#Workhuman Takeaway — Resilience and Grit

I had the extreme fortune of attending #Workhuman this week in Nashville. I am very fortunate to work for an organization that believes in professional growth and supports me attending conferences like this one. I know that not all organizations share this same sentiment or simply don’t have the budget to send their leaders to conferences for professional development, and I am grateful.

I attended every keynote at the conference, and I’m sure every attendee took away something different and certain aspects resonated more than others. For me, it was a theme of resilience and grit. Resilience resonated with me so much, in fact, that it was my word that I had engraved on the leather key fob as a conference attendee.

While I was most excited to see Brené Brown (and she was fan-freaking-tastic), I was most impacted by Viola Davis‘s story. The spectacular Steve Pemberton, Chief People Officer for Workhuman, formerly known as Globoforce. Steve’s story is all about overcoming obstacles, so it was no surprise that he was the one chosen to interview Viola in the closing keynote on the Workhuman stage.

I knew a little bit of Viola’s story already. She was featured in Braving the Wilderness, my first exposure to Brené Brown, so I knew she had grown up in abject poverty in Rhode Island, her father was an abusive alcoholic, and that she didn’t let it define her or live in fear or shame. What I didn’t know, was how she continued to overcome no matter the obstacles.

In her interview with Steve, Viola shared how she had received a hand up, a wonderful opportunity to attend a performing arts school via a scholarship because someone believed in her. The school, however, was not located remotely close to where she lived. She had to leave 3 hours early and take 3 different buses to get there. She was poor, you’ll remember, so she didn’t just pay 3 bus fares and go to school. She shared that sometimes she would walk the first leg of the trip to get to the second bus, then walk the last leg. The school, like many, had a late policy. There was no consideration of the why, if she was late, she was late.

What struck me the most about this was the grit and determination that Viola had to make it work. She could have turned down the scholarship, citing the commute, waiting on something closer or waiting on someone else to solve the distance problem for her. She could have stopped going when it got tough. So many times she could have given up, and yet she kept going and worked hard to succeed – despite all odds.

How many times in our own organizations or households have we seen opportunity squandered or explained away because it was going to be too much work or sacrifice our time? The world is a much better place because of people like Viola sharing their stories, and I can only imagine the impact that she will continue to have.

My Bloggiversary

Last month, I celebrated my 1-year Bloggiversary. Yes, I know I’m late. A lot has been happening!

This blog started as an outlet to share thoughts, tips, suggestions, notions. I never could have imagined how well-received it would be, or that it would lead to so many amazing opportunities.

The most exciting opportunity is the invitation that I received to be on the #SHRM19Blogger team! You may or may not have noticed that the day I received the invite, I confirmed that I was permitted to share and then told everyone I know. It’s a big deal, and I’m incredibly excited to be a part of this amazing team! Special thank you to Mary Kaylor. She’s fantastic if you haven’t met her!

The most rewarding aspect of this blog, however, is when employees or friends tell me that they are reading it. Not long after I started with my current company, one of the employees told me that she started reading my blog and was excited about the direction I was going to lead HR if that was how I truly felt about people. That meant more to me than she will ever know.

So, albeit late, thank you for staying with me on this journey and reading my posts. I appreciate more than you know.

The Importance of Connection — and Twitter Chats!

I can’t say it enough how important it is to connect with people. I don’t mean to say hi at monthly meetings or to have 3,000 LinkedIn connections. I mean to connect.

I just spent the last hour or so chatting with Jon Thurmond. If you don’t know Jon, you are missing out. I reached out to Jon for advice as I have recently undertaken additional responsibilities in my volunteerism, and he is the social media guru. TRUST ME.

What’s great about giving back in HR is that we can chat about work, life, our volunteering, and we are always willing to help out the next person. The next time someone asks me about social media, I have some new tips to share!

What do you have to share? How can you give back? You don’t have to be an expert at anything. Start small.

Participate in a Twitter chat.

I started with #Nextchat years ago when I joined Twitter and found it. I have made so many wonderful connections just through that chat! It’s at 3pm EST on Wednesdays. Check it out. The topic is micro-internships this week. Who doesn’t want to learn more about that?

I am a co-moderator of #JobHuntChat on Mondays at 9pm EST. I’ve plugged this before, and it’s volunteering, so no one is paying me to tell you to join in. If you are looking for a job or are able to offer advice for those that are, I encourage you to join in!

Jon and Wendy host the #HRSocialHour which is an awesome monthly chat where HR professionals and enthusiasts chat about goals, pop culture, beverages, and everything in between. I’m usually cooking dinner at 7pm EST, so I’m usually late and share gratuitous photos of my food.

Take a chance. Join a chat. Thank me later.

Legacy: What Do You Want to be Known For?

I had a manager call me about an issue this week, and the guidance that I provided on how to handle the situation reminded me of something I witnessed in my very first HR job, and it got me thinking that I will always remember my first HR boss for the way she handled that situation.  That is the legacy she left with me.

YEARS ago, when I was in my very first HR Assistant role, we had a receptionist up front at our organization who was the first impression to every candidate, customer, you name it.  This receptionist came to us via a temp to hire situation, and I’m pretty sure it was the first job she had where she was supposed to dress professionally.  She did her best, but they didn’t quite fit – especially the skirts.  If you haven’t had the honor of having the “your clothes are inappropriate for the workplace conversation,” you really aren’t living.  Yes, I’m being facetious.

It wasn’t just the fact that my boss handled the situation that has always stood out to me, it was HOW she handled it.:

She didn’t send a blanket e-mail to the entire company, reminding everyone of our dress code policy.  HR is not the dress code police, and don’t let anyone make you the dress code police. 

She did 2 things:  1.  She talked to the employee, privately, and asked her how she could help her.  During the conversation, the employee confided to my boss that she could not afford nice clothes, and so she was buying her suits in the juniors department – hence the short skirts.  My boss did not judge her or give her some ultimatum about the dress code policy.  My boss bought her clothes that she could wear to work.  2.  My boss didn’t tell a soul, and the only way that I found out was because the receptionist shared the story.

How amazing is that?  We don’t all have the ability to buy our teams new clothes, but we have the ability to meet people where they are and ask them what they need.  I will never forget the way she handled that, and I can only hope that at some point in my career, I leave a similar impression with my team:  I tried every day to be better for them than I was the day before, and I helped them to be the best they could be for their future teams.

What is the legacy you want to leave behind?  What are you doing today to work towards that?

How to Make Decisions in Business

How do you make decisions?  Are there charts, graphs, spreadsheets, pages of data?  Yes, data is important, but so are the humans in our care.  Do you include input from those affected, if possible, in your decision-making process?  Perhaps you could glean insight from another perspective that would completely change how to approach a situation.

We learned the difference between right and wrong long ago, and it would appear that we have forgotten how simple that litmus test can be.  The bottom line in any decision first and foremost should be “what is the right thing to do?”  If you can’t do the right thing, go back to the drawing board and work harder.  It’s not always easy to do the right thing.  There can be considerable pushback – it’s not always the easiest, most cost-effective, etc.  However, doing right by our people is priceless in terms of trust, transparency, and confidence in leadership.

As leaders, we have a responsibility to do the right thing by our people.  This is why we are in positions where we have been entrusted to serve others.  It is our great privilege to serve our people, and they are trusting us to keep their best interest at heart when we are making decisions that often have a ripple effect in our organizations.

We must have the courage to make the right decisions – to do that right thing.  We also must work hard to ensure that we are making our workplaces a safe environment with a strong culture of integrity.  We must empower other leaders in our organizations and support them in their courageous efforts.

I’m not naive.  I know this isn’t easy.  I also know that there are times when tough calls have to be made, jobs have to be cut, locations have to be closed, layoffs have to occur, pay has to be frozen.  In times like this, it is in the best interest of the business overall to make these decisions.  We are preserving the business and the ability to continue to operate by making these moves.  This is for the greater good.  I’ve been there.  I’ve done that.  I once had to lay off 20% of the workforce in the morning and co-star in a commercial for the business in the afternoon.  Yes, it was brutal.

While it’s sometimes inevitable to do these things, you always have a choice in how you conduct yourself in the process and how you treat others.

Always behave with integrity in your actions.

Always treat those affected with the utmost care, compassion, and respect.

Always provide as much information behind decisions as possible.  Letting someone know just how difficult the decision was can help them feel a little less like their hard work was in vain.

Always take responsibility for your actions.  Do not blame “corporate” or “your boss” when delivering the news.  Make sure that you understand the why behind what happened so that you can speak to it.  People lose respect for you when you are reduced to a headpiece for “the establishment.”

Do the right thing.  Ask questions when something doesn’t seem right.   Teach your teams to do the same.

What is a Servant Leader?

I was invited by my pastor to participate in a Bible.com Study last week on Servant Leadership called “Kingdom Leadership in Your Workplace,” and I LOVED seeing this perspective.  Whatever your particular faith or beliefs, I believe we can all agree if we are focusing on being better leaders, and in my case, being a servant leader, the quote below will resonate.

In the study, this quote stood out to me:

“Servant leaders value the development of people around them; they build their communities, act authentically, and share power.” [Oxford comma added by me because that’s the right thing to do.]

When we think about our behavior in our organizations, are we showing up in this way?

Value the development of people around you:  Are you focusing your resources and efforts for professional development on yourself, or are you sharing with your team?  Do you support professional growth and development, or are you secretly intimidated by the growth of one or more of your team members?  Examine yourself and share the wealth.

Build your community:  Are you building your team?  How are you supporting your organization?  Do you give back?  Are you a member of your state or local chapter?  Twitter chats?  LinkedIn posts?  There are tons of volunteer leadership positions available through online, local, state, and national professional association chapters – SHRM and otherwise.  I’m in HR, so I became a volunteer leader on the board of my local SHRM chapter, GCHRA.  I’m also now a co-moderator of #JobHuntChat where I help facilitate the conversation between those “in search” and those helping those “in search.”

Act authentically:  Are you being your true authentic self?  If not, what is holding you back?  Is it safe to be authentic in your workplace?  Do you make it safe for others?  If not, what is holding you back?  Are you behaving as the leader you always wanted?  What can you do tomorrow that will bring you closer to bringing your authentic self to situations?

Share power:  We are entrusted with our teams for a reason.  It is our esteemed privilege to serve our teams and our people.  We do them a great disservice by not empowering them to one day lead their own teams.  Empower your people.  Share information.  Communicate often.  Do not be an information miser.  Foster a culture of accountability within your team to empower them.

Are you a servant leader?

PSA: Participate in #JobHuntChat

Are you participating in the Twitter chat #JobHuntChat?  It will take an hour out of your day, and you will get to:

  1. Help others
  2. Learn something new
  3. Meet new people

These all sound great, right?  I have been participating for a while, and I’ve very recently tried my hand at moderating and lived to tell the tale.  It took a minute to get used to which handle I was using.  I was among friends, and it wasn’t life or death, so it all worked out.  It wasn’t about me anyway – I was there to facilitate the conversation.

The #JobHuntChat met this evening at 9pm EST (8pm CT/7pm MT/6pm PT), and it meets every Monday at that time.  The format is similar to other Twitter chats:  Q1, Q2, Q3, etc.  There are #jobseekers, #jobhelpers, and #HRPros ready and willing to help in any way they can.

It is guaranteed to be a good time, and I hope to see you there!