Author Archives: Beth

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

Image

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?

Do You Got ‘It’?

10 Friday Aug 2012

Posted by in Leadership

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Our society is faced with many conundrums, some as simple as which came first, the chicken or the egg? Or some a bit more complex in thought, such as are leaders born or made? The debate has ranged for decades and will continue to do so. For now, let’s focus on what I call ‘it’, the essence of leadership and a select few traits that embody ‘it’ which is the basis for both types of leaders, born and made.  The basis of leadership, which includes every style, is the premise that in order to lead others, you must first be able to lead yourself. I would also add to that concept of leading self, in order to lead self, you must know self. This statement is engulfed with self-deceit and self-deception. People are very good at self-delusion, self-grandeur, and even self-importance. As Dr. Rhey Solomon, Johns Hopkins, summarized, ‘to know oneself and to know one’s strengths and weaknesses is essential for a leader to be most effective.” And you must be effective to truly be a leader.

To start to know one’s self, we must start with transparency and honesty with ourselves. Again, this concept sounds innocuous and overly simplistic, however many do not have the self-awareness and self-confidence, let alone the courage, to truly be honest with themselves when they look in the mirror.  We cannot force others to be honest with themselves. That is a deeply personal choice. So, for the sake of argument, let’s say that we as leaders truly do understand and know ourselves, we know our weaknesses, our strengths, our hot-buttons, as well as those little things that make us doubt ourselves or stir anger deep within ourselves. If we know those things, we are well on our way to truly knowing and understanding who exactly we are as leaders. At this point in time we must be able to start to lead ourselves. How exactly do we lead ourselves?

Leading ourselves begins with four C’s: consistency, commitment, and clarity while at the same time being courageous, constantly remembering who we are and where we struggle. In other words do as I say and say as I do or walk the walk and talk the talk. If we can hold ourselves to account, ensuring the fact that we are who we say we are and do as we say we are going to do, then in fact we are leading ourselves and in turn being an example to others around us. That example will exemplify ‘it’ and ultimately lead to the fifth C – our example will be contagious – everyone will want what we have!

Sounds easy, doesn’t it? Then why do so many miss ‘it’? Many understand what ‘it’ is, many read books on ‘it’; however, ‘it’ is still incredibly elusive. If it is so easy, then why do people continue to miss the boat? Understanding what it takes to lead is the easiest part. The hardest part is actually doing ‘it’; the self-discipline and literal execution of leadership is the elusive part. In a society saturated with reality TV, 24-hour news cycles, and ever-evolving technology, all takes away from our ability to actually execute and see the transformation through. Our attention span has been reduced to five seconds. Think about it – research has shown if a website doesn’t engage you within five seconds, they have lost you. We as a society have lost our ability or desire to constantly reflect and meditate on immediate and past experiences, dissect them and learn from them, continually analyzing ways to further hone our abilities, in any aspect, has almost become alien to many.

So, what is the answer? When I was young my parents taught me that practice makes perfect. This old adage is still valid and still true. Society today tempts us with great entertainment and hyper-access leading many to the illusion that there is an easy way or a quick fix. However, there is nothing that will ever replace the hard work of reflection, contemplation, and meditation. While none of us will ever be the perfect leader – we are short changing ourselves by not taking the precious time we have and devoting some of it to developing our abilities and our leadership. Many of us are quick to say we want to be great leaders; we want our people to be motivated and ready to take the hill with us. We will be by ourselves on that very hill if we do not do the hard work and reflect the real reality of who we are and how we are doing.

~  Beth Lucy-Speidel

Individualized Development Plan: Worth the Time?

10 Friday Aug 2012

Posted by in Human Resources, Leadership

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Some of you know I come from a background in the world of disabilities.  In that world there are so many that want something we take for granted – a typical life.  Well, what about those that want something in the business world that may not come natural to them or maybe they aren’t quite gifted in that area?  Come on now, we all know at least one person in this category.  How can we embolden them?  Equip them?  Empower them?  An Individual Development Plan – I challenge each of you to take the time to invest in someone … Make a difference in the life of someone.

Human Resources

Practice til You Make It by Sheri Mazurek

Posted: 06 Aug 2012 05:30 PM PDT

I love the Olympics. I love watching the amazing things others can accomplish with dedication and practice. That has always been a favorite part of my job as well. Regardless of the organization or role I had within the organization, I have always loved watching others change, develop and grow to achieve amazing things.  It’s how I ended up in HR. And no, I am not going to follow up that statement by, “I just love the people side of the business.” I just love business and have found that ordinary people can accomplish amazing things within the business by working hard and putting in the time to develop their talents.

At home, far from the Olympic stage, my son is currently looking to try out for a little league travel team. This is the first year he is eligible and he is excited to try. He doesn’t have as much raw talent as some of the other players but he loves the game. What he doesn’t love is practicing the game especially when the temperatures hover above the 90 degree mark all summer. He sees working on fundamentals boring. He wants to be in the game. So as parents, my husband and I are struggling to get him to realize that if he going to make the team, he has to work for it. He will need to work harder than some of the players.  He can be as good as those with the talent, but it will take practice to get there.

So what do you do with your average employees who may not have the natural ability to be superstars, but they love the game?  Do you teach them their not good enough to make it or do you challenge them to put in the work?  Go ahead; pull out a copy of their IDP. Oh, you don’t have one. You better get busy; they have a lot of work to do.

Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com. Follow me on twitter @Sherimaz

Communicate and be Honest!

22 Friday Jun 2012

Posted by in Human Resources

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I am pursuing a second Masters and I was sitting in class last night on personnel law.  The professor, who is also an attorney specializing in personnel issues, was telling us that most employers do not tell the truth on the performance appraisals … what?  Really?  Then how the heck do you hope to work together to address things for both parties to move towards success?  He said it all comes down to not wanting to deal with hurt feelings, possible anger issues and so on.  It takes guts and courage to speak the truth (the good, the bad and the ugly) – speak it in love and speak respectfully and speak it often!

Human Resources

Tips and Tricks-Supervising Others by Sheri Mazurek

Posted: 20 May 2012 04:34 PM PDT

This is the first in a new series called tips and tricks. Supervising others is one of the most difficult jobs one can have; it is also one of the most important. Below is a list of tips for supervising others that I picked up along my career path. What can you add?

☺ Give Positive recognition immediately

☺ Meet individually with your employees to discuss their career goals and identify the skills they need to achieve these goals

☺ Evaluate yourself; ask “What do people have to do to get positive feedback from me?”

☺ Give immediate feedback on poor performance.  Silence is acceptance.

☺ Maintain a development file on every employee.  Track progress through out the year

☺ Focus feedback on behavior.  Be more descriptive and less evaluative in your feedback.

☺ Recognize development efforts, not just results.

☺ Help your employees build their skills by having each employee work on improving one development need at a time.  Be specific about the steps he or she can take to meet his or her goals.

☺ Identify your replacement and develop them to do your job.  If you don’t have a replacement, hire one.

☺ Rotate people through key positions to develop their skill set

Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz

“You have brains in your head. You have feet in your shoes. You can steer yourself, any direction you choose.” Dr Seuss

22 Friday Jun 2012

Posted by in Human Resources

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I have long been a believer of life is full of choices.  Nothing is more tiring than when people will not accept responsibility or accountability.  Everything comes down to a choice.  The Chick-Fil-A Leadercast for 2012, their theme was Choices.  Dr. Sheen Lyengar has done research on the brain and choices.  Even Dr. Seuss knew …

Human Resources

Personal Accountability has No Victims by Sheri Mazurek Posted: 01 Jun 2012 04:33 AM PDT

“You have brains in your head. You have feet in your shoes. You can steer yourself, any direction you choose.” Dr Seuss Dr. Seuss has been providing great advice to children for years. And while the above mentioned passage is great advice, it assumes that one realizes their own control in situations. It requires personal accountability. Personal accountability seems to be missing far too often in organizations today. Consider the number of conversations you have had with those in your organization about missed deadlines, failed projects, or performance misses. How often do those conversations result in a list of excuses? If my boss just understood how it really is…. The economy has really hurt…. Well if the customers would just…. I’m doing the job of four people with no extra pay…. The list continues and I am sure we could fill pages with all of the reasons why people can’t meet their objectives. When the focus is here, the behavior will continue. The deadlines will continue to get missed, and the projects will continue to fail. And the fingers will continue to point. The good news is that when the focus shifts to what is possible and what can be done, change can occur. The challenge is making the choice and helping those in your organization assume the personal accountability to make the choice to move out of the victim cycle of excuses and focus on action. Teach them what personal accountability is and how to put it into to action. You can start today with the next excuse. Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit http://www.sherimazurek.com. Follow me on twitter @Sherimaz

Money or Relationships?

22 Friday Jun 2012

Posted by in The Best of Leadership: The best tidbits from other blogs

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Research has proven the workforce is shifting, no surprise to many of us.  However, many still assume money is the primary motivator for people.  That may have been true for the Baby Boomers but with this new generation, new thinking must also be developed.  Millennials want to know why, they want to see the big picture, they want to know the impact they are having and they want to know now!

Here are some additional thoughts from Kevin Eikenberry –

What Your Employees Really Want (It Might Not Be What You Think)

by Kevin Eikenberry on June 20, 2012

in Communication, Empowerment, Influence, Leadership, Learning

Forget more money and better benefits.

We think that is what people need, to which most managers and leaders say – “I can’t give them more” or “That’s out of my hands.”   The good news is those aren’t the things that will move the needle.

A recent (February and March of 2012) Career Builder survey of 5,772 full-time workers in many industries, found that 28 percent said the success benchmark would be earning $50,000 to $70,000. And 23 percent put that mark at less than $50,000.

For a tenth, success equals $150,000 or more.

And even if you think your people are different, consider this…  After you get a raise, even if it is what you really want (like a new car), pretty soon that new wage (or car) is no longer a motivator – it is the new normal.

If you want to raise commitment, productivity and increase people’s “work ethic” (that is worth a post on it’s own), think about these factors instead.

A Reason Why.   People want to do work that matters.  Help people see the big picture in their work.  Connect their work (or help them connect it) to the larger, aspirational mission of your team or organization.  This bigger picture will make a big difference.

Clear expectations.  We all want to know what is expected – what a target for success is.   If expectations change, let people know – and engage them in that conversation.  How can people meet your expectations if they don’t know what they are?  Do they know?

Relationship.  People don’t want to work for a paycheck, they want to work for and with people.   That goes for you as their boss and their co-workers.  How often do you share a kind word, give specific encouragement, or check in to see what they need? These mean more than you will ever know – unless you realize how much they matter from your boss.

Targets.   Human beings are goal oriented beings.  Give people something to shoot for.  When these targets are connected to the big “why,” magic occurs.

Freedom.  Even in the most process-oriented and procedurally-focused jobs, there is room for personal approaches.  Give people some latitude within the framework.  You will get higher levels of commitment, and likely process improvements too!

Input.  Ask questions. Shut up. And listen. People have valuable perspectives.  They want to share it.  So ask for their input and value it.

Future.   Help people see themselves in a future they desire – and help them get there.  That future may or may not be the one you see them in, so you must ask.  Then do what you can to support and encourage them to reach that future.

The best news about all of these?   You have lots of influence over these, whether you are in the C-suite or a first line supervisor.   How can you put more of these things into your employees daily experiences?  Ask yourself that question everyday – and take action on your answers.  You will be amazed at the changes in attitude, performance, and outcomes.

Summer is not a time of rest …

22 Friday Jun 2012

Posted by in Fundraising

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Fundraising for Nonprofits

Improving/Expanding Your Fundraising Program by Hank Lewis

Posted: 19 Jun 2012 01:01 AM PDT

The Summer Is A Great Time To Make New Things Start To Happen !!

It would be a good time for a Development Program Analysis/Assessment/Audit to take a look at your current fundraising activities/programs to determine:
• What you’re not doing that you could do; and,
• What you’re doing that you could do more (cost) effectively !!

That should include an evaluation of your fundraising leadership and your leadership potential. It should incorporate an assessment of your fundraising knowledge/skills. It should determine how effectively you’re getting your message out to your (potential) donors, and how your donors/leaders/volunteers feel about how they are recognized for their support/efforts.

It would be a good time to begin Creating/Enhancing your Major Gifts Program — you could:
• Identify potential leadership;
• Identify potential major donors; and,
• Figure out how to get them to tell you what you need to do to get them to do what you
want them to do !!

Major focus of this process is to learn what it is that would make folks want to become major donors to your organization.

It would be a good time to begin working on that Bequest Program you’ve been thinking about, so you can:
• Ensure long-term (5-, 6- & 7-figure) cash flow;
• Build a volunteer leadership that will want to help you create the program; and,
• Design a “Recognition Program” that will encourage potential “Legacy Society” members
to want to join you.

In addition to the elements noted for the first two activities, you must determine what it would take to get people to want to name you in their wills.

And, to emphasize “the” critical factor for all of the above, the fact-finding and planning must focus on how, by supporting you, the (potential) donors will be satisfying their own needs.
=-=-=-=-=-=-=-=-=-=-=-=-=-=

Have a comment or a question about starting, evaluating or expanding your fundraising program? With over 30 years of counseling in major gifts, capital campaigns, bequest programs and the planning studies to precede these three, I’ll be pleased to answer your questions. Contact me at AskHank@Major-Capital-Giving.com

Does Experience Ultimately Provide Ease?

22 Friday Jun 2012

Posted by in The Best of Leadership: The best tidbits from other blogs

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Dan Wolgemuth, Friday Fragments, YFC

June 22, 2012

Easier?

In 1986 Greg LeMond became the first non-European cyclist to win the prestigious Tour de France cycling race. His accomplishment not only impacted cycling professionals, it also inspired many amateur cyclists.

During LeMond’s career he was asked if cycling got easier as he improved both his equipment and conditioning? The response rings through my mind often: “It never gets easier, you just go faster.”

The application of the insight that LeMond provides reaches well beyond the sliver of leather called a cycling seat. It reaches deeply into the journey of life. It exposes truth for children and parents alike. It brings clarity to world class athletes and it underscores the journey of followers of Christ.

Does life get easier? Do the collection of experiences I accumulate lighten the load?

“I have said these things to you, that in me you may have peace. In the world you will have tribulation. But take heart; I have overcome the world.”  ~  John 16:33 (ESV)

No, not easier but faster.

The more we know, the more we learn, the more we grow, the more we stretch – the better the view of the uncharted territory in front of us.

This is not a cruel reward but a powerful stewardship. Our obedience is celebrated by increased responsibility, our faithfulness invites more intense challenges.

Not easier… but faster.

Faithfulness doesn’t inoculate us – it exposes us.

Obedience doesn’t insulate us – it equips us.

As light we attack darkness.

As salt we confront decay.

As children of God we embrace orphans.

We wipe tears even as we shed our own.

Faster, faster, faster.

Never easier, but never alone.

From the manger to the cross.

Integrity invited poisonous whispers.

Innocence produced libelous assertions. Scandal. Lies.

Jesus paved the way… not to easier, but to faster; and it is there that I find less of me and more of Him.

“In this life…”

Like Jesus. Because of Jesus. With Jesus.