tag:blogger.com,1999:blog-68920295939067022412024-03-12T20:35:41.309-04:00StrategyFocusedHRThe overriding theme of this blog will be Human Resources from a strategic perspective. This blog takes a look at current issues facing Human Resources and offer insight on the building blocks needed to create a dynamic, engaged and performance based workforce.
The successful creation and management of talent will be the hallmark of business leadership in the 21st CenturyRon Thomashttp://www.blogger.com/profile/17270801675667065972noreply@blogger.comBlogger297125tag:blogger.com,1999:blog-6892029593906702241.post-4742979916350126062015-11-08T04:47:00.004-05:002015-11-08T04:47:48.902-05:00WE HAVE MOVED<div dir="ltr" style="text-align: left;" trbidi="on">
<h2 style="text-align: left;">
<span style="color: red;">Please check out our new website at</span></h2>
<br />
<div style="text-align: center;">
www.strategyfocusedhr.com</div>
<div style="text-align: center;">
<br /></div>
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We will no longer post to this site. Thank you very much for your support over the years. Please join us at the above so that we can stay connected.</div>
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Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com26tag:blogger.com,1999:blog-6892029593906702241.post-68007679698568845482015-09-23T06:45:00.000-04:002015-09-23T06:45:24.676-04:00Only Time Will Tell If You REALLY Believe That Employees Come First<div dir="ltr" style="text-align: left;" trbidi="on">
<a href="http://3.bp.blogspot.com/-e1c3fiKsn58/VgKCTkRehBI/AAAAAAAAHXQ/3VhWEGKZUfE/s1600/Fotolia_73290014_S-700x467.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="133" src="http://3.bp.blogspot.com/-e1c3fiKsn58/VgKCTkRehBI/AAAAAAAAHXQ/3VhWEGKZUfE/s200/Fotolia_73290014_S-700x467.jpg" width="200" /></a><em>There are only three agenda items at our executive meetings: People, sales, and profit.</em><br />
<em><br /></em>
<em>In what order I asked? “That is the order,” was the response</em>.<br />
<br />
Everyone in the room looked on like an approving parent.<br />
<br />
I belong to a group in Dubai that we called UAE HR Leaders Forum. It is a Whatsapp group that is just absolutely amazing.<br />
<br />
We use the social media app to keep in touch throughout the week, pose questions, ask for assistance, etc. Every day there are numerous questions going back and forth about projects, vendor assistance and guidance?<br />
<br />
The conversation above was a Chief HR Officer for a major retailer in the region describing how his leadership extols the virtue of their workforce. They are people driven and proud of it. Their thought is that their people come first. They know, and rightly so, that they will in turn take care of their customers.<br />
<strong><br /></strong>
<strong>Employees first, customers second</strong><br />
<br />
<br />
<a name='more'></a>A few years ago, Vineet Nayer penned the book, Employees First, Customer Second. His book was about this same concept. Richard Branson recently said something similar. He does not buy into the mantra of the customer comes first. His thought is that he’s surprised more companies haven’t adopted an employee-centric management strategy.<br />
<br />
Branson made this point:<br />
<em><br /></em>
<em>It should go without saying, if the person who works at your company is 100 percent proud of the brand and you give them the tools to do a good job and they are treated well, they’re going to be happy.”</em><br />
<br />
Branson’s formula is very simple: Happy employees equal happy customers. Similarly, an unhappy employee can ruin the brand experience for not just one, but for numerous customers.<br />
<br />
This people-first mindset is going to be the big game changer for organizations going forward. I recently met with a client who gave me a tour of their premises. We were constantly interrupted by employees wanting to say hello to this executive. He introduced me to everyone who came near. Not only that, as he introduced me, he knew each of them by their first name.<br />
<br />
“Why would I not know their names?”<br />
<br />
When I brought this up later during a meeting, he kind of brushed it off and did not see it as a big deal. His remark was that “Why would I not know their names? They are my colleagues.”<br />
<br />
That is the mark of a natural leader; they do it without effort.<br />
<br />
Gallup recently issued a report that said that 70 percent of the engagement within an organization is determined by managers. If that is correct, those managers are the determinant of the engagement level within your organization.<br />
<br />
The CEO I met is sending a message that to him the key competitive difference and the game plan for his organization to compete based on people. And from all indications, it is working perfectly.<br />
Here’s a good example of this: the firm THE One, that started in 1996 as one store. To date they have 22 stores in eight (8) countries and a staff of close to 800. They have a true philosophy of putting the concerns of their people as the No. 1 issue.<br />
<br />
The thought of “people first” scares a lot of business people today because they are very concerned with making the numbers at all cost. They do not feel comfortable with the people side and just pay lip service to the concept — and that is about it.<br />
<strong><br /></strong>
<strong>The “new breed” gets it</strong><br />
<br />
But, there is a new breed of CEO that gets it. They know, and feel, that they must take care of their important asset and connecting that to the bottom line and not the other way around.<br />
<br />
I am a customer service watcher. When I go to a store or any type of business establishment, I take into account the level of connectivity when I ask a question or interact with a worker. I am looking to see if they are engaged with me, even for the smallest matter. I want to see the smile and see them having fun.<br />
<br />
This past week I ran an HRBP certification class here in Dubai. For me as a facilitator, I have fun and I want all participants to have a fun time learning. One participants walked up to me afterwards and said,<br />
<br />
I had basically given up on training because the trainers are all so boring. You really brought this material to life. We had so much fun laughing that on one of the breaks, the people in the other room, asked what type meeting was going on since they heard all the laughter.”<br />
<br />
Do not ever become so jaded that you do not believe that it matters when you interact with people, because each of us can make a difference in the world by just striving to be a little more connected with what we do. If what you do is not allowing that to happen, well, maybe that is a sign that you are not connected to what you do.<br />
<strong><br /></strong>
<strong>Are your people looking forward to Monday?</strong><br />
<br />
My thought is that, “It is not about Mondays; it is about the job you are going to on Monday.” The people that are looking forward to going in and giving their best are most likely going to a people-centric environment. All those wonderful perks some companies give have a minimum affect if the environment is not welcoming. It just might delay the inevitable.<br />
<br />
So as you go into your next meeting. what is your level of discussion? Is it just the facts, or, is their interest in what your people are thinking? If it is the later, you are on your way to building and sustaining a great work environment and the facts will eventually show it.<br />
<br />
Only time will tell.</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com23tag:blogger.com,1999:blog-6892029593906702241.post-69994970648583096942015-09-23T06:34:00.000-04:002015-09-23T06:47:37.685-04:00Are You Making Sure To Change Your Talent Along With Your Strategy?<div dir="ltr" style="text-align: left;" trbidi="on">
<a href="http://2.bp.blogspot.com/-SnIpv0u6viQ/VgJ_0ODsEPI/AAAAAAAAHXE/XWdubkmp4O0/s1600/Fotolia_43874908_XS.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="133" src="http://2.bp.blogspot.com/-SnIpv0u6viQ/VgJ_0ODsEPI/AAAAAAAAHXE/XWdubkmp4O0/s200/Fotolia_43874908_XS.jpg" width="200" /></a><em>I have never had strategy and talent explained that way. I am a professor at a Business School here in Dubai and I teach strategy. We should put something together</em>.<br />
<br />
At the end of one of my speeches, I was approached by this professor who gave me his background: Ph.D Business, Dean of the Business School, and strategy and logistics expert. I was impressed, to say the least<br />
<br />
The title of my presentation was Strategy and Talent: The Key to Organizational Success. As an instructor for the Human Capital Institute, our version of Strategic HR centers on that slide. Strategy changes and the talent equation changes.<br />
<strong><br /></strong>
<strong>Sounds simple enough</strong><br />
<br />
<br />
<a name='more'></a>I noticed that when the new CEO of Microsoft, Satya Nadella, came on board, he talked about the redirection of the organization and away from things like MS Office and more towards cloud computing and the mobility market for operating systems.<br />
<br />
With that statement, the filter of talent changed. Every time the strategic direction changes, it drives a change in your talent equation, especially if the change is disruptive.<br />
<br />
This is why my message is that HR has now been placed front and center at that intersection. The departments that stop do so because the four corners are too busy to cross without the risk of getting run over.<br />
<br />
This is probably the most tumultuous time in business since the Industrial Revolution. Change is everywhere, disruptors are everywhere. And, challenges are coming from everywhere, not only competitors but also from new entrants inro the business.<br />
<strong><br /></strong>
<strong>When a lack of talent hurts the business</strong><br />
<br />
<br />
A businessman told me the other day that when his company came across this unique opportunity, they lost their momentum because while they were going through their decision process, another competitor swooped in and took the opportunity and moved forward.<br />
<br />
Their stumbling block was in-house talent and the capability to move into new segment of their business. Where would the talent come from? So while they reviewed the talent landscape, their competitor knew their talent capabilities. End of story<br />
<br />
The most pressing imperative for organizations today is the march towards growth. The biggest challenge in that quest is talent, and more importantly, that the leaders are talent focused. I say “more importantly” because leadership has to develop a talent-centric alignment with their strategic plans.<br />
<br />
That talent-centric mindset will develop into a laser-focus for your staff — having the right people, in the right place, at the right time. Equally important is that it must be the entire organization acting in harmony to execute strategies for winning results. I would call it the “crew” mindset of organizational focus.<br />
<br />
With a combination of the right talent and organizational strategy, transformation can take place by engaging your people, igniting potential, overcoming inertia, enhancing teamwork, and coordinating actions<br />
<br />
The role of organizations today, along with human resources, is trying to put together a master puzzle with the constantly changing landscape, and, understanding that the final picture could change at any given time.<br />
<strong><br /></strong>
<strong>Staying on the treadmill</strong><br />
<br />
The organizations that masters this will surely be in the passing lane headed to the finish line. However that win will only be temporary until the next iteration starts all over again.<br />
<br />
Think iPhone 6 to 6s, or the evolution of the iPad. It will never stop, because the drumbeat of innovation is a tireless monster and will not stop or abate. It is your organization that has to stay on the treadmill.<br />
<br />
Our auto industry went through this years ago. The GM and Fords of the world had it all to themselves — and they coasted. But coasting today is a recipe for a massive erosion of market share.<br />
<br />
The import car makers came in with new technology and an evolving orthodoxy for building cars.<br />
<br />
Their leadership questioned quality, innovation and logistics and came away with a totally different concept. They knew that it does not matter if the product is cars, TV’s or furniture.<br />
<br />
The days of normalcy are a thing of the past.<br />
<strong><br /></strong>
<strong>Update strategy, update talent</strong><br />
<br />
Most companies update their business strategy every year, at the least. Your talent strategy must evolve along with the business strategy.<br />
<br />
A consistent and relentless focus on the re-examination of your talent strategy is necessary to ensure its continuous alignment. You must learn and duplicate what works, and bring the tool kit to bear on what did not.<br />
<br />
In the end, your strategy is only as good as its execution. Keeping strategy and execution paired together will strengthen your capabilities to weather the storm that is disrupting your organization and keeping you, and your competitors, awake at night.\<br />
<br />
Are you and your organization up to the challenge?</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com9tag:blogger.com,1999:blog-6892029593906702241.post-83929985856950533332015-09-23T06:23:00.000-04:002015-09-23T06:45:47.765-04:00The Tide Is Turning – The Old Ways Of Managing A Workforce Are Evolving<div dir="ltr" style="text-align: left;" trbidi="on">
<a href="http://1.bp.blogspot.com/-6_DSCAIw8j4/VgJ9RuUzCzI/AAAAAAAAHW4/X8Lm1Af6LQE/s1600/tide.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="133" src="http://1.bp.blogspot.com/-6_DSCAIw8j4/VgJ9RuUzCzI/AAAAAAAAHW4/X8Lm1Af6LQE/s200/tide.jpg" width="200" /></a>These were recent headlines that came across my news feed: <br />
<br />
<a data-cke-saved-href="http://www.stuff.co.nz/business/industries/71366145/would-you-give-staff-a-threeday-weekend-global-retailer-uniqlo-is-giving-it-a-go" href="http://www.stuff.co.nz/business/industries/71366145/would-you-give-staff-a-threeday-weekend-global-retailer-uniqlo-is-giving-it-a-go">Would You Give Staff a Three-Day Weekend? Global Retailer Uniqlo is Giving it a Go</a><br />
<br />
<a data-cke-saved-href="http://money.cnn.com/2015/08/21/technology/dustin-moskovitz-work-life-balance/" href="http://money.cnn.com/2015/08/21/technology/dustin-moskovitz-work-life-balance/">Facebook Co-founder Calls Out Tech Industry for Lack of Work-Life Balance</a><br />
<br />
<a data-cke-saved-href="http://www.humanresourcesonline.net/working-long-hours-hitting-health/" href="http://www.humanresourcesonline.net/working-long-hours-hitting-health/">How Working Long Hours is Hitting Your Health</a><br />
<br />
<a data-cke-saved-href="http://money.cnn.com/2015/07/23/pf/companies-millennial-workers/index.html" href="http://money.cnn.com/2015/07/23/pf/companies-millennial-workers/index.html">How Companies Are Changing Old Ways to Attract Young Workers</a><br />
<br />
<a data-cke-saved-href="http://www.washingtonpost.com/news/on-leadership/wp/2015/07/21/in-big-move-accenture-will-get-rid-of-annual-performance-reviews-and-rankings/" href="http://www.washingtonpost.com/news/on-leadership/wp/2015/07/21/in-big-move-accenture-will-get-rid-of-annual-performance-reviews-and-rankings/">In Big Move, Accenture Will Get Rid of Annual Performance Reviews and Rankings</a><br />
<br />
These were headlines that made me go, “Yes, Baby!”<br />
<br />
I speak at a lot of colleges in the Middle East, specifically to the HR programs, and one thing I tell them is that the workforce needs you. Your generation is going to bring some organizations out of their industrial stupor.<br />
<br />
Begrudgingly, some will make the move and some will keep their heads buried in the sands. The ones that take the step and enter into a new world where every rule and workplace policy is reviewed will stumble at times — but in the end they will win.<br />
<strong><br /></strong>
<strong>The tide is turning</strong><br />
<br />
<br />
<a name='more'></a>The tide is turning, folks. The recent Amazon article in The New York Times caused a huge uproar for and against the company’s workplace policies regardless of which side you took. I was amazed at the number of HR folks who immediately called the article biased and did not want to believe it, but then again, that is HR.<br />
<br />
Having previously worked in a “brand” culture, I witnessed going from an unheralded level of engagement to a lot of the same stories and patterns like the stories about Amazon. So yes, I was on the side that I believed every word from those unhappy employees. I sat in my office and the complaints, tears, and rumors flowed. I noticed a pattern, and as I managed by walking around, my fears were confirmed.<br />
<br />
But from another vantage point in this age of culture in the workplace, this type of article would have not been a blip on the screen if it were written in year’s past. As a matter of fact, the writer would never have been assigned that type of article<br />
<br />
But as I read the headlines above [thanks to Google alerts], I get a daily flow of HR articles about engagement, and the flow is changing.<br />
<strong><br /></strong>
<strong>Shaking in your boots</strong><br />
<br />
If you are “old” HR, you are fretting and talking about coddling employees, making up for out of control managers, and handling a host of the things that got this profession into the non-respected funk that it is in.<br />
<br />
We did not just wake up in this stupor. No, this downward spiral had been going on for a while.<br />
While our older brethren were content in the process-driven world, the landscape around them was changing. A new type of CEO was looking for more. In this ultra competitive environment, talent is and will be the differentiating factor.<br />
<br />
The HR leader that welcomes this challenge and thrives in this environment will do well.<br />
<strong><br /></strong>
<strong>The three day weekend</strong><br />
<br />
I read this particular article and was very excited for the retail industry. Scheduling in retail environment has always been difficult and workers have historically complained about the type scheduling that is done.<br />
<br />
You never knew from week to week when your off days will be. Some brilliant HR person came up with the technique called “On Call.” What that means is that you did not have a specific schedule or guaranteed hours but were “on call” as needed.<br />
<br />
I wondered when I heard this from my retail friends whether the workers had any input into this decision. Probably not; it is called “management by conference room.” If anyone would have asked their employees, they would have known that this would not work. Bravo to Uniqlo for doing something about it.<br />
<br />
In the Middle East, the weekend is Friday/Saturday. On top of that, it was OK in years past for lower level workers to have only one day off per week. A new company came in and challenged that by giving workers two days off, which was met with joy within the company but the competitors complained.<br />
<br />
Eventually it caused the vast majority of the major players to do the same. There was no choice — they had to compete.<br />
<strong><br /></strong>
<strong>Calling out your industry</strong><br />
<br />
Facebook co-founder Dustin Moskovitz was interviewed and he said that the tech industry needs to change. Amazon isn’t the only company that should re-evaluate its work culture: The whole tech industry needs to.<br />
<br />
“As an industry, we are falling short of our potential,” said Moskovitz said. He declared that tech companies are not benefiting from intense work environments that leave employees stressed and burned out.<br />
<br />
“My intellectual conclusion is that these companies are both destroying the personal lives of their employees and getting nothing in return,” he wrote.<br />
<br />
In years past I would pride myself on how many hours I worked and if it was a badge of honor. While telling one of my old mentors about coming into the office on Saturdays and sometimes Sunday, he asked “What do you want, a medal?<br />
<br />
My daughter got her first job out of college and worked in advertising/media. I noticed that she would arrive home at 10-11 pm and was back out at 7 am the next morning. When I inquired about whether this might be because of a special project that had to be completed, she said no. This was an industry thing.<br />
<br />
If you were to leave at, say, at 6 pm, you would be viewed as not carrying your part of the load. In other words you were a “slacker” if you wanted to have a normal life. We all know of some many people today that are just stressed out from work. This is why the “work-life” balance issue is so prevalent.<br />
<strong><br /></strong>
<strong> Changing old ways to attract young workers</strong><br />
<br />
A good friend of mine who is a CIO boasted to me that “our systems are totally locked down. We do not allow our people access to social media during work hours.” Another company told me of how they were more lenient in that they allow open access from the hours of 12-2 pm. As I laughed, they accused me of “coddling employees.”<br />
<br />
Folks, in order to attract not only young workers but more importantly a young mindset, you have to focus on the mindset.<br />
<br />
As I read daily headlines, I am happy because the stench of workplace policies of yesteryear is finally evaporating. I am also happy for the students in colleges studying HR, and some of the new blood that is coming into the profession that is chafing at the bit to try some new things. I caution them that you may luckily get a job with a progressive HR organization that has sound, exciting leadership.<br />
<br />
But on the other hand, you could land in a department that from the outside looks like a good fit but is actually an empty suit, saying all the right things but afraid of being found out.<br />
<br />
Do not fret because they WILL be found out, and in a lot of cases, asked to move on because the organization wants and needs more.</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com4tag:blogger.com,1999:blog-6892029593906702241.post-66114831492450292082015-09-02T05:51:00.000-04:002015-09-02T05:51:10.773-04:00Better Engagement? It Trickles Down From Managers to Your Employees<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://4.bp.blogspot.com/-6g56IUnczEo/VebGYvjE_mI/AAAAAAAAHTE/QzrCncTCrJI/s1600/shutterstock_200187020-700x467.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="133" src="http://4.bp.blogspot.com/-6g56IUnczEo/VebGYvjE_mI/AAAAAAAAHTE/QzrCncTCrJI/s200/shutterstock_200187020-700x467.jpg" width="200" /></a><i>I do not care whether
anyone here likes me or not.<o:p></o:p></i></div>
<div class="MsoNormal">
<i><br /></i></div>
<div class="MsoNormal">
<i>Please do not come to
me with this, I should be the last person that you come to with questions, go
figure it out.<o:p></o:p></i></div>
<div class="MsoNormal">
<i><br /></i></div>
<div class="MsoNormal">
Now I just do my job and what is required. Nothing more.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This one-sided conversation was sent to me the other morning
from one of my mentees who is struggling with a bad boss. She loves her
job, but the manager dynamic is fragile, to say the least.<o:p></o:p></div>
<div class="MsoNormal">
The conversation made me remember a terrific white
paper that I recently read — <a href="http://www.gallup.com/events/181991/state-american-manager-analytics-advice-leaders.aspx">State
of the American Manager</a> — produced by Gallup. This is a must read for
any organization that struggles with engagement.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
One of the most glaring statistic was this:<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Managers account for at least 70 percent of the variance in
employee engagement scores across business units.”<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>The drill sergeant
disguised as manager<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>Forget about all those initiatives you are putting together
to try and close the engagement gap. The elephant in the room is the impact of
the manager.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I don’t care how great the job is, the camaraderie of the
workmates, or your peer groups, what kind of lunch is served, or day care
offerings. If you have a drill sergeant disguised as a manager, that is
what you are going to have to fix FIRST.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The funny part of about this type of situation is that
everyone knows who these people are. They flaunt this as their style, and in
the case above, their view is that everyone should just “deal with it.”<o:p></o:p></div>
<div class="MsoNormal">
I was contacted by a vendor a few months back and they
wanted to show me their product app that was going to solve the feedback
problem. It would allow anyone to give a thumbs up or thumbs down on someone’s
performance.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
But, the recent <a href="http://www.nytimes.com/2015/08/16/technology/inside-amazon-wrestling-big-ideas-in-a-bruising-workplace.html?smid=tw-share&_r=4">New
York Times article</a> about <a href="http://www.eremedia.com/tlnt/maybe-amazons-new-world-of-work-isnt-right-for-someone-like-me/">talent
management practices at Amazon</a> shows how that type of worthwhile app
could be skewed in a harmful way. My thought is that if I can’t connect to you
on a personal basis, I don’t think the receiver of my thumbs, up
via technology, cares much about it.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Disengaged managers
= disengaged employees<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This in-depth study by Gallup showed a clear link between
poor managing and a nation of “checked out” employees. A great manager will
camouflage any organizational flaws because they are connected to their people
— and these people are more connected to them rather than to the
organization.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
While mission and vision are so important today, the first
hurdle for any organization is the manager.<o:p></o:p></div>
<div class="MsoNormal">
Organizations and leaders, this is how it works: Leaders are
engaged, managers are engaged, and employee are engaged. Those are the three
pillars that this whole business rest upon. If any one of those columns become
wobbly, the entire structure is at risk of falling in on itself.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Any fissures within the levels will wind its way down
to the lowest common denominator.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Trickle-down
economics works for engagement<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This is one documented case of trickle down theory that
works. As companies review and discuss engagement, everybody has to be in the
room. This is not just an HR exercise — this is a business issue, and it
matters.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Imagine a worker interviewing for a job, and once the deal
is signed, they offer to come to work four days but want five days of wages.
That’s something you would not agree to, but when you ignore engagement, that
is exactly what you are doing — you are paying for productivity for the full
week but you are not getting it in return.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If you were to calculate that loss in productivity across
the enterprise, you would quickly see the business case behind engagement.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So if your organization is ignoring bad managers and their
cascading results, just calculate the amount of payroll that you are not
getting the productivity to match. With about 60 to 70 percent of your
workforce not giving their all, according to Gallup, that is a lot of currency
flowing out the window.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That should be simple enough to understand.<o:p></o:p></div>
<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
These issues within your organization are not only costing
you in productivity, but in talented people as well. The thing to
remember is that these employees will make a decision — even if you are
too afraid to confront it.<o:p></o:p></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com5tag:blogger.com,1999:blog-6892029593906702241.post-64580321302363528992015-08-24T02:10:00.001-04:002015-08-24T02:11:16.436-04:00Maybe Amazon’s New World Of Work Isn’t Right For Someone Like Me<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://3.bp.blogspot.com/-2bLIWO3iZKg/Vdq01IFDVOI/AAAAAAAAHKI/VXhShzofE4s/s1600/amazon2.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="140" src="http://3.bp.blogspot.com/-2bLIWO3iZKg/Vdq01IFDVOI/AAAAAAAAHKI/VXhShzofE4s/s200/amazon2.jpg" width="200" /></a>“Nearly every person I worked with, I saw cry at their
desk,” said former Amazon employee Bo Olson, who worked in book marketing. Or,
they very wisely chose to leave.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Explanations like “we’re not totally sure” or “I’ll get back
to you” are not acceptable, many employees said. Some managers sometimes
dismissed such responses as “stupid” or told workers to “just stop it.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Ideas are critiqued so harshly in meetings at times that
some workers fear speaking up.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
“You learn how to diplomatically throw people under the
bus,” said a marketer who spent six years in Amazon’s retail division.
“It’s a horrible feeling.”<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>“You either fit here,
or you don’t”<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>A former HR executive said she was required to put a
woman who had recently returned after undergoing serious surgery, and another
who had just had a stillborn child, on performance improvement plans, accounts
that were corroborated by a co-worker still at Amazon.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
“What kind of company do we want to be?” the executive
recalled asking her bosses. “The joke in the office was that when it came
to work-life balance, work came first, life came second, and trying to find the
balance came last.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Many tech companies are racing to top one another’s family
leave policies — Netflix just began offering up to a year of paid parental
leave. Amazon, though, offers no paid paternity leave.<o:p></o:p></div>
<div class="MsoNormal">
<a href="http://%28%E2%80%9Cnearly%20every%20person%20i%20worked%20with%2C%20i%20saw%20cry%20at%20their%20desk%2C%E2%80%9D%20said%20former%20amazon%20employee%20bo%20olson%2C%20who%20worked%20in%20book%20marketing%29.%20or%2C%20they%20very%20wisely%20chose%20to%20leave%20amazon.%20%E2%80%9C%20explanations%20like%20%E2%80%9Cwe%E2%80%99re%20not%20totally%20sure%E2%80%9D%20or%20%E2%80%9Ci%E2%80%99ll%20get%20back%20to%20you%E2%80%9D%20are%20not%20acceptable%2C%20many%20employees%20said.%20some%20managers%20sometimes%20dismissed%20such%20responses%20as%20%E2%80%9Cstupid%E2%80%9D%20or%20told%20workers%20to%20%E2%80%9Cjust%20stop%20it.%E2%80%9D%20%20ideas%20are%20critiqued%20so%20harshly%20in%20meetings%20at%20times%20that%20some%20workers%20fear%20speaking%20up.%20%E2%80%9Cyou%20learn%20how%20to%20diplomatically%20throw%20people%20under%20the%20bus%2C%E2%80%9D%20said%20a%20marketer%20who%20spent%20six%20years%20in%20the%20retail%20division.%20%E2%80%9Cit%E2%80%99s%20a%20horrible%20feeling.%E2%80%9D%20a%20former%20human%20resources%20executive%20said%20she%20was%20required%20to%20put%20a%20woman%20who%20had%20recently%20returned%20after%20undergoing%20serious%20surgery%2C%20and%20another%20who%20had%20just%20had%20a%20stillborn%20child%2C%20on%20performance%20improvement%20plans%2C%20accounts%20that%20were%20corroborated%20by%20a%20co-worker%20still%20at%20amazon.%20%E2%80%9Cwhat%20kind%20of%20company%20do%20we%20want%20to%20be/?%E2%80%9D%20the%20executive%20recalled%20asking%20her%20bosses.%20%E2%80%9CThe%20joke%20in%20the%20office%20was%20that%20when%20it%20came%20to%20work/life%20balance,%20work%20came%20first,%20life%20came%20second,%20and%20trying%20to%20find%20the%20balance%20came%20last.%E2%80%9D%20(Many%20tech%20companies%20are%20racing%20to%20top%20one%20another%E2%80%99s%20family%20leave%20policies%20%E2%80%94%20Netflix%20just%20began%20offering%20up%20to%20a%20year%20of%20paid%20parental%20leave.%20Amazon,%20though,%20offers%20no%20paid%20paternity%20leave.)%20%E2%80%9CAmazon%20is%20O.K.%20with%20moving%20through%20a%20lot%20of%20people%20to%20identify%25">In a
recent recruiting video</a>, one young woman warns:<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You either fit here or you don’t. You love it or you don’t.
There is no middle ground.”<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>The comments are
eye-opening<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Sitting down the other morning to have a cup of coffee I did
a quick glance of my Google alerts and came across a New York Times article
titled <a href="http://www.nytimes.com/2015/08/16/technology/inside-amazon-wrestling-big-ideas-in-a-bruising-workplace.html?smid=tw-share&_r=3">Inside
Amazon: Wrestling Big Ideas in a Bruising Workplace</a>. Twenty minutes
later, I sat back and gazed out the window in astonishment. These quotes above
were just a few of the statements from employees both past and present.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As a proponent of engagement and creating a great work
culture, I was beyond shocked. This article is a MUST read if you want
to think about organizations that are heading into uncharted territories.
If Amazon was a company that was founded around the <a href="http://www.history.com/topics/industrial-revolution">Industrial
Revolution</a>, I would not have batted an eye.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
But, this is one of our newer companies
that has been created around the <a href="https://en.wikipedia.org/wiki/Technological_revolution">Technology
Revolution</a>. While we hear of the exploits of their brethren in the Silicon
Valley, this company, based on this<a href="http://www.nytimes.com/2015/08/16/technology/inside-amazon-wrestling-big-ideas-in-a-bruising-workplace.html?smid=tw-share&_r=3"> New
York Timesarticle</a>, is charting new ground.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In other words, it’s just about the work and that is all
that matters.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
One thing that jumped out from this article was how
some employees really thrive under this type of high-pressure environment. To
me, however, it was just sickening to see how a company could stand behind<a href="http://www.amazon.jobs/principles">these type of policies</a>.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Regardless how successful you are, you do not have the right
create this type of workplace environment.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Customer service vs.
employee focus<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What really intrigued me is the fact that Amazon is so
customer focused. Their customer service is renowned for its customer first
attitude. This is so very different from companies that worry about
getting the employee focus first, figuring that they are the most
important part of the equation.<o:p></o:p></div>
<div class="MsoNormal">
I couldn’t believe when I read the statement about the
fulfillment center with no air conditioning — but they had an ambulance
parked outside in case anyone had heat related issues. Eventually, they were
forced to put in air conditioning.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
While some of these policies have shown success, my concern
is about all the employee ambassadors who are leaving with turnover
being extremely high. Each person has a voice, and that gives everyone a
bullhorn to amplify their thoughts. Just reading some of the comments by former
employees is just astonishing.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>To each his own<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As an HR executive, I knew from reading this story that
there is not enough money available to get me to work at a company that
exhibits these type of people policies. Not only that,
but Amazon’s constant playing one employee against another is
just sickening.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
But on the other hand, you can’t deny that they have been
remarkably successful and have reached heights unheard of in their quest to
push their workforce to the limit. While this environment would not be right
for me, there are people that will use the brand to build a career. They’ll get
in, do a few years work [if they are lucky], and then get out. The advantage of
working with a strong brand is that it gives you an added advantage in your job
search.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My first job out of college was with IBM, which was the
Google of its day. Working for IBM made my job search after that
somewhat easier. So, my thought is that for the ones that are there at Amazon
and will be leaving soon, remember that you have done your “time” and you will
be rewarded at your next job.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
At a minimum, you will know what work environment you do not
want to toil in. You have been to the mountaintop and you have seen what it is
like.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div style="background: white; line-height: 18.0pt; margin-bottom: 15.0pt; margin-left: 0in; margin-right: 0in; margin-top: 0in;">
</div>
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com7tag:blogger.com,1999:blog-6892029593906702241.post-20810539712788707382015-08-24T02:01:00.001-04:002015-08-24T02:01:51.296-04:00 Your Best Employee Role Model? It’s When You Have Active, Engaged Managers<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://4.bp.blogspot.com/-0h2WQDj0rSA/Vdqxuu0I_JI/AAAAAAAAHJ8/gT9vMsu9grs/s1600/shutterstock_226203799-700x467.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="133" src="http://4.bp.blogspot.com/-0h2WQDj0rSA/Vdqxuu0I_JI/AAAAAAAAHJ8/gT9vMsu9grs/s200/shutterstock_226203799-700x467.jpg" width="200" /></a>“I love this job. The work I do is so interesting and I am
finally in a job that I am learning so much. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
My problem is that this manager of
mine is totally out of control. Everybody knows it, even her boss, but he just
looks the other way. That is why I am beginning my search. We have loss so many
good people over the year I have been here because they just will not tolerate
it.”<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That was an interesting insight I was given the other day.
It caused me to think of a seminar on employee engagement I ran in Cairo a few
months back where one of the participants gave another interesting insight.
They said, “Fire all the bad managers since that is where engagement begins.”
Applause erupted.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Whatever your views on <a href="http://www.eremedia.com/tlnt/why-meddling-management-can-be-just-as-bad-as-micromanagement/">bad
managers</a>, and/or <a href="http://www.eremedia.com/tlnt/leaders-can-influence-but-every-employee-owns-their-own-engagement/">engagement</a> for
that matter, it comes down to two people in the room. The relationship that
managers create with their team will determine the level of engagement within
your organization.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>It starts one
connection at a time.<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Does your department resemble a wake?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>During my career in corporate HR, I always noticed
departments that seemed such a good place to be. You know what I mean —
everyone laughing, crowded into the manager’s office, having lunch or coffee
together, having drinks at the end of the day.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
On the other hand, you notice from afar other departments
and the distance of team members, with everybody going their own way whether it
be to lunch, coffee or after dinner hanging out. It almost resembles a wake.
Everybody walks around with their head down trying to stay below the radar.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You tell me which department you would want to work in.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In a lot of cases, the managers are not totally to blame.
People were, at one time, promoted into management based on their technical
skill set. Top salespeople became the sales manager.<o:p></o:p></div>
<div class="MsoNormal">
However, today the ability to collaborate, mentor, coach,
and guide will have to be the competencies that determine the selection of your
future managers. The lone wolf whose mantra is “my way or the highway” should
never be put in charge of managing a group of people. It is a recipe for
disaster.</div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As my friend said to me, it can have a disastrous
effect. The new manager has to understand their importance in creating an
environment where everyone is connected and, for the most part, “wants” to be
there.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>A new style of
leadership development<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Going forward, there needs to be a new style of development
to create a culturally aware manager. This level of training should start with
first level or new managers and continue up the leadership food chain. Every
person in charge has to understand their role in building a culture of
engagement<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Why does one organization, or department for that matter,
get a reputation as a great place to work, while another struggles to retain
its employees? You may attract people, but that does not connect an individual personally
to an organization.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The level of commitment and the willingness of an employee
to recommend their employer to others is what engagement is all about. The
manager plays the most important role in that equation. But, those same
managers can make or break an organization.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>The importance of the
engaged managers<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Engaged managers should act as a positive role model for all
employees, and this strengthens engaged teams. Engaged managers are more likely
to have an engaged team; disengaged employees probably have a disengaged
manager, too.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Each team or department needs to understand how its roles
and tasks fit into the organizational vision. Remember — each department ties
into the overall organizational vision.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Engaged managers use a diversity of skills, experiences, and
backgrounds within the team to create an enthusiastic and innovative
environment.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Engaged managers build a climate of trust within the
team.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Engaged managers see the individual members of the team and
their skills, and care about them on a personal level.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I was asked on a job interview years ago about who did I
think was my customer as head of HR? My answer was: the employees, and
the organization, with the main focus on the employee.<o:p></o:p></div>
<div class="MsoNormal">
Needless to say, I did not move any further along in the
selection process. I was told that HR belongs to the organization and is the
driving force for the organization’s missions.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Become the maestro of
your own symphony<o:p></o:p></b></div>
<div class="MsoNormal">
My thought then, and has always been, that our employees are
our internal customers. They are the key assets in implementing and maintaining
the culture of engagement that leads to an organization’s success.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The driving force behind that prized asset is the team
member in charge of producing the organization’s results. That is, it is the
supervisor, manager or executive that leads.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
It is their job to become the maestro of their symphony. The
primary duties of this maestro are to unify each team member, set
the tone and tempo, listen, and finally, prepare to shape the sound of
their department.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That is not a skill that everyone has, but it CAN be
developed so that you too can earn your baton and begin directing your own
musical performance.<o:p></o:p></div>
<div class="MsoNormal" style="background: white; line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; vertical-align: baseline;">
</div>
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com2tag:blogger.com,1999:blog-6892029593906702241.post-58390725659628379262015-08-10T06:30:00.002-04:002015-08-10T06:30:34.183-04:00Does Everyone In Your Employ Know Your Organization’s Purpose?<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://3.bp.blogspot.com/-qiRda3oodcw/Vch9LLjej0I/AAAAAAAAHGI/4vHBWbLOwkg/s1600/30619790_s.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="147" src="http://3.bp.blogspot.com/-qiRda3oodcw/Vch9LLjej0I/AAAAAAAAHGI/4vHBWbLOwkg/s200/30619790_s.jpg" width="200" /></a>“We believe in our mission and values. We are a connected
company and our engagement is strong. <o:p></o:p></div>
Our people believe in what we do. As a
matter of fact, we have a leadership development session coming soon where we
are bringing in a world class mountain climber to talk about being a leader.”<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This was what I heard from a CEO who I had just met. I
must say I was impressed — that is, until I met with their head of HR sometime
later. She was incredulous and just shook her head.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That conversation came back into focus this week as I read a
recent Gallup study titled <a href="http://www.gallup.com/businessjournal/184376/company-purpose-lot-words.aspx?utm_source=alert&utm_medium=email&utm_content=morelink&utm_campaign=syndication">A
Company’s Purpose Has to Be a Lot More Than Words</a>. I was informed that Mr.
CEO I had heard from is the same guy who comes in every morning and walks
through the workspace headed directly to his office without offering even the
most basic pleasantry, “Good Morning.” He goes into his office and closes the
door. So much for being connected.</div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>The big disconnect.</b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>In the business of engagement there is always a disconnect
between leadership’s view and their workforce’s view. MetLife
recently published their 2014 and 2015 <a href="https://benefittrends.metlife.com/">Employee Benefit Trends Study</a> benefits
analysis for the Middle East and this stood out prominently:<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<ul style="text-align: left;">
<li><b>63 percent of leaders feel that their company is a great
place to work.</b></li>
<li><b><span style="color: red;">But, only 43 percent of employees agreed with that
assessment.</span></b></li>
<li><b>65 percent of leaders feel they are loyal and engaged with
their employees.</b></li>
<li><b><span style="color: red;">Only 38 percent of employees agreed with that assessment.</span></b></li>
</ul>
<o:p></o:p><br />
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As the Godfather said, “<a href="http://www.eremedia.com/tlnt/employee-engagement-how-did-things-ever-get-so-far-apart/">How
did things ever get so far apart</a>?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That is why I applaud leaders that not only talk the talk
but live it in any and every way possible. At a recent luncheon with a good
friend who is the CEO of a progressive high growth company [<a href="http://www.landmarkhospitality.com/about/">Landmark Hospitality Group</a>],
we talked about how every communique in her organization is wrapped around the
importance of their people.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Regardless of the announcement, the people factor is always
a big part of it. She told me of how the founding CEO of her company is known
for stopping in the lobby and approaching job seekers who are waiting to
be interviewed and engaging them in conversation. It is called walking
the walk.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>You can’t get away with it anymore</b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You can’t just boast about offering a good paycheck and
figure that is going to do it. A company’s purpose has to be a lot more than
words.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Companies today must demonstrate a strong commitment to
purpose, which is necessary to build strong organizational identity. It is not
cool today to be an arrogant organization. There is an awareness
among the employee base that has changed the dynamics of engagement.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Though most leaders can readily discuss their organization’s
ideal identity, they often struggle with making the strategic decisions that
reinforce the organization’s commitment to its purpose on an every day basis.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>REAL leaders walk the talk</b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Trust in an organization originates from the tone that comes
out of the C-Suite. Try and imagine a family structure where the leader of
that family unit, whether it is a man or a woman, does not exude trust. That is
the mark of a dysfunctional family.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Are your leaders seen as realistic and consistent by
modeling and reflecting the organizational values? If not, you have a huge
problem on your hands.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Leaders that DO walk the talk know that the benefit of
creating an environment that deepens engagement and involvement will have a
profound impact on business results and performance. We know that people
join organizations but they leave managers, so it is important that all of your
leadership team truly understands this profound dynamic.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>What is the currency in your organization?</b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Trust is the currency at the top of the organization. Every
leader today has to understand the importance of this trust factor in
establishing the tone and making sure that this is maintained throughout.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That is why internal communication is so important. How do
you, as a leader, be clear about what you do and what you expect from your
people? This aloofness that so many leaders wear as a badge of honor is a
long gone style that will never be resurrected. Leaders today simply have to
connect.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I recall a conversation with an HR head that they were
running an internal initiative and one of the winning “gifts” would be a dinner
with the CEO. It was hard for me to keep a straight face on that one.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I could just imagine this poor soul realizing that they
would have to endure a two-hour dinner with their leader. On the other hand, if
this was the down to earth, connected and engaged leader, I could envision
a joyful 2-3 hour meal.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
One of the biggest barriers to successful change is poor
communication and unclear priorities, so my advice to this leadership culture
is that every morning you look into that mirror make sure your words and
actions are in sync.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You can’t fake it anymore. The cat is out of the bag.<o:p></o:p></div>
<div style="background-color: white; box-sizing: border-box; color: #444444; font-family: Lato; font-size: 16px; line-height: 24px; margin-bottom: 20px; padding: 0px;">
</div>
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com5tag:blogger.com,1999:blog-6892029593906702241.post-66044889402384695462015-07-29T02:43:00.001-04:002015-07-29T02:45:07.024-04:00Management 101: Connecting With Employees Beyond Their Job Description<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://2.bp.blogspot.com/-OFsgFx6h1zY/Vbh1_s0EhWI/AAAAAAAAHE0/pYb8ZgizWY4/s1600/management%2B101.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="133" src="http://2.bp.blogspot.com/-OFsgFx6h1zY/Vbh1_s0EhWI/AAAAAAAAHE0/pYb8ZgizWY4/s200/management%2B101.jpg" width="200" /></a>“<i>Think back to grade
school, high school, college, or your past jobs; I want you to think of the
teacher or manager that during this period had an impact on your life. If you
can’t relate to that time period, think of the person that connected with you
in such a way that you still think of them. I want you to be able to explain
why that person is special.”</i><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This was my group discussion question as I led a manager
development group the other week here in Dubai.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I wanted them to think of how that person connected to them
and meant so much in their lives. This towering figure is one that comes across
our minds from time to time, the warm glow comes from the positive interaction
that you both had.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I reached out to one of my favorite teachers a while back
and she was so shocked to hear from me. <a href="http://www.eremedia.com/tlnt/appreciation-its-a-critical-skill-that-every-manager-really-needs-to-learn/">The
thrust of my conversation was “thank you</a>.”<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Employee-manager
equation<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>The most important dynamic within all organizations <a href="http://www.eremedia.com/tlnt/heres-how-to-keep-your-best-employees-without-increasing-pay/">is
the connection between a worker and their manager</a>. That is the glue that
holds all fragile organizations together. For the most part, it is not about
the senior leaders although they should set the tone.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The No. 1 reason people leave their jobs is because of
their managers and or culture, which connects back to their manager. Yet,
organizations often neglect to emphasize this issue. Many managers don’t even
realize the importance of making the connection beyond their job description.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As the manager demographic is skewing younger, in a lot of
cases they have not been properly developed to understand their role in
engaging their team.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That was what my little exercise was about — understanding
“why” people made an impact on our lives. Will we have the same effect on
our people that we interact with either as managers or mentors? I mention the
word “mentor” because I feel that the role of an effective manager today has
morphed into the mentor/coach. Yes, skill set is important but your ability to
connect with your people is paramount.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Moving beyond the 9-5
person<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
It is important today to understand the 360 degree person.
Yes, the 9-5 person will get the job done, but the whole person is where the
connection has to be made. That is the part of the person that will excel
beyond the job description.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When we interview people, we interview 9-5 people because
that is skill set we are looking for. This is a flawed concept because we are
so focused on the job description. However we should look beyond that to find
out as much as possible other aspects of this person, such as:</div>
<div class="MsoNormal">
</div>
<ul style="text-align: left;">
<li><b style="text-indent: -0.25in;">What is
your overall career goal?</b></li>
<li><b style="text-indent: -0.25in;">Do you
feel you are headed in the right direction to reach it?</b></li>
<li><b style="text-indent: -0.25in;">How is
this job going to get you there?</b></li>
</ul>
<br />
<div class="MsoNormal">
<o:p> </o:p><b>A manager’s role is
to serve</b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When it comes to their career goal, a key question for you
as a manager is “How can I help you develop?”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Remember that their career goal may not be with your
organization. However the career goal is very important to know because as
organization’s expand into new businesses, you never know the skill set or
talent equation that will be needed.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The more you know about the people that report to you, the
better equipped you are to “serve” them.<o:p></o:p></div>
<div class="MsoNormal">
Sometimes, people are perfectly happy with their present job
or the job they are trying to get because it enables the other dimensions of
their life to develop. That’s important for them to understand, and for you as
a manager to know.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When it comes to personal development, we should have as
good a grasp as much as possible on their family and home life. Why, you may
ask? It’s because a person’s personal life feeds back on professional
performance and vice versa. We shouldn’t pretend that it doesn’t.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Understand the
personal as well as professional<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As a manager I would relish offline conversations around
where my employees are developing as a “whole human being.” I wanted to know
their post 5 pm passions and what drives them. These insights enable managers
to connect to a higher level and gives the ability to nurture their development
throughout your time with them.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The old manager’s mantra of “just the facts” was a great
tool in its day, but no longer is effective.<o:p></o:p></div>
<div class="MsoNormal">
If any of your past direct reports were in one of my
sessions and I asked that same question from the beginning, would your name be
among the chosen ones?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Would they talk about how your discussion helped shape their
ability to manage and connect with people? Would they tell me how you were more
than just their manager and was a guiding force in their career? Would
they tell the group that you were the best manager they ever had?<o:p></o:p></div>
<div style="background: white; line-height: 18.0pt; margin-bottom: 15.0pt; margin-left: 0in; margin-right: 0in; margin-top: 0in;">
</div>
<div class="MsoNormal">
If you are in doubt as to whether they would go there, maybe
it is time for a “new manager” skill set inventory.<o:p></o:p></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com10tag:blogger.com,1999:blog-6892029593906702241.post-30054764380105951252015-07-29T02:29:00.001-04:002015-07-29T02:36:01.557-04:00Are You Creating An Organization Where Anything Is Possible?<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://2.bp.blogspot.com/-hKjk2kJvRvg/Vbh0QBg8L1I/AAAAAAAAHEo/1xGbUcEmgng/s1600/innovation.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="133" src="http://2.bp.blogspot.com/-hKjk2kJvRvg/Vbh0QBg8L1I/AAAAAAAAHEo/1xGbUcEmgng/s200/innovation.jpg" width="200" /></a>“Once a year, engineers at Facebook are encouraged — but not
required — to ditch their jobs and try something else out within the company
for 30 days. It’s a program that started in 2011 called <o:p></o:p><br />
‘Hackamonth.‘ ”</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="http://www.businessinsider.com/facebook-hackamonth-lets-engineers-solve-big-problems-2015-7#ixzz3fwVutaoB">As
I read this quote the other day</a> from a recent Business Insider article,
I just had to smile. That’s because I am just so amazed at how the “newer”
companies try out new ways to engage workers. As the article states, many of
the new features and products at Facebook came about as a result of this
“hackamonth” initiative.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Google also has a version of this, but I
understand that it has been modified somewhat.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Creating the incubator throughout the organization</b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>As companies look for new features and initiatives,
something as simple as letting employees do their own thing could prove more
valuable than the normal emphasis on innovation. What I like most about these
initiatives are that they show that newer and younger leaders are so much
more open to new ideas. This creates an environment within the
organization <a href="http://www.eremedia.com/tlnt/supporting-innovation-it-takes-a-lot-more-than-talking-about-innovation/">where anything
is possible</a>.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And, this has a much greater impact than some leader using
the word “innovate” in every communiqué with the staff.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
There must be an environment to innovate. The word
“incubator” comes to mind when I think of innovation. Creating an
entrepreneurial environment is more than a physical structure; it involves
creating an environment within that opens the minds to think of things
differently and look for solutions.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Gardening and developing talent solutions</b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If we think in terms of gardening, we take soil and plants
and create a base that will allow each one to flourish. However, this takes
constant care, watering, weeding, pruning, etc., to build and transform that
landscape into a fertile environment.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I know people that get excited about a new plant, and
through neglect, the plant enventually dies. What happened? Well, if we do not
care for something, it will eventually wither away.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Creating this kind of culture within an organization allows
it to fully bloom so that when it is time to “harvest,” the bounty is
full. You cannot will this to happen — the environment must be created.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That is why it is going to take a new level of thinking to
not only innovate but to unleash the power of the workforce. I remember a
recent TV interview where the reporter asked me about the power of adding pool
or ping pong tables in the workplace. I responded by asking him the following:
“Do you think that a pool table will make up for a horrible work experience or
a bad manager?” No reply was needed.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
However, there a lots of organizations that buy into these
type of gimmicks. Last week, I was visiting an organization and noticed nap
pods near the lobby. That’s different, I thought, but it will take more
than nap pods to create an environment of innovation. Consider it a start on
the journey <a href="http://www.eremedia.com/tlnt/progressive-hr-its-all-about-policies-that-truly-engage-todays-workforce/">and
a small step towards workplace excellence</a>.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Demographics will solve this if you let it</b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This demographical shift in our workplaces is going to have
a seismic effect over the upcoming years. As our workforces skew younger,
which means a younger mindset in leadership roles, you will see everything
being questioned, not only the way that we work but how we get our jobs done.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I, for one, will applaud as I follow these new
steps and consider how we approach the staid workplace, programs,
policies and procedures that have been handled so differently for so long.<o:p></o:p></div>
<div class="MsoNormal">
So the next time you are wracking your brain to come up with
the idea that will save the day, the innovative solution to your problems, or
just a better way to do something, put your efforts into fostering and
promoting an “incubator” within your organization.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This means an incubator atmosphere where innovation thrives
in every corner and in all departments. This is a lot more valuable when you
unleash the power of the entire organization as opposed to the “anointed” one.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When you unleash the power of everyone, who knows where your
next great idea will come from?<o:p></o:p></div>
<div class="Publishwithline">
</div>
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com3tag:blogger.com,1999:blog-6892029593906702241.post-44570743460549238782015-07-18T03:34:00.002-04:002015-07-29T02:13:09.656-04:00Creative Leaders Create A Culture Where All Ideas Are Encouraged And Valued<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://3.bp.blogspot.com/-M8xGLaAhlgE/VaoA7F5jmhI/AAAAAAAAHDQ/pAavctNmYTk/s1600/creative%2Bleaders.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="133" src="http://3.bp.blogspot.com/-M8xGLaAhlgE/VaoA7F5jmhI/AAAAAAAAHDQ/pAavctNmYTk/s200/creative%2Bleaders.jpg" width="200" /></a>“<i>The role of a creative leader is not to have all the
ideas; it’s to create a culture where everyone can have ideas and feel that
they’re valued</i>.” — <b><span style="-webkit-transition: all 0.3s ease-in-out; box-sizing: border-box; color: windowtext; font-weight: normal; outline: none; text-decoration: none; transition: all 0.3s ease-in-out;"><a href="https://www.ted.com/speakers/sir_ken_robinson" style="-webkit-transition: all 0.3s ease-in-out; box-sizing: border-box; outline: none; transition: all 0.3s ease-in-out;">Sir Ken Robinson</a></span></b><o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal" style="box-sizing: border-box;">
I came across this powerful quote the
other day and it stopped me in my tracks.<o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
It brought me back to a time-honored
session that I would always roll my eyes at — <a href="http://www.eremedia.com/tlnt/the-brainstorming-boondoggle-forced-collaboration-doesnt-always-work/" style="-webkit-transition: all 0.3s ease-in-out; box-sizing: border-box; outline: none; transition: all 0.3s ease-in-out;"><span style="color: windowtext; text-decoration: none; text-underline: none;">the brainstorming sessions that no one wanted to be a
part of</span></a>. It’s when everyone is sitting around the table with
their minds running at <a href="https://en.wikipedia.org/wiki/Warp_drive" style="-webkit-transition: all 0.3s ease-in-out; box-sizing: border-box; outline: none; transition: all 0.3s ease-in-out;"><span style="color: windowtext; text-decoration: none; text-underline: none;">warp speed</span></a> trying to come up with a
great “idea.”<o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
Yet, this leader knew that this was
the way that we are going to innovate. But, he ignored the vast majority of
ideas because they did not come from his most favored people in the room.<o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
There was a commercial years ago that
played out this scenario. You had a room full of people all
looking bored. There was one “slacker” in the group that came up with an idea.
However, it was as if he was not even in the room. Dead silence. No one
listened and they basically ignored him.</div>
<div class="MsoNormal" style="box-sizing: border-box;">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>A no holds barred discussion</b><o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br />
<a name='more'></a>But when the most chosen one spoke out
with the same insight, verbatim, it was as if the river parted. The prodigal
son has spoken. The leader went on and on about how brilliant that idea was.
Meanwhile, everyone’s gaze went to the overlooked young “slacker,” and
they all just shrugged their shoulders.<o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
In real life, however, everyone can
have ideas and they should be as valued whether you are on the lowest rung of
the ladder, or up near the top. This new generation of worker has numerous
ideas about the workplace that organizations should pay heed to.<o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
As I give speeches to college campuses
across the Middle East (I’m based in Dubai), I am amazed by what I hear in the
Q&A sessions and the overall level of discussion. I always end by saying I
can’t wait for them to infiltrate all these <a href="http://www.vocabulary.com/dictionary/staid" style="-webkit-transition: all 0.3s ease-in-out; box-sizing: border-box; outline: none; transition: all 0.3s ease-in-out;"><span style="color: windowtext; text-decoration: none; text-underline: none;">staid</span></a> organization
because they will bring change. They will liven up any “BS” session.<o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<b>The big question is, will they be
heard?</b><o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<a href="http://3.bp.blogspot.com/-M8xGLaAhlgE/VaoA7F5jmhI/AAAAAAAAHDM/Vr4qj0b-9I0/s1600/creative%2Bleaders.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="133" src="http://3.bp.blogspot.com/-M8xGLaAhlgE/VaoA7F5jmhI/AAAAAAAAHDM/Vr4qj0b-9I0/s200/creative%2Bleaders.jpg" width="200" /></a>However, there is no need for these sessions
if you keep your ears to the ground. One of the roles I <o:p></o:p></div>
always enjoyed at
my former companies was to walk around the floor at 10 am every morning and
around 3 in the afternoon. Each day I would stop by someone’s desk to see what
they were working on. This created a bond, and if they did not see me they
would seek me out.<br />
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
I had advance knowledge of many
issues, and I got a ton of ideas about what we could do to improve the
workplace. Was it called brainstorming? Absolutely not.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>“MBWA” is not new</b><o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<span style="-webkit-transition: all 0.3s ease-in-out; box-sizing: border-box; color: windowtext; outline: none; text-decoration: none; transition: all 0.3s ease-in-out;"><a href="http://www.eremedia.com/tlnt/management-essentials-its-all-about-engaging-with-your-reports/" style="-webkit-transition: all 0.3s ease-in-out; box-sizing: border-box; outline: none; transition: all 0.3s ease-in-out;">MBWA is managing by walking around</a></span>, and it
is the greatest brainstorming model ever invented.<o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
I read about a company that would
require all of its workers to spend one day in the call center. Whether you are
the big shot VP or the help desk person, everyone spent time in the pit.<o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
Another unique trait of this company
was that the driver that picked up people at the airport for interviews was
part of the decision making process. His opinion was sought as to whether this
person coming in for an interview treated them with respect during their
drive.<o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
Was it all about them, or did they
offer conversation and ask questions? In other words, did they connect to
people regardless of their title?<o:p></o:p></div>
<div class="MsoNormal" style="box-sizing: border-box;">
<br /></div>
<div class="MsoNormal" style="box-sizing: border-box;">
It’s pretty clear: You MUST
communicate openly with your team, both direct reports and co-workers, and that
means recognizing them for the good work they do. By creating this kind of
atmosphere, you will improve their engagement with you as a manager.<o:p></o:p></div>
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</div>
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com1tag:blogger.com,1999:blog-6892029593906702241.post-90571925047939614132015-07-18T03:26:00.000-04:002015-07-18T03:26:10.162-04:00Listening To Employees: You Need To Do It One Conversation At A Time<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://1.bp.blogspot.com/-ld0ZTxgqGio/Van_Gf0sVUI/AAAAAAAAHDA/Rf4dapvzkRI/s1600/listening.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="131" src="http://1.bp.blogspot.com/-ld0ZTxgqGio/Van_Gf0sVUI/AAAAAAAAHDA/Rf4dapvzkRI/s200/listening.jpg" width="200" /></a>“The only number that matters is ‘one.’ One cup. One
customer. One partner. One experience at a <o:p></o:p></div>
time. We had to get back to what
mattered most.”<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I am a big fan of <a href="https://news.starbucks.com/leadership/howard-schultz">Howard Schultz</a>,
the CEO of Starbucks. In reading this statement above, Schultz described
how his company faltered and lost its way. It strayed from coffee into a
host of activities which basically begin the slow drip of non-profitability.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This statement is kind of a back to basics approach, but it
would make a great mission statement. It would also make a great leader’s
mandate.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
How is that, you may ask? How many times have you spoken to
a senior leader, and in the midst of that conversation, they were checking
email, fiddling with their phone, or basically doing something else? Yes,
they pride themselves on multi-tasking, <a href="http://www.eremedia.com/tlnt/building-a-better-workplace-through-better-listening/">but
are they really listening</a>?<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Lesson learned<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>The art of communication is more than just eloquently
expressing yourself; <a href="http://www.eremedia.com/tlnt/the-cornerstone-of-modern-leadership-its-when-managers-listen/">it
also has a component called listening</a>. That means paying attention and
blocking out all the distractions and clutter that surrounds us.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My daughter brought that to my attention when she would come
into my home office, and I could tell by the way she sat on the couch that
something was going on. Yet as we talked, I continued to work
while listening and thinking about a quick solution. OK, you do X, Y, and
Z, and it is solved.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
She responded in a way that I still think of today. “Can
you please just listen to me sometimes? You are not listening to me. All you
want to do is solve my issues, I need you to listen.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That stopped me in my tracks. I asked whether I do this a
lot, and she said yes, you do it with everyone.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>One conversation at a
time<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Managing people in today’s environment is difficult, it is
like conducting an orchestra: multiple generations, different personalities,
different needs and wants. Yet we are somehow supposed to be an effective
communicator that struts our stuff with a baton.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That is easier said than done. However, we can become the
maestro just by changing our listening techniques.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What has worked for me as I evolved over the years is that I
want to make sure that the whole person works for me. While it is
important to understand the 9-5 persona, connecting means moving beyond that
time frame.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I want to understand a person’s motivation, their long term
goals, family info, and everything that rounds out the individual. But this is
not a one-way exchange; I share my information as well so that they
understand me from an owner’s manual perspective.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Listening 101<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I have learned using this method over the years that as
I sit and listen, I can sense the hurt, pain, fear, anxiety, happiness, anger
and all the emotions that make us human beings. I position myself with a person
so that their eyes are my bullseye. I focus directly on them and we
begin our conversation.<o:p></o:p></div>
<div class="MsoNormal">
I am also sensitive to body language because in a lot of
ways that shows what is being said. If I do a good job, I notice a sense of
relief at the end of the conversation after the person I am with has shared
whatever it is with me.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If it is a problem that they have been struggling with,
you can sense it. But more importantly than that, you find you have connected.
The more you master this tactic, the more you cement the relationship.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Are you listening?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The disciplined approach to listening allows us to truly
understand the information we hear in order to improve our decision-making,
mentoring skills, and more importantly, making the connection that truly
counts.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Our relationship with our employees is grounded in
trust. If they do not trust us, or our organization shows that it does not
trust the employees, that bond is broken. In order to have an effective level
of trust, we all must communicate and we all must listen.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As a leader, it’s important that you set an example. Show your
team members how critical trust is to you by demonstrating your trust in them
as well as in your colleagues.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Next, your job is to make an every effort to help everyone
get to know each other in order to learn the “whole person.” Encourage
conversations on values, family, or hobbies.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You will know that you have a strong understanding of your
team when they truly feel that your door is always open to them.<o:p></o:p></div>
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</div>
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com0tag:blogger.com,1999:blog-6892029593906702241.post-61351487122672562242015-07-03T06:32:00.000-04:002015-07-03T06:33:58.357-04:00What Does Real, Genuine Leadership Look Like?<div dir="ltr" style="text-align: left;" trbidi="on">
<div style="background-color: white; box-sizing: border-box; color: #444444; font-family: Lato; font-size: 16px; line-height: 24px; margin-bottom: 20px; padding: 0px;">
<a href="http://4.bp.blogspot.com/-RdKdW3BiwEc/VZZflzdF8MI/AAAAAAAAG68/vkFVICzMpuw/s1600/leadership.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="133" src="http://4.bp.blogspot.com/-RdKdW3BiwEc/VZZflzdF8MI/AAAAAAAAG68/vkFVICzMpuw/s200/leadership.jpg" width="200" /></a></div>
<div class="MsoNormal">
“This may sound crazy, but it’s hard for us when someone
turns down a raise,”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That was a recent comment from the Board President at
the <a href="http://www.uc.edu/?from=globalnav">University of Cincinnati</a>.
Not only that, but it’s the third year in a row the university chief, <a href="https://www.uc.edu/president/the-president.html">President Santa Ono</a>,
has donated his bonus.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Since 2013, he has turned down his six-figure bonus and
declined a raise. His reasoning is that he donates it to various funds and to
help the college students.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>What does leadership
look like?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="http://www.forbes.com/sites/mikemyatt/2012/12/19/the-1-reason-leadership-development-fails/"></a></div>
<a name='more'></a><a href="http://www.forbes.com/sites/mikemyatt/2012/12/19/the-1-reason-leadership-development-fails/">According
to the American Society of Training and Development</a>, U.S. businesses spend
more than $170 billion on leadership-based curriculum, with the majority of
those dollars being spent on “Leadership Training.” If you Google leadership
development, you will get approximately 105,000 queries.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
There are off-sites for leadership development. Business
schools and their professors have gotten in on the game. My mailbox is hit at
least a few times a week on some new technique for being a leader.<o:p></o:p></div>
<div class="MsoNormal">
The flawed leadership model that was idolized years ago is
flawed, in my opinion. Dr. Santa Ono exhibited leadership in such a compelling
way that it says more about a real leader than any course could ever teach.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I have always felt that leadership is about caring for the
people around you. Anything you can do to further their hopes and dreams
enables the organization to move forward. As my friend <a href="https://www.linkedin.com/profile/view?id=95113532&authType=NAME_SEARCH&authToken=SSYa&locale=en_US&srchid=41901991435519751541&srchindex=1&srchtotal=20&trk=vsrp_people_res_name&trkInfo=VSRPsearchId%3A41901991435519751541%2CVSRPtargetId%3A95113532%2CVSRPcmpt%3Aprimary%2CVSRPnm%3Atrue">Peter
Makowski</a>, CEO of American Hospital here in Dubai says so eloquently, “My
job is to care for the people who care for the people.”<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Making the connection<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
“Having a child is a life-changing experience and this
policy means our employees have the opportunity to enjoy time with their
families and have a great career,” said <a href="https://www.virgin.com/richard-branson">Richard Branson</a>, Founder of
the Virgin Group.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The policy he referred to was <a href="http://www.usatoday.com/story/money/2015/06/10/branson-virgin-parental-leave/71014548/">one
year of maternity leave with full pay</a> that Virgin announced to their
employees.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
“If you take care of your employees they will take care of
your business. That is a philosophy that has served us well for more than four
decades, and is the foundation of everything we do at Virgin,” Branson
said.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I am a sucker for these types of initiatives because they
show exactly what real leadership is about.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>You can’t program
genuine leadership<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This real type leadership can’t be programmed. I wrote an
article a while back about a CEO who extolled the values of leadership and how
he runs his organization. Only later did I find out that this is the same guy
who walks in every morning and walks past numerous desk on the way to his
office without the most common morning courtesy of “Good Morning.” But,
he calls himself a real leader.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Leadership is about the small things that you do. Big
pronouncements and chest thumping does not means leadership.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Another former CEO who I had the honor of knowing would
gladly stop by the mail room on the way to her office. She would hold her own
in spirited discussions on last night’s games.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What this showed was a real person connecting to the lowest
level on our organizational chart. To them she was just Sharon, not the
founding CEO of this company.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>The real power in
your organization<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This is what real authentic leadership is about. It is about
connecting to the people throughout the organization<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In order to get your employees excited about working for
your organization, leadership has to connect. If you want problems solved,
expressing new ideas, and taking care of customers, you can’t do it without
this connection.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The strength in your organization is not your leadership
team, but, where the majority of your workers sit. Leadership is only a small
percentage of your workforce<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Companies need this not just from top performers and leaders
but from every employee every day. The only distinction
between organizations today, and this is true more than ever, is their
people and the effort they exert each and every day.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
A connection can be an unlimited sources of energy. When
that level of trust is built between all connecting parties, bright days will
follow.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So forget the next new thing in leadership development. If
your leader can’t connect on a personal level, there is no course or
development opportunity that will make them the leader that you need.<o:p></o:p></div>
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</div>
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com0tag:blogger.com,1999:blog-6892029593906702241.post-66450439224174191292015-07-03T04:03:00.001-04:002015-07-03T06:16:48.309-04:00When Will Employees REALLY Become Your “Most Important Asset?”<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://2.bp.blogspot.com/-_F1DN8FhRfI/VZZg6Rq7rCI/AAAAAAAAG7Q/pNeo2aof-Vc/s1600/greatest%2Basset.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="133" src="http://2.bp.blogspot.com/-_F1DN8FhRfI/VZZg6Rq7rCI/AAAAAAAAG7Q/pNeo2aof-Vc/s200/greatest%2Basset.jpg" width="200" /></a>“How much does it cost?”<br />
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This is a question that I am hit with as I intro my
presentation. It literally takes my breath away. My response is we can discuss
that after I am finished.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
But, I need a change in mindset from cost to expense. If you
look at employee development as an expense, I may be wasting both of our times.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This approach took courage, but after a while, I realized
that if that is the way that executives look at engagement, I know that I am in
the wrong place.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>A few statistics we
all need to consider<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This takes me back the notion that employees are our
“greatest or most important asset.” Are they really? Those buzzwords should be
outlawed.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>If you are a reporter, reframe your questions in a way that
would ask them how they arrived at that conclusion. Then follow up with asking
them how much of that value is invested in their development and engagement.
Ask them to describe the culture within, and if they get that far, ask them how
would their employees feel if they saw this interview? Would they think
it is credible?<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I just finished reading the <a href="https://benefittrends.metlife.com/assets/downloads/a-global-perspective-highlights-2014-uae.pdf" target="_blank">MetLife UAE Employee Benefits Study</a> and a few
stats stuck out but did not surprise me.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<ul style="text-align: left;">
<li>Some 63 percent of employers feel strongly that their
company is a “great place to work” [their term].</li>
<li>However, 43 percent think not; they feel their organization
is not such a great place to work.</li>
<li>A solid 65 percent of employers feel that they are loyal to
their employers, but again, only 38 percent of employees agree.</li>
</ul>
<o:p></o:p><br />
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The knockout punch in this expat driven market is that 39
percent have a “strong hope” that they will be working for another
company in the next few years.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When I am confronted by these figures, it all falls into
place.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>No shortcut when
building value<o:p></o:p></b></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
In order to get a return on any asset, you MUST invest in
that asset. There is no other way. It is only with the determination and
dedication to your people that your organization can serve your clients or
customers. That is the only way that you can generate long-term value for your
shareholders and contribute to the broader public good.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That is an equation that can’t be broken. Or as my mother
would say, it is like “trying to get water out of a turnip.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Over the long term, there is no other way for building this
value. There are no shortcuts. More importantly, in this new dynamic workforce
with the changing demographics, it is just not going to happen unless you
invest in them.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
However as simple as that sounds, I’m in contact with people
who feel that they can simply do <a href="http://dictionary.cambridge.org/us/dictionary/business-english/end-around">an
end run around</a> the basics. Just talk the talk and do a few cosmetic
initiatives and everything will be fine.<o:p></o:p></div>
<div class="MsoNormal">
Even something as foundational as having a “revolving door”
of talent is not taken as a serious issue. The cost factor and the
business case analysis still does not sink in the way that it should.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Same numbers,
different scenario<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Let’s turn this around and approach it from the vantage
point that you were churning 20-30 percent of your clients each year. Whether
it was for a better deal or because they felt they were just not being
appreciated, they were heading for the exit door.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Sooner or later, you realize that you have a huge problem.
However with this scenario, you would surely realize — eventually — that
wholesale changes are the only solution that would put you back on track.
No step would be ignored as you tried to “right this ship.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The seriousness of the above scenario is the same if your
engagement level is low or if your organization is churning employees. But somewhere
along the line, someone is not feeling the seriousness of this. Business as
usual is the norm.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I had one executive tell me that if employees want to leave,
well, that is fine. He said, “I will just hire someone with the same skillset
at a cheaper price point.” I was incredulous that a senior level
executive could say such a thing.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When I gave him my take on this, he remarked that “you just
care too much, while I don’t.” That ended the conversation because it was
apparent that not only did he not get it but he did not give a s**t.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Lets hope senior
leadership can wake up<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If you are a senior leader,and your overall employee value
proposition does not mean anything to you, you are in serious trouble. If you
give credence to the five (5) most overused words without being able to back it
up, it is only a matter of time. The clock is ticking on you and your
organization, because one day, you will wake up in an enormous sink hole
and the end will be near.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So my advice is the next time you enter into a meeting
concerning your workforce, do not lead with “how much?” When you do this
you have just told the entire room that you are pretty much clueless.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Take that EVP and those five words they spout from time
to time — that employees are your “greatest or most important asset”
— and retire them both until you can live up to them for your
organization as well as your employees.<o:p></o:p></div>
<div style="background-color: white; box-sizing: border-box; color: #444444; font-family: Lato; font-size: 16px; line-height: 24px; margin-bottom: 20px; padding: 0px;">
</div>
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com0tag:blogger.com,1999:blog-6892029593906702241.post-87886384979907316312015-06-18T03:16:00.002-04:002015-06-18T03:16:58.652-04:00When It Comes To Ongoing HR Development, It’s Really Up To You<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://1.bp.blogspot.com/-CD9PMTAwQ1U/VYJwI35PwII/AAAAAAAAGXA/fp9OLN8waQ8/s1600/conference-700x467.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="133" src="http://1.bp.blogspot.com/-CD9PMTAwQ1U/VYJwI35PwII/AAAAAAAAGXA/fp9OLN8waQ8/s200/conference-700x467.jpg" width="200" /></a><i>“Can I see a show of
hands of people that watch CNBC or any other business channel? Can I also see a
show of hands of those that read the business section of your newspaper?”<o:p></o:p></i></div>
<div class="MsoNormal">
<i><br /></i></div>
<div class="MsoNormal">
Both those questions were asked over the past two weeks at
different HR conferences [the <a href="http://www.hrleadersafrica.com/">HR
Leaders Africa Summit</a> held in Lagos, Nigeria, and the <a href="https://www.facebook.com/events/1654494418105427/">Lebanon HR Summit</a>].
I decided to ask those questions and I was shocked by the number of responses.
Maybe two or three hands went up, and there were at least 50 people in the room
in both cases.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>And you want a seat
where?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My response was, “and you want to be strategic business
partners?” My next question was, “what are the major discussions within your
industry?” Again, the response was blank stares.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>Folks, if you want to be taken seriously you have to take
business seriously. All the above mentioned outlets are great training for
understanding how business works.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So many of our HR professionals look forward to attending
conferences and training throughout the year, but for the most part, we can’t
sit back and wait for two or three events to take care of our development
needs throughout the year. We have to self-educate. That means reading
everything that we can get our hands on.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My other question to the group was, “how many of you watch
reality television?” Nearly everyone’s hands shot up. I know that after a long
day at work, TV sounds much better than sitting around reading a white
paper or delving into a long business article, but those articles will
challenge you to think deeply about what you do and what is happening in your
industry.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Every industry is going through its own challenges. The more
you know about the disrupters in your industry, the better able you will
be to do your job.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Keep learning,
because no career is safe<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
However, if you have dreams of advancing your career, it
will not be determined by a training budget. Your complacency will not
determine your success. In today’s turbulent environment, companies and jobs can
rise and fall in a matter of months.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Your lofty job title could change at any given moment. In
other words, no career is safe in today’s brave new world.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
All of those factors are reason enough for everyone to
embrace a student-like mindset and turn self-learning into a daily (or at least
a weekly) habit. You can hone your current skills and develop new ones while
enriching your mind.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If it is HR strategy you are interested in, you should read
everything you can get your hands on. If it is HR analytics, the same process
can be taken.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
One of the advantages of the Internet is that it makes
learning so much easier. At the click of a few keys you can find not only
scholarly articles but blogs on any interest you may have. If there are people
in your industry that you admire as thought leaders, most likely they blog or
post articles. If so, sign up to get a daily or weekly dose.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>5 things you should
do to help your career growth<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If you are hankering to move your career into a new
direction, say from transactional to a more strategic approach, my five (5)
nuggets of advice go like this:<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoListParagraphCxSpFirst" style="text-align: left; text-indent: -0.25in;">
<span style="text-indent: -0.25in;">1.</span><span style="font-size: 7pt; font-stretch: normal; text-indent: -0.25in;"> </span><span style="font-stretch: normal; text-indent: -0.25in;">1</span><span style="font-size: 7pt; font-stretch: normal; text-indent: -0.25in;"> </span><b style="text-indent: -0.25in;">Make
learning a habit</b><span style="text-indent: -0.25in;">. This habit will enrich you throughout your life. If you
have no desire to learn anything new, whether it is for work or personal, you
will, in all likelihood, stagnate. There is always something that we can
learn that will improve how we lead our lives and do our work.</span><br /><br /><span style="text-indent: -0.25in;">2.</span><span style="font-size: 7pt; font-stretch: normal; text-indent: -0.25in;">
</span><b style="text-indent: -0.25in;">Explore
items of interest not within your sphere</b><span style="text-indent: -0.25in;">. There are certain websites that I
try to read as often as possible. I am very much interested in sites like
CFO, CEO, CMO, CIO.com (and of course, TLNT). I want to know what the thought
processes are in these peer driven areas. What are they struggling with? This
gives you a bird’s eye view of the things that are keeping
professionals up at night. Remember, if these are the people that you want
to be in the room with, you have to be able to understand what they are
struggling with.</span><br /><br /><span style="text-indent: -0.25in;">3.</span><span style="font-size: 7pt; font-stretch: normal; text-indent: -0.25in;">
</span><b style="text-indent: -0.25in;">Take
advantage of free educational resources</b><span style="text-indent: -0.25in;">. There are so many free
webinars available today that you can just put the earphones on and listen.
Every type of subject can now be explored on a free basis, and the only point
of entry is to sign up. The great advantage of webinars is that once they run
you can always go back and listen to them again. Deloitte, McKinsey, and many
others produce numerous white papers on all the key HR disciplines — and all at
no cost to you for the most part. There are numerous YouTube videos and Ted
Talks that are also rich in content regardless of your discipline</span><br /><br /><span style="text-indent: -0.25in;">4.</span><span style="font-size: 7pt; font-stretch: normal; text-indent: -0.25in;">
</span><b style="text-indent: -0.25in;">Who do
you admire in your industry?</b><span style="text-indent: -0.25in;"> We all have people that we admire in our
field. For the most part, all of them publish either a blog,are an
influencer on LinkedIn, or speak occasionally. You can now, with just a
few clicks, connect with them on LinkedIn and keep abreast of their work. Not
only that, but the real stars in this field are all approachable. Reach out to
let them know that you admire their work and want to connect.</span><br /><span style="text-indent: -0.25in;">5.</span><span style="font-size: 7pt; font-stretch: normal; text-indent: -0.25in;">
</span><b style="text-indent: -0.25in;">Get
involved</b><span style="text-indent: -0.25in;">. There are numerous HR groups outside of SHRM. Here in Dubai,
we created the </span><a href="https://www.linkedin.com/groups/UAE-HR-Leaders-Forum-8201892/about" style="text-indent: -0.25in;">HR
Leaders UAE Forum</a><span style="text-indent: -0.25in;"> for senior leaders. We connect throughout the day on </span><a href="https://www.whatsapp.com/" style="text-indent: -0.25in;">WhatsApp</a><span style="text-indent: -0.25in;">, and our first ever
meet-and-greet will be held next month. If you do not have one in your city,
get a few people together and create your own. </span></div>
<div class="MsoListParagraphCxSpFirst" style="text-align: left; text-indent: -0.25in;">
<b style="text-indent: -0.25in;"><br /></b></div>
<div class="MsoListParagraphCxSpFirst" style="text-align: left; text-indent: -0.25in;">
<b style="text-indent: -0.25in;">Taking charge of your
own development. </b></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<b><br /></b><span style="text-indent: -0.25in;">These<span style="text-indent: -0.25in;"> days you can’t sit back and complain about not being
developed. You development should be paramount to your career and you should
own it. If</span><span style="text-indent: -0.25in;"> you are lucky to work in a company that values
development, that’s great, but if not, you must develop yourself.</span></span><!--[if !supportLists]-->
<!--[if !supportLineBreakNewLine]-->
<!--[endif]--><o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLineBreakNewLine]-->
<!--[endif]--><o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLineBreakNewLine]-->
<!--[endif]--><o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraphCxSpLast" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div style="background-color: white; box-sizing: border-box; color: #444444; font-family: Lato; font-size: 16px; line-height: 24px; margin-bottom: 20px; padding: 0px;">
</div>
<div class="MsoNormal">
If you want to be in the room, you must bring knowledge to
the room. Blank stares will not endear you to this environment.<o:p></o:p></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com0tag:blogger.com,1999:blog-6892029593906702241.post-54910075699865487602015-06-18T02:57:00.000-04:002015-06-18T02:57:31.500-04:00We Could Learn A Lot From How The World Handles Employee Vacations<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://4.bp.blogspot.com/-A0lzjdUGBnA/VYJrch09A8I/AAAAAAAAGW0/j4vmw5sjLhI/s1600/vacation.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="200" src="http://4.bp.blogspot.com/-A0lzjdUGBnA/VYJrch09A8I/AAAAAAAAGW0/j4vmw5sjLhI/s200/vacation.jpg" width="133" /></a>“No, that will not work. I leave for holiday on the 8th of
June and will not return till around the 15th<o:p></o:p></div>
of July.”<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That was the response from a Chief Learning Officer who we
have been trying to get together for a meeting. However, it hit me as he told
me this that yes, this was vacation season. But more importantly, he would be
taking close to five (5) weeks off.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The summer holiday season is upon us and this is a common
refrain from expats throughout this region (I work in <a href="http://en.wikipedia.org/wiki/Dubai">Dubai</a>, in the Middle East). This
is a common practice here, and the only people who it gives pause to are people
like me.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Vacation is no big
deal<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>My vacations are spread out throughout the year. You know what
I’m talking about — a long weekend here and there, a trip to Europe every year,
but they would all be within the time frame of one week at a time, max.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I remember <a href="http://www.marketwatch.com/story/americans-only-take-half-of-their-paid-vacation-2014-04-03">a
recent survey from Glassdoor</a> that detailed how many Americans never
take all of their allotted vacation time for. The reasons were always the same
and built around the constraints of work. But, taking vacation time is such an
ingrained habit here in the Middle East that I think even if things were
falling apart that t would still be seen as a sacred right and that it is meant
to be taken no matter what.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="http://en.wikipedia.org/wiki/List_of_statutory_minimum_employment_leave_by_country">The
amount of paid vacation varies by country</a>, but what I found amazing is that
there is no guarantee in the United States for paid vacation. That is one area
that we could learn a lot from.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Work-life balance<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
There is this constant chatter about work-life balance and
the issues that derive from it. My thought has always been that each person has
to find their own solution to that dilemma.<o:p></o:p></div>
<div class="MsoNormal">
No organization could ever create a blanket policy that
would work perfectly for everyone. What each organization has to do is to try
to facilitate that process.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Have each department and their managers try to work it out
with employees within a certain framework. I, for one, do like to work from
home. But, I also need human interaction.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I had a job at one time where I worked from home five days a
week and ended up hating it. The loneliness and conference calls all day was a
bit much and I eventually left. So, that work environment did not do it from
me.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Every county has its
own work culture<o:p></o:p></b></div>
<div class="MsoNormal">
Work habits in different cultures are paramount to your
ability to blend into your new culture. When you use the phrase internally, “we
have always done it this way,” it is the same as saying that “back in my
country we did it this way.” That is like saying that my country standard is
the holy grail.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I have known so many people who have hungered for an expat
opportunity, but within a year they wash out and long for their own standard.
There are a lot of one and done people out there since we all have yearly
contracts. As the saying goes, “once the glamour wears off, work happens.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Having come to accept (and in a lot of cases, prefer) some
of these work habits has made me rethink “my standard.” My new network consists
of people from all over the world. Our dinner parties are an education in
culinary treats.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Our conversations revolve around the cities that we have all
traveled and lived in and the quirks of living there. It is a rich and
rewarding life experience that I would wish on everyone and anyone.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>The rewards of
another culture<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If you have kids, it is also rewarding because you are truly
raising global citizens of the world. Their schooling, which depending upon
your level of employment, is covered or at least subsidized.<o:p></o:p></div>
<div class="MsoNormal">
These international schools are virtually a United Nations
of education. The weekend trips and vacation trips are unimaginable.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
A friend of mine recently called to tell me she and her
family is leaving Dubai. She is an executive for a major hotel chain and her
husband, who is also a hotel executive, just got a major assignment. They will
be moving to Vietnam as he opens a new hotel for his employer.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The excitement in her voice told the entire story. They are
UK citizens who have lived all over the world, and now the next adventure
awaits them.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Rethinking the world
of work<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As we enter into the scary new world of work, there are lots
of things that will need to be reconsidered, and not only about the
organization. Basically, we will need to rethink everything.<o:p></o:p></div>
<div class="MsoNormal">
The Western work culture was built on the foundation of the <a href="http://en.wikipedia.org/wiki/Industrial_Age">Industrial Age</a>, and that
alone is scary to even think about. The new age demographic of the workforce
will speed up the change process because this is the new workforce and we have
no choice but to adapt.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Whether we are rethinking holidays and vacations or the
structure of the workplace, everything should be on the table because it will
all have to be rethought moving ahead.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So, here’s my advice to my Western peers: take your vacation
and enjoy yourself because in the end, if something were to happen to you, the
job will move on with someone else in your driver’s seat.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Happy vacation season!<o:p></o:p></div>
<div style="background-color: white; box-sizing: border-box; color: #444444; font-family: Lato; font-size: 16px; line-height: 24px; margin-bottom: 20px; padding: 0px;">
</div>
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com1tag:blogger.com,1999:blog-6892029593906702241.post-7579510053011303782015-06-18T02:46:00.000-04:002015-06-18T02:46:10.115-04:00An Imperative For Today’s HR: A Sharp Focus On Data And Analytics<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://2.bp.blogspot.com/-MevyDERJiu4/VYJo1p6KexI/AAAAAAAAGWo/Qh62XdKBWUM/s1600/the-economist-on-big-data-675x467.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="138" src="http://2.bp.blogspot.com/-MevyDERJiu4/VYJo1p6KexI/AAAAAAAAGWo/Qh62XdKBWUM/s200/the-economist-on-big-data-675x467.png" width="200" /></a>This past week I participated as conference chair for the
first ever workforce analytics conference in <a href="http://hr.fleminggulf.com/workforce-analytics-forum">the Workforce
Analytics Forum</a> that was held in Dubai, United Arab Emirates.<o:p></o:p></div>
the Middle East —<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
It was amazing to see the various industries from telecom to
health care, privately owned to multi-nationals, presenting their analytics and
wrapping it into a business case.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I remarked in my closing statement that this level of rigor
and alignment would not have been possible even a few years back. But now, to
have a conference dedicated to this new level of HR was astounding.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Welcome to the club<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>Every major discipline has been using metrics and analytics
for so many years that it is an accepted part of business. However when it
comes to HR, there seems to be this level of distrust, or shall we say
trepidation, about entering this wonderful area of opportunity for OUR
discipline.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
To give you a quick overview, here are some common analytics
practices that are being used in various sectors of business:<o:p></o:p></div>
<div class="MsoNormal">
</div>
<ul style="text-align: left;">
<li><b>Financial Services</b> — credit scoring, fraud detection,
and underwriting;</li>
<li><b>Retail </b>—
marketing promotions, inventory, demand forecasting;</li>
<li><b>Manufacturing</b> —
supply chain optimization;</li>
<li><b>Hospitality</b> —
pricing, customer loyalty, and yield management;</li>
<li><b>Transportation</b> —
scheduling, routing, and yield optimization</li>
</ul>
<br />
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>We own all the people
data<o:p></o:p></b></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
As a senior faculty member of the Human Capital Institute, I
have noticed over the years that our classes in the analytics area are now
being inhabited by more than just HR folks. The classes are now populated by
people with backgrounds in marketing, data mining, statisticians, and even
mathematicians.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I, for one, welcome this. Smart HR professionals will
realize that they do not have the right skill set and will not try and force
feed this on someone in the department regardless of their willingness.<o:p></o:p></div>
<div class="MsoNormal">
While they could probably ramp up to it, this role is far
too important and needs someone who understands data and can hit the ground
running.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Data is very important, with HR being the repository of all
relevant data concerning people within the organization. This people data task
has taken on more importance in the past few years given that just about every
survey points to how senior leadership is not comfortable with the level of
support in running the business that HR is providing.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>A must have for the
new era of HR<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Workforce analytics and big data are now “must have”
capabilities in HR.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The reasons are numerous. The business world is being
transformed by the amount, speed and availability of data. As organizations
search for a competitive advantage, the data around people and performance will
become ever more critical.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
There will always be <a href="http://www.urbandictionary.com/define.php?term=naysayer">naysayers</a> as
it relates to this new approach but the rut that the HR profession is in is
directly related to our predecessors in HR not moving past the process, policy,
and procedure stage. Holding on for life and not being willing to bulge or move
forward is NOT a strategic decision.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Stuck in a rut</b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I get a lot of emails from generalists who are eager to
learn more about this new approach but are “stuck” in HR departments that are
being run as if it were 1995.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I had one of my former direct reports call me up a few years
back, and she was excited to tell me that she had been promoted to “HR
Business Partner.” As we talked about the enjoyable moment, I asked her to tell
me what her new role entailed.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
She mentioned that she would now sit in marketing and be
connected to that department. My response was OK, so now you sit in marketing —
what else? She then said that she would be marketing’s personal HR rep.
My response was OK, so now you are marketing’s HR person. What else?</div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As we continued our conversation, it became apparent that
this new organizational design was not thought through. She had, through no
fault of her own, a clue as to the strategic role that this “Business Partner”
would play in the new design outside of geography.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This was going to be the “new flavor of the month” from HR.
Yes, it’s a new business model, but no one could explain how this is the “new
approach” for strategic HR.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<b>Become self-taught</b><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My advice for my former direct report was for her to not
wait for direction but to delve into this marketing person’s head to try and
get a sense of the challenges she is facing, as well as the organizational
goals. She must begin to eat, breath and sleep marketing as that will become
her area of expertise. At every touch point in her new department, she must
show value, not from an HR vantage point, but from a business vantage point.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We must use every opportunity to raise this profession from
a back office department to a level of expertise around people within the
organization.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This will not be a accomplished by an org. design that
was done to mask partnering. We have to move this profession forward even if it
is one step at a time.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
There’s no more time for excuses. The time for HR is NOW.<o:p></o:p></div>
<div class="MsoNormal" style="background: white; line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; vertical-align: baseline;">
</div>
<div class="MsoNormal">
<br /></div>
<div style="background-color: white; border: 0px; box-sizing: border-box; color: #444444; font-family: Lato; font-size: 16px; font-stretch: inherit; line-height: 24px; margin-bottom: 20px; padding: 0px; vertical-align: baseline;">
</div>
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com0tag:blogger.com,1999:blog-6892029593906702241.post-27471617348584859682015-06-01T08:18:00.000-04:002015-06-01T08:18:07.154-04:00Corporate Power: It Has Shifted to Your Customers AND Employees<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://2.bp.blogspot.com/-I7GqVOiFOjE/VWxNSkaYW6I/AAAAAAAAF_E/cKCqYdCES_8/s1600/power.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="200" src="http://2.bp.blogspot.com/-I7GqVOiFOjE/VWxNSkaYW6I/AAAAAAAAF_E/cKCqYdCES_8/s200/power.jpg" width="120" /></a>“We challenge you to find a consumer mobile offer available
in the UAE that is better than the offers<o:p></o:p></div>
you can get with Etisalat,”read the
company’s website. “We promise to match or beat any offer, guaranteeing
you that with Etisalat, you will always get the best prices.”<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The “big brother” here in the Middle East recently has been
the marketing campaign by our local telecom <a href="http://www.etisalat.com/en/index.jsp">Etisilat</a> [In the U.S.,
think ATT or Verizon]. Their marketing campaign was called the <a href="https://www.reddit.com/r/dubai/comments/35hud8/etisalat_challenge_campaign_backfires_on_twitter/">#Etisilat
Challenge</a>, and it challenged consumers to find a better deal than their
offerings.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
However, what happened next was not what they expected.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>The pendulum has
swung<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>They were mocked, insulted, and challenged about their
customer service and the engagement of their customers by just about everyone
from radio stations to local media as well as the marketing community.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
But to me, this is not just a marketing story; this is about
a new day where the power has shifted to your customers.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My challenge to organizations is that this should be a
wake-up call to those who need to pay more attention to customer service and
engagement before engaging in dialogue with consumers in a genuine, relevant,
and transparent manner.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This is a story and a lesson for all organization to learn
about the new phenomenon called<a href="http://www.tlnt.com/2015/03/10/how-to-better-build-a-better-employer-brand-like-top-employers-do/">employer
branding</a>. Just because you create it and believe strongly about your brand,
it carries no validity about its true authenticity unless it is validated by
your most important segment — your customers.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Are you being true to
your brand?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Venture into that conference room or offsite meeting to get
that branding message correct and you enter at your own peril. The same can be
said for the “<a href="http://www.tlnt.com/2014/01/20/why-arent-more-companies-focused-on-their-employee-value-proposition/">Employee
Value Proposition</a>” which to me is the result of wordsmithing, which looks
good on paper. They both could be a vision of where you are headed or hope to
be some day.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
But whatever it is, it HAS to be validated and your do not
own that validation anymore. Maybe you did at one time, but not today<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
But ask yourself: Are you being true to that branding
message or vision? I compare it to the five most misused words and phrases in
corporate America. Remember the one about how “people are our greatest asset?”
Who really believes that anymore?<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>You do not own your
image<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
There used to be a time that organizations were in complete
control of their message, when they controlled it and kept a tight hold on it.
Then something happened and the pendulum swung in favor of your beloved
customers. Now, they control the pen and they are the authors of your fate.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
They will get the last laugh, and in cases such as the one
above, they make you look completely clueless.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In the past, you were sucked into this belief that you could
basically do no wrong, and even if you did, there was no one to check you. But
today, there have been many instances of organizations going off the rails.
From airlines to retail, there are countless instances of where organizations
were caught misbehaving, and in a lot of cases, through the actions of their
employees.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
With Twitter, Facebook and Glassdoor, you are now exposed,
probably for forever. There will never be a time when you will be the big boy
on the block again. Any marketing missteps or employee miscommunications are
out there for all to see. This is what I call the cleansing factor in our
society.<o:p></o:p></div>
<div class="MsoNormal">
Some may say that this is not totally fair, but it is the
new normal. So, as you proceed with your corporate message, put it to the smell
test. Do you believe it? Do your employees believe it? Most of all, do your
customers believe it?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Customer engagement is no longer a series of one-off
experiences. This communication must be ongoing. Organizations will need to be
good listeners in this new age of digital.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In the case I quoted above, apparently the company was numb
to the fact that their customer service was challenged. With a large brand, it
almost requires a periscope to monitor all mentions. Were they listening and
monitoring what was being said? If they were, they would have known that they
were challenged on their customer service.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Organizations today must foster trust and build
relationships, not only with their new customers but with prospective customers
as well. The thing I find more informative online is the comments and insights
from the people who take the time respond. It can’t be ignored.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Forget the product,
engage the relationship<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In the end, it is not always about selling a product but
trying to facilitate an active, passionate community around your product. That
space should be open and ongoing. Build the relationship and the product will
take care of itself.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And, take care of the <a href="http://www.tlnt.com/2015/04/30/employee-engagement-its-all-about-connections-and-good-work/">engagement</a> and
the product or services will follow.<o:p></o:p></div>
<br />
<div class="MsoNormal">
If you noticed, I mentioned customers throughout this article.
My reason for that is because your employees are your customers, too. If you
listen and engage them at every opportunity, everything else pretty much falls
into place.<o:p></o:p></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com1tag:blogger.com,1999:blog-6892029593906702241.post-91870346081143299742015-06-01T07:59:00.000-04:002015-06-01T08:02:19.350-04:00First Impressions: Why Onboarding Employees Is Like Going on a First Date<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://1.bp.blogspot.com/-fwGRinuWXjs/VWxJra9WT_I/AAAAAAAAF-4/yhMHXwBZQAU/s1600/onboarding2.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="160" src="http://1.bp.blogspot.com/-fwGRinuWXjs/VWxJra9WT_I/AAAAAAAAF-4/yhMHXwBZQAU/s200/onboarding2.jpg" width="200" /></a><i>"I arrived early excited about my first day and my first real
job from college. I just could not believe how disorganized they were. It was
like nothing you said. As a matter of fact, they were not expecting me until
the following week. When I showed her the letter, she had to make phone calls
to HR. It was a total mess. I knew then that I would not be here long.</i>”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That short message was told to me by my daughter, who after
finishing college, got her first “real” job. Because of my background in HR, I
told her what the first day would probably be like since this was a well-known
brand.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I had flashbacks of that encounter a few weeks back as I
gave a presentation around that theme at the <a href="http://www.qatarisbooming.com/article/global-hr-trends-summit">Global HR
Summit in Doha, Qatar</a>a last week.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Going on that first
date<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>New employees starting with your organization is like going
on a first date. You want to put your best foot forward in the hopes that they
feel that they indeed made the right decision to join your organization.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
During the recruiting process we go the extra mile,
especially when we feel that we have narrowed it down to the finalist. We leave
no stone unturned for our respective organizations.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That first official date should be the icing on the cake.
The most important question that they will be asked at the end of the day is, “How
is the new job?” When they arrive back home, that will surely be asked that
question more than once.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Direct family members and close friends will all want to
know just how it went. If you are a well-known brand, they will ask even more.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>It should be a
celebration<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="http://www.tlnt.com/2014/08/29/why-onboarding-has-become-a-strategic-priority/">Onboarding
is NOT about paperwork</a>. Forms and paperwork could efficiently be done
pre-onboarding. Those first encounter should be a celebration based on the
theme that we are glad YOU chose us.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Today people are looking for more than a job; they are
looking for a connection to your organization. In my days in HR, I designed a
program which was chronicled in a book titled “<a href="http://www.amazon.com/Creative-Onboarding-Programs-Energizing-Orientation/dp/0071736794">Creative
Onboarding Programs</a>.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="http://www.tlnt.com/2011/04/13/onboarding-101-or-what-not-to-do-when-a-new-employee-starts-work/">Our
onboarding program</a> was broken down over two days. That first day was
about onboarding into the organization, while the second day was onboarding
into the new employee’s respective department.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We put all hiring managers through training, and each had a
guide book in how to welcome their newest “family member,” from the
introductory email to their department’s pictorial org charts. In addition,
each manager was asked to take their newest member to lunch or do a team lunch
on the company.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The unique factor about our program was that it focused not
so much as what we did as a business, but on how we engaged our employees. Our
head of the corporate foundation was a part of our program in describing our
philanthropic activities in the community, while our career development
specialist talked about opportunities, career paths, development opportunities,
etc<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Giving time to
volunteer<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My department didn’t spend time asking about forms and
signed documents because those were done pre-onboarding, but we did talk
about <a href="http://www.tlnt.com/2014/02/26/doing-good-is-good-how-volunteering-makes-for-a-healthier-workforce/">our
volunteer activities</a>. Each new employee from Day 1 was given three (3)
volunteer days as an opportunity to give back.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My role as the Vice President of HR was to walk them through
our businesses and how we made money. We described the company’s strategic goal
for the upcoming year and how we planned to make it happen. We tried to cover
all the major points of how we do business.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Since one of our businesses was TV, we had a 15 minute video
done which spoke to the narrative of how we started up to where we are today,
and, the destination we were aiming for.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We scoured the company to try to match up alumni from their
schools with new employees. This person was invited to have lunch with the
group, which made even a stronger connection.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Create brand
ambassadors from Day 1<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My goal was that, at the end of those first two days, that
the new person will have a very good feeling knowing that they did make the
right decision to join the company. Our corporate goal was that we were
creating brand ambassadors to keep an eye out for talent throughout their
sphere of influence.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="http://www.tlnt.com/2011/03/28/onboarding-and-talent-management-its-a-lot-like-spring-gardening/">Employee
onboarding is just as important</a> as any other company initiative build
around your employees. The importance of getting it right increases the brand
of your organization.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When new employees join the company, their engagement level
is basically at 100 percent. At no other time during their lifecycle will it
ever get that high again. It is your job to make sure that you connect with
them strongly to make sure that you further strengthen that bond.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That is why it is important to think beyond those first few
days and use every opportunity to keep the embers burning.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
At the six-month mark, we would have a new hire luncheon and
invite as many as we could back for a check-up. Our goal for the luncheon was
to ask one simple question, “How are we doing so far?”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In a free-wheeling format, we would have an open discussion
on what they like or did not like during their new hire period. Before the
lunch was over, we asked, “What can we do to make new hires more welcome into
our company?”<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>The onboarding should
never stop<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Why ask them? Because they are the experts. They have just
been onboarded for approximately six months and their experience is fresh in
their minds. This had the beneficial effect of allowing us to consistently
tweak our program over time.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In other words, the tweaking — the onboarding — should never
stop.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
There is a saying that you never get a second chance to make
good first impression. That, ultimately, is what onboarding is all about.<o:p></o:p></div>
<div class="MsoNormal" style="background: white; line-height: 15.75pt; margin-bottom: .0001pt; margin-bottom: 0in; vertical-align: baseline;">
</div>
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com1tag:blogger.com,1999:blog-6892029593906702241.post-77942338941870116972015-05-12T11:09:00.000-04:002015-05-12T11:10:59.957-04:00Are You Always Ready For When the Worst Finally Comes?<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://1.bp.blogspot.com/-HByf-Cx170I/VVIWetHvgsI/AAAAAAAAFx4/1qb4CawLkB0/s1600/Severance-termination-200x299.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="200" src="http://1.bp.blogspot.com/-HByf-Cx170I/VVIWetHvgsI/AAAAAAAAFx4/1qb4CawLkB0/s200/Severance-termination-200x299.jpg" width="133" /></a><i>“Well, I lost my job today. To all my Tech friends, let me
know of any Mac tech support jobs.”</i><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That was the post that went up on Facebook! As I knew this
individual, I immediately reached out to see how I could help. Since I had a
lot of friends in tech, I was sure I could get his resume into the right hands.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What happened next kind of took me back.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Update needed<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
His response to me was this: “I will have to get back to you
as I need to update (my resume).” Let’s see, you have been with this company
for close to six years and you have not updated your resume?<br />
<br />
<br />
<a name='more'></a>But meanwhile, he
kept everyone updated on Facebook with his posts.<o:p></o:p></div>
<div class="MsoNormal">
<br />
That reminded me of another friend who told me that she has
been trying to find a job but could not get any bites. When I reviewed her profile,
all she had was basically job title, dates of employment, and that was it. And
then you wonder why?<o:p></o:p></div>
<div class="MsoNormal">
<br />
I got a notice that a former colleague of mine from many
years back, someone who would be considered a Baby Boomer, just created a
LinkedIn page. When we spoke and discussed “why now?”, she said she just had
not gotten around to it. Meanwhile she was wondering why she could not find
anything with all the resumes she sent out.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b>
<b>Developing
situational awareness on your career<o:p></o:p></b></div>
<div class="MsoNormal">
<br />
If I have said it once, I said it a thousand times: <a href="http://www.tlnt.com/2014/10/20/what-do-you-do-when-your-career-suddenly-gets-cancelled/">YOU
OWN YOUR CAREER</a>.<o:p></o:p></div>
<div class="MsoNormal">
<br />
No one else does. Never leave your career development to
your employer. In this day and age, everyone has to look out for the next
opportunity. Always have a situational awareness of what is going on around
you.<o:p></o:p></div>
<div class="MsoNormal">
<br />
You have to always be prepared for the next step. My father
had a term, “always keep your eyes looking through the crack.” In cases that
someone walks in and you are let go, were you aware that this might be coming
up? What signals was your organization giving off? Was the recent earnings call
talking about heavy losses?<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b>
<b>Excuses: Only good
for the person that makes them<o:p></o:p></b></div>
<div class="MsoNormal">
<br />
But then again, let’s say that you were not aware and were
blindsided. That is still no excuse for not being prepared. Always think in
terms that if you were let go the next day that you would have some kind of a
plan to move forward.<o:p></o:p></div>
<div class="MsoNormal">
<br />
The worse time to “update” a resume or profile is when you
have just lost your job. Your mind is not in a mood to update. You can’t
remember half the things that are important that you need to update. In other
words, after a layoff you are not functioning on all cylinders.<o:p></o:p></div>
<div class="MsoNormal">
<br />
<a href="http://www.tlnt.com/2014/10/13/the-new-career-mantra-turn-every-call-and-contact-into-an-interview/">Managing
a career is a 24 hour job</a>. Your thought process should be on medium to high
alert at any given time. I am constantly amazed by people who never give this a
thought. They mindlessly do the same thing each and every day, and in a lot of
cases, they hate what they do.<o:p></o:p></div>
<div class="MsoNormal">
My constant comeback for that crowd of job-haters is, “What
do you plan to do about it?<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b>
<b>7 things you should
be doing<o:p></o:p></b></div>
<div class="MsoNormal">
<br />
So my advice to everyone is the following:<o:p></o:p></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br />
<!--[if !supportLists]-->1.<span style="font-size: 7pt; font-stretch: normal;">
</span><!--[endif]--><b>Your
career is yours and you will determine the trajectory</b>. Don’t wait until
you’re fired, laid off, burned out or fed up to revitalize your career. <a href="http://www.tlnt.com/2014/04/21/need-a-career-or-job-change-the-keys-to-change-are-in-your-hands/">Manage
your career on an ongoing basis</a>, particularly through the good times. Never
“dig the well when you need the water.” Always keep that ultimate goal in
sight.<o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br />
<!--[if !supportLists]-->2.<span style="font-size: 7pt; font-stretch: normal;">
</span><!--[endif]--><b>Every
encounter and conversation should be looked on as an interview</b>. You never
know where the next opportunity is going to come from. The people that you
encounter every day could be the basis for the next opportunity.<o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br />
<!--[if !supportLists]-->3.<span style="font-size: 7pt; font-stretch: normal;">
</span><!--[endif]--><b>Network,
network and then network some more</b>. Do not wait till you are in
desperation mode to reach out to people for help. Keep connected through good
times as well as bad. People can smell you a mile away if, out of the clear
blue, you just happen to reach out for a lunch, or coffee date, or something
similar.<o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br />
<!--[if !supportLists]-->4.<span style="font-size: 7pt; font-stretch: normal;">
</span><!--[endif]--><b>Focus on
self-awareness, self-management, and situational awareness</b>. Always be
aware of what is going on around you. Your life is important and it is your
duty to keep your eyes open to and try not to ever get into a situation where
you are “ambushed” and caught totally off guard. But then if it does happen
through no fault of your own, you still have a game plan that you can use
because you have already given it thought.<o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br />
<!--[if !supportLists]-->5.<span style="font-size: 7pt; font-stretch: normal;">
</span><!--[endif]--><b>Learn to
listen</b>. I am always amazed that when I “coach” people, regardless of
the conversation, they have an answer for everything. Constructive updates are
met with a pat answer. So my question is this: If you have all the answers, why
are not making progress? My father has another saying — “you can learn a lot
more listening than you can talking.”<o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br />
<!--[if !supportLists]-->6.<span style="font-size: 7pt; font-stretch: normal;">
</span><!--[endif]--><b>Be
reflective</b>. What really happened? Are you being honest and true to
yourself as to why you are in this predicament? It can’t always be the
organizations fault. Someone I knew had a recent history where in his last two
jobs he has been let go within six months. He finally came to the realization
that yes, he was the problem. Lesson learned<o:p></o:p></div>
<div class="MsoListParagraphCxSpLast" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br />
<!--[if !supportLists]-->7.<span style="font-size: 7pt; font-stretch: normal;">
</span><!--[endif]--><b>Find
mentors</b>. Stop sharing your issues with every one you come in contact
with. That friend that can’t get her life together should not be your career
coach. The Internet is a treasure trove of informative articles on career
development. If you can hire a coach but remember in the end, it is your career
and life. If not ask someone who you admire and may be where your ultimate goal
is.<o:p></o:p></div>
<div class="MsoNormal">
<br />
We can’t always be prepared for everything that life throws
at us, but we CAN be prepared for the what if …<o:p></o:p></div>
<br />
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com1tag:blogger.com,1999:blog-6892029593906702241.post-56709863452596053602015-05-12T10:50:00.000-04:002015-05-12T10:50:29.195-04:00Social Engagement: If It’s Good For Employees, It’s Good For Customers<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://2.bp.blogspot.com/-T6QQDh0bXcI/VVIS-LzuBCI/AAAAAAAAFxs/3f6mugj1M7U/s1600/Engagement77-200x299.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="200" src="http://2.bp.blogspot.com/-T6QQDh0bXcI/VVIS-LzuBCI/AAAAAAAAFxs/3f6mugj1M7U/s200/Engagement77-200x299.jpg" width="133" /></a>It makes me proud to work for this company, because when I
travel back to my home country on <o:p></o:p></div>
holiday, I can see the school that my company
(along with all the volunteers) built. I am so proud to work here.”<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That was a statement from one of our clients that I spoke to
as she told me about her company.<o:p></o:p></div>
<div class="MsoNormal">
I thought of that statement the other day as I flew back
home from a business trip. The Chairman/Founder of the airline <a href="http://www.virgin-atlantic.com/en/gb/allaboutus/ourstory/charity.jsp">Virgin
Atlantic</a> made a pitch about their charity and volunteer effort called
“<a href="http://uk.virginmoneygiving.com/charity-web/charity/finalCharityHomepage.action?charityId=1001255&pageId=303175">Change
for Children</a>.” Richard Branson delivers this message and shows the schools
and others that his company and employees are all engaged.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
His quest is to get his customers involved as well.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>What is your customer
experience?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>Virgin Atlantic asks all their passengers to <a href="http://www.theguardian.com/money/2010/sep/04/charity-unused-foreign-currency">give
the extra currency they have from the country they just visited and to donate
it</a> to their effort. If you travel as much internationally as I do, you
always end of with currency that you can’t use until you visit that country
again. This program allows me to give it all back at the end of my flight.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What I have always found amazing about this announcement is
that it is not the usual CEO going on and on about how much they care for their
customers. In the past, I always found this laughable because in the back of
the plane people were pretty much pushed together like sardines in order to
maximize profit.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I understand the need for profit, but when you are talking
about how much you care about your customers and the customer experience, it
tends to ring hollow if I am strapped in a modified version of a <a href="http://www.la-z-boy.com/About/?WT.ac=about@FooterMenu">La-Z-Boy</a>.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We always speak about the culture of an organization when we
talk about making the connection to our employees. Well, that same connection
goes for your customers.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I want a reason to shop and spend money with any business.
This does not always apply, but when I find a good cause behind a business, I
am there.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Organizations today should step away for a minute and talk
about some of the connecting points they are making, not only with society but
with their communities as well. And, not only your employees looking for this
connection, but your customers are as well.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The corporate speak about “we care for our customers” rings
hollow if your customers do not see any connecting point beyond that statement.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Constantly connecting<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In order for the connection to remain high, people need to experience
positive emotions frequently for that engagement to remain high. What better
way than to talk about the good you do outside of your corporate walls?<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This could involve into a major competitive differentiation
between your competitors. It is not by always about trying to have the cheapest
product. Your customers today are looking for more.<o:p></o:p></div>
<div class="MsoNormal">
This is just not a feel good exercise anymore. It makes a
difference to the bottom line. Today’s consumers are more conscious than ever
about social issues, and sometimes they’re even willing to switch brands in
favor of a company that gives back.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
But forget about fanfare for the one-time cause. Companies
that practice social responsibility as part of their every day business model
prove that a dedication to charitable initiatives goes a long way, both for the
cause and their reputation.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>What is your CSR
strategy?<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="http://www.investopedia.com/terms/c/corp-social-responsibility.asp">Corporate
social responsibility (CSR</a>) refers to a business practice that involves
participating in initiatives that benefit society. The question is what are you
doing with those profits? CSR is becoming more mainstream as forward-thinking
companies embed sustainability into the core of their business operations to
create value, not only for their business, but for society as well.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In this age where the company with the top talent will win,
this also gives organizations a stronger employer brand. Your CSR strategy is a
big factor in where today’s top talent chooses to work.<o:p></o:p></div>
<div class="MsoNormal">
There is a gradual shift in demographics in the workplace
and the new generations is seeking out employers that are focused on a sort of
triple bottom line which consist of people, planet, and revenue — in that
order.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So what does all this mean? Look at it as new way to engage
not only your current customer but future customers as well. Integrate your CSR
efforts into the consumer’s direct experience with your brand to make sure your
initiatives and your message resonate with them.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
But don’t shy away from your initiatives that have real
meaning to consumers and society even if they are expensive, because the
returns in customer loyalty are substantial enough to more than cover those
costs.<o:p></o:p></div>
<br />
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com1tag:blogger.com,1999:blog-6892029593906702241.post-43050957058308196152015-05-01T04:55:00.000-04:002015-05-01T04:56:06.243-04:00Yes, Great Employee Engagement Can Turn Into Great Customer Service<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://4.bp.blogspot.com/-T83oRFXRuus/VUM_LqrQslI/AAAAAAAAFjs/xqfZX5Y5StU/s1600/CustomerService-200x262.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="http://4.bp.blogspot.com/-T83oRFXRuus/VUM_LqrQslI/AAAAAAAAFjs/xqfZX5Y5StU/s1600/CustomerService-200x262.jpg" height="200" width="152" /></a>“You know what I always enjoyed, that I still think of a
lot? When we would all get together as a <o:p></o:p></div>
family and how much laughter there was
in the house. From our parents to all the kids and cousins, it was just pure
laughter.”<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When <a href="http://www.tlnt.com/2014/07/14/what-i-learned-from-my-life-as-an-expat-hr-leader-in-saudi-arabia/">I
took my first foreign assignment</a> as a Chief HR Officer, I was told by
one of the senior executives. “You know the change we all notice in HR? It is
the sound of laughter.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When you walk in now, everyone is smiling, laughing and
joking with each other. At one time you hated to come down here; now it is a
respite to walk into a friendly environment — especially all the smiles.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Laughter as nectar of
the gods<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br />
<a name='more'></a>I love to laugh; I love the camaraderie that is built upon
working with a talented group of people on a mission to be the best they can
be, and having fun at the same time. But, I have walked into
organizations, and sometimes even departments, that resemble a morgue.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I sometime notice people going to work with a look on their
face that closely resembles going to the wake of a love one. Somewhere along
the line, something happened or is missing. But then you engage in conversation
and the talk is about how much you hate what you do, it is almost as if you
need the violin in the background as you hear the narrative<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I had a talk with my cousin this past weekend, and we talked
about how much we fun we had together as a family, and how much laughter
permeated the house. Our parents and all the kids were usually sitting around
and bowled over in laughter.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As I grew older, I had a conversation with my nieces and
told them to always follow the laughter. </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When you meet someone, I said, always
look for the laughter when you visit their home. What are the dynamics inside
their household, between their parents and siblings? If it has the feel of a
morgue, run as fast as you can.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That may not be a scientific assessment, but it was always a
weather vane for me.<o:p></o:p></div>
<div class="MsoNormal">
We all have worked in organizations where there was this one
department that just seemed to have more fun. It was because they WERE having
fun. They all enjoyed their team members and they knew each other outside of
work. It was just a good feeling among everyone.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Personality: Yes, it
is that important<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I saw a documentary a few days ago with the title <a href="http://www.theguardian.com/tv-and-radio/2014/nov/12/hotel-in-the-clouds-review-shangri-la-itv-documentary">Hotel
in the Clouds</a>. The Shangra La’s mission was to be one of the top
five-star hotels in London. When the hotel chain moved into the city of London,
they hired the locals from the neighborhood — people who normally had no
hotel experience.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Their motto was simple: <a href="http://skift.com/2014/11/19/interview-shangri-la-hotels-ceo-on-maintaing-brand-identity-amid-expansion/">They
hire for personality, not experience</a>. Their thought is that they can teach
skill but they can’t teach personality. <a href="http://www.itv.com/presscentre/ep1week46/hotel-clouds">As this short
documentary went on</a>, they highlighted one employee, Angela, who had worked
in a pizza parlor and had diner experience but nowhere near five-star training
or service<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Her mantra, and one of the reasons that she got her job, was
that “she loved to make people happy,” and that “she loved helping people.”
Because her personality was so infectious that one of the couples she served
heard her story about never having stayed in a hotel. They were so taken with
her that they decided to treat her to an “experience” at this very same hotel —
on them.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
There was a scene in which a Michelin-rated chef came to
sample the food, but in the end, he went raves over this trainee and how her
love for serving people really touched him. Yes, the food was great but that
server made the difference.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Here is a hire who had the personality, who loved to talk
and laugh with people, and who made a huge difference at this hotel. Never
would the leadership team ever think that this person on the lower end of the
org chart would have that kind of impact.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This was really a unique approach to hiring, but when you
think about it, the decision made complete sense. This is a business that
depends on quality service and you surely can’t hire mourners to interact with
your customers.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Employee engagement =
customer service<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The hotel industry is the perfect platform for this type of
hiring, because in the end, it is the people who you interact with that make
the difference.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The Ritz-Carlton <a href="http://www.ritzcarlton.com/en/Corporate/GoldStandards/Default.htm">has so
perfected this customer service angle</a> that <a href="http://ritzcarltonleadershipcenter.com/course/customer-service-course/">they
built a leadership course</a>around handling the needs and wishes of their
guest. They introduce to you to finding the skills needed to enhance customer
engagement. In the end, this high level of customer engagement will surely
impact the bottom line. If employee engagement is the focus within, this in
turn will connect to customer engagement.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
While there’s a lot to be said for technical skill,
personality is one of the most vital components of business, especially if
there is a lot of customer contact. Think of a restaurant with excellent food but
with a waitstaff that is totally indifferent. Then there is the restaurant with
food that is average, but you can’t get in the door. The difference is that the
waiters and employees at the latter restaurant are so engaging. Thus the
healthy bottom line!.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
In these type of businesses, personality plays a huge role.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>The hiring balance<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The competencies such as personality, fit, skills, and
experience are all factors that should play a role in the hiring
decision-making process. But in some settings, this paradigm should shift and
more weight needs to be given to the personality needed for the job. That
factor should be of more importance.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Your business could be like this hotel; while you are
preparing everyone for the big shot influencer visit, it is the lowly waitress
that really impressed him.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Yes, he did say the food was great — but only after he
finished bestowing accolades on his waitress<o:p></o:p></div>
<div style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: #1a1a1a; font-family: arial, helvetica, clean, sans-serif; font-size: 14px; font-stretch: inherit; line-height: 21px; margin-bottom: 1em; outline: 0px; padding: 0px; vertical-align: baseline;">
</div>
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com1tag:blogger.com,1999:blog-6892029593906702241.post-76281102080600834632015-05-01T04:27:00.000-04:002015-05-01T04:28:43.268-04:00A Key to Career Success: Mastering the Art of Public Speaking<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://2.bp.blogspot.com/-e5z4JmoA__g/VUM3_rG3cTI/AAAAAAAAFjc/W_2SRHA_zXQ/s1600/public%2Bspeaking.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="http://2.bp.blogspot.com/-e5z4JmoA__g/VUM3_rG3cTI/AAAAAAAAFjc/W_2SRHA_zXQ/s1600/public%2Bspeaking.jpg" height="200" width="180" /></a>“When I heard you speak I was shaking in my boots, because
tomorrow, I am scheduled to speak after your presentation. Is there any way to
put me on behind someone else?” he said jokingly.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I was asked about this change a few months back when I was
the chair of the <a href="http://www.hrmsummit.com/">HR Summit in Bahrain</a>.
Just a few weeks ago, I made a presentation to <a href="http://thrf.ae/">The
Human Resources Forum in Dubai</a> (THRF), and as one of the attendees was
leaving she said, “you make everything so clear and you are the best speaker
that we have ever had here at the Forum.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Since arriving here in the Middle East, I was fortunate to
get on the HR speaker circuit. As of last week, I have spoken at about 25
events either as a keynote, conference chair, panel leader, or master class
presenter. I have traveled from Africa to Turkey and all over the Middle East.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>How I got over my
fear of public speaking<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br />
<a name='more'></a>What people see now is an accomplished speaker, roaming the
stage without notes. But many years ago, I had near panic attacks when it came
to public speaking.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I was a nervous wreck. I would literally turn down every
opportunity to present before large audiences. And when I did accept, I could
not sleep the night before. There were times when I just wanted to walk away.
But I knew as my career progressed, that was a hurdle that I would have to get
over.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So as luck would have it, I got a call one day about
presenting at an HR forum in New York. All the HR big shots from around the
metro area would show up to this event. The format: no PowerPoint. Build the
narrative and tell the story was the guideline. So this was my kind of coming
out party, albeit on stage.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So I turned on my prep routine every morning at the gym: I
would go through my speech. That went on for 5-7 days per week for about seven
weeks. To say that I was well prepared is a misnomer, but something different
happened on my big day. On the morning of the event, I noticed that I was not
nervous at all.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I could not wait to get up on that stage. When I got there,
I faced the audience, took a deep breath, made eye contact around the room, and
started in.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
When I finished, I knew I had overcome my fear and I had
found a calling. The internal feeling was indescribable.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>The scariest thing
most people face<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Public speaking is by far the scariest thing that people
face. As a matter of fact, fear of public speaking <a href="https://www.psychologytoday.com/blog/the-real-story-risk/201211/the-thing-we-fear-more-death">ranks
higher than fear of death</a> on the survey of what people fear most.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I counsel every young person in business that they must
conquer this ability to speak in public. </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Matter of fact the higher you go up
the ladder, the more this skill has to be conquered. There is even a name for
this fear — <a href="http://www.glossophobia.com/">glossophobia, which is
the fear of public speaking</a> or of speaking in general.<o:p></o:p></div>
<div class="MsoNormal">
Some people do this with avoidance, like I did for so long.
At work, they pass up promotions and assignments which would require speaking.
This fear of public speaking may even lead people to choose a career that
doesn’t call for public speaking, rather than one they want.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Others don’t go that far, but will go to great lengths to
avoid making presentations, or even just having to speak at a meeting. They may
deliberately arrive late at meetings, hoping to miss the customary
introductions (“let’s go around and introduce ourselves…”).<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
However, the more successful you become in your career, the
more you will be called upon to share your expertise with groups.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Being prepared is the
key<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
One of the great “<a href="http://dictionary.reference.com/browse/aha+moment">ah ha” moments</a> for
me was about being prepared, as in rehearsing and trying to remember a speech
but being unprepared when it came to understanding the flow of the message.<o:p></o:p></div>
<div class="MsoNormal">
When you watch great speakers, what you witness is a great
story-teller. Great speakers will frame the message in the beginning, which is
what I call the “hook.” Once you do that, your job is to build the
foundational narrative around that hook. A conversational style works best.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
PowerPoint is the killer of public speaking because it
allows you to have a crutch, something to look at to remember your “lines.” It
keeps your eyes glued to the slide as opposed to the quick glance to get your
bearing when you synthesize it for the audience.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The other speech killer is to begin reading from your
prepared text, with your eyes cast downward, reading line for line. My response
for that is to just hand the printed speech out and let people read it.<o:p></o:p></div>
<div class="MsoNormal">
A few years back, a New York politician decided to run for a
higher national office. The day of her speech was windy and as she approached
the podium, a huge wind came along and blew her speech away.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
She literally panicked as she tried to put the pages back in
order. Incoherent rambling went on to a point that audience members were
embarrassed. Her campaign lasted about a week, all because she was not prepared
and could not carry the narrative without all her notes.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Glued to the podium<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
You also need to stay away from the podium. People hold on
to that as if it is a life preserver, but the more you hold on, the more you
look unsure. Step away as you become more comfortable, and the long-term goal
is to be able to use the entire stage to present, because it keeps the audience
glued to your movement.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Yes, the stage is yours so use as much of it as much as
possible.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Another one of my other tricks is that I arrive early to
walk on the stage to determine where I enter, and get a sense of the view from
each point on the stage. If it is a large event and you are asked to come in
for a sound check, take the opportunity to do the same.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And regardless what any speech coach tells you, this is a
long-term assignment; the more you do it, the more you get better at it. As
your confidence increases, look and volunteer for any opportunity to get in
front of people.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>Use it or lose it<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
It is like learning a foreign language, and if you do not
use it, you will lose it.<o:p></o:p></div>
<div class="MsoNormal">
In the end, you will look back on this amazing journey and
be glad that you did take that one step. And when people tell you how great
your speech was, that little voice in the back of your mind will just smile.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Ooops!!! Another invite just came in as I am finishing this
post.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Looks like I am headed to Beirut, Lebanon to be the opening
keynote for the 2nd Annual Lebanon HR Summit.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The message continues!<o:p></o:p></div>
<br />
<div class="MsoNormal">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com1tag:blogger.com,1999:blog-6892029593906702241.post-86449042147394476172015-04-20T09:06:00.000-04:002015-04-20T09:07:17.762-04:00What Managers Need to Remember: By Your Pupils You’ll Be Taught<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://3.bp.blogspot.com/-9Vdq2PuJkT4/VTT5bjtaNJI/AAAAAAAAFYU/V9dcqesvPho/s1600/Fotolia_30350804_XS-200x299.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="http://3.bp.blogspot.com/-9Vdq2PuJkT4/VTT5bjtaNJI/AAAAAAAAFYU/V9dcqesvPho/s1600/Fotolia_30350804_XS-200x299.jpg" height="200" width="133" /></a><i>“Can you believe it?
Now because of realignment, he works for me.<o:p></o:p></i></div>
<div class="MsoNormal">
<i><br /></i></div>
<div class="MsoNormal">
<i>We worked together for
years and he was my boss. He was extremely mean and cruel during those years
and would just nit-pick through all my assignments. I needed the job so I
stayed and put up with it.<o:p></o:p></i></div>
<div class="MsoNormal">
<i><br /></i></div>
<div class="MsoNormal">
<i>But you know I just
could never ‘get even’ or stoop that low.”<o:p></o:p></i></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="http://en.wikipedia.org/wiki/Karma" target="_blank">Karma</a> is
described as the underlying principle that brings back the results of actions
to the person performing them. In other words, <a href="http://www.tlnt.com/2015/03/05/why-is-american-business-so-totally-addicted-to-bad-managers/" target="_blank">what goes around comes around</a>.<o:p></o:p></div>
<div class="MsoNormal">
It could also be described as this: We harvest exactly what
we sow; no less, no more.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>What a weird scenario<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As we move up the career ladder, we manage lots of people
who cross our paths and move on, hopefully, to bigger and better things.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>These comments above were told to me by a friend who saw
their former boss falter, and now the tables had turned. It caused me to think
of just how many lives I have affected in some way.<o:p></o:p><br />
<div class="MsoNormal">
Over the years I have kept in touch with everyone that has
worked for me in some way or another. </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This was pre-Facebook. We congratulate
each other on accomplishments, new babies, new careers, etc.. They always tease
me when they said they heard somebody repeat one of my “Ron-isms,” which was my
take on just about anything.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>We were all seeds at
one time<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We were all seeds that were planted at some point in our
careers. However, the gardener/manager <a href="http://www.tlnt.com/2015/01/14/the-huge-importance-of-mentors-in-developing-top-talent/" target="_blank">that is successful in creating a bountiful harvest</a> uses
every approach to make sure his seedlings grow to be strong.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Our direct reports are no different. We listen, we advise,
we guide, but never should we mistreat, misguide, or deliberately be downright
mean to anyone.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Everyone that we interact with in our professional lives
should be shown every courtesy imaginable. My daughter told me the story about
how she was wooed into taking this job. She got there and did really good work,
but her relationship with her manager deteriorated to the point that the
manager would take credit for her ideas.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Everyone in the room knew who did it, but this person did
not want the sun to shine on any of her seedlings. She wanted it all for
herself.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We have all had managers that left a lot to be desired. But
one of my Ron-isms is that, “You can learn a lot more from a bad manager than
you can from a good one.” Not that I would wish that on anyone, but seeing the
bad just offers more fertile learning in how to deal with this type of person.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I had a manager at one point in my life that was so bad in
that if I just handled everything diametrically opposite from her approach, I
would be OK.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>The teacher becomes
the pupil<o:p></o:p></b></div>
<div class="MsoNormal">
Life is always about a reference point, and in managing
people, we want to make sure that we provide a model of what excellence is
about.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Excellence is about connecting, mentoring, and making a
difference in people’s lives. It is not about being a boss or a “Big Shot!”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Sometimes with our charges, the teacher becomes the pupil. I
have, throughout my managing life, learned so much from the people who I have
managed. They have enlightened me and “moved me forward” in my thinking.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
We should never get tied into the concept that being boss
means being smarter than the people you work for. As a matter of fact, you
should always try to hire people smarter than you. So many of the people who I
have managed over the years fit into this mold.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>“You made me a better
manager”<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So in the end, my hat is off to the alumni of my manager
experience: Maggie, Jill, Jamie, Karen, Krystal, Mark, Joe, Crystal, and others
that have worked with me over the years<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
My word to you is a big thank you. You made me a better
manager in my interactions with each of you.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
And by the way, I would love to work with each of you again
— even as your direct report.<o:p></o:p></div>
<div style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: #1a1a1a; font-family: arial, helvetica, clean, sans-serif; font-size: 14px; font-stretch: inherit; line-height: 21px; margin-bottom: 1em; outline: 0px; padding: 0px; vertical-align: baseline;">
</div>
<div class="MsoNormal">
<br /></div>
<div style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; border: 0px; box-sizing: border-box; color: #1a1a1a; font-family: arial, helvetica, clean, sans-serif; font-size: 14px; font-stretch: inherit; line-height: 21px; margin-bottom: 1em; outline: 0px; padding: 0px; vertical-align: baseline;">
<br /></div>
</div>
Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com0tag:blogger.com,1999:blog-6892029593906702241.post-12933422939054670072015-04-09T03:11:00.000-04:002015-04-09T03:11:40.923-04:00When It Comes to Successfully Leading People, Soft Skills are the Key<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal">
<a href="http://4.bp.blogspot.com/-1qDrSpDpQlc/VSYkiPJClFI/AAAAAAAAFN4/sH-WnQmBKCA/s1600/soft-skills-200x233.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="http://4.bp.blogspot.com/-1qDrSpDpQlc/VSYkiPJClFI/AAAAAAAAFN4/sH-WnQmBKCA/s1600/soft-skills-200x233.png" height="200" width="171" /></a>We had two very distinct corporate headquarters and now we
just have one. At our corporate office in<o:p></o:p></div>
Boston, the doors were locked on the
executive floor and you couldn’t get in with your badge unless you worked on
that floor.<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Now everyone’s badge works on the floor. I also moved the
coffee machine outside my door so people had to walk by my office to get to it.
Now I can tell people to stop in and say Hi.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
That statement was from <a href="http://www.hmhco.com/about-hmh/executive-leadership" target="_blank">CEO
Linda K. Zecher of Houghton Mifflin Harcourt</a>. She was recently profiled by
Adam Bryant in his weekly interview series, <a href="http://www.nytimes.com/2015/03/29/business/the-danger-of-one-size-fits-all.html?_r=1" target="_blank">Corner Office in The New York Times</a>.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
By the way, this weekly article allows you to peep through
the crack of the C-Suite. It is a must read for HR professionals who are
looking for insight from senior leadership and their thought processes.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>A different scenario,
indeed<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
However, as I read about this one with Linda Zecher I
thought of my own experience and it was diametrically opposed to her version.
In my version, the new CEO comes in and immediately re-launches what was a
normal floor where everyone roamed into an “executive floor.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<a name='more'></a>There was new furniture, paintings, and an unwritten rule
that if you did not have business on that floor to stay away.<o:p></o:p><br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
It was a very different vision with very different results.
In the latter case, it was the beginning of the cultural downfall.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I have often wondered how all the thinking gets warped
whenever someone is anointed and gets an acronym as their title. Some take that
as the seal of superpower, so much so that when the shirt is ripped off it
unveils not the seal of Superman but of a CXO or THE “VP.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As I write this, I think about a buddy of mine that made the
grade. He would not finish a conversation unless he threw out his new title.
Never would listen to his team because, as he often said, he was “the one with
the initials behind his name.”<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I supposed he wanted the world to know. My thought is that
if you have to continually tell someone your title, there must be disbelief
from your side, or maybe you feel by saying it, it empowers you more.<o:p></o:p></div>
<div class="MsoNormal">
<b><br /></b></div>
<div class="MsoNormal">
<b>It’s the soft things
that matter<o:p></o:p></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I caution everyone that will listen to me about this. While
we want to make sure that job skills are met, with senior level leaders it is
paramount that we also look for the soft skills.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Collaboration with team members is becoming a big part of
the every day job. While you can be a technical wizard, if you can’t get along
and motivate your people, those technical skills mean nothing unless you are an
individual contributor. But then, even being an independent contributor will
still mean that you have to sell and convince people of your ideas.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I worry sometimes that with so much social media, people are
losing the people touch. The preference of many is to text rather than have a
conversation. The preference for others is to hide behind email as opposed to
picking up the phone and ending the ping-pong of messages going back and forth.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Someone pitched me the other day about a new software app
that “increases employee engagement” by allowing users to send thanks or Kudos
to their fellow workers. My thought was pretty simple: You are working with
this person or team and you need an app to remind you to say thank you for a
job well done?<o:p></o:p></div>
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Sometimes, I just don’t get it. If I need technology to
nudge me to do the most basic of the most human interaction, then I am in
trouble.<o:p></o:p></div>
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Technical skills can get the job done but soft skills make
the difference between a job that gets done and a job that gets done
exceedingly well.<o:p></o:p></div>
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<b>Stop meddling in
other people’s business<o:p></o:p></b></div>
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On the soft skills side, they require an exceedingly high
degree of skill in working with, and for, others. You are the troop leader
marshaling them to work together and getting them to want to follow you into
the future.<o:p></o:p></div>
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However, some leaders get side-tracked with the “I will just
do it myself” syndrome.<o:p></o:p></div>
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That is the death knell of leadership. People must develop
on their own and your role is to guide them through that process.<o:p></o:p></div>
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It does not matter whether you are the CEO or a project
leader. The role today of a leader is not to hover; you hired them, so let them
do what you felt confident enough to hire them to do.<o:p></o:p></div>
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<b>The 3-legged stool of
today’s leader<o:p></o:p></b></div>
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Leadership today increasingly involves the technical,
occupational, and the interpersonal. This 3-legged stool has to be mastered. If
you cannot achieve internal balance, your team, department, division and the
organization will suffer a similar lack of equilibrium.<o:p></o:p></div>
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This balance can be exceeding difficult to achieve, because
many people define themselves by their ability to be experts in their
occupational skills while viewing soft skills as secondary or incidental.<o:p></o:p></div>
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The balancing act is tough, but connecting to your direct
reports is paramount for your career as well as for your organizational
success.<o:p></o:p></div>
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It is like what a CEO told me a while back. He said that in
his company they have over 40 nationalities.<o:p></o:p></div>
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In other words, people want to feel appreciated and respected
regardless of who they are or where they come from.<o:p></o:p></div>
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Soft skills are the key!<o:p></o:p></div>
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Ron Thomashttp://www.blogger.com/profile/02213148208032875054noreply@blogger.com1