Talent Will Only Get Us So Far

From sports to work, we see so many individuals with an incredible amount of talent that still somehow manage to jack it all up and fall flat on their faces. Whether it be the charismatic new employee that can charm management, the eager recruit that oozes with potential or the biggest and fastest athlete, it is apparent that it takes more than raw skill to survive and prosper in this world. It’s takes a special “it” to move beyond flashes in the pan to consistent, long-term success.

Vick+Head+DownToday I’m over at Performance I Create discussing exactly what that “it” is and how it can take us from potential to the promised land in our careers. Here’s a quick sample:

…listening to sports analysts and reporters talk about the best in the game, they will talk about on-field stuff, but the conversation always go back to what that person does after the cameras go off and their teammates go home. We’ll often hear of how much time the person invests in developing their craft or niche in the weight room, film room or with personal trainers and coaches. They study…

I hope that you enjoy the full post HERE and I asked that you take it to heart and share it with anyone that is relying on talent alone to get ahead.

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

Performance He Created

Two and a half years ago, a group of HR practitioners and bloggers took a chance on me, this rookie blogger that was trying to find his place in the game. After only being in the HR social media space and blogging world or a few months, having anyone notice me, yet alone reach out to ask me to participate in anything, was quite the shock. Thankfully, along with a few of the other contributors, Chris Ponder decided that I would be a fit for the team at Performance I Create.

71775_440045768806_2649634_nI didn’t know what to expect, especially since I was the new kid on the block. To help ease me into the group, Ponder (as we affectionately call em) opened up every line of communication to me in case I had concerns, questions, or if I just felt the need to talk ideas through. His openness and his ability to come up with important, relevant and timely HR topics helped to provide a structure for me that I didn’t have at that particular time in my career, especially because of the what I was doing professionally.

Ponder’s ideas, organization and leadership helped me not only write my pieces for PIC, but for this site as well. Because of PIC’s structure, I learned that I could express myself in writing in both formal and informal ways. I believe that it was this balance that enabled me to make a little name for myself in the HR and social media space…growing ruHRelevant, networking with more practitioners at various SHRM conferences and ultimately becoming a “veteran” among our outstandingly thorough and thought-provoking troop.

I am happy that Chris Ponder is finally able to explore things now that he couldn’t previously because of his time commitment to Performance I Create, but I’d be lying if I said that his decision to move on from the site didn’t make me a little sad.

I find comfort now in knowing that the team that he helped to assemble is a determined and strong one…one that will take Ponder’s vision of Performance I Create and build on it. While we were working to improve performance in the workplace, Ponder helped to create performance in me as this site stretched me to do things I didn’t really know I was capable of. Because of the outlet he created, I know that we will continue to grow and Create Performance, 500-800 words at a time.

Please continue to support me and my PIC family at Performance I Create; as our best is definitely yet to come. Thank you to Chris Ponder for everything you’ve done for me, the Human Resources profession and the entire social media space and blogasphere!

#ThanksPonder

Forget HR! I’m Going To Work For Starbucks

Is the grass always greener on the other side? Not necessarily. But I can tell you when it comes to employee incentives, benefits and having executive advocates, the coffee may be stronger and sweeter on the other side…at Starbucks.

forget-hr-im-going-to-work-for-starbucks-a3da2Today I’m over at Performance I Create discussing how retention is no longer just about pay…it’s about emotion, support and advocacy. Once you find good employees, they have to be invested in, not just given stuff…as stuff fades away. Here’s a quick sample:

…most employees would be thrilled to even know that a President or CEO took the time to consider doing something for them…even if it couldn’t necessarily happen. Feeling like an employer is going to bat for them makes a huge difference in the way employees view the company. And those considerations and those thoughts go much further than just throwing some empty, non-relevant award someone’s way.

I hope that you enjoy the full post HERE and I asked that you share this post with any decision maker that may be struggling to keep great employees.

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

Make Good Business Decisions, Not Popular Ones

I believe that the most difficult part of being a true leader is the ability to make the tough call even when it meets resistance. Do we tell people untruths to avoid hurting their feelings? Do we avoid negative but necessary feedback in order to keep people “engaged”? Yeah, it happens all of the time…and at the same time it’s doing that person a disservice as they don’t know that they need to do better and our places of business suffer from a false sense of success.

Today I am over at Performance I Create, where we dive a little deeper into the issue of worrying more about image than the true success of those we are chosen to lead. Here is a quick sample:

whatrightnot-easy…those in power want to seem like heroes/heroines and good guys, but we must be careful not to make critical business moves based on popularity alone. The temporary spike in popularity will crash even harder when the audience sees that the promises can’t be fulfilled or that the decision has actually made things worse. My advice to decision makers is simple…

I hope that you enjoy the full post HERE and I asked that you share this post with anyone that you know who is struggling with being liked versus being effective.

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

Know When To Fold ‘Em – Don’t Leave Your Success To Chance

I’ve been told that all of my hobbies involve a certain amount of danger or risk. Some say that my love for cigars is crazy and hazardous, but I’ve been able to learn so many things and reach so many people through that pastime. I also love poker. Sure, there’s a financial risk involved, but if one pays close attention to the actual game and the people playing it, it goes much deeper than that just a love for money.

Poker-CigarThe intricacies of the game involve many life and business lessons, that if applied correctly, can help us to change many of the outcomes we oftentimes are dissatisfied with. Today at Performance I Create, I scratch the surface on how we can take the fundamentals of a game of poker and equate them to what we deal with in the workplace:

…one of the most important things to know about playing poker is knowing when to stay in the pot (keep betting/risking) and knowing when to get the heck out of dodge…or folding…which is just like the advice I often give to managers…the wins stack up when you are insightful enough to let someone else take this pot, so that you can bank more later… 

Click HERE for the full article and please share! Then maybe we can discuss the topic further over a hand of Texas Hold’em.

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

HR Transformers: Avoiding The Age of Extinction

Nothing says “Saturday Morning” like a good cartoon. I’d wake up early on the weekends just to see what mom was cooking and to see what adventures my favorite animated characters were about to embark on.

Watching those same shows now I think, “I had no earthly idea at the time what they were really talking about!” I can take those very episodes now and see all kinds of life and business lessons and apply them to the stuff I see at work everyday.

Here’s a sample of my latest “Transformers inspired” post at Performance I Create:

transformers…while the concept of shape-shifting extraterrestrials may be a little far-fetched, they are really more like us than you might imagine…blending in with the rest of us as we go about our daily routines. It’s not until they morph or transform into something unique that we pay attention. It’s in this giant, unfamiliar mode that their actions become amplified, noticed and establishment altering.

Am I transactional (maintaining status quo) or transformational (trying to move beyond the status quo)?

Click HERE for the full article and please share! I promise that it’s more than meets the eye! See what I did there?

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

Leadership Position, Follower Mindset

I see a lot of things in my line of work. Organizational issues, backbiting and fighting, several people that need to shut up and sit down, but more importantly, people in leadership positions that need to stand up…and actually lead.

Leadership-Quotes-33Today at PerformanceICreate.com, I’m discussing how critical it is for a person in a decision-making role to command the respect of their peers and coworkers by not only talking a good game, but by having the right mindset and taking the right actions. Here is a sample:

Leadership requires seeing the field from a broader view. Being able to recognize things when those who are in the trenches don’t or can’t. As an employee, I must be able to trust the person that I’m following knows where we are going and how to get there…and at the very least knows how to find out quickly if they don’t…

Click HERE for the full 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!