Monthly Archives: September 2012

HR: Compartmentalized or Big Tent?

13 Thursday Sep 2012

Posted by in Human Resources

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Back in the ’90’s I had a very poor opinion of HR.  This was based on my direct experience with a rather large HR department at a large consulting firm.  They operated in a very compartmentalized capacity, dotted i’s and crossed t’s quite well but did nothing to enhance the strategic framework of the organization.  In turn no one took them very seriously or truly looked to them as a strategic partner for the organization.

I have been away from that firm for a long time –  I hope HR realized the opportunities lost and in turn have become a strategic business partner at the table to help the organization be ready for the global environment, challenging economic times, so that the organization is positioned and ready to meet its goals and objectives via human capital and the skills gap.

I Don’t Buy Kleenex. Do You?

Everyday, there are graphics that catch our attention.  Today, I saw one from The Keas Blog that did just that.  It has been circulated over 80 times across Facebook and Twitter, so I’m sure some of you have seen it as well.  At first, I thought it was kinda cute.  However, after 20 minutes or so, I changed my mind and here’s why….

This graphic is totally “old school.”  For those HR professionals that do more than just find “cuddly” things to say to employees, the graphic is way off the mark. This type of generalization is why employees have the wrong idea of what HR actually does in the first place.

Even though this is supposed to be funny and witty, I find it non-creative and and so “yesterday.”  I don’t work in Personnel.  I don’t hold your hand while you fill out your tax forms.  I don’t care if someone stole your tuna sandwich out of the fridge.  I go to work to build relationships, understand my clients, and help to create strategic solutions that drive the business forward, to help us compete in the market place. I don’t buy Kleenex.

What are your thoughts?  Like the graphic or hate it?  I’m pretty sure you know what I think.

Photo Credit

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I Don’t Buy Kleenex. Do You?

Football and HR – great analogy for teamwork

13 Thursday Sep 2012

Posted by in Human Resources, Leadership

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I subscribe to several blogs and I reblog the ones I find very interesting, thought provoking and immediately applicable.  This one hits all three.  Most Americans love football and creating an analogy between football and teamwork is a no brainer!!

As Vince Lombardi said, “The quality of a person’s life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor.”

HR and Football. Got Your Helmet?

Posted by in Creating Teams, Human Resources, Performance Management

Helmets, shoulder pads, cleats and turf. It’s football season again. One of my favorite times of the year.  I get to spend many hours a week at practice, watching my boys run drills on the field, hit and be hit and answer, “yes, coach!”

I wondered what it would be like if our work teams were more like our sports teams.  I think there are advantages and definitely worth taking a closer look.

Touchdown!  The Home Field Advantage

Practice makes perfect.  On the field, drills are called out and the team follows. If someone cuts a cone or doesn’t cross the line and complete the drill, it’s push-up time.  ”Give me 10!” the coach yells to the offending player.  Players follow instructions and rarely is there a smart mouth saying, “no, coach, I’m not doing that.” Regular practice helps a team work together.  They learn about weakness and strength and how to fill those gaps.  Players understand each other.  They work together to ensure the plays lead to a successful game.  Teammates communicate and anticipate next moves.  Those that fall in line, help move the team forward.  Those that don’t are quickly provided with real-time performance improvement measures. Or, they quit.

Practice=Performance

What’s “practice” like at your company? Have you taken a look at your performance management system lately?  If not, or you think you may need an upgrade, ask yourself these questions:

  • Are your “coaches” well-equipped to manage teams? (remember, just because they manage a team, doesn’t mean they have the “know-how” to manage people.)  
  • You may not be out on a field in helmets and pads, but are you engaging in regular team conversations and learning team dynamics?
  • Does your team know what the goal is and how to score a touchdown?
  • Do they realize how their individual contributions help move them down the field to the goal line?
  • Does the team have the ability to take measures of risk to help drive the team to a successful finish?

I’m not saying that all teams need to look alike, play the same, or have the same ideas.  If that were the case, teams would suffer from “in-the-box-thinking” and creativity would lag.  We need a diverse group of teammates to be successful.  However, if we understand our place on the team and what it takes to score that winning point, we’ll be better communicators, hold each other accountable, and work to resolve our differences through collaboration, rather than “tackling” our colleagues.

HR and Football. Got Your Helmet?