Destination Nashville #HRTN17

The 2017 Tennessee SHRM Conference will most definitely be the destination for up-to-date and relevant HR industry news, best practices and networking. But in the mean time and in between time, HR folks like to have a good time…and there’s no better place to do this than in Nashville, TN, the host city.

The conference itself is located at the Opryland Hotel, which is located on a major parkway that is conveniently located within 15 minutes of everything in town. When pulling into the hotel, attendees will immediately be impressed with the grounds themselves, but walking in is like walking into a city all in itself. Complete with retail shops, restaurants, canal rides and beautiful botanical conservatories, there really is no reason to ever leave the property!

But if you must venture outside, one does not have to travel far…actually, just across the parking lot…to the Opry Mills Mall, which is on the site of the former Opryland Amusement Park. After spending all of your extra money on the awesome shopping, one can skip across the street to the Grand Ole Opry to catch a concert from any number of internationally renowned country music superstars. If all else fails and you’ve exhausted all of your energy during the day at the conference, just catch a movie at the Stadium 20 IMAX theater or grab a snack and a drink at Dave & Busters!

If you’re feeling adventurous, Downtown Nashville, considered one of the country’s go-to destinations, has a little bit of everything for a little bit of everyone. Looking to see some art, try the Frist Center for Visual Arts. Looking to people-watch and listen to live music, take a walk down to Lower Broadway and chill on a restaurant’s rooftop. You can take a tour on the top of a double-decker bus, Segway, pedal tavern (yes, a pedal tavern) or by foot to see the parts of The Music City that you can read about online!

Nashville has and always will be the perfect destination for the Tennessee SHRM Conference and Expo. With plenty to do, see and hear before and after dark, it’s a guaranteed good time and opportunity to learn from peers and Nashville local industry leaders. We think you’ll enjoy our city so much that you might not want to leave! And we’re cool with that…and actually getting used to it, as Nashville boasts to becoming the home to more than 100 new residents per day. So come on in to town, enjoy yourself and enrich your Human Resources career in the process.

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!

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!

Workplace Astigmatism

For the last 10 years, I’ve boasted that my vision has not changed. I laugh at optometrists when I walk into their examination rooms because I know that the result is going to be the same…”Well Mr. Harris, everything is fine…no difference…here’s your prescription.” to which I say buttholishly, “I know! Told ya things are the same.”

eye-exam-checkupBecause of this status quo, I take eye exams for granted; only going when I actually need new glasses due to wear and tear…which is like every 5 years. I actually get tired of putting myself (and my money) out there to have my time wasted…until my visit a week ago.

This trip I entered confidently as I usually do, preparing my normal giggle and forming my mouth to say my usual know-it-all words, until Dr. Eyedude says, “Your right eye has changed. We’re going to switch your prescription and it may be a little drastic.”

When you think that nothing has changed, everything has

Not having had to look through “different” lenses for so long, I found myself being uncomfortable on my way home. The change was making my head hurt. Things were blurry. I didn’t like it. Was it because it was unexpected? Was it because something was different? Was it because it was unwelcomed? Maybe it was because I had gotten too comfortable. Too used to knowing what everything looked like and how everything was supposed to feel. The moment a new process was introduced, a new person was brought aboard, a new policy took effect…wait, am I describing your office or my eyes? Hmm? Maybe both.

As we get older, more experienced, more tenured, we must face the inevitable fact that things must and will change. Our vision, our surroundings, and the ways our businesses must operate all change. We can either roll with it, adjust or we can resist and remain in denial. That denial stems from the fact that we think things are fine just the way they are and we think that if we don’t acknowledge it, it’ll just go away.

Resistance to change can be costly

If I had paid regular attention, not been so arrogant and stubborn, maybe a drastic change could have been avoided or eased into. The gradual change would’ve helped me to make better adjustments. Being open to changes in the way our companies must do business will help our employees make better decisions as it relates to the new normals. Maybe they need regular examinations and consultation…I mean evaluations and one-on-ones…so that any issues can be identified early before they become problematic and cost us in the end.

What’s better? One or two? Two or three?

The next day, I could see things better. The headache had gone away. Those moments of temporary discomfort turned into my new, clearer reality. It took me getting broken down and taken out of my cocky comfort zone to realize that acceptance, flexibility and acknowledgement helped the headaches to go away and for things to seem clear again. I had to be humbled by the fact that I don’t know how bad things are until someone shows me something better, different, clearer.

Does your job give you “headaches”? Is it them or is it you refusing to adapt? 

Let’s not wait until it’s too late to let someone check us out. Let’s take some feedback and let it make us better. Let’s understand that us becoming more seasoned is when more changes need to occur…as opposed to things always having to change to our liking. Yielding to necessary adjustments may be blurry at first, but it can ultimately help you to see your vision more clearly in the end.

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!

Real Bosses Sit Back and Listen

While flipping through the radio stations one night this week I stumbled upon this completely horrible song. But ironically, the guy said something that resonated with me because I was really trying to think of a title for this post. While I’m sure the context in which he meant it was different than mine, it still stuck with me when he said, “Real bosses just sit back and listen…”

When counseling managers, I hear all too often of unnecessary, unproductive confrontations and negative conversations. The conversations remind me of those had with children when one says something…and in an effort not to be outdone, the other just has to rebut, and it becomes a situation where no one wins.

When there is too much talking, not enough listening and someone is so busy trying to prove or drive home their point, messages get lost in delivery. The way something is said (especially when it has nothing to do with the actual issue at hand) can trigger certain emotions that cause all negotiations to shut down. Managers seek satisfaction by throwing verbal darts in an effort to exert authority and prove their case. Unfortunately, those darts and making employees feel as if they are “losing” are more likely to cause the difficult employee to avoid coaching, become combative and unwilling to listen…and even worse, passive aggressive and disengaged. So when you feel as if you “won” the discussion, did you really?

No one ever wins those back and forth battles…in person or in email. Managers often loose credibility and leverage simply because they talk too much, always feeling as if they have to justify a directive or decision after the fact. Leaders communicate what they want, not defend what they do. Clear communication up front allows you to sit back “like a boss”, instead of constantly having to defend your position.

What Is Your Best Defense?
like_a_bossWell-placed silence can be a powerful weapon in an effort to get results in one-on-one, difficult conversations. Tactical conversation can help people to actually hear what’s coming out of their own mouths, while giving difficult people a chance to put their foot in theirs. Well-placed silence helps one choose battles so that there will be enough energy to ultimately win the war. That being said, it’s ok to let people feel as if they are in charge or winning, especially when you know that you have a legitimate case. THE truth will come out if we manage our reactions properly, speak when necessary and keep our comments direct, fact-based and unemotional.

Back and forth battles give difficult people ammunition to continue in their manipulative and unproductive ways. Strategy, patience, calculated conversations and well-placed silence give managers the endurance and edge they need to get much needed buy-in and behavior change. And it’s those qualities that will enable managers to not just feel as if they’ve won a fight, but to actually win the war with the whole team in tact.

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!