I'm writing over at Performance I Create today about how fired up I am to be part of an amazing blogging team.
What gets you fired up?
I'd love to hear from you.
I'd love to hear from you.
No Excuses.
Friday, January 18, 2013
Bigger PIC-ture: Stepping Outside the Circle
I'm writing over at Performance I Create today about how fired up I am to be part of an amazing blogging team.
Wednesday, January 16, 2013
High Reliability Leaders
There are several industries that are known for their reliability. They provide a level of consistency that we take for granted.
When you use your ATM card do you get consistent and accurate service? Of course you do, because the banking industry has committed to doing it right every time.
All three share one thing in common: a total commitment to performing as high reliability industries.
But people are not industries, are they?
People
As an HR practitioner I've spent countless hours over the years working with leaders who struggle with their own leadership style. What makes their performance different from the high reliability industries listed above? I'm sure they would say they are committed to doing well. I'm sure they want to be effective, right?
What's different?
Me
One of the most frustrating aspects of my work is when I am that inconsistent leader we all try so hard to avoid. My colleagues, my team members, and the employees in my organization rely on me to provide a level of service and professionalism every day. Am I committed? Yes. Do I want to be effective in my work? You're damn right I do.
I'd love to hear from you.
No Excuses.
photo credit photo credit
When you use your ATM card do you get consistent and accurate service? Of course you do, because the banking industry has committed to doing it right every time.
How many of you were on a flight last year? The reason you're reading this is because the commercial airline industry provides a level of safety and performance that demonstrates their commitment to doing it right every time.
Lastly, for those of us that flip light switches on and off all day we've come to expect our energy to be there when we need it. The nuclear power industry provides a massive amount of energy, and they do it safely and consistently.
All three share one thing in common: a total commitment to performing as high reliability industries.
But people are not industries, are they?
People
As an HR practitioner I've spent countless hours over the years working with leaders who struggle with their own leadership style. What makes their performance different from the high reliability industries listed above? I'm sure they would say they are committed to doing well. I'm sure they want to be effective, right?
What's different?
Me
One of the most frustrating aspects of my work is when I am that inconsistent leader we all try so hard to avoid. My colleagues, my team members, and the employees in my organization rely on me to provide a level of service and professionalism every day. Am I committed? Yes. Do I want to be effective in my work? You're damn right I do.
What's different with me?
You
I bet you feel like you do a pretty good job. I'm guessing you do perform at a high level most of the time too. But if we're going to be honest with each other, you probably aren't at the top of your game all of the time, right? But you're committed and give so much of yourself to your work....but....
What's different with you?
How About You
Perhaps the answer isn't necessarily about commitment, but rather committing differently? Maybe focusing on trust, constant improvement and reporting our results (good or bad) will help us achieve the lofty status of being a high reliability leader. What do you think would make the difference?
No Excuses.
photo credit photo credit
Monday, January 14, 2013
Transformation - Saying It Is the Easy Part
I've been doing a lot of thinking about transformational leadership and what role Human Resources should play when an organization is committed to undergoing change in a meaningful way.
Is HR there to pick up the pieces as leaders begin to quiver and shake at the slightest hint of a required change?
Does HR move through the process along with the others who are impacted by new expectations, new goals, and ultimately a new and more effective corporate culture?
Or do we take the lead and actually drive the change necessary in spite of the wringing of hands and gnashing of teeth?
Answer = yes, yes, and yes.
Transformation is a Team Sport
Last time I checked, HR is not only (supposed to be) a driver of change, but is also an active and engaged part of every organization. So whether or not we are making change happen or feel swept up in it, we are going to experience a range of emotions. The bottom line is that we have an opportunity to make an impact.
Let me say that again.
HR has an opportunity to make an impact. How many leaders do you know that can honestly say that? I'm talking about an impact on the institution, not just a process change here or a staffing change there.
"Institutional change. That's big, and we should be sprinting toward these opportunities, not scrambling to look up some inane policy or call 1-800-HR-IS-LAME to try to avoid delivering on our company's needs. It's our time."
How About You
What changes are you involved with? Are they on the level of transformational change? If so, what are you doing to connect with your networks to ensure that your time, energy, and ultimately your organization's efforts are not wasted?
I'd love to hear from you.
No Excuses.
photo credit
Is HR there to pick up the pieces as leaders begin to quiver and shake at the slightest hint of a required change?
Does HR move through the process along with the others who are impacted by new expectations, new goals, and ultimately a new and more effective corporate culture?
Or do we take the lead and actually drive the change necessary in spite of the wringing of hands and gnashing of teeth?
Answer = yes, yes, and yes.
Transformation is a Team Sport
Last time I checked, HR is not only (supposed to be) a driver of change, but is also an active and engaged part of every organization. So whether or not we are making change happen or feel swept up in it, we are going to experience a range of emotions. The bottom line is that we have an opportunity to make an impact.
Let me say that again.
HR has an opportunity to make an impact. How many leaders do you know that can honestly say that? I'm talking about an impact on the institution, not just a process change here or a staffing change there.
"Institutional change. That's big, and we should be sprinting toward these opportunities, not scrambling to look up some inane policy or call 1-800-HR-IS-LAME to try to avoid delivering on our company's needs. It's our time."
When we're asked to drive change, we need to realize that we're not being asked to come up with a solution. Instead, we're being relied upon to leverage our internal networks, the trust we've developed with our colleagues, and our ability to push through without taking things personally. We need to help the whole team discover their strengths, weaknesses, and the long list of challenges we all have to deal with that don't fall neatly in to "good" and "bad" buckets.
Where to Begin?
Transformation can impact many areas: processes, technology, work product, delivery of services, and the list goes on. The reality is that transformation starts and ends with people. Engaging those impacted by a vision, a new expectation, a new goal, whatever it may be; it is the people that will ultimately drive the results of the change effort.
Start with the people. The rest will flow once the team is on board.
What changes are you involved with? Are they on the level of transformational change? If so, what are you doing to connect with your networks to ensure that your time, energy, and ultimately your organization's efforts are not wasted?
I'd love to hear from you.
No Excuses.
photo credit
Thursday, January 10, 2013
Thoughts Without Words
2013 has started like an NHL playoff game: non-stop action, very high stakes and a huge amount of energy being expended. Quite honestly I wouldn't have it any other way.
Looking Outside
2012 was a year that transformed the culture inside our HR organization. Roles changed, people changed, strategies changed, perspectives changed, resources were allocated differently, and we came out with a list of initiatives that represent the future of what effective healthcare human resources work should look like. That was on the inside.
Now we have to step up and take that same mindset and push it outside the safety, comfort and familiarity of HR and spread it to other parts of our company. That is not something that human resources teams typically do (although they talk about it way too much.) So we're gearing up to do something bigger and better, and we need to do much more than just think about it without saying anything.
We need to start inserting ourselves into areas that create discomfort, that challenge leaders, and push ourselves to a whole new level of performance. It's time to put our money where our mouth is.
How About You
Are you stepping up this year? Do you have big plans that you've been thinking about but you haven't articulated to anyone? Why not? It's time to move beyond just thoughts, and put your words into action.
I'd love to hear from you.
No Excuses.
photo credit
Monday, January 7, 2013
Your Absolute Best - #HealthcareHR
One the things I find fascinating about working in the healthcare industry is the significant disconnect between the high quality of care provided to patients, while simultaneously seeing the staff take very poor care of their own health. Little or no exercise, bad nutritional choices (you can't hide your "comfort food decisions") combined with a stressful workplace are...ahem... a recipe for disaster.
This isn't another post about the importance of eating well and exercising because they are both good for you. In fact, I need your help to understand a strange phenomenon:
"Why do we commit ourselves so completely to our work and then bail out on our best opportunity to have the energy to actually be our best on the job?"
Fuel
The word diet has such a negative connotation I stopped using it 15 years ago. Simply stated, healthy food give you energy, makes you strong, and allows your brain to actually function. The key is to avoid making drastic changes all at once.
Train
Exercising is one of the hardest transitions for most people. Why? Expectations of course, plus far too many people are horribly out of shape. Limit your expectations so you don't feel like a failure before you even get started. Your body needs time to adjust...give it time! This process is not a competition, so don't put pressure on yourself to suddenly get to some fictitious end point. There isn't one. Just as our work continues, so does our need to move a little each day.
One of the most effective ways to maintain your training routine is to connect with others. It is much easier if you have a friend or coworker who is also exercising. Keep in mind they do not need to be close...you just need to connect with them!
Mental Health
Regardless of which role you play in the healthcare space you will undoubtedly feel stress in your work. Beyond the "normal" challenges of shrinking reimbursements, sourcing the right talent and managing a very diverse workforce comes something that separates us from just about everyone else.
How About You
No it's not easy, and no you're not going to enjoy it everyday. So what? If you put half the effort into yourself that you do for your company you'll be amazed at what you'll accomplish on the job. Don't your colleagues, your patients, and your team members deserve your absolute best?
I'd love to hear from you.
No Excuses.
photo credit photo credit
This isn't another post about the importance of eating well and exercising because they are both good for you. In fact, I need your help to understand a strange phenomenon:
"Why do we commit ourselves so completely to our work and then bail out on our best opportunity to have the energy to actually be our best on the job?"
Fuel
The word diet has such a negative connotation I stopped using it 15 years ago. Simply stated, healthy food give you energy, makes you strong, and allows your brain to actually function. The key is to avoid making drastic changes all at once.
"Start slow, adjust, and by all means stop rewarding yourself with food - you are not a dog"
Exercising is one of the hardest transitions for most people. Why? Expectations of course, plus far too many people are horribly out of shape. Limit your expectations so you don't feel like a failure before you even get started. Your body needs time to adjust...give it time! This process is not a competition, so don't put pressure on yourself to suddenly get to some fictitious end point. There isn't one. Just as our work continues, so does our need to move a little each day.
One of the most effective ways to maintain your training routine is to connect with others. It is much easier if you have a friend or coworker who is also exercising. Keep in mind they do not need to be close...you just need to connect with them!
Mental Health
Regardless of which role you play in the healthcare space you will undoubtedly feel stress in your work. Beyond the "normal" challenges of shrinking reimbursements, sourcing the right talent and managing a very diverse workforce comes something that separates us from just about everyone else.
In an industry where some of our customers are so sick or injured that they pass away, we can not afford to live by the tired old excuses of having no time or energy to take care of ourselves because we're too busy taking care of others. Not only is that lame, it has never been true.
How About You
No it's not easy, and no you're not going to enjoy it everyday. So what? If you put half the effort into yourself that you do for your company you'll be amazed at what you'll accomplish on the job. Don't your colleagues, your patients, and your team members deserve your absolute best?
I'd love to hear from you.
No Excuses.
photo credit photo credit
Thursday, January 3, 2013
The Culture Chase
The new year is upon us, and it seems there is a palpable tension in the air. So many plans, goals, strategies, and pressures to make changes and be successful. One of the most challenging change initiatives has to do with culture. Wanting an organization's culture to change, and the expectations around that process are complicated and often require longer than our modern attention spans are programmed to accept.
Organizational Expectations
As with any other major corporate initiative, outlining the end point is essential when embarking on such a significant project. Is it customer satisfaction, employee satisfaction, better margins, reduced turnover, more efficient processes, cost savings, or a host of other topics that is the end game? Maybe it's just that everyone is going to work more effectively together and feel comfortable taking risks? Have you defined what a successful culture change looks like?
What exactly are you chasing?
Individual Expectations
Accountability
Once the organization understands the end point, and the leaders understand their roles, it is time to get moving. A critical part of the execution is accountability. For those that are committing themselves to the behaviors necessary there should be frequent and positive feedback. The members of the team, particularly in leadership roles that say they are committed but behave differently behind the scenes must be held accountable. Avoiding confrontation with key leaders only serves to undermine the entire effort and will ultimately doom all that hard work to failure.
How About You
What big changes are in store for you this year? Is a culture change initiative something your organization is launching? If so, how have you helped your senior leadership team prepare for, and sustain, such a major endeavor?
I'd love to hear from you.
No Excuses.
photo credit
Organizational Expectations
As with any other major corporate initiative, outlining the end point is essential when embarking on such a significant project. Is it customer satisfaction, employee satisfaction, better margins, reduced turnover, more efficient processes, cost savings, or a host of other topics that is the end game? Maybe it's just that everyone is going to work more effectively together and feel comfortable taking risks? Have you defined what a successful culture change looks like?
What exactly are you chasing?
Individual Expectations
Once the general outline of success has been mapped out, it is important that key members of the team understand their roles. This may sound obvious, but the desire for change, and the pressure team members feel to perform without the proper guidance can quickly slow down the change initiative, and may have top performers feeling like they can not contribute as effectively as they might.
What exactly should they be chasing?
Accountability
Once the organization understands the end point, and the leaders understand their roles, it is time to get moving. A critical part of the execution is accountability. For those that are committing themselves to the behaviors necessary there should be frequent and positive feedback. The members of the team, particularly in leadership roles that say they are committed but behave differently behind the scenes must be held accountable. Avoiding confrontation with key leaders only serves to undermine the entire effort and will ultimately doom all that hard work to failure.
How About You
What big changes are in store for you this year? Is a culture change initiative something your organization is launching? If so, how have you helped your senior leadership team prepare for, and sustain, such a major endeavor?
I'd love to hear from you.
No Excuses.
photo credit
Wednesday, January 2, 2013
3 steps for HR to achieve success in 2013
What are the areas HR should deal with in the coming year? Which excuses do you need to get rid of right now? What steps should you take to get started?
I have the privilege of writing a guest post over at Nisha Raghavan's terrific Your HR Buddy blog today where I discuss these issues and what you should do about them.
Check it out.
I'd love to hear from you.
No Excuses.
photo credit
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