Like most, Conflict Management is not my favorite subject. Nor am I an expert as I have my own unresolved conflict currently brewing that I need to heed my own advice on. However, in Human Resources you often need to be a mediator of conflict between coworkers and manager/employee disagreements. Other times you simply have…read more
Recently, I gave a talk to the Association for Women in Communications in Springfield Illinois (aka AWC Springfield) called Getting What You Want in the Workplace. Since we focus on women in HR on this blog, I thought it was fitting to share what I discussed here as well, especially since I mention this site during my talk:…read more
When you’re managing employees and they have a death in the family of someone who has been sick for a while and they have made you aware of the situation, what do you do? Worse yet, what do you do when an employee calls you on their way out of town to tell you that…read more
Women Can’t Do Anything Right! This sentiment is a belief I grew up with and entered the workplace with fully controlling my life. Of course, as a brand new college graduate entering the workforce I had no idea of its power and influence over me. I could not pinpoint nor did I know to look…read more
Photo Credit About the Author: Donna Rogers, SPHR aka @HRWarrior. Donna is a full time Instructor at University of Illinois at Springfield, owner of Rogers HR Consulting and the immediate past Director of the Illinois State Council of SHRM. She has over 20 years in the HR field and currently teaches Human Resources Management,…read more
Recently, my son transitioned to a different middle school than the one he had been attending since kindergarten and originally intended to graduate. This transition got me thinking when it came time for me to write for Women in HR. One can truly correlate the selection of a school to attend to accepting and starting…read more
I have had a really, really, really good year so far as an HR consultant. I have not been able to say that since 2007 and 2003 before that. In my opinion, one of the main reasons I have been so busy is because managers are consistently getting the wrong people on the bus (a Jim Collins term for the organization). I suspect it is because they don’t know what they don’t know and they are not putting the time and effort in the beginning of the process to get it right from the get go.
Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the final post in the series of responses.
Today’s post is about what I would do if I were a CEO for a day. As I sat down to write, I thought to myself, “I am a CEO of my own consulting firm”. However, I immediately realized that I have NOT “only” been a CEO for very long because I am always doing something else in addition to running my own business (currently teaching & ILSHRM). So this post is not just about if I were a CEO for a day at a big name organization like Apple, DOT Foods, or Crayola, it’s about my being a focused CEO – a CEO of a company where I didn’t have to also worry about a second job or a volunteer role within my field.
Credibility has been on my mind and I flashed back to first couple of years of my HR career when I was in charge of starting a training department. I inherited a trainer who repeatedly dressed inappropriately. Her “see through” pants were so sheer that you could see whatever kind of underwear she was wearing and she would wear shirts that showed off her belly button.
Yes, there was an office Christmas Party and more. It’s a great story that I tell every time I discuss credibility, or lack thereof, in a business setting.
It’s not just what we learn in books or on-the-job that makes us good solid human resources professionals; it’s also what we are made of. Our early beginnings, where we came from and how we grew up has a lot to do with how we work with and influence others on a day-to-day basis. It can have a significant influence on our performance and ability to connect with employees, managers, owners and other relationships related to our work.