The Harsh Reality of Politics & HR

There is a sinister being floating around the HR profession. It permeates all aspects of leadership, and often has deadly consequences for the brave HR pro who doesn't understand it.

Politics.

Not Savvy? You Have No Chance

But first, let's discuss the critical skill of having organizational savvy. The workplace, and specifically HR's role to play in it, is a path fraught with peril. Competing executive team interests, fear of change, and the intimidating effect modern business and social tools have on old-school leaders are significant political landmines. 

Add to that the demands of an ever changing and contemporary candidate pool puts tremendous pressure on those leaders who want to move away from traditional approaches (read here outdated and horribly ineffective), and move to something that aligns with how our digital world actually works (read here, it's 2017.)

For the highly motivated leader who lacks the organizational savvy to understand that simply putting forward good ideas is not even remotely close enough to a real strategy, the missteps can derail one's credibility in a matter of meetings.

"Because organizational savvy entails "high-integrity" political skills, retaining a moral compass is the cornerstone component. Savvy individuals use ethical means to achieve what's good for their organizations. They advance their careers and maintain high moral standards."

- Brandon Partners

Good Ideas and Getting Results

One of the questions I'm asked constantly is how I was able to move forward with an aggressive employer brand strategy (social media, blogging, podcast, etc...) while working in an industry that is conservative, and candidly, one that rarely understands how contemporary talent acquisition work gets done.

It was not as complicated as one might think. The biggest issues that had to be overcome did include internal politics; but fear and lack of insight from the other executives were the real barriers. It was all about me and my approach. I had to be savvy.

First, I stopped using HR jargon. No one cares about it except HR people. It doesn't drive business results or help the bottom line. 

Second, I used the business language of the industry, because that is what matters. Period.

Third, I linked my contemporary approaches that were clearly necessary, to the strategic plan of my organization. Your HR plan doesn't mean a thing if it is not linked to the organization. (see HR jargon reference)

End result? Success across the board: employee engagement, recruiting, employer brand, and job satisfaction for the team.

How About You

Are you still using HR lingo and wondering why everyone is not excited about your every word? No one cares. Do you understand the political landscape of your company? Really? How? Step out of your HR shell, embrace the industry you are in, and watch your influence and success grow.

I'd love to hear from you.

No Excuses.

Tug of War

Just one question for today.

When you hear someone use a racial slur...or a make a crude comment toward the lgbtqi community...or when someone simply behaves like a jerk...

...what do you do?

1. Hold them accountable immediately

_____ yes / no

2. Struggle to take action and maybe say something later

_____ yes / no

3. Remain silent

_____ yes / no

How About You

Does your conscience win the ethical tug of war?

I'd love to hear from you.

No Excuses.

Breathing Lightning (The Right Thing)

It sounds so simple. So easy. We're taught to do it from the time we are "forced" to share with other kids at pre-school. That same mantra flows through our formative years and into our working life.

When facing a difficult situation, just do the right thing. No problem, right? After all, we're leaders, so we always make the right decisions. (epic eye roll here)

But seriously, we do, don't we?

You always have the chance to do the right thing.

Not So Fast
I think we can agree that difficult decisions are not all the same. Some can be hurtful but necessary. Others will have a winner and a loser...and sometimes we can not avoid having someone lose. 

We are even faced with decisions that may derail our own career temporarily because we can no longer support the behavior of the leaders in our organizations.

What often starts with so much promise...all of a sudden...isn't so clear.

Until the right thing comes undone.

Choices
As leaders we strive for many of the same things: for our teams to trust us, to be known as someone who makes "good" decisions even when they are the hard ones, and above all to be an example of how the work can be done well while still caring about people.

By the way, if these aren't at the top of your list, I'd love to hear what is.

When those difficult choices come up, the team is relying on us to do the right thing. We may be filled with doubt. We may be concerned about how our decision will "look" in the eyes of others. Even with our best intentions, it can be so confusing.

I look inside myself, is this the right thing? 

How About You
They say that leadership is a lonely place. Take a deep breath...and accept that they're right.

Is this the right thing? I don't know.

I'd love to hear from you.

No Excuse.

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inspiration

Salt the Wound (feat. You)

Approval.

Influence.

Pressure.

Deceit.

Impact.

Competition.

Winning.

Decision-making.

Power.

Responsibility
Making big decisions is a requirement when you lead an organization. Sometimes those decisions stem from frustration at the poor performance of the team and the need for you to intervene. 

At other times your vision for what needs to be done is the engine that drives your decision making and provides the necessary structure for others to follow.

Sometimes though, we keep pushing our agendas long after it is necessary, simply to remind everyone who has the power.

Are you with me?

Let It Go
You've already won...when change occurs

You've already won...when your ideas are approved

You've already won...because you have the power and authority in your leadership role

Don't underestimate your words, your influence or your impact. You're a winner...even when you feel mired in administrative and political madness.

How About You
Everyone knows the rules, the pecking order, the hierarchy. There is no need to salt the wound of those around you. Remember...

You don't need to flex your executive muscle
You don't need to talk so damn much...

...you need to take action ethically, professionally, and fairly...

Right?

I'd love to hear from you.

No Excuses.

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No Gods, No Masters

Consider these scenarios:

• An unpopular employee is in trouble => Do you follow your process; or, do you get more aggressive to try and justify firing them?

• A complaint comes to you that hits a little too close to home => Do you accept it as something that needs to be addressed; or, do you bury it in the other 100+ emails you’re going to get today?

• You’ve been asked to make an exception that no one will ever know about =>  Do you follow a consistent path; or, do you “take care of it"?

Chasing false gods of power and bowing to masters that compromise your values do nothing more than obliterate your credibility. Its easy to make exceptions, or pretend you didn’t realize what was going on, or quietly release someone from the organization. However it doesn’t mean there won’t be ramifications, sometimes with very costly results.

“The time is always right to do what is right.” – Martin Luther King, Jr.

How About You

Are there “gods” and “masters” in your corporate life that are trying to cloud your judgment? We all have them. Take the time to see through these challenges and do the right thing.

I’d love to hear from you.

No Excuses.



pic courtesy of the-cambridge-list