Tag: change

The Interview – Part 1: Remember When?

Posted on February 24th, by Jacqueline Clay in Business and Workplace, The Funny Side of HR. 3 comments

Welcome to another edition of

The Funny Side of HR from the Desk of a Woman of a Certain Age

 

It is nothing short of amazing how the business of human resources has changed overall during the last 25 years.  And…certainly, if we look back at the job search and interview process 30+ years ago, there is less and less recognition of the art as we know it today.  (Remember, I am a woman of a certain age, so I can discuss this aspect quite thoroughly).  Both the job search and interview process has changed for the HR professional as well as for the candidate.

 

As I mentioned in my introductory piece last month, HR has its hand in a myriad of responsibilities and understanding the job search process from the candidate’s perspective is a key element in the attainment of the ideal candidate.  Given the amount of time it takes to conduct a candidate search, however, many organizations utilize agencies to expedite the process.

 

Today, I am going to do a backstory and take a look at the job search and interview process through the eyes and actions of a candidate seeking a job in years gone by.  This is almost cathartic for me since I have had many experiences job searching.  I will use the pronoun “you” to refer to all of us because we all have been in the job search marketplace at one time or another.

 

So…..walk down memory lane with me…

[Picture a blurred dreamy screen…Yes, I am also budding film producer!]

 

It is the 1980’s, back in a time when you could work your way up the corporate ladder and in essence, were expected to do so.  Many of us started somewhere near the bottom and made it to the top or very near the top.  (If only our boss would have left,  we could have made it to the top!)  Anyway, some of us made our way via education, certification, preparation, dedication, determination, innovation, recommendation, motivation and perspiration.  Some others made it by perpetration, falsification, association, relation, expiration, degradation and quite possibly, incantation.  However you made it, the force was with you, so congratulations are in order!

 

In any case, at the beginning, you found yourself in a situation to seek employment.  What kind of job?  Let’s see.  You have some experience and some education in your field of choice.  Most importantly, though you can type and know how to use a word processor, IBM computer.  You can type 60 words a minute.  (Actually you can type 70 words a minute…but unfortunately, only 60 words are correct).   You know how to use the arduous “cut and paste” and “find and replace” options.  You do not get a headache by looking at the word processor screen that has a dark green background with day-glow green print.  You know how to operate a fax machine and use a calculator.  You have the basics locked and sealed!

 

Now…let’s get started.  First things first.  Living in the Northeast and looking for work in New York, no job search could be launched without getting the job seekers bible…The New York Times.  How could you possibly be serious about any job search effort without thoroughly, eye glazingly (not sure glazingly is a word…but it IS the word needed here!)   reading the opportunities listed in the one and only New York Times.   You had to make sure that through hell or high water, you were able to get your copy of the Times.  This was so important that many people left their warm beds in the middle of the night, pajamas under raincoat, on Saturday evening, to make it down to the corner store to get their copy before it sold out.  Some stores would (somehow) just sell the Classifieds section so that you would not have to lug the entire 3 lb. Times when you only needed or wanted that part of the huge paper.   You still paid for it, but a reduced price.

 

Whew!  You got your copy!  Now to the Classifieds Section.  All you see are job advertisements from agencies, agencies and more agencies.  You circle the jobs most in line with your skills and qualifications.  Most of the jobs listed give short, fragmented descriptions, so it is difficult to determine whether you meet the qualifications or not.  You circle them anyway.  Some are listed with contact numbers, but when you call, you are not provided any additional information,  just told to come in.  “We don’t take appointments.  Just come in between 9 and 5 and bring several copies of your resume” was the mantra.

 

Resume!  Ok…you have a few copies printed on nice, expensive paper.  You prefer not to waste providing an agency with a resume printed on expensive paper.  But…alas…you may never get to the company interview if you don’t show a well written, professional resume and providing a copy on expensive looking paper may give you a minor edge.  You check to make sure there are no errors.  If there are, you have to retype the resume from scratch and take it to a printing company to make copies (unless you have a word processor and printer at home).  But…thanks to the resume gods, your resume looks good.

 

Ok….back to preparation.  Now…what to wear.  There are only a few acceptable choices.  A dark skirt suit (navy, black, brown, gray), a white or light colored shirt, low heeled shoes and flesh tone stockings.  Low heeled shoes were key because you never knew how far you would have to walk to get from agency to agency.  Accessories could be a string of pearls, a pin or a bow.  Simple, clean, professional.  We followed the Dress for Success rules to a tee.  One of the old adages routinely applied was, “don’t dress for the job you have (or in this case, going for), dress for the job you want”.

 

Finally, you have to decide the route to take.  (I am only going to speak from the perspective of seeking jobs in New York City and the subway, since that is where my experience is founded).  Most of the agencies were located near the 40th  midtown street location….although there were also numerous agencies in the Wall Street area.  Since you needed to keep your travel expenses to a minimum (in the 80’s, there were no metro ride all day for one low price cards), you made a list of the agencies in the same general vicinity knowing that you would, if lucky, only be able to get to two…maybe three agencies in one day.  Why?  Because you would have to wait…and wait and wait to be interviewed, especially on the Mondays and Tuesdays after the Sunday classifieds were published.  I recall walking into a “just come in” agency and seeing tens and tens of people just waiting.  Once you were called to move from the waiting room into the main room…you thought you were finally going to see someone to discuss the job…but no!  You were led to a room to take endless tests.   Typing, computer, spelling, math, calculator, etc.  Take a test…then wait…take another test…then wait.  Hour after hour.  At long last, some kind soul would call your name and usher you into the kingdom….the place where you would finally be interviewed for the job you circled.  You feel as if you had won the lottery!  It’s my turn!   Off to see the agency rep.

 

The agency representative, let’s call her Ms. Smith (very original, I know).  Ms. Smith scans your resume and reviews the mountain of tests you took earlier.  She asks about your experience and you regurgitate the speech you so diligently prepared.  Ms. Smith tells you about the position, but says that the agency has sent several candidates to the company already and waiting for a call back from them (the company).  Ms. Smith thanks you for coming and says, she will be in touch.  The entire interview took less than 5 good minutes.  Be in touch??  After several hours, you are told, “will be in touch” and given a polite good bye handshake???  At that point, YOU want to reach out and “touch” someone yourself!

 

Ready, set, go….. on to the next agency.  Never discouraged, you trot off to the next agency in your low heeled shoes with your New York Times circled classified section under your arm and your expensive resumes in your briefcase instilled with the confidence that you will eventually find a job.

 

Good Luck!

 

Next month….Interview – Part 2: How technology and social norms have changed the job search and interview  process for the candidate.  

 

About the Author: Jacqueline Clay is a freelance HR business consultant working with small and midsize organizations to assist them in meeting the challenging responsibilities associated with the full realm of HR management.  With  over 20 years leadership experience in all aspects of the HR business, she has helped organizations in a myriad of areas, including  on boarding, labor/employee relations, policy and procedure development, organizational effectiveness, coaching and training.  She holds a BA in Psychology from Fordham University.


Should HR Follow Finance in Innovation? 

Posted on February 10th, by Rita Trehan in Business and Workplace. 1 Comment

We all know that HR technology threatens to make many in our function obsolete. We’ve heard that HR tasks can be outsourced or that systems can take the place of people. What I don’t believe anyone has pointed out is that Finance weathered this storm beautifully a long time ago, stepping in front of their transaction-based business into the role of core management, disseminating and becoming indispensable as advisors who use the tools to make the business faster and more agile. We’ve never tied these two departments together in their migration from transaction-based to innovation-based. I think it might make for a good read.

 

 

As HR professionals, we’re often threatened by obsolescence. We hear threats of outsourcing, that we’re mere paper pushers, that we can’t keep up with our internal business partners, nor do we speak the language of the business. Many of us seek our own counsel, gathering together to figure out what best practices could lift us into higher esteem with our C-suite, breaking our organizational structure and twisting our business models to appear more productive and current. But there’s a simple solution not many of us may have considered, another division who was much maligned for years until they rose to prominence over the past few years: why don’t we ask our friends in the Finance department?

 

Those of us who’ve been around for a couple of decades or more can remember how maligned our financial partners were: seen as necessary number crunchers who just ran reports, they suffered much the same threats as HR does today: outsourcing, deconstruction of the department, reengineering because they didn’t understand the business. But one look at the transformation of the Finance department of today, and they’re some of the most respected individuals in the business. Why not follow their lead?

 

Before we go further, I understand in many organizations the Finance and HR departments might be at loggerheads. Where Finance sees HR as the defender of decisions that might be better for the workforce than the bottom line and where HR may have issue putting return on investment on their activities for the needs of their Financial partners, I argue that a closer partnership is invaluable, and that we can learn a lot from our math-savvy teammates.

 

We’ve suffered many of the same failed reorganizations, by the way. Massive IT overhauls, shared service centers, process reengineering, etc. But where Finance has evolved is the focus on what the team can offer their clients versus how they offer it.  Back office transaction processing is virtually invisible to the internal client, and the most client-savvy among them are front-facing with their C-suite and management team, offering analysis and decision support. They operate with a clear vision of the activities which create value and drive business outcomes and those that don’t. Finance understands the skills and competencies their staff needs now and in the future in order to build stronger talent capabilities in areas of weakness. They evolve as a service provider. They keep their eye on how their processes and tools can help their clients succeed. They mind the bottom line, and they speak the language of the business.

 

The evolution of the back office of the Finance department is a critical example of what is possible if you maintain a client focus during a transformation. Both Finance and HR have undergone massive technological revolution. The differences between these processes is simple: HR technology brings HR processes to the desktops of the masses, while Finance technology brings the mindset of the masses to financial processes. Their job is to make it easier to enter data and run reports. General ledger information is rarely visible when filling out an expense report. Can we say the same about HR desktop technology? Are benefit, compensation and performance management desktops that fluid? We could learn something.

 

But the most crucial item to come of the evolution of the Finance department is their migration into the C-suite as consummate business partners. They know their businesses, and they’re able to forecast where the business wants to go and what it will take to get them there. They’re quick to suggest process improvements, technological advances, and tough decisions that will lead to the fortitude of the company. They’re one of the first to be pulled into a crucial decision-making meeting. They’re involved in all the major moves of the business because they’re seen as a trusted advisor and a crucial aspect of the business. It’s admirable. It’s also repeatable for the HR side of things.

 

I believe strongly in HR as the business partner that Finance has become. We must evolve and use our tools to solve the problems of our corporate clients. Align with Finance and follow their lead. Where their success has taken them, we only have to follow and surpass.

 

About the Author: Rita Trehan is the Founder and Principal of Rita Trehan, LLC, a change management and leadership advisory firm focused on corporate leadership, emerging technology, and cutting-edge organizational design. As a seasoned top executive that has successfully transformed organizations at the Fortune 200 and beyond, she has extensive experience working with CEOs and top corporate management on process and organizational improvement for maximum profitability. A soon-to-be published author, Rita regularly speaks at industry conferences around the world. You can contact Rita on twitter at @rita_trehan and connect with her via LinkedIn. Rita’s blog can be found at www.ritatrehan.com.


On The Lighter Side of HR? From The Desk of a Woman of a Certain Age

Posted on January 26th, by Jacqueline Clay in Business and Workplace, On My Mind, The Funny Side of HR. 1 Comment

Editor’s Note: Please welcome Jacqueline Clay, our newest contributor, with a new feature for 2016.  Each month, “From the Desk of a Woman of a Certain Age” will take a light-hearted look at HR of yesterday vs. HR of today.  We hope you enjoy it!

 

Hello HR Professionals!

 

We Are Still Here…..
Office Management, Personnel, Human Resources, People Management, Business Partners. We have lasted decade after decade. We are like the watch, “we take a licking but keep on ticking!” Yes, our name changed, but we are still the same folks that interview, hire, fire (aka terminate, layoff or downsize), listen, coach, counsel, advise, train, write policies, procedures, rules, regulations and stand as the target on the firing line when things go “left”. We are the keepers of the flames of objectivity and provide the ethical, moral, “do the right thing” barometers’ that helps to develop, strengthen and maintain the best practices company acumen. We have walked, strolled and skipped hand and hand with our business leaders for many years…sometimes tripping over bad behavior, falling in the hole of subjectivity or stepping over the grate of ethical concern. Sometimes we have had to go “undercover” and operate in covert ways to make sure that our HR badge of honor, trust and credibility did not become tarnished. We start our profession bright eyed and energetic like Mary in the beginning stages of the Mary Tyler Moore Show and later look like the mature Aunt Bea from the Andy Griffith Show if we don’t come to realistic terms about what we can and can not do. (Yes…I said I am a woman of a certain age).

 

Life Literally Abounds In Comedy…
Don’t be dismayed though. Personnel, HR, Business Partner….it is a great opportunity and through my many, many years of HR experience, I have encountered and been a part of a ton of humorous and thought provoking observations. We deal with people and people can be unpredictable and very funny. We handle relationships between prospective employees, current employees and the employer and trust me, often times these relationships can fall unexpectedly into the pit of comedy.

 

Who Am I?
I am a senior level HR professional and have worked my way up the HR ladder to Director/Chief HR Officer for a myriad of companies in my over 20 year career. I have seen it all and trust me, sometimes I wish I hadn’t! From the 1980’s through the decade of the 2010’s, HR has had to make and made tremendous adjustments to stay viable. With some of these changes, we kicked, screamed and were dragged to the change table. Sometimes we just sat at the table of an executive meeting and thought to ourselves, “they know not what they do”. (I must add this one note… once when I was asked to attend an “Executive Meeting”, I noticed that my chair sat lower than the other executives. My chin was not far from the top of the table. There were no other chairs available. I felt like a little kid at the Thanksgiving table! Were they trying to tell me something? However, at the time, I was just happy to have the always desired “seat” at the Executive Meeting., albeit it low). I digress. More on having a seat at the executive table in a future article. In any case, we HR folks stayed afloat.

 

Going Forward…Please Don’t Shoot The Messenger
Now understand, the upcoming articles, just like this one, will be opinion pieces. I want to make it clear…it is just my opinion…my view. These may not be your experiences…so don’t ask for my SHRM (Society of Human Resources Management) card back! I have lived a very observatory life. I am always looking, seeing, questioning, analyzing the whys and why nots of the full realm of this business. The good, the bad, the ugly, the funny.

This series will be an observatory view comparing some aspects of yesteryear HR to today…with some comedic undertones. Or is it overtones?? I love to laugh and hope you will join me on a trip down memory lane as it pertains to all things HR. I am so thankful that I am old enough to take the trip and young enough to still remember!!!!

See you next month!

Regards……..

An HR Woman of A Certain Age!

 

About the Author: Jacqueline Clay is a freelance HR business consultant working with small and midsize organizations to assist them in meeting the challenging responsibilities associated with the full realm of HR management.  With  over 20 years leadership experience in all aspects of the HR business, she has helped organizations in a myriad of areas, including  on boarding, labor/employee relations, policy and procedure development, organizational effectiveness, coaching and training.  She holds a BA in Psychology from Fordham University.


Is The Finish Line Really a Dotted Line?

Posted on December 22nd, by a Guest Contributor in On My Mind, Personal & Professional Development. 2 comments

Why is it from the time we are children we are always striving to reach the next milestone. We can’t wait to lose our baby teeth, only to find we look silly and can’t successfully chew.

Reaching double digits comes next accompanied by gaining entry to a coveted seat at the grown up table. Where consequently we are introduced to chores and responsibilities and often where the conversation is quite boring!

Fast forward, we speed through our high school years.  Our new focus becomes getting accepted into to the college of our dreams.  We are warned by our family, teachers and trusted advisors that these are the best times of our lives.  We do not heed their warnings and fail to truly savor the simplicity of the time.

We then become excited for college graduation.  This is when real life will begin! We will build up our resumes, network and interview like a madman and woman.  The next thing we know we are drones on the train station platform, ordering coffee on auto pilot, and entering the Monday morning rat race.

Finally comes grown up life. True independence; life on one’s own terms. In reality this means mortgages, bills, car payments and more.  Often this is followed by cohabitation or marriage. “If only I was in a relationship and had kids then my life would really start,” might become the next goalpost or mantra. Like all other milestones, does anything truly prepare you for this? Who provides you with the warning labels and fine print?

So net net my dear reader is this; whether you are 10, 20, 30, 40, or 50, in Childhood, Adolescence, Young Adulthood, Marriage, Divorce, Parenthood or Old-Age, the one thing you can undoubtedly count on is that life will continue to raise the stakes.

What are you going to do when life throws you a curve ball? Are you going to lie down and take it or are you going to raise the bar?

One can never truly know what life has in store; nevertheless, you need to be prepared to face each challenge head on.  Always bear in mind that adversity bares vast opportunity.

Here are my favorite tips for dealing with life’s ebbs, flows, curve balls and bombshells while continuing to raising the bar:

  1. Recognize the signs:

Get real, life does not usually fall apart overnight.  There are signs. Do not ignore the red flashing lights from the runway.

  1. Read between the lines:

Look for the hidden signs. They are there, you just might not be looking hard enough.

  1. Be realistic:

Face reality.  Whatever the facts are deal with them head on.

  1. Get some rest:

Change is exhausting.  Get some rest and by all means schedule in some fun!

  1. Save yourself first:

When you get on a plane they tell you to put on your oxygen mask first. This is good advice.  If you are ok, you will have the strength to do what needs to be done. You can then help those around you get up to pace and follow your lead.

  1. Practice Self-Care:

This is no time to let yourself go!  Make sure to continue or adopt self-care rituals that helps revive and rebuild your energy stores. Exercise, Eat Well, Walk with a friend, Spend time outdoors, get a massage, and fill in the blank:_______!

  1. Fake it till you make it:

My late Aunt Phyllis taught me that if I did not know how to play tennis to get a great tennis outfit, learn how to jump over the net and then get lessons. “You will catch on” she explained.

I do this with everything in life.  I decide what I want to do or be next and then I the figure it out in the trenches.  Consequently I always get there!

  1. Be Your Personal Best:

Learn, Explore, Read, Stay Relevant, Repeat …………

  1. Outsourcing and Lifelines:

If someone offers to help you thank them and say yes! You do not have to be a hero. I have not done a load of laundry or a stitch of housework in the two years that I went back to school to change my career.  Relinquishing control is difficult, but necessary.  Something has to give!

  1. Let go:

There are things that you will need to let go of along your journey.  These may be people, places and things.  You cannot be all things to all people.  You cannot divide yourself too thin or you will lose focus and you may not succeed.  Remember you are the one on the Journey and you are the one that is undergoing Transformation.  Trust the process.  Let others catch up.

  1. Contact & Thank your Supporters & Personal Board:

You put a Personal Board together for a reason – this is it! During times of transformation you need your closest supporters and accountability partners the most.  They will keep you going, talk you off the ledge, cheer you on, and be your best sounding boards.  All this, while keeping you honest and sane.

My grandfather taught me at a young age the importance of finding the people you admired the most in life and your career and bringing them into your inner circle.  More importantly I learned on my own that in order to have a good friend you needed to be a good friend. I value my close relationships above all else in life, and give relationships my all.  I treasure each and every one of you. You all know who you and I know you are reading this.  Thank you, Thank you, Thank You!

  1. Welcome New and Fabulous Fellow Travelers!

Wow, the people you will meet!  Doctor Seuss might have said this first but boy was he right.  I have met the greatest people during my transition into my new career.  When I walked into NYU that first Sunday morning two years ago I did not realize the door I was truly opening.  I have met the greatest people, some I believe to be lifelong friends.  Through opening up to new networking opportunities I have again met fabulous people, joined a board and again made fantastic new friends.  I have had lunches and coffee dates that have been like warm comfortable sweaters and long deep exhales.  Yes, there are people out there that will truly get you, and get what you are going through.  Be open to them and let them in.  Your will expand and new opportunities will be endless.

  1. Steal and savor all and any Peaceful Connected Moment:

I coined the phrase Peaceful Connected Moment when I had small children.  By definition a Peaceful Connected Moment, is a very small window of time when the wheels stop, the noise in your mind slows if only for a moment, and you can savor a moment of quiet peace and contemplation.

You will know when one arises.  Learn to recognize it, and enjoy.

  1. Be willing to take a risk:

At the end of the day, when the preparation, contemplation, and analyzing is over, you must be willing to roll the dice.  (I can’t take credit for this, it came from a board member)

You must trust the “Net Will Appear” -Zen Saying

or

“Learn to Swim or Build a Boat” me 

  1. Let go of dead weight (kindly), but beware of the carnage:.

When you emerge from the rubble and dust yourself off, not everyone will be there to cheer you when you take your victory lap. This is ok. The ones that are supposed to be there will and the ones that aren’t won’t. That’s life.

You will survive.

 

My life has imploded and I have reinvented myself so many times, I can hardly recognize myself. This is a good thing; adversity has brought me great opportunity! I have been knocked down and have gotten up each time from my face down in the ring moments stronger, wiser and more resilient from the fight. I have faced adversity and won.  I have raised the bar each time and clearly understand there is no finish line or end game in sight.  There are only targets, goals and lots and lots of surprises. I am excited for every new challenge.  Bring them on, I’m ready willing and able!

I challenge you to do the same.

 

About the Author:  Joan Axelrod Siegelwax, a previous guest contributor to Women of HR, is the Executive Vice President of Love & Quiches Gourmet, and the Founder and President of Powerful Possibilities Coaching. In her role at Love and Quiches Gourmet she leads the Human Resources Department with the primary goal of increasing employee engagement, accountability, retention and improved corporate culture.  Through creation of Powerful Possibilities Coaching, she has made these skills available to a larger audience through Transformational Executive Coaching, specializing in personal growth, organizational development, career coaching, leadership development, managing transitions, executive presence, personal branding, personal empowerment, life balance, organization and productivity.


Transition to Transformation:  Navigating Change

Posted on October 13th, by a Guest Contributor in Career Transitions, Personal & Professional Development. 2 comments

The world is moving at a very fast pace.  What are you doing to keep in step?

Every day we hear of corporate mergers, downsizing and restructures. What actions are you taking to rewrite your script to ensure you do not wind up on the cutting room floor?

Did you choose to stay home devoting your energy to the betterment of your family and now face a looming empty nest?  What will you do with the next chapter of your life?

It does not matter where you turn; work and life are moving at a dizzying pace.  People, vocations, and emerging technologies are in a constant state of evolution and reinvention. We face a daily backdrop of high alert and digital connection.  No wonder “Transition” and “Change Management” have become the adopted vernacular to describe daily existence.

How can one cope with a state of uncertainty and a general sense of unrest?

I cannot overstate the importance of creating a strong contingency plan.  Why wait till life is on a downward spiral to pick up the pieces and turn it around? Having a strong backup plan is not only practical but can give you the confidence required to leverage and improve your current circumstances.

Would you go on a road trip without a destination, map, gas, and provisions?  Would you go back to school without properly researching the program?  Do you step into the ocean with your eyes closed and let the first wave knock you over and spin you around? Then why would you do this in life and your career?

Why show up without the proper skills and a well thought-out strategy? What actions and steps can you set in motion immediately to ensure you are ready to face any and all unlikely events or circumstances?

I recently led a round table discussion group at a Leadership Conference on the topic of sharing our most valuable secrets and tips for success.  I introduced the concept of having a Plan B regardless of your current work status. There was a member of our table who was incredibly quiet the entire discussion.  I assumed they were unmoved by the discussion.  I received an email shortly after the discussion sharing how powerful this concept is. They assumed “that if they showed up each day and did a good job the powers that be would give you a promotion and raise.”  It never dawned on them that no one else is responsible for your development plan and ultimate destiny.

We can all learn from this lesson.  Don’t wait for the fork in the road to form a new path.  Lay down a purposeful track and let life adapt to your path.  Vow to be the best in class and embellish your current role and life.  We all deserve to be happy and on purpose.  Don’t wait for necessity or catastrophe. Start building today for the future of your dreams.

Here are my Tips for Building a Strategic Plan B.

Get real

Take a fearless and honest look at your current circumstances.  Are you showing up as the best possible version of yourselves? Is your position and company secured? If your company took a downturn would you be the first to go? Are you doing what it takes to ensure your relevancy?

 

Keep up with the Joneses

How current are your skill sets?  Are you keeping up with the current technology? Are you raising your hand for stretch assignments? If not get started yesterday.

 

Ready, Set, Learn!

Knowledge has never been easier to acquire.  If you don’t know something, Google it.  Want an up to the minute definition, try Wikipedia.  There are webinars, audiobooks, podcasts, and multiple books on every topic all downloadable to your smartphone. Today you can get an MBA without leaving the comfort of your home!  No excuse, stay relevant!

 

Expand your circle

Network, Network, Network, and just when you think you can’t stand it one more minute, Network some more.

 

Acquire a Personal Board

Times of change are difficult. Your Personal Board will be your life line back. They will keep you on track, honest, and moving in the right direction.  They will become your biggest critics and your strongest advocates all wrapped up in one.

 

Volunteer: Give and Learn

Volunteering is a great way to keep up your spirit while going through turbulent times.  Why not volunteer your services in a way that will require you to learn different skill sets? These skills can be leveraged in your current role or added to your resume for future positions.

 

Take a break

I cannot overstate the importance of self-care during times of change.  Change is exhausting. You are in a constant state of uncertainty, learning, stepping out of your comfort zone, and all while showing up at your personal best. Eat Well, Sleep, Nap, Take Breaks, Laugh, See Friends, Exercise (preferably outside), Schedule Fun.

 

Take risks

Change is risky business.  Going back to school is scary.  Learning new technology is overwhelming.  Constantly showing up for networking events can be daunting. Creating an on line presence makes one vulnerable to the masses.  You know the old adage, no risk no reward.

 

Step Out

Stepping out of your comfort zone is also not easy. I suggest a change of mindset.  Think of trying new things as an adventure.  You will not like everything, but you never know what will resonate. I think of how empty my life would be if I did not meet all of my great friends through networking.  What if I never took the risk that first Sunday and walked into NYU for my Coaching Certificate? Trust me, I was terrified!

 

Get comfortable with discomfort

My biggest life lesson during my transition from running a Sales and Marketing department to heading up Human Resources and starting my business as an executive coach is that anything is possible.  I mean anything!  We all have the potential to be, do and have anything we want; we just need to be willing to put in the work.  I now welcome uncertainty as it is what gives me grit.  It is what gives me the gumption each day to show up as the best possible version of myself and never, never, never give up.  One can never truly know what lurks around the corner, but I do know I welcome the challenge.  I am ready, willing, and able to do whatever it takes to reach my full potential.  I recommend you do the same.

 

About the Author:  Joan Axelrod Siegelwax, a previous guest contributor to Women of HR, is the Executive Vice President of Love & Quiches Gourmet, and the Founder and President of Powerful Possibilities Coaching. In her role at Love and Quiches Gourmet she leads the Human Resources Department with the primary goal of increasing employee engagement, accountability, retention and improved corporate culture.  Through creation of Powerful Possibilities Coaching, she has made these skills available to a larger audience through Transformational Executive Coaching, specializing in personal growth, organizational development, career coaching, leadership development, managing transitions, executive presence, personal branding, personal empowerment, life balance, organization and productivity.

 

 

 

 

 

 

 


What Are Your Intentions For This Year?

Posted on January 22nd, by Kristin Kaufman in Personal & Professional Development. No Comments

Editor’s Note: From time to time, we like to recognize some of the projects and accomplishments of our regular contributors beyond their work for the site.  Kristin Kaufmann’s second book in her “Is  This Seat Taken” series, “It’s Never Too Late To Find The Right Seat” was just recently published, and here she gives us a sneak peak.

 

As we ‘start again’ in this new year AND we are already 3 weeks into 2015, how can we make the most of the coming 12 months? The first step, from my perspective, is to HONESTLY assess where we are today and also gauge where we want to be tomorrow! We have to take a hard look in the mirror (not always easy) and ascertain ‘how we did in 2014’ AND if there is still room for improvement. There are a few questions, which I encourage my clients to ask themselves, as we embark on this new year…….

The 2014 year at a glance:

  • How did I spend my time?
  • What were my greatest accomplishments?
  • What were my greatest disappointments?
  • How did these experiences change me?
  • How am I different now (December, 2014) than in December, 2013?
  • How can I further integrate this awareness as I enter the 1st half of 2015?
  • What am I tolerating? Why? What steps can I take to make a change?
  • What am I trying to force to happen? What would happen if I ‘let go’?

 

What are my intentions for 2015?

  • What will be my primary focus going forward?
  • What do I really want? What is still holding me back?
  • What do I want to contribute to the world?
  • How will I hold myself accountable?
  • What is working for me? How can I have ‘more of that’?
  • What kind of partners do I want going forward into this next chapter?
  • What may need to change? What are the first steps to make that change?
  • At the end of 2015, where would I like to find myself? Physically? Spiritually? Professionally? Financially?
  • What is my intention for my life in 2015?

Also, if you need further inspiration , and feel like ‘life is passing you by’ and you are not where you thought you would be at this stage in your life…..you may find inspiration is my latest books in the ‘Is This Seat Taken?’ book series. I personally was inspired by each and every one of these individuals who completely hit the ‘reset’ button in the last 15-20 years of their lives.  What I know for sure is this – what we make of our lives is 100% our choice……what will you choose?

 

About the Author: Kristin Kaufman is founder of Alignment, Inc.™, formed in 2007 to help individuals, corporations, boards of directors and non-profits find alignment within themselves and their organizations. A prolific writer, Kristin’s first book, Is This Seat Taken? Random Encounters That Change Your Life, was released on 11/1/11 to national acclaim, and endorsed by Stephen Covey and John Maxwell, among others. Her second book in the series, entitled Is This Seat Taken? It’s Never Too Late to Find the Right Seat was released 1/13/15. It has already been endorsed by notables such as Marshall Goldsmith, Sean Covey, and Doug Parker, CEO of American Airlines. This book shines the light on late in life reinvention and encore ‘second half’s’ of diverse individuals. The individuals are in some cases widely known and others are somewhat  anonymous to the mass public. The common thread is their ‘post-50’ resurgence in life and in some cases their ‘fork in the road’ is quite serendipitous. Kristin’s third book, a sequel to ‘Is This Seat Taken?’ will follow later in 2015. Kristin is on Twitter as @kristinkaufman.

 

 


Resolutions vs. Real Change

Posted on January 6th, by Jennifer Payne in On My Mind. 1 Comment

 

I’ve decided that I’m not a big fan of New Year’s Resolutions.  By their very definition, they seem to imply grand sweeping changes that we’re going to make, starting on January 1st of each year.

 

There’s nothing wrong with setting goals for yourself, as long as you put in a little work and set up a framework that will help you actually achieve them.  But that’s the difference between many people’s resolutions and good, solid goals.  Often times resolutions are either made as absolutes – “I’m going on a diet,” “I’m going to stop smoking,” – or they are so vague that there’s no accountability – “I’m going to lose weight,” “I’m going to spend my money smarter,” “I’m going to work out more.”  Either way, they set the resolution maker up for failure by lack of a specific goal and actionable steps to get there.  Perhaps that’s the reason that a large proportion of New Year’s Resolutions are broken or long-forgotten by the end of January.  And with those broken resolutions, no real change is made.

 

However, I’ve noticed that this year, at least among many of the people I know, a shift away from resolutions.  I’ve noticed more mentions of goal setting and/or philosophical and attitudinal changes.  People committing to taking small steps towards improving their lives, or shifting their perspectives slightly to bring more positivity into their lives.  My own approach, as declared on New Year’s Day, is “No resolutions, just goals, determination, and the right mindset.”  I have changes I want to make in my life, but instead of making grand, sweeping, vague resolutions, I’ve decided I’m starting with my outlook and attitude at a guiding force, and then taking very specific steps towards making those changes.

 

But even beyond our personal lives, this approach can also benefit us in our professional lives as well.  As human resource and business professionals, we have an opportunity to apply attitudinal shifts and start looking at our profession from a different angle.  I wrote about this at the beginning of 2014, and I think it’s still very relevant a year later.  Though I did call them resolutions at the time, in reality what I proposed was a mindset change with goals and steps to take to back it up.  I know I made some progress in 2014, but there’s still work to be done and more progress to be made.  As a profession, there are many great things being accomplished and ideas being generated by talented people, but there’s still work to be done.

 

So I ask you….how can you change your mindset in 2015?  What are the steps you can take towards making changes in an actionable, goal-oriented way?  How can you help make our profession better this year?

 

Photo Credit

About the Author: Jennifer Payne, SPHR has over 16 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent acquisition and development in the retail grocery industry.  She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.

 


Technology, Smechtology

Posted on October 14th, by Dorothy Douglass in Business and Workplace, HR Technology. 5 comments

What does the word “technology” do to your blood pressure when you hear it?  How about “digital space?”  “Social media?”

Your answer may be different depending on a few things:

  • Your age;
  • Your geography;
  • Your career choice; and possibly,
  • Any expectations you’ve been given for using (or not using) technology.

For the record, I’m 53.  I’m an HR professional – I am in banking, now for 13+ years, healthcare for 5 years prior, and in small business for 7+ years, with an even earlier working stint in the public welfare sector.  I remember when the fax machine came out – I was ecstatic over the ability to move information faster, but had to wait until some of our vendors and clients “caught up” and caught on to the efficiency.  I remember when I refused to use a computer mouse – I told my husband, “why should I, when  I have all the function buttons memorized?”  Remember F1, F2, F3?

I remember calling my husband (he was so tech-savvy back then!) from work so he could teach me this thing called ‘mail merge.’  Once I had a staff of 35 employees, I wasn’t going to type and retype names & addresses in my quarterly employee newsletter.  And finally, did anyone delete all those requests back around the years 2002 – 2005 to “connect with your colleague Joe Schmoe” on something called LinkedIn?  Yes.  I did.  I deleted them.

I live in the conservative Midwest, and in a smaller community.  Hence, our population in general may be behind in the learning curve and usage of social media.  My age group is, too – I’m often frustrated because I seem to still have close friends (who live thousands of miles away) who refuse to use social media.  Any of it.  I occasionally get a phone call, “did you know that Susie is fighting thyroid disease?  No one told me, I’m so upset.”  And actually, Susie posted the information herself on Facebook, Twitter, or elsewhere in the digital world. Ce la vie.

At a recent round table of HR banking professionals in my home state, we gathered to discuss HR topics. One of our frustrations was our trade association’s change of communication from a list-serv email to their website.  To ask questions and share dilemmas with colleagues, we need to now learn something new.  And different.  And that is hard – for everyone.  We HR professionals had to take a (difficult) look in the mirror and do what we often coach others to do – get with the program, learn new technology, adapt to change.  Tough one.

I have to say, even for an “oldster,” I was surprised to hear that some of my HR colleagues still use paper applications when recruiting,  aren’t engaged in the digital space, and aren’t on LinkedIn.   I believe I also heard some of our collegial competitors still discourage internet usage and social media usage in the workplace.  For me, I found that sad – even freely stating that I was NOT an early adopter, and I am still fairly tech-UNsavvy.

I contend that for HR to earn that proverbial seat at the executive level table (aka the C-suite), HR professionals need to be disruptors.  Using social technologies can be disruptive and when learned and used in a positive way,  a change agent.  We need to question the status quo, make some decisions then ask for forgiveness, and we need to step up and lead.  Human Resources has been administrative – almost forever, right?  The “Personnel” departments of old were there to support operations, process paperwork, deliver payroll, file employee records, administer benefit programs, and write policies.

We still serve some of those administrative needs, but HR can be so much more to the organization.  We need to ask the question “Why?”  Why are we doing it this way, why aren’t we adapting new technologies, why don’t we invest in an HRIS?  From my small corner of the world, we can help drive cultural shifts and mentalities, albeit slowly, and often with much assistance from other business drivers.  Some of that comes from learning to use technology – it’s not going away.

Here are some ideas for HR professionals to consider:

  • Have an open mind to change.   Most of us no longer hand out cash on pay day, and many of us no longer hand out paper paychecks either.  We have electronic means of delivering pay, so why wouldn’t we want to move along that continuum with everything HR does?  From recruiting to performance management,  HR is getting electronically delivered out there in many places – more efficiently, and often more effectively.
  • Get social.  Take a look, in your off-time, at the social spaces out there.  LinkedIn is NOT just a tool people use for a job search.  Not anymore.  Ease into social media, one place at a time.  It can be overwhelming.  Join Facebook and just look around for a while.  You don’t have to post.  Same with LinkedIn – see what other HR professionals are doing in the social space.  There are a ton of HR blogs out there, many are fabulous to read, and provide good tips.  Seek out one you like and follow them for a bit to get a feel.

To move the Human Resources profession up, each of us has a responsibility to be continuous learners, and mostly, to learn to live in the digital spaces.  Good luck!  You can do this!

[One of these days, I might even get that blog started…. Yes, change happens slowly.]

 

Photo Credit

About the Author:  Dorothy Douglass is Vice President of Human Resources & Training at MutualBank, an Indiana-based financial institution.  She began her career with Mutual in 2001 as Human Resources Manager, and is a graduate of Ball State University.  She is proud to have been in Human Resources now for more than 17 years and is continuing to “lean in” and working to influence the “people management” side of her organization.  She is passionate about managing and developing people; and I have yet to be bored in 13+ years in her current job.   She considers herself fairly tech-UN-savvy, though has immersed herself in Facebook and LinkedIn.  She’s still working on the Twitter-sphere & has goals to blog more in 2014.

 


Five Initial Steps to “Changing Your Frame”

Posted on September 16th, by Kristin Kaufman in Business and Workplace, Personal & Professional Development. 1 Comment

As many companies and individuals face possible obsolescence or at a minimum becoming stale in their service offerings, their approach to their market, or perhaps in their own passions for how they are contributing, the concept of ‘reinvention’ is becoming more and more prevalent. Though this concept is certainly not new, this term has become a mainstay in our present vocabulary. Blame it on the Baby Boomers, who are seeking career longevity amidst the onslaught of the millennials and the ‘Gen X and Y’ populations. Regardless of the catalyst, reframing ourselves and our offerings – or perhaps just reframing the way we look at our companies and our own personal careers, has always been the key to survival.

Over the years, I have watched many mediocre business professionals carve out very successful careers by their ability to parlay their approach into attractive and ultimately lucrative options. No, these individuals are not the smartest nor the most successful in their prior roles, yet they honed the knack of marketing themselves. They have mastered the ability to show (and in most cases virtually create from nothing) a multi-faceted face – both in ‘real life’ and via social media – which puts forth the image they wish to create. Today’s social media enables these ambitious ones to paint the picture they wish to paint, associate with those they wish to align themselves online (primarily for the purpose of self-promotion), and to show only the sides they wish to show.  It is a fascinating phenomenon. Of course, as my father has always taught me: “If you see it, everyone else probably sees it, too”. Thus, these social media mirages are indeed, just that. So, if one does want to ‘change the frame’ on their careers – and do so authentically and anchored in reality versus ‘social media hype’ – how does a person get started? If a person wants to ‘reinvent’ their focus areas for contribution, or perhaps even their lives – how do they this?!

As mentioned before, it is not luck (in which I am personally not a believer) or plain smarts or even hard work that most commonly leads to uber success (success, by the way, as defined by the individual). Ultimately I believe it is our intentions fed by our energy – consistently and genuinely – which will lead to our success. So, what are a few initial steps we can take to harness our intentions and ‘change our frame’ as we build our ‘second or third acts’?
1. Know where you are today AND determine where you want to go NEXT.

While working with Dr. Noel Tichy over the past few decades in our transformational leadership work, we utilize a process which undoubtedly is one of the most impactful exercises for organizations to experience. It is the process of discerning ‘Our current state’ (facing the harsh reality of where we find ourselves today) and then, defining and projecting ‘Our desired state’, which is where we ultimately want to go. We can use this process for individuals just as we do for companies and organizations. The objective is to look in the mirror and determine – are we doing what we REALLY want to do? Are we good at what we are doing?  Are we aligned as individuals, or if we are part of a team – is the team aligned around where we want to go? If not – that is the first awakening. We must determine where we are AND where we want to go.

One last and critical note on this – the ‘where I want to go’ does not have to be the FINAL destination. So many times, we think and think AND think…..which leads to ‘analysis paralyses’!! Nothing in this world is permanent; so your next step will probably not be your ‘last step’. Make the move.  Forward momentum is how we determine if the direction is the ultimate ‘right’ direction!

 

2. Parlay your Gifts into the Market

This can be a tough step. Just because you love what you do AND you are good at it does NOT mean that anyone will want to buy it! What NEED are you filling? What is it that YOU offer that makes you different? Who are your potential clients….or hiring audiences?   Learning how to take what we ‘do’ and apply it to a void in the market is a critical success factor. AND, remember, what folks wanted to buy 5 years ago is not what they will want to buy today….unless it has been modified for the market.

 

3. Creativity coupled with Agility is Key

We have to hone the ability to ‘think outside and inside the box’.  It is hard to do this in solitary confinement! So – we need to build our posse of partners to help us. Retired executives, leadership coaches, prior professors, supportive customers, and even competitive business colleagues. Each will have a perspective or insights to offer.  We have to be willing to ask for help – and to hear the brutal, honest truth. Does the market value what I bring? Is my approach outdated? Do my clients want more – or different – services from me? What do I NOT know – that I need to know – to truly thrive and survive in the market today? We have to be open to the answers….as hearing them and then ignoring them – does nothing! We need to hear (and listen) to the market and then be creative and AGILE in how we meet them where they are.

 

4. Build a game plan and be FOCUSED.

Every business has a game plan (and if they don’t – they will not be around for long!). Every one of us, for our careers, needs a game plan, too. Sure – it will change – yet, to not have any sense of where we want to go and HOW we are going to get there – results in mere folly.  We need to lay out specific steps on how we are going to accomplish specific goals. Too many times, we become insular in our focus – meaning that we focus on stuff that will not REALLY move the dial. We need to determine where we want to go, what we want to contribute and THEN determine how we are going to get there. Then, become ruthlessly focused on these steps…..the other stuff is just noise.

 

5. Hang tight.

This is easy to say; yet, this is where the weak are separated from the strong. We have to exercise our muscles so that we do not give up too easily. As any company, organization, or individual introduces new approaches, new products and services, or a ‘new face’ to their markets and constituents – immediate acceptance and ‘manna from Heaven’ is not guaranteed.

 

There is always going to be a phase of education to the market; then a phase of ‘differentiation and selling’ and then – if we are diligent – we will secure our first proving ground. This may be a new job in our new field or a new customer for our new service offering or a product extension in an existing market. Yet, what I know for sure is that it will probably NOT come about instantly AND it will not happen without sweat equity. Yet, when we do ‘win’, our expended effort just makes our success that much sweeter.

My final thoughts are: we need to stop comparing this new chapter with the old chapter – good or bad. There is no comparison, thankfully. We (and the organizations for which we work) are a compilation of all our experiences, and this new chapter will be a completely new life in many ways. That concept can be quite liberating when we allow ourselves to embrace it. We need to simply embrace progress not perfection. Keep the forward momentum. Stay open. Be receptive to even what may appear to be an opportunity which is out of your wheel house. If you are attracted to it, explore what about the role turns you on. There is a reason – of this I am certain. Our intuition and inner voice does not lie. Ever. So listen to it. AND remember that nothing is permanent.

 

Photo Credit

About the Author: Kristin Kaufman is founder of Alignment, Inc.™, formed in 2007 to help individuals, corporations, boards of directors and non-profits find alignment within themselves and their organizations. A prolific writer, Kristin’s first book, Is This Seat Taken?, centers on her global experiences seeding her journey toward alignment. The book is scheduled for release in November 2011. Kristin is on Twitter as @KristinKaufman.


Why You Don’t Want To Be the Smartest Person In the Room

Posted on May 27th, by Shauna Moerke in Career Advice. 3 comments

I have a confession to make: I love coming into a new organization and a new team and knowing that I am not the smartest person in the room. It’s the best feeling. It makes me want to do a happy dance and can’t wait to get to work in the morning.

Sure, it can be pretty sweet to always be the best on your team. Everyone comes to you with questions, your manager trusts you, and you always lead the team in performance. But what is good for your ego is not necessarily good for your career.

When you are the best person on your team you’ve hit the ceiling. You’ve done all that can be done, you’ve mastered the role, and you’ve gotten all the accolades. So what is left to push you forward? What is left to challenge you and make you better than you are today? If you aren’t moving forward, you are standing still while the rest of the world is going by.

To me, it is exciting to know that the people I work with are great at what they do. Just simply being surrounded by competent, creative, and dedicated professionals is thrilling. It means that I have to be my best, I have to push myself, and I have to rise the challenge too because I don’t want to be left behind. It means that I have an opportunity to learn, and that is probably the thing that excites me the most

Even better, especially for all us Women of HR, is seeing strong and intelligent women in leadership roles that we can look up to. You don’t have to aspire to leadership yourself to appreciate how awesome that is. I know a lot of brilliant women in leadership roles who everyday inspire me to simply be better than I am. And needless to say, the more amazing women we have leading not only HR but companies in general, the more positive change and equality all women in the workforce will see.

So the next time you start thinking how great it is to be the big fish, maybe start looking for a bigger pond to play in. Just be sure to start any new opportunity with an open mind, open ears, and a little humility. Even your ego will thank you for it later.

 

Photo Credit

About the author:  Shauna is an HR professional with a diverse work history, a Master’s degree, and a PHR certification. She is also a huge geek, social media advocate, and infectious giggler. Besides being a co-founder of the Women of HR she also serves as the current Ringmistress of the Carnival of HR, is the former co-host of the HR Happy Hour blogtalk radio show, and blogs at her own site as the HR Minion.