Life lessons from a young Marine

I normally don't let too much of my personal life bleed into this blog, but this is a different case. My family is mourning the loss of my nephew, Corporal James Mazza Jr. Jimmy was a great kid who grew up to be an outstanding young man and a proud Marine. In his passing, I have come to realize some of the great lessons I can learn from him.

1. Don't cry because it's over, smile because is happened - Jimmy loved that line, and I can now understand how well it truly fits. Life is way to short to spend it in regret. Enjoy the gift you have today fully - consume all the adventure and joy around you....
   
2. If you are going to do something, do it all the way. Jimmy took every new challenge as an opportunity to kick it up a notch. He applied this in sport, study and service - every day. That is a view most of the best and brightest share and it is what makes them so successful.
   
3. The bonds we form with those who share our struggle and adversity are stronger than any challenge. While Jimmy served only a few years with his unit, his Marine buddies were as close a family as the one he left at home. His buddies all came up here for his funeral and, as hard as it is for a former Army guy to say, these were some of the finest young men I have ever had the privilege to meet.
4. The seeds we sow can bring a huge return, IF we sow and tend them well. Jimmy was a great person and he truly had a positive impact on just about every life he touched. His Dad is a Police Officer and his Mom is a Teacher. Together, the three of them have touched and saved or improved countless lives. When Jimmy died, the community responded in a way that can best be described as heroic. Sort of like the folks of Bedford Falls all chipping in to help George Bailey, the community delivered a crop of compassion from the seeds of service they planted.
   
5. Organizations are only as strong as the devotion they show to their people. The Marines are an extraordinarily tough organization and they draw all the dirtiest and most dangerous missions, yet they are still viewed as elite and membership in their ranks is considered to be an privilege - hard to earn and with you for life if you get it. In seeing the respect, dignity and compassion with which they treat their fallen comrades and the families they leave behind, I now understand how the bonds of this fraternity are formed and the loyalty they share amongst themselves is a reward in itself.

So, with these lessons added to our arsenal and a long road of healing ahead, let's salute this exceptional Marine and try to continue the good fight.

Semper Fi

A good old fashioned rant!

Frequent readers will know that I normally grouse about bad management practices and then whip out a little bit of advice to overcome the bad behavior.... well today is going to be a bit off that track. Today I am going to take a few pot-shots at Job Seekers!

We've all been job seekers before, but there are some ALARMING new trends I see among those who want to work for my company, and many of my fellow HR trolls tell similar tales around the cauldron, so I figured it was time to act.

First, if you want to get a job selling widgets at my company, you better know a lot about my company; exactly what type of widgets we sell, to whom we sell them to and why our widgets are better than the competition's. Honestly, this doesn't require a lot of work on your part - just read our flipping website and you can articulate all that pretty well - even if you don't really understand it. As simple as this sounds I am appalled at the number of candidates who don't even know what our widgets do! Kind of like me applying for a job running a cruise ship and not knowing it's name, size or even where it sails!

Second - I am the HR geek trying to help the Manager identify, qualify, assess and potentially hire you - treating me like a bellhop ain't such a good idea. If you treat me like crud I might imagine you'd treat colleagues and {gasp} even customers that way! There's NO quicker way to earn the dreaded "Thanks, but....NO thanks" letter from me.

Third - Be realistic. You'd be blown away by some of the unrealistic expectations candidates can have. YES - we do want to woo you, but we are NOT going to give you the keys to the castle on the first date. For example, remember that we are in business to make money - demanding half the profits from a new product is not realistic and will set you apart in a VERY BAD WAY! A corollary to that is, if this is your first or second job, please dont expect to make as much as that 20 year vet sitting next to you - we are not paying for longevity, we are paying for experience, not attitude.


Yes, this was a grand old rant, but it's needed!

YOUR MISSION:

As and when you start interviewing - remember these basics:

1. Be prepared - Know all you can know about the company
2. Treat everyone you deal with in the process as you'd like to be treated. Remember, the HR person you crap on in the interview process may well handle your payroll record some day!
3. Be realistic about the company, the role and yourself - you may be good, but you are NOT the only person who can do the job - understand that no matter how sexy that job looks, somebody has to do the dirty work..... you will likely get your share of that along the way.
   

Who can you trust?

I recently blogged about how non-HR folks can be greatly effective recruiters IF you company has a well designed and executed Employee Referral plan. Wally Bock of Three Star Leadership commented on that post about how he hears that folks feel there are not getting the truth from recruiters. Let me get this straight - is Wally saying that recruiters might actually lie? You betcha they do! Especially those for whom there is a payday hanging on your decision to take on that new role.

Let's be clear here - I AM a recruiter and I know how the game is played - we convince ourselves that we are not lying.... maybe we call it "optimistic view-shaping", or "tactical fact withholding" or some other euphemistic term - all of those variants are lying in my book. And while I confess to having done such things at points in my past, I have long since realized the benefits of just being candid, so as a reformed recruiter, I have earned the right to this soap box.

Put aside for a moment the basic fact that such behavior is possibly illegal, is surely unethical, immoral and probably going to cost them some Karma points... beyond all that - It's just plain STUPID!

Your reputation is a critical asset to manage and protect. If you, as a recruiter, treat people well, honor your word and commitments and generally look out for your candidates and prospects, you will gain much more than the momentary rush (and potential payday) of the quick win. If that "win" is achieved by selling the candidate a bill of goods, they will figure it out, quit the job and your name will become three levels lower than pond scum! No candidate with talking to will be willing to speak with you or anyone at your company if the word gets out that you mislead candidates.

Great candidates are in short supply, so it's extremely important to be honest with them. Treat them as you would want to be treated and they will respect you AND your organization. No, you probably wont enjoy such a stellar batting average and some great talent will go for other opportunities, but the folks you do hire will be happier in the near and long term because you will not have held back on them and they will know exactly what they are getting into from the word go! Your personal and organizational reputation will be enhanced and the folks you hire will tell folks about the refreshingly honest approach you have afforded them.

YOUR MISSION:

Do you know what your HR friends are telling your candidates? What are YOU telling your candidates. If you are being any less than open with them, shame on you. Bad Manager! No Donut for you! Now... sin no more and go tell the truth!

The best recruiter in your company DOESN'T work in HR

Boy - is THAT gonna get me shipped off to the HR dungeon! But it is true - I"m a recruiter and I humbly admit it. Now let me clarify - I'm not talking about someone whose full time profession is talent acquisition - I am talking about people in your company with other jobs. Salespeople, Accountants, Technicians, Admin Assistants and Widget Producers - all of these people can be (or already are), pound-for-pound, better than most recruiters at finding great talent to fill your company's needs!

With a properly designed and managed Employee Referral Program, these folks will understand the importance of their role in helping the company find and engage the most talented people they know. While some will argue that Employee Referral Programs are not the best solution, I say that they are one of a few critical weapons in your arsenal and will pay back many times the investment you make in them - IF they are properly oriented and managed - this article gives some great insight into what I mean. Just look at the success that some companies are getting with Referral Programs and you will agree that there's something good to work with here.

The items linked from here offer great advice, but the first move on this is up to you! Of all the weapons in the guerilla arsenal, this is probably one of the best to roll out because of it's relative low cost and it's potential to drive morale and hiring fast!

YOUR MISSION:

Consider your organization's stand on Employee Referral programs and see if what you are doing works. If it is working well (as referenced in the links above), keep reminding management and HR to help it evolve - if it's not working - refer your HR Geeks to this post and we'll get them on track!

CARRY ON!

Lions and Tigers and Acquisitions... oh MY!

MAN!!! I just cannot seem to catch a break. Just 6 months after my company was wholly acquired by Dow Jones, now News Corp has made a bid for Dow Jones.... and the "big fish eats smaller fish" theory applies again.

So while I'm honestly a bit weary of the operational tempo associated with this I am neither worried or disheartened by it. In fact, if this sort of activity doesn't get you worked up just a bit, you should really check your pulse! It's natural for this type of thing to be polarizing, exasperating and more than a little exciting (like being chased by a pack of rabid wolves maybe?). I actually find this a great opportunity - let me explain...

The good guerilla knows that effectively managing in a time of change can open new doors. As I blogged in an earlier post about managing within the vortex of M&A you can either lead the process and show the company your value, or you can shrink from the challenge and demonstrate what you don't have to offer. Given the choice, it's ALWAYS better to lead! Don't leave your fate in the hands of others who may not know your talents and desires. Step up, speak up and let everyone around you know what you can do, as well as what you want to do in the new world order.

Now, some of the more timid in the crowd will think this approach a bit brazen, but the battle is usually one by those who take it by the horns - Like the top guns of the British SAS say - Who Dares Wins!

YOUR MISSION:
Take a look at the competitive space your company is operating in. Are you on the market to acquire, or be acquired? Don't wait for the news to tell you about a deal in the works.... start planning out now - what will you do if you are being bought? Plan your next steps and ensure you have everything ready when the storm hits - because you won't have time after the news breaks to make up for missed opportunities along the way.

Measuring your candidates - ask the right question to get the right answer

Interviewing is the topic today, and for good cause - it seems that most of us basically stink at it. Not having the right process and questions is a sure-fire recipe for disaster. But fear not intrepid reader - for you are in guerrilla-ville and we have a cure for this too.

The first key step in measuring your candidates is to decide what's important and ask questions that really gauge how well they can do it. There are loads of methods out there, but we are Guerrillas and we like to keep things simple. I found this great and amazingly simple article which explains how to do this. A much more thorough peek behind the curtains on this topic is here. Either way, I'm sure you will find this really helpful the next time you have to hire someone.



YOUR MISSION
Don't wait for that key role on your team to open up - start developing an interview process for the role now - heck you can even help the person in the role develop by having them help you write the interview questions because they probably already know exactly what it takes to be successful in the job.

CARRY ON!

NEWSFLASH - Publishing smarter job ads gets you smarter candidates!

As a recruiter, I often find myself arguing (strike that... "persuading") my hiring managers to be very realistic when specifying the educational and experience requirements for a job they want to fill. You have no idea how many job posting requests I shoot down because they want a person to have an MBA and 15 years experience to take on an entry level sales role.... ?!?!! Ugh!

What we all need to think about is what are the experiences and education that are really necessary for someone to perform the job well. Doing so we can avoid the legal risk associated with posting for 15 years experience with an MBA, then finding our perfect candidate with only 5 years and a BA, or just plain looking stupid to our candidates for not knowing what it really takes to do the job. We need to get up to speed on this fast because the days when you could get talented folks to respond to a poorly constructed job ad are over - talented people are smart and can smell a line of bullcrap a mile away. They want to know more about the job and less about the price of entry.

Setting clear and defensible minimum qualifications up front will allow your candidates to self-select out if they don't measure up while not unnecessarily limiting your candidate pool. Remember, this isn't just a convenience issue - it's a potential legal problem. The US Department of Labor takes a VERY dim view of employers who post one standard, then allow someone below that standard to get the job. It's especially bad if someone in a protected class takes offense at being on the short end of that deal.

YOUR MISSION:

Take a long hard look at the job postings you are putting up. Are they a realistic statement of what it really takes to do the job, or are they some dream sheet? Get down to the basics of what job REALLY requires, then sell the finer things about the role, your team and your company to the candidates to ensure that smart, properly qualified candidates fill your pipeline!

DRIVE ON!!

Winning the War for Talent: Part Two - Grow your own!

Having explored how to make your company an effective "talent magnet" through building a talent scout mindset and leveraging your brand, we are ready to move on to part two of this series - growing your own talent.

Everything in life takes balance, and talent management is no different. There are always going to be times when you need to fill role and you recognize that the skills, knowledge and abilities required for success just don't exist in your organization - in most of these cases, you will opt to bring in fresh talent. This is particularly important when a fresh perspective is needed. This is an accepted practice, but it can be risky if you overuse it.

The "buy it" option's biggest risk is that the existing workforce will become stagnant and not see the trickle-up impact of promotions and cross-functional assignments. While many employees are not ready to take a promotional, or cross-functional assignment today, you can ensure that you have a ready pool of deployable talent by developing them today for the future. While the main benefit of the "build it" or "grow it" option is to ensure you have the next generation of leaders on deck, there is an equally important ancillary benefit - RETENTION! When your staff sees that you are serious about helping them develop themselves to make ready for new opportunities within the company, they are likely to be more engaged. In organizations where such talent assessment, development and succession planning is not evident, there is a huge competitive risk that some of the best players on your team will be willing to answer the siren call of the recruiter trying to steal them away!

While I normally try to give you simple things that you can immediately act on to better your situation, this one is a much more involved process. Developing the organizational intelligence to know when to buy vs build is not easy, and developing methods to assess your team to understand your succession picture and what's needed to develop folks to meet that mission is a major undertaking - requiring a virtually religious zealot approach. But, as a I said in my very first post, the journey of 1000 miles begins with the first step....

YOUR MISSION
Start the conversation with your leadership about ways to assess your folks, plan for succession and begin developing those in-house destined to become successors, or begin building relationships with folks outside your company who you think would be great successors if no internal folks are, or can be made ready.

Winning the War for Talent: Part one - Building the better mouse trap

Editorial Note: So much for the "next posts will come out faster" comment! It's been a month, but I am back, so strap in and let's roll

Your company relies a constant inflow of talented folks to help drive the business. So how do you ensure that you are getting enough of the right talent? The answer is the same as that tired old joke about how to get to Carnegie Hall - practice, practice, practice! The practice you need to do is actually some simple stuff though, and I can spell it out in just a few bullet points:

• Be a CONSTANT TALENT SCOUT. Always be on the lookout for folks who have the kind of talent you need for your team. Whether at a trade show, seminar or at your mates backyard BBQ.... talent is ALWAYS around - you just have to keep looking.
• Demand that your company develop an excellent EMPLOYEE REFERRAL PROGRAM. But make it measurable and meaningful! Use it to get your team to be on the lookout for great folks to refer to your company. But not just when a job is posted... they should be referring folks who impress them all the time.... it's hard enough to find talent, waiting till you actually need it on hand is only adding troubles.
• Make hiring good people who become successful on your team a goal. Make sure your recruitment effort and spend was worth it by measuring how long those new folks stay, how successful they are in 90, 180 and 365 days. See how they are doing against goals and track their path to promotions. Replicate the efforts that worked and ditch the ones that bore no fruit.
• Become an EMPLOYER OF CHOICE. It's hard enough to get candidates to answer the phone when you have a good name, but if you are not recognized as a great place to work, it's a whole lot harder. Being a recognized great place to work (and there are LOTS of ways to get there) will give you something to crow about when pitching your opportunities to prospects. Heck, even if your company isn't a top rated company - you can make your team the most desirable place to work within that company... and that leads me to our next section.... developing internal talent to meet your needs. But that'll have to wait till next time....

YOUR MISSION:
Get cracking on these pointers and start up a "bar napkin list" of the 10 people who most impress you in terms of how they could help your team be more successful and START CALLING THEM! Just call to say "Hi, John... I was reading a geeky HR blog about finding talent, and you came to the top of my mind. Let's talk about where you are with your career and where you'd like to go... I just might be able to help you out... " and let that conversation flow to become the first step in a long and prosperous relationship with your next best employee!

The war for talent - Win, or GO HOME!

We've all heard about the terrible War for Talent we're facing. Predictions are that in many locales, there won't be enough available workers to fill the jobs. I say the problem is actually much worse than the predictions.... and it's already here. Before we ever get to the problem of not having enough people to fill the jobs, we are already deep into the problem of not having enough TALENTED people to fill key roles.

Now I'm no seer, but in my interview with the Cranky Middle Manager quite a while ago, I brought up the idea that it's not enough to have flow of candidates for your company's jobs... you need the best and brightest candidates if you want to be competitive, but do the math; not enough people to fill the roles in general AND hot competition fueling the hunt for the scarce "Fabulous 15%" equals a recruitment and business execution nightmare.

What can you do when faced with this situation? Well, you cannot change the environment, but you CAN change how you address it.

Having the talent your company needs to succeed requires a two-part strategy. Part one is based on ensuring that your company attracts it's fair share of REALLY TALENTED people. Even in a world where you are competing with companies like Google for great talent, there are ways to differentiate yourself to find, attract and engage talented people. The "buy it" approach to talent.

Part two focuses on finding and developing great talent within your walls by identifying internal talent through assessment, development and deployment techniques. The "build it" approach to talent.

I will remind you again (and again and again!) in this series, that neither talent acquisition (recruitment) or internal talent development alone alone will win the war, but in the right proportions - they can be a devastatingly effective weapon.

I normally blog once a week, but for this series, I will probably roll things out a WHOLE LOT faster..... stay tuned intrepid warrior....

Time to go; When turnover isn't really a bad thing

All of you card carrying HR trolls in the audience, plug your ears for this one.

Turnover is NOT a bad thing!

There, I said it, and my HR training tells me I should go wash my mouth out with soap for spewing such treason. After all, page 96 of the HR Secret Code Book clearly states that turnover is an indicator of problems and brings huge costs to the company - right??? BUNK!

Sure, turnover is a critical stat for any organization to watch, and I fully acknowledge that the cost of turnover can be something like 150% to 250% of a person's salary, and some will argue that these costs make higher levels of turnover unsustainable. But while these are basically true, they sort of lead you to believe that lower turnover is better always better - and that's not always the case either. There are some general rules that apply; Too much turnover, for too long can be a bad thing because it causes instability, poor moral and prevents the development of individual expertise and organizational culture. Too little turnover can denote stagnation, complacency and a weak performance culture.

Let's look at an example of where a short burst of high turnover can be just what the medicine man ordered.

You run a sales organization with 50 salespeople, each of whom is paid a base salary of $100,000 has a $1 million annual target. If they are on average only hitting 50% of goal, you are only realizing $25 million in revenues against a $50 million goal. How long can you sustain that??

The truth is that while turning over half of your sales force at 250% of their annual salary will cost you over $6 million in turnover costs, you are just cutting your losses.... the costs in lost sales from that group is over $12 million! I'm no math major, but that sounds like a pretty good start. And if you follow our prior lessons about hiring talented people, you might actually have a shot at them actually making their sales goal and turning a profit along the way. And if most of those who leave do so after having been counseled about their poor results, coached on how to improve them and still not getting it done, you get the bonus prize of having established a performance baseline so EVERYONE knows it's time to put up, or move out. Combined with the potential for better hires due to turnover, you've now got the makings of a very solid and performance focused workforce.

Yes, it all sounds pretty cut-throat, and we all know I am a proponent of the "try to develop rather than replace" approach, but let's face it; not everyone is in the right place to grow and perform at a given moment, so the "manage them up or manage them out" approach fits best sometimes.

YOUR MISSION:
Get your HR folks to help you dissect your turnover. Compare your turnover against performance results. How is your turnover spread across groups (job, tenure, age, gender, ethnicity, supervisors, locations, etc). You are looking for evidence that you are holding on to your top performers and exiting your worst. If that's not the case, get HR to help you dig deeper and find ways to make it so.

Who needs to know about the Family Leave Act? YOU!!

Just when you thought I'd dropped off the face of the planet... here I come, rebounding back into the blogosphere.

As the post title hints, this little rant is about a topic that may make some of you roll your eyes, but take this as firsthand testimony... you need to get a grip on this subject. I found a pretty solid and concise site on this matter that I think will give you some bearings on it, but the basic premise for those of you too impatient to follow that link is this - if your company employs 50 or more people, you have to permit employee who qualify with a job protected leave of absence to care for themselves or a qualified family member, for a period of up to 12 weeks.

Even if your company does not have the legal obligation to comply, it's a good idea to consider it because as the talent pool gets tighter, the folks you don't offer this to are going to find it more attractive to go work for your competitors who do.

I'm an HR geek, so you'd naturally expect me to raise this issue somewhere along the line, but I am writing about it now because I am currently on such a leave. I can tell you that I have arranged hundreds of these Leaves for employees in my career, but never appreciated exactly how important they could be till I experienced it for myself.

YOUR MISSION:
Take a look at your team - who has ailing parents, kids or spouses? Who is ill? Who is having a child? Even better - consider who MIGHT fit any of those descriptions? What will you do when they come to you and say "I need time off to take care of my critically ill child"?
Scary prospect, I know, but you'd better prepare for it now because I can assure you - this situation is going to come your way!

The secret sauce of building your team - PART 3

Part 3 in the series on how to build your team focuses on three areas; establishing your hunting ground, choosing your weapons, and defining your tactics.

1. Defining your hunting ground -
In this step you define where you want to hunt for your talent - this "hunting ground" is going the place(s) where you think you are most likely to find the talent you need. For example, if in setting you laser focus on the target, you determine that an advanced degree in widgetology was the key requirement, you'd probably want to hunt in the schools that teach widgetology, or the national association of widgetologists. You should also define where you don't want to hunt - are there competitors, clients or partners you should not annoy by poaching their talent away?? Consider whether the types of folks you want belongs to a professional association, are alum of certain schools, or are bloggers. All these vehicles can be prime

2. Choosing your weapons -
No - I am not talking about guns (thought it would be fun to muse on that). I am referring to which of the various recruitment weapons you would like to employ; Networking, Employee Referral, job board search, niche advertising, diversity recruiting, research recruiting, contingent or retained search... or some combination of these or others. Knowing which weapon to use, as well as how and when to use it is more art than science, and this is one of those places where I have to refer to the counsel of your resident HR person. If, however you don't have one of those, remember this - Of all the weapons to use, Internal Transfers (Promotional or developmental assignments), Employee Referral and network hires tend to have the highest success rates, longest tenures... and are VERY inexpensive ways to go - you should always try to exhaust these two methods before moving on to the others.

3. Defining your tactics -
This is the simplest part of the equation, and the one we most frequently get wrong! The tactics I refer to are how you will actually attack the search. Key decisions like who will be involved in the interview process, how many interviews will be required, how long you let candidates wait, who communicates with them, how and how often.... all the key decisions on how you manage the candidates you search for.... I know that many of those points seem self-evident or perhaps a bit too nitty to focus on , but I can assure you - the tactics you employ in dealing with candidates can derail the best search process and leave you with no talent, no pipeline of candidates, and a bad organizational reputation to boot!

The Secret Sauce of building your team - Part 2

Part 2 - Setting a laser focus on your target


Now that we have defined that we need to fill the position and the results we need this position to achieve, we can start setting our focus on the target of our recruitment efforts. Again, we're going to operate guerrilla -style here so we have to focus on working smart with the resources we have.

STEP 2 - Defining your target

1. With a clear understanding of the results we need this position to achieve, look within the organization to see if anyone has accomplished such results - and think a little more broadly here; If we need someone to sell 50,000 widgets this quarter, and no one else in our company has sold that many widgets before, consider:
• Do we have someone who has sold an outstanding amount of a similar product?
• Do we have an expert on widget marketing who has sales skills?
  
2. If we find someone who appears to be a good model, let's dissect them to see why they were successful. Exactly what is it that sets them apart from the crowd?
   
• Is there something about their training, background or development that helped them get where they are? If so, can we find others with similar talent by looking in the places where this person "grew up"?
• Do they belong to professional associations for widget sellers?
• Did they attend a college or other educational program that focuses on the widget sales profession?
  
3. Recognizing that our world is imperfect, we have to plan for the fact that we may not find what we are looking for in our company. In fact, they could be working for our major widget competitor. We're not going to dig in deep on this point here, but competitive hiring (aka raiding the competition) is a real tactic and you better be aware of in terms of both your talent hunt, and protecting your valuable talent from being poached.
4. With this clear picture of the DNA of a person who can do what you need done, do a sanity check on your view - get other managers and leaders to review your model. Do they find it accurate, reasonable and feasible? Do they have any ideas to add?
   
5. Knowing the results you need and where folks capable of such results might come from, it's time to start staking out our hunting ground, our weapons and our tactics... and those points are what we will focus on next time.
   

The secret sauce of building your team - part 1

While I normally try to keep these posts short, I am moving into a topic that will take a bit longer to cover. I promise it will be worth it.

Having a successful team starts with finding the right people. The problem is that most organizations don’t get this process right – and they pay dearly in terms of turnover and the lost productivity that comes from this sort of misguided “ready, FIRE, aim” approach. This is a big dilemma, and we are going to solve it - Guerilla-style

Step 1 - Gather your Intel:

Intelligence gathering is what keeps the guerilla warrior alive. If you are going to get invest the time, energy and money to recruit someone, you better have your facts straight! Your intel sources include your boss, your customers, your team, your finance person and of course, your HR person. Before you even think about kicking off a recruitment effort, you need to ask and answer some questions:

a. Do you really need to fill this role? I know this sounds like blasphemy – of course you need to fill this role – your team is too short staffed to get it all done – but do you really need this role, right now? Is this an opportunity to re-shuffle the deck – maybe replace the role with something more in tune with your current and future needs? Perhaps to bring in new talent of a different stripe to help fill your talent bench? This is actually a whole topic in itself for another day….

b. EXACTLY what are you looking for? Define exactly what your ideal candidate will be able to do for the team…. Focus on the results first, not on the “requirements” … the results wild define the requirements for you.

c. Once you know exactly what you need from this role, consider if there is anyone inside the organization who can achieve the results you need. Notice that I’m not asking if there is anyone who could “do the job”…. Don’t let people divert you from the focus is on results.

d. Now that we know what the role is supposed to achieve, we can move on to figuring out what the right candidate will look like - and we’ll pick that up in our next post!!

NEXT TIME - The laser focus on your target.

Do you YouTube?

Technology - the great enabler, right?? Well, maybe not. I am going to go off on more of a rant than usual because this is an issue that really bugs me.

Everybody with an Internet connection has heard about You Tube. I admit that I visit You Tube pretty regularly and have a lot of fun watching some of the clips. The problem is that at it's base, this is a pretty benign thing... then some whack-job has screw it up!

Case in point - there's a clip (actually a number of them) which depict teachers wigging out in the classroom. In these cases students conspired not only to annoy a teacher enough to provoke a response, but to capture and post it.... It's not bad enough that these little charmers chose to abuse someone who is there to help them grow and learn...no, these model citizens decided to publicly humiliate their teacher on a global basis... nice.

We wont get into the philosophical debate about whether these kids violated laws, or were just exercising their constitutional rights, but I defy you to show me any link between this behavior and any intent by the framers of our constitution which would permit this. In fact, I posit that had the Continental Congress seen such behavior they would have turned these kids over a knee and let them have it!

The point to my rant is that this disrespectful behavior has enjoyed a type of audience and celebrity never before imaginable at a time when restrictions on our society seem to show us abdicating our ability to "parent" our kids and ourselves to the electronic babysitter and public opinion. The perfect storm of ubiquitous technology, a sense of entitlement and a public apathy around demanding proper behavior and accountability is having unforeseen and troubling results.

YOUR MISSION

Take a stand - In whatever venue you find this type of techno-misbehavior, demand that those infringing the rights of others stop doing so. If you agree to let your staff record your rant and post it on the Web, so be it... but if they do so without explicit permission - demand they take it down.

The game is social media "tag" - I'm it!

Ok, admit it. You have, at some point engaged in an e-mail chain. You know the type.... "send this to 10 people in 66 seconds or 20 starving children will perish"... or the ever popular " if you believe in God, send this to 10 people in 2 minutes - if not you will burn in the fires of hell". C'mon, you know you have done it at least once.

I get you to confess to this up front because I am about to (very ashamedly) cow to the peer pressure and engage in such nonsense myself. I do this not so much because I fear the blindness and eternal damnation I will suffer for breaking the chain, but because as Anna Farmery of the Engaging Brand podcast says; if you are going to connect with people, you need to give a bit of yourself first.

I have been "tagged" by a whole list of people, beginning with Wayne Turmel of Cranky Middle Manager fame. He fell victim to leadership coaching guru Rosa Say. I cant say where this began, but the basic concept of the game is simple - Someone tags you and you have to blog 5 things most folks don't know about you. I would normally pass this sort of thing up like a bad stomach virus, but this exercise intrigues me. I have followed the game back a few generations and am impressed with the candor of those who have been tagged - never wanting to be seen as shying away from a challenge.... here I go

5 Things most folks don't know about me:

1. While I give big clues about my military service, most folks presume I was some sort of gun-toting warrior... actually, I was a "band-aid commando". I worked with a medical unit in the 50th Armored Division - yeah, I carried a gun (imagine the fun if I still did!), but my work was all about healing, not killing.
2. I didn't come out of the black cauldron of conception wanting to be an HR drone. I actually went to college with plans of becoming a Biology Teacher! How I came to be in HR is a long sordid tale best recounted over several pints at the local pub..... if you are buying, I will tell all!
3. In college I was so broke that I actually signed up for a psychology school study to measure the affect of alcohol on congnitive skills - not for the science, but because I thought it would be REALLY cool to get paid just for getting drunk!
   
4. Back in my Army days, I taught Army Medics how to start IV's. To got them over the fear of doing it, I had them practice on me - really... I have the scars to prove it.
5. In my impetuous youth I enjoyed rock climbing and rappelling - I haven't done it in years, but I used to rappel off of bridges and pretty much anything that was high and would stand still....I even spent some of your hard earned tax dollars rappelling out of helicopters in Fort Bragg... big fun! Eventually the medications kicked in and I got over that little bug!
   

Now for the second part of the game - This is the part where I am supposed to single out 5 bloggers and have them publish their 5 unknowns - the problem is that I got tagged before the holidays and by now everyone out there with a blog (or a pulse) has probably already been tagged - so.....

YOUR MISSION
Whether you blog or not - find your "target audience" in your team, peers, neighbors - whatever, and give them a little deeper glimpse into who you are by telling them those five things that they don't already know about you and ask the same of them in return.

Pay for performance, yeah -right!

Pay for Performance! The words carry such hope for the managers and HR drones among us. Even the "little guy" gets a glimmer of hope that under such a meritocracy, even they have a chance to cash in..... and then reality slams you in the face like a two-by-four when you read about the case of the Home Depot CEO who managed to cut a deal for himself that ensures he gets paid over $200 Million USD, no matter how badly he screwed the pooch! Gee, maybe I ought to ditch this HR gig of mine and take on that job - after all, I have probably spent enough there in the past few years to cover whatever salary I want.

I don't raise the issue to boil your blood (though that's probably happening now too), but I want to use it as an object lesson to get you to lead up. You cant directly control what wacky pay practice your Board will employ for your next CEO, but you can ensure that you apply a pay for performance process on your people.

The payoff for a real, honest and objective pay for performance plan will pay dividend well beyond the initial sweat investment needed to implement it - but only if you do it right. Now, the secret here is that doing it right isn't really all that hard. All you have to do is understand what good performance looks like, gain agreement from all concerned on that point, communicate the hell out of of it - then make everyone live or die by that standard.

See - now wasn't that simple? Maybe I should bottle this stuff up in a consulting package and sell it to the Board over at Home Depot.

YOUR MISSION:
If you don't have a pay for performance plan, talk with your leadership or HR about how your organization can benefit from one. If you have one, USE IT to differentiate rewards.

Regaining your motivation

Greetings intrepid (and long ignored) reader!

I've humbly returned to my post after too long an absence. I love to blog, but lately have fallen victim to the triple whammy of the dreaded corporate year end shuffle and a long run of household "opportunities" to improve !

Besides all that crazy stuff getting between me and the blog, I have to admit that I was really just not motivated to write anything. Not that there isn't always plenty to write about, but I just wasn't motivated to do so. Realizing that brought out a topic worthy of writing about - how to regain your motivation!

So, you find yourself in the dumps and unmotivated to do something you would normally be doing - writing, reading, going to the gym...whatever. How do you get yourself back in the swing? Well, you could find an interesting article on getting your motivation back,
or you could look for inspiration from trusty sources like The Cranky Middle Manager show!

The key to regaining your motivation is to find something you can get yourself all worked up over - passion is the potion! Yeah, I know.... passion is dangerous ground for an HR geek to tread upon, so I will rely on you to keep this above gutter...


YOUR MISSION:


Figure out what gets your blood pumping and DO IT! It doesn't matter if it is bowling, basket-weaving or brain surgery... get back in the saddle and RIDE!


Carry on!

Another Christmas in the trenches

Hello, fellow bloggernauts. Sorry I have dropped off the face of the earth for the past few weeks. No, I have not been abducted by aliens or sent to the dungeon by the evil overlords....just been busier than a one legged man at a butt kicking contest with the day job.

In prior posts, I mentioned that my company had been acquired and that has turned my 50 hour weeks into 60 and more.... but that is the worthy price of progress and I am actually having some fun and learning quite a bit in the process.

During my absence from blogging, I got "tagged" 4 or 5 times.... seems that in the blog world, just like meetings - if you are not there to say no, you get all the tasks! I'll be back to the table on that shortly. Needless to say, i can easily dig 5 skeletons out of my closet, but I will be hard pressed to name 5 new victims in the game.... stay tuned for my Tag Revenge!