Posts Tagged: communication

CEO for a Day: It's Not About Pleasing Everyone

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 sixth post in the series of responses.

I’ve been pondering on this subject for some time. I have thought of some of the usual answers that we HR professionals might have, “Heh heh, CEO for a day! Let me get out my list, and let’s start making some personnel changes!!!” “Policies, job descriptions, performance reviews – everyone. NOW!”

But are those ‘evil’ HR thoughts realistic? No. Rarely, does the CEO please everyone, and sometimes must make hard decisions and take risks based on a broad spectrum of knowledge. So, if I were CEO for a day, this would be my immediate plan.

CEO for a Day: Unconventional HR

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 second post in the series of responses.

If I had the opportunity to be the CEO for a day, I’d tell the entire organization to forget everything they know, have experienced or have been told about Human Resources. We’re going to focus on one thing — making work better! Making the employment experience what it’s supposed to be: mutually beneficial.

I'd Rather Be in Charge: Shattering the Glass Ceiling

I’d Rather Be in Charge is a breakthrough book, a master class for women who are ready to learn from a legendary business leader how to shatter the glass ceiling, reach the corner office, and—above all—develop their highest self in the workplace and beyond.

Told in an intimate and honest style, I’d Rather Be in Charge shares Charlotte Beer’s own examples as well as stories from her students and lessons she has learned from her peers such as Martha Stewart and Suze Orman. By chronicling both successes and mistakes, Charlotte illustrates the universal message that finding your own personal style of leadership is the only way to take charge in the ever-evolving workplace of today.

HR, Subtlety and Conveying Difficult Messages

I think certain phrases, for all their subtlety, actually cut through a lot of nonsense simply because you can convey a depth of meaning rather quickly and politely. And I think that is a skill all HR professionals could use.

Now, I’m not saying we shouldn’t be straight forward in our communication or that there aren’t times when you do have to come right out and be clear, such as during a layoff. Layoffs don’t need subtlety in your message; they need no nonsense clarity and compassion. And if you are in front of an unemployment judge you are better off sticking to the facts.

There are right ways and wrong ways of communicating all this critical information we have to share. The challenge as HR professionals is learning the best ways to do so and that takes time, experience, and the ability to learn from our mistakes.

Three Impressions that Keep Women from Advancing

The U.S. Department of Education says that women have been earning more degrees than men for more than 28 years. And yet, the studies prove that women still aren’t moving up the corporate structure very quickly. Last year, Catalyst updated their statistics regarding women who sit on Fortune 500 Boards and found that the percentage (approximately 16 percent) is simply not changing.While I don’t profess to have the answer to these challenges, I am fascinated by the profiles of women who reach the top.

Are You Interested Beyond Your Own Wants and Needs?

Think about a typical day and how much time you spend “telling” compared with “asking.” If you spend the majority of your time telling, consider what you might be missing out on. This is as relevant for the workplace as it is for your home life. Ask questions, be interested. Life is much more meaningful that way.

Be a Change Manager

In the world we live in, change is inevitable and, as HR professionals, we are constantly dealing with it and the effects on our workforce. In my experience I find that people have the same reaction whether the change is positive or negative. More often than not conclusions are formed, rumors are spread and morale takes a hit.

The next time you find yourself communicating change in the workplace, take the following into consideration to ensure transitions go as smoothly as possible.

Communication for the Next Level

So often, when people vent their frustration about the boss, or the C-suite, I hear about how hard they work, how much they give, and how much they do not feel they are appreciated by those they work for. The gender factor accentuates it further because research confirms the male and female brains process what was said in emotionally different ways. If you want to deal with it, read on.

Let Others Take Responsibility for Their Own Mistakes

The fact is, women apologize far more often than men. And we apologize for different reasons, often to convey sympathy rather than responsibility. Care less. Apologize less. Or at least count the number of times you say, “I’m sorry,” compared to your male peers. Let people take responsibilities for their own mistakes. It won’t kill them.

Bully Boss or Tough Boss? How to Tell the Difference

These days, the Peanuts character Lucy is a bully and they’re not going to allow it anymore. At least, that’s the deal according to the administrators at my kids’ school system, who ditched the time-honored tradition of watching It’s the Great Pumpkin, Charlie Brown in the elementary schools during their Halloween parties because “Lucy is a bully.”