The Power of Vulnerability

“Vulnerability is not winning or losing; it’s having the courage to show up and be seen when we have no control over the outcome. Vulnerability is not weakness; it’s our greatest measure of courage.”
― Brené BrownRising Strong

I was on the phone with one of my amazing members of my team when she was interrupted by an employee entering her office. She put me on hold, but I could hear the employee talking. The employee had a question about her paycheck. I listened as the employee asked her questions. I heard silence as I could tell my team member was thinking of what scenario could have happened, then she proceeded to ask questions.

Not one time did she defend herself or seem to be reacting to the apparent mistake or misunderstanding. She genuinely sought to understand so she could determine how she could help her. I was so proud to have her on my team.

I know I say I have an amazing team a lot. I do. They are some of the most talented, caring people I have had the privilege to work with, lead, develop, and learn from.

After she had a pretty good idea of what happened, she explained to the employee what happened and how to prevent it in the future. She also explained that she would take care of the correction, and confirmed that it was okay that it was on the next paycheck or needed a manual check cut. The employee confirmed the next paycheck was fine, thanked her, and left.

She got back on the phone and asked me questions about how to best audit for a situation like this in future processing. As we chatted, she realized that she had misspoke in her direction for the protocol for the future to the employee. Within minutes, I was bcc’d on a message to the employee, thanking her for coming to gain clarity on the issue. She then explained how she was wrong in what she had told her for future steps, and she wanted to let her know and clarify the proper process.

Once again, I was proud she was not only a part of my team, but that our employees had such a wonderful human being taking care of them. She’s only been with our organization for less than 90 days, and there are bound to be mistakes in the learning process. She could have reacted defensively and immediately pointed out how the employee didn’t follow the protocol or blamed something or someone else. She didn’t do that. She didn’t react. She was vulnerable and asked questions to focus on the problem and how to best remedy it and prevent it from happening in the future.

The power of vulnerability met the employee where she was and made her feel like they were in it together to find a solution. I hope we all approach problems like this.

Hello, I’m Here to Help…

“The value of our lives is not determined by what we do for ourselves. The value of our lives is determined by what we do for others.”  –Simon Sinek

I’ve been a fan of Simon Sinek since before it was cool.  If you aren’t familiar with his stuff, check him out and thank me later.  He’s going to be at #WorkHuman this year, and although I’m not able to attend in person, I’ll live vicariously through you all that do.  If it wasn’t the same week as my kids’ spring break, I would have lobbied a lot harder to get permission to attend, but packing up the family to head to Austin while Mom is geeking out in a conference all day is not what I consider “Mom of the Year” criteria, so I’ll let you all enjoy, and I’ll read all the tweets.

The thought of “Hello, I’m Here to Help” has been a frequent one lately.  HR is the epitome of servant leadership.  We are here to help.  That is why we have our positions.  We are here to help our employees, our management teams, and the company.  This is what we are trained to do.  We know what we’re doing, and we take a great deal of pride in being that resource.

It has come to my attention lately that while we’re here to help, how we help is not always how we may have originally offered.  The theme of HR Without Ego is real.  We are servant leadership, here to help.  However, we don’t dictate how we help.  We approach conversations and prepare for meetings with an entire scenario laid out how we plan to offer our help and support.  By the end of the meeting, we have scrapped Plan A, Plan B, and Plan C.  We collaborated on Plan D, and while it’s not what was originally planned, we are supporting the solution.  We need to focus on the end game when offering our support and not be emotionally invested in our original plan.

There are also times when our help is not accepted.  Take a deep breath, accept that fact, don’t take it personally, and move on.  It’s okay that our help was not accepted.  We must focus our efforts where they are best utilized.  There is always something to do, someone to support, and focusing on what we can’t do will only drive us crazy.  Change your focus.  Change your mindset.  After all, we’re here to help…