Take a Lunch Break

“You want me to pick you up a biscuit for breakfast?”  One colleague asked another on his way into the office one morning. “No, Mary Ila is coming today.” “Gotcha.” he replied back. The HR Manager I work with regularly was the one refusing the biscuit because she knew if I’m there for the day, I am going to take her (make her go) to lunch.   This is such a given that now her collogues know when I’m there not to count on her to be there at lunch time.  Her friend/co-worker with the biscuit didn’t need any further explanation

4 Ways to Increase Your Candidate Pool

My LinkedIn Daily Rundown feed started out today with “Jobs are cutting experience requirements….” Reporting that, “an extra 1 million jobs were opened up to candidates last year with “no experience necessary.’” There is a lot of buzz about the hot job market now with the unemployment rate at a pre-recession low. But what do you do to fill jobs in this economy? As the Daily Rundown suggests you can: Lower requirements.Whether it be experience, education or skill requirements, lowering them can increase candidate pools. I often find that job descriptions have qualifications in them that really aren’t “required” to be successful

Explain Your Why. Don’t Assume Why.

After a particularly long doctor’s appointment with our seven-year-old, the topic of his prescription (he has epilepsy and takes a medicine to control his seizures) came up. The nurse practitioner came back in to say she had sent it to the pharmacy electronically. My husband said, “We need it written in 500mL increments.” She looked at him like who do you think you are, trying to tell me how to write a prescription. I looked at my husband and tried to telepathically tell him, “Explain to her why you are making that request.”  I may or may not have also

The next activity you need to do with your leaders: What needs to start, stop or stay?

“The first responsibility of a leader is to define reality.” Max DePree Feedback is a critical to any successful performance management and development process.  With trends in feedback moving leaders towards less formal mechanisms of feedback and away from a formal performance appraisal, we still need to be thinking about how to define the current state of someone’s behavior and performance in order to direct what we want to see. And sometimes we can formalize things and still make them feel “casual”.   A way to do this is to have a 1. Start 2. Stop 3.  Stay session. To do this:

Women in Business Need Male Mentors

My first professional mentor was a man.  In college, I helped him with his research and he helped me grow as a human being in too many ways to count.  It was no big deal for us to have one-on-one discussions in his office with the door closed.  I never thought anything of it.  I suspect he didn’t either.  Nor were my parents concerned.  They are as grateful to him for the positive influence he had on me as I am. This mentor often spoke truth with directness to the situations I was dealing with that I found myself getting

How can we best help? 5 Insights from Sheryl Sandberg at #SHRM18

2018 for me has been a year of providing support for both professional and personal friends and family that have been experiencing tremendous situations of stress, pain and loss.  As I count today, there are half a dozen people that I’m actively engaged in providing support and encouragement for. If I think about it objectively, I could say that most people, every year, are actively providing support for at least this many people who dealing with some type of life struggle. Struggle is just a part of life. I am humbled to have the opportunity to be a small part of

Culture Eats Strategy for Lunch: 9 Takeaways from Adam Grant at #SHRM18

“The work of culture building is never done.  It’s always a work in progress.” – Adam Grant People were excited about the concert Tuesday night at #SHRM18, but I was giddy about hearing Adam Grant speak that morning.  The organizational psychology nerd in me was so excited to hear Adam Grant speak, and his comments did not disappoint. Top takeaways from his presentation all centered around company culture: 1. What got you here won’t get you there. Hire for cultural contribution (if you are a big company).  Cultural fit is still important for startups. I think most people miss Adam’s

Top Takeaways (so far) from #SHRM18

So far, #SHRM18 has proven to be an inspiration of ideas and people.  My top takeaways from the Windy City include: “Drama is emotional waste.”  @CyWakeman I love Cy Wakeman and her book, Reality Based Leadership.  In her presentation, Cy described how our brains are binary.  We toggle between the lower order brain, our ego, where drama exists and our higher order brain.  Our higher order brain allows us to focus on reality in order to respond in creative, innovative ways.   Cy’s message is that a leader’s main job is to toggle people up to the higher order brain by

6 Ways to Build Energy

“…every movement of your body, every emotion you have, and every thought that passes through your mind is an expenditure of energy. Just as everything that happens outside in the physical world requires energy, everything that happens inside requires an expenditure of energy.” From The Untethered Soul “Coach, I’m tired,” said one little boy to my husband on his 7-8 year-old baseball team. Practice had only been going on for ten minutes and they hadn’t even been running. To which my husband asked, “Why are you tired?” “Well, I played at the trampoline park all day.  I’m wore out,” he said. This

The 2018 Edition of HR’s Biggest Pain Points

Each year at the Alabama SHRM State Conference, we survey participants to gain insights into what their biggest pain points are. Before I even looked at the data this year, my guess was that recruiting was at the top of the list or has at least risen to the top of the list. With the unemployment rate now lower than 4% national wide, the pain of finding talent is real. But what we saw in the results left talent sourcing/acquisition in the middle of the pack: Tied for the highest pain points were leadership training and employee development.  If we