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Some thoughts before #SHRM18

The big one – SHRM National – is coming up next week in Chicago. Over 15,000 HR professionals from across the world will be there to learn, talk, listen, and eat (hey, it’s Chicago).

There have been a number of fabulous blog posts written about the upcoming conference – you can find them here.  The posts highlight speakers, vendors, tips on navigating the conference, and great sights to see in Chicago.

Since those posts already exist and are really good, I thought I’d share some random thoughts as I prepare to attend – both as a speaker and a member of the SHRM Blogger Team.bros_0

  • The keynotes this year are all over the map in terms of political and social outlook. Mark Fogel wrote this terrific piece over on Fistful of Talent about the spectrum of speakers. My challenge to attendees is to listen critically and not be afraid to ask tough questions of leaders – if not at SHRM, then back in our workplaces.
  • There are people I only see once a year at national SHRM, yet I keep in touch with them all year long. With all the dangers and demons social media brings with it, I will always appreciate its ability to help me maintain long-distance connections.
  • Speaking of social media – GET ON TWITTER. It’s an imperfect tool, but it’s great for conferences. And start tweeting. Participate. We all start somewhere!
  • Attendees range from bright-eyed first-timers to jaded veterans. It’s important that we who have attended a lot of conferences remember that not everyone has “heard it before.” First-timers – ask questions. Engage with those around you. Veterans – be patient and remember you were once bright-eyed and bushy-tailed, too.
  • Speakers work hard to get share their content with you. It’s more than just having the idea and sharing the content. It’s about bringing things we think will be meaningful to the audience. It’s about making it interesting AND informative. So when it comes time to share feedback – share MEANINGFUL feedback. A speaker may get 1000 positive comments, but it’s the one dismissive or mean one that sticks with them. Maybe you could have looked up the reports online, but the speaker actually DID do the research, put together a slide deck, practiced it, and put themselves out there for the sake of our profession.
  • I’m going to seek out topics and speakers I don’t necessarily know. I think it’s good to expand horizons and learn about new areas of HR. I’m also going to be okay with skipping a session or two to recharge. This is your experience – own it.
  • I did this in Chicago last time I was there.
  • Portillo’s. That is all.

So there you have it – a stream-of-consciousness sharing of thoughts about #SHRM18. Follow the hashtag on Twitter. Tweet some content yourself! There’s a #NotatSHRM18 group out there, too. And the SHRM Blogger Team will be posting content throughout the conference! (I’ve been known to live tweet like crazy.) Plenty of opportunities to be a part of the event. You’re only as disconnected as you choose to be.

I’ll see you in Chicago!

 
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Posted by on June 11, 2018 in Conference Posts

 

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The best part about being a manager

There are hundreds – nay, thousands – of blog posts about how hard it is to be a manager, the struggles one faces, the challenges we deal with.  I’ve contributed to that number.  Heck, this whole blog was created on the premise that it’s difficult to be a leader, as well as to be led.

None of that has changed. It’s hard out there for a pimp, yo.

But we focus so much on negativity that I thought it would be good to take a moment to talk about the best part about being a manager – employees.

Yes, employees are the best part about being manager. (Some of them are the worst part, but that’s another story.) Unless you are ready to work with your employees to help them be successful, you shouldn’t even consider being a manager – I don’t care what the compensation rate is.  You need to WANT to develop people. Because it’s hard work and can lead to heartache.

It can also lead to moments of incredible joy and pride.you da best

I’ve had the opportunity to manage a lot of different people in a lot of different situations in my career – some good, some bad.  While every single one is one of God’s special creatures in their own way, there have been a few that stood out because of what they accomplished.  And let’s be clear…they are the reason they are successful.  I was just lucky to be there.

I don’t want to publicly embarrass any of them, so I won’t go into great detail about their circumstances (Sam, Steven, Jim, others…you know who you are).  I worked with all of them when they were individual contributors – some in mid-career, some at the very beginning. All of them loved challenge, hated me from time to time, and have moved on to build training organizations of their own, to manage people, or to find the job that brings them happiness. And they did it because they are awesome.

There was no secret ingredient to helping them.  Really, it was about having high expectations, having their back, letting them fail from time to time, challenging them when I thought they were selling themselves short, and then getting the hell out of their way.

Whenever I have a chance to interact with these former employees, I’m always in awe of what they have been able to accomplish in spite of me.  It’s always a shame when a great employee moves on, but that’s tempered by the knowledge that they have done so much more than what they could have done if they had stayed my employee. And I learned far more from them than they did from me.

So, yeah…there are times when I hate being a manager; when I wish all I had to do was sit down, do work, and not be responsible for anyone else. But all that (well, most of that) goes away when I see an employee succeed.

Treat employees like they make a difference and they will.
 – Jim Goodnight, CEO SAS

 

Do you have a great employee success story? ARE you a great employee success story? Share in the comments!!!

 
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Posted by on February 25, 2015 in Self-Awareness, Teamwork

 

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Labor Day Reminder – (Co)Workers Matter

According to Wikipedia,

Labor Day in the United States is a holiday celebrated on the first Monday in September. It is a celebration of the American labor movement and is dedicated to the social and economic achievements of workers. It constitutes a yearly national tribute to the contributions workers have made to the strength, prosperity, and well-being of their country.

As you go about your preparations for a three-day weekend (hopefully), don’t forget to thank the people you work with and recognize the contribution they make.

dundee

Leaders, I know your employees sometimes drive you insane.

Employees, I know your leaders can make you want to poke your eyes out.

But the reality is we are all in this together.  No matter what kind of work you do, your organization, your industry, the people you work with shape your day-to-day experience.  They help determine whether or not you are in a good culture or a bad one.  They may lift you up when you’re feeling down, or help pop that ego when it gets a little too big.  They are your cheerleaders, your mentors, your sounding boards, your cranky neighbor who just wants those darn new hires to get off their lawn.

And yes…sometimes your coworkers are truly terrible.  And they contribute to an awful environment.  And they make you question whether it’s worth it.

But I wager that there is ONE person in your professional life who makes a difference.  That person deserves to hear from you.

So to everyone in my professional life – THANK YOU for your contribution to my strength, prosperity and well-being.

 

Now go eat some damn hot dogs.

 

Have a safe and fun Labor Day Weekend, everybody!

 
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Posted by on August 29, 2014 in Teamwork

 

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