “evangelism” is how I became interested in blogging and began incorporating social media into my practice of HR.
  • Because I love sharing thoughts and ideas; and we can ALWAYS learn from one another regardless of experience, title or perceived expertise
  • It encourages HR thinkers, practitioners, bloggers, speakers, and whatever other title there is to support one another’s work, projects, websites and endeavors.

One Step Further
One message I’ve heard at churches for years is that true evangelism goes far beyond the structure of whatever your church is. Think about it like this, in a church, most of the attendees already know the “good news”, they may just need reminders, encouragement or a different perspective. But recycling the message among a group of people who already “get it” only does so much good…especially when there are those that have never been exposed to the wonderful messages we all have to share.

I love blogging and expressing my thoughts and views via this site, but what good does it really do to only share my views to the people in my immediate professional network? One thing I hear all of the time is, “Hey UnlikelyHRGuy, my manager needs to read that post!” or “My friend/coworker was just talking about that issue!” The people who may really need the help or some enlightenment are those that may not be on social media or even know I exist!

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  • It may be the middle manager that doesn’t have the best example to follow
  • It may be the overlooked supervisor that has no idea how to effectively motivate his staff
  • It may be that recently promoted leader that has been given all of the online training and compliance webinars, but doesn’t know how to practically apply all of the stuff that’s been crammed in their head
  • It may be the employee at my dry cleaners or my barber or the lady in front of me in the grocery line that’s complaining about work

If our message is so good and if we love our profession so, why are we only sharing it with each other? How good is the news if the same 30 people are the only ones seeing/hearing it?

So in the spirit of Steve’s original charge to “push the great work” of HR, I want to add that we should not only push to one another but to those that we may not normally share with or touch often. We are not writing, speaking and teaching just to prove our value to one another! We expect people to actually use this stuff and to help multiple organizations grow and succeed.

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We must share beyond HR for our message to truly take root and change our workplaces. Take this and articles like it and share them with anyone that has a manager, is a manager, anyone that is looking for a job or needs help with a resume. Share with anyone that has had a bad day at work. Share with anyone that cares about how people are treated or anyone that has been recruited for a position. That means share with just about anyone over the he age of 16! For HR to be effective and for our words to resonate and create change in the workplace, we must share beyond HR and live the life we preach about.

You’re A Leader. Quitting Is Not An Option

Happy New Year!!!

I couldn’t think of a better way to begin the New Year than posting over at Performance I Create!

Over the holiday break, I became overwhelmed by all of the things I had coming up in the 2014 and contemplated quitting a few things. Here is a glimpse into the thought process I used in working my way out of the that stressful state.

Quit“Between juggling all of your tasks, everyone else’s responsibilities and then the occasional bout with self-doubt, leadership is tough! I wish I could tell you how to make it easy, but I can’t. You DO have to deal with all of those things and it IS tough. So how do you keep from running away?”

Please click HERE to view the remainder of the article and please share!

Check out my post and those of my fellow contributors for relevant, in-your-face, performance altering insight at Performance I Create!

The Power of Words

I love this time of year!

Not only t’is the season of giving, but I feel as if it should be one of reflection and planning.  This month at Performance I Create we are posting Video Blogs discussing our favorite Holiday memories, Holiday wishes, etc.

Please click HERE to see/hear me share a special Holiday story from early in my management career!

Check out my post and those of my fellow contributors for relevant, in-your-face, performance altering insight at Performance I Create!

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