Tag: culture

Free Your Mind (with apologies to En Vogue)

As you know, I’m at the Work Human confernce own in Orlando, FL this week. Lots of good stuff happening here – conversations, candy, donut walls (it’s a thing), and sessions.

The topics on these sessions are aligned with the theme of the conference of finding a new way to work by finding a new way to be. The speakers today have been diverse in their backgrounds and have unique points of view about the research out there around happiness, engagement, and resilience. Not all resonated with me (as I suspected), but I found interesting elements in all that I saw.

envogueSome of my key takeaways from today:

  • You have to free your mind:Biggest takeaway (and most consistent message) is that the brain is easily tricked. Don’t assume success will make you happy. Be happy to lead to success. The self-talk we use primes our brains for success or failure. Amy Cuddy (in a session that surprised me with its relevance) showed us how our ability to expand physically and temporally leads to success.  The brain is a powerful thing – use it to your advantage.
  • The research is still fairly new, and evolving: It’s always a challenge when everyone uses the same research to tell different (yet related) stories. So you hear the same stats quoted in a number of different ways. The good news is that further studies are underway and those who look at happiness and resilience recognize the need to balance it with data and realism. I’m curious to hear more.
  • People are starting to get vocal about their annoyance with generational stereotypes: Yes. People at different stages in life are looking at different things. But deep down, they are all individuals. You could almost hear the collective groan when a sweeping generational statement was made…much like you could hear the cheer when a speaker swatted down those same stereotypes. It’s an interesting time in HR (and business) as we figure out the workforce of the future. I’m seeing a trend towards personalization and away from generalities. And I think that’s a good thing.
  • Personal experience colors interpretation: Now that you’re done thinking, “duh,” hear me out. I mentioned the research is all pretty much the same right now…yet we heard two speakers (Shawn Achor and Caroline Adams Miller) use the same info in VERY different ways. Shawn focuses on happiness and positivity and how starting from a place of optimism leads to success. Caroline uses her own story of overcoming bulimia to make the argument that happiness only comes after hitting rock bottom and facing adversity. Both pretty much agree that success starts with mindset…but such a different tone in those sessions.
  • I want to start EVERYTHING with a Haka Dance: Google it. It’s awesome.
  • The topic isn’t going away: As more research seeks to tie happiness/resilience to engagement, I think you’ll see more and more companies trying to get on the happiness bandwagon. That’s all well and good – but remember, it needs to fit into the culture of your organization. Not everyone will embrace a “meditation room,” but I bet a lot of employees would appreciate a quiet spot to recharge (favorite quote: “Headphones are the new cubicles.” Thanks, Yvette Montero Salvatico!). It will be interesting to see where this leads; I just hope folks remember that it’s a PART of the solution…not the solution itself.

Overall, it was an interesting day that has provoked a lot of discussion around relevance, validity and applicability. And isn’t that what conferences are supposed to do? Make you think?

Hint: Yes. Yes, they are.

There’s one more day of the conference! Follow the Twitter feed on #WorkHuman. 

Don’t like policies? Then control yourself

I’ve worked in HR for a long time, which means I’ve heard pretty much every complaint out there about why people don’t like the human resources department (or personnel, if you’re of a certain age).

While some reasons are downright creative – even colorful – the most common one I hear about is that HR always says no. Or that HR is the “Policy Police.” Or that HR won’t let you do anything.

*sigh*

Listen, people. It’s not HR who isn’t letting you do something. It’s YOU – leaders and employees alike. Actually, let me amend that – it’s US. We all contribute to this issue.

If human beings weren’t so jerky from time to time, we wouldn’t have to have all these stupid rules. If we could act like adults with integrity, we wouldn’t have to worry about nepotism, inappropriate conduct, approval levels, complicated oversight, internet and computer usage, etc. meatdress

But we’re people. So we do stupid things. And we make stupid decisions. And we act like it isn’t our fault. Hence…personnel policy manuals.  We like to be able to point to something and say, “Hey, not our idea. It’s in the policy.” When the tough conversations come up, we like to be able to say, “I didn’t want to, but HR made me.”

This is a total rule of thumb, but I’ve noticed that the thicker the rule book, the more unhealthy the culture. (There are exceptions, but still.) When employees can’t make smart, informed, mature choices, you see more and more of the decision-making taken away and replaced by a policy.

Is that how you roll? Do you WANT to lead that way?

I know I don’t. And I don’t like having to practice HR that way, either. I like to be able to work with leaders and employees to find the best solution for the situation they are currently in. It needs to be legal. It needs to be consistent with previous situations. But we all need the flexibility to make good decisions for the circumstances.

So what’s the answer?

Don’t be a doofus. And tell your peers and employees to not be a doofus. If integrity is a value to you, then LIVE IT, don’t just point to a banner on the wall. Do the right thing, especially when there isn’t a policy telling you what to do.

We all have the power to change the system. Believe me – most HR pros would LOVE to rip up the policy manual and just talk it out.

Help us help you.

Expanding horizons

This is my plea that everyone – employees and leaders alike – learns how to think outside of themselves.

That they look beyond their personal role to see how they impact the world around them.

That they try to improve the processes they work within.

That they reach out to those they work with to offer support when needed.

That they reach out to those they work with to offer a kick in the butt when needed.

That they step back and think about how the offhanded comment they made in a crowded room might have been interpreted.

Earth_GlobeThat they realize that they made a positive difference in the lives of the people they interact with.

That they see their value in the world and know it spreads beyond those who see them every day.

That they recognize their power to influence…and use their power for good.

That they learn how to say “no” so that others say, “I understand.”

That they win with humility.

That they lose with grace.

That they never lose their love of learning – or that they discover it in the first place.

That they remember that every single person they interact with is going through something in their lives that others don’t know.

That they see the potential of the team, organization, and community that they are a part of – and want to help everyone reach that potential.

That they want to build, not destroy.

That they learn that success comes in many forms.

It is my hope that everyone – employees and leaders alike – realize it’s not all about them.

It’s about us.