Silents, and Boomers, and Ys – Oh My!

Alright, so I have laid evidence to two conversations/presentations in the last two months concerning how to effectively communicate and manage all four of the Generations that are currently in the workforce (Silent Generation, Boomers, Xers, and Generation Y), SWEET – right?

But what if, after learning these new-found skills of “ how to work/lead each generation effectively and efficiently” my Senior Management wouldn’t want to hear/have me share what I know with the rest of the organization?

My HR Pro friends, this is where you come in (enter our interactive element) – what would you do? How would you go about getting all four of the generations to play together effectively?  What HR department/HR Pro skills/tools would you rely on to initate the necessary changes in your own organizations?…I am excited to hear your two cents, so let me know!

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Filed under Critical Thinking, Cross-Generational Inspiration

If your too school for cool…

O.k. -  so this is going to be a bit of a rant, but I have been away from my e-pulpit for a while, and it is about time (or a great way to make a comeback) which ever way you want to look at it,  I am frustrated by an article that I just read.

Hopefully, as competant Human Resource Professionals my readers have taken into account the market that they are in, and are aware of the regular SWOT (Strengths, Weaknesses, Opportunities, and Threats) approach to buisness that they need to be taking into consideration when implementing their regular Human Resource business decisions.

 Lack of this planing can seriously deter, and crucially retard the progress to any business plan that is undertaken in a new market.

Take for example recruiting plans that you plan to implement. A competant recruiting plan for  my current hometown of Washington D.C. is much different than a plan that I would want to be successful in my previous market of Myrtle Beach, South Carolina. These two cities/areas are worlds apart!…one size definitely does not fit all!!  For example, (and no offense Myrtle Beach) when I was in HR in MB the main population was predominantly two races. When I moved to DC, I was in a for a suprise. In my first HR job in D.C., I was responsible for supporting folks from 26 different countries, who spoke  9 different main languages – and this was all under the same roof!

My point with my rant is this, pleasae, please, please do your market homework before setting out to implement a recruiting plan. Not all Markets are the same. You will thank me later for ensuring that you have done the due diligence, and have helped your organization look well in the eyes of that next high potential employee.

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Filed under Business Acumen, Workforce Strategy

HR on HR Hate crimes are just wrong!

Alright, so I have to bring this up – what the heck is it with HR on HR Hate?…to share the epic words of one historical event -” can’t weALL just get along? “

First, aren’t RECRTUITERS also HR folks? Why all the in-fighting on who is correct when it comes to the way that applicants are treated? Is ts ignorance on one, or both sides of the coin that prevents those on the “other side” (Stand alone HR Practictioner vs. Recruiting Pro) from understanding (or wanting to understand) how those on the otherside function?

I guess that my interest stems from the fact that in my current role I get the fun of straddling the line between being a true HR Pro and being a true Recruiting Pro. I get to see both sides of the fence…but all the same, I don’t understand why a recruiter would not call an applicant back after an interview (especially if they are a fellow HR professional) and to let them know that they didn’t make the cut and advance to the next round of interviews (I think that this is the worst of all HR-on-HR hatred acts).

Stereotypical actions like this are frustrating when either side (HR Pro, or Recuiting Pro) attempt to pull them off.

 If I were an applicant, I don’t think that it would endear the recruiter (or HR Pro) to me if they didn’t call me back, send me an e-mail if they were afraid of calling me back with the bad news, or at the very least send me a turn-down notice (they have my address on my resume, right?)…but then again,  I must also understand that these days a response  – any response could lead to a legal nightmare….which brings me back to my original question – why the hate? Shouldn’t we be working together to avoid the legal nightmares for our organizations?

Maybe I just answered my own question, or maybe I just stared the process…becuase there a number of other reasons that HR pros square off …but what seriously gets your goat?

I would like to get feedback from both sides of this issue, so please sound off and add to the conversation….what do you think – what is the big deal between HR & Recruiting? Why so much vehemence?

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Filed under Critical Thinking

The Lockard 7: Business Acumen, V1

So, we are going to kick this blog tour off with a pretty simple aspect to undstand: The importance of an HR Professional mastering Business Acumen. 

Knowing and understanding the funtcionality of the buisness that you are in is a core basic building block MUST for any Human Resource Professional to be effective. Without this knowledge, you are dead-upon arrival basically -  because it pretty much sets the tone for your ability to adequately support and assist both the managerial, not to mention functional aspects of the work that you will be performing. I think that Business Acumen needs to go much further than just understanding the reason for the company that you work with existing.  Business Acumen also includes taking into consideration some HR forethought about how HR can help to shape the overall environment of an organization.  I have heard a lot of talk in the past about the dreaded statement ”HR getting a seat at the table”. This is step one for us as an industry – understanding how business works. 

 A bright spot for the industry in meeting this aspect is a growing number of future HR leaders who are either coming directly out of school with an MBA, or going back to get their MBA learning on…Good examples are Dave Carhart  and Jonathan Krass…wonderfully skilled Pros!

To assist this blogpost to be most effective, I entertain any and all comments – so let me know your thoughts!

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Filed under Business Acumen

Revenge of a past that can haunt you…

I had a situation today where my past came back to haunt me. An employee relations event occurred where I jumped into action, hoping to be able to assist the manager who brought the event to my doorstep. I could sense her trepidation to the occurrence, and took to task investigating all the pieces of the puzzle – inspecting each and every piece of information before wanting to engage the employee. After talking with the employee for just a few moments, it was very apparent that everything that I was preparing to go into battle with (a response learned from my past) wasn’t needed. The employee was very genial, happy and laughing after just a few moments…definitely not what I was expecting. To say the least, I  WAS IN SHOCK! Had I erred so very badly. My intuitive spidey senses couldn’t be off that far, could they?

After some de-stressing, and a good chuckle at myself I decided that the real pay-off of my last position was that I have succinctly learned how to document to the Nth degree – something that will probably pay off in the long run for me, and any future employer – however, if I am going to make any in-road to being an effective HR professional with this new organization I need to at least attempt to out-run my past and loose the depth-con 5/code orange stress escalated approach that I have been taught to employ when working with employee relations. I think that without the stress I would be able to approach situations without a clouded view, and truly be able to assess the world the way it is, not the way that it is presented to me via interpretations from others (be they other HR pros, or managers alike).

I pledge right here and now to work on improving my stabilization, and approaching future events with a sense of ease. I know that it will be a hard to overcome, but as long as I stay true to myself and my intuitive skills my HR professional life will be easier for sure!!

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Filed under Business Acumen, Critical Thinking

A White Flag from the Front-lines: Can’t we all just get along?

I am going to “stir the professional pot” a little here.  My take of the following topic is definitely one-sided, however though through this post I am searching to find an answer  for the good of our organizations, and professional industries.

After eight years of experience as a Human Resources professional in a number of different environments, I have personally found that there is a HUGE divide between the personalities that generally fill the role of the Human Resources function, and the personalities that generally fill the role of Accounting/Finance functions within a lot of organizations.  The examples that I have been able to lay witness to run all the way from small professional slights to all out senseless epic battles between departments where entire HR and Accounting departments have been set to lock horns on just about every little issue.

WHY? 

Is it merely because historically the folks who have been placed in the Human Resources and Accounting/Finance roles have been on opposite ends of the personality scale? On one end we have the personality type that generally has high skills that maximize relationships, but tends to lack the skills in efficiently manages execution. On the other we have a personality type that generally doesn’t have high inter-personal skills, but can manage execution to get stuff done like none other.

It is that there are mere innate personality differences between both groups, or is it more?

In an admittance that I don’t enjoy bringing to the surface, is it because Human Resources as a profession has a mired historical past that has stereotyped current day HR folks as “incompetent bleeding hearts”?  Has this historical stereotyping continued to be perpetuated, being passed down from one generation of Accounting/Finance professionals to the next?

Is it because Human Resource professionals seem to be able to admit when they are incorrect, do what they need to correct a situation, and move on…and Accounting folks don’t seem to be able to be as flexible?

I am not exactly sure why this phenomenon does occur, however I for one believe that for any organization to truly be successful, these functions and the folks who are performing them need to be able to have a healthy working relationship and be able to work together…hand-in-hand to move the organization forward.

I would love to hear more about this topic from both Human Resource, and Accounting/Finance  Professionals alike. Let me know what you think.

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Filed under Business Acumen, Internal Consulting

Volcanoes and Me becoming a Cornhead!

Last week was a busy week for the world as the Nuclear Summit commenced and concluded here in DC, a historic Volcano erupted in Iceland trapping thousands and costing millions, and I became a Cornhead.

Check me out at Corn on the job. Many thanks to Rich DeMatteo for his kindness and nod.  Rich moderates many Twitter chats, but by far the greatest on the net is #jobhuntchat – which happens every Monday night from 10-11PM EST. If you are on the search, you need to check it out!  It is getting HUGE – get in now!

If you are interested, Rich and I  both can be found at the 2010 HRevolution event to be held on May 7, 2010 in Chicago – the more the merrier the theory that prevails, if you can get a ticket (…as of 9:11 PM on 4/18 only 4 tickets are left!..better hurry!…now, now – go!).

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Filed under Lockard 7

Euphoric release from Funployment

For the previous two-and-a-half months before yesterday,  I was waist deep in the foul smelling trenches of the world of unemployment. 

Since that time, I have been paroled and at least momentarily released due in part to good behavior. 

The emotions that I felt surrounding the moments just after the offer call left me euphoric.  My journey through the valley of the jobless, though having been easier than most  (only two months in duration vs. the  9 months from one colleague – and 18 months from another) all the same came with its own ups and downs as  I cycled through 15 in-person interviews, 8 phone screenings, what felt like a ton or more of “acceptance of application” e-mails and turn-down notices, and not to mention the week after week after week of nauseating networking events.

I am not complaining about what I had to do - it taught me a lot! I am glad however,  that I was emancipated when I was because I am not sure that I could have taken much more of the stress as one week slipped into another, and then another, and then another without feeling as I had much to show for my week long undaunting efforts but another interview to kick the following week off with…but at least I was getting something I guess.

My point of the post  that follows is not to recount a sob story,  but to share what seemingly worked for me.  I hope that it helps those of my jobsearch brethren and sisters who are still on the prowl – may the followings words help and serve as a lantern by which to guide your toil…

I would first like to tip my hat to the resources that I have made/learned from over the last months as a plebe in the world of social media. My “Thank You” list abounds.

First, I would like to thank Jorgen Sundberg, with www.TheUndercoverRecruiter.com.  His knowledgeable posts about job search e-tools are a wonderful primer and easily provide step-by-step directions on the set-up and function of the latest-and-greatest e-resources (linkedin, buzz, twitter, blogging, etc). The next Thank you goes to JenBenz, http://www.benzcommunications.com/ it was her post on www.fistfuloftalent.com about Health Care Reform that helped me to land this job.  I shared  her “email template” with the potential employer as an example of a resource that I had in my professional bag-o-tricks that could be put to use for them if hired.  Finally,  I would like to thank Rich DeMatteo, www.cornonthejob.com, Nicole Crimaldi, www.mscareergirl.com , and Jessica Miller-Merril, www.blogging4jobs.com for their creation and facilitation of #jobhuntchat on twitter every Monday evening from 10-11PM EST.

WHERE TO START A JOBSEARCH?

An ancient Chinese war strategist, Sun Tzu wrote “Know your self and you have won the battle”.  I will profess the same ideology when approaching a job search. Yes, understand the job market – who is hiring and all that, but I don’t care what anyone else says – being in a job search is an emotional event that takes a bit of a process to unravel. Early on in your process you need to find your path by sorting through your own emotional junk to find your passion. Put everything that you have done in your job history onto paper. Once on paper, you will be able to quickly find a common thread running through everything.

FIND YOUR PASSION

Now that you have your job you all laid out, and seen the common thread, check out what made you happy. A funny thing happens when you are actually something you like – you do it more and become passionate. This passion is hard to fake in an interview and will make you genuine. It is this genuineness that will help you stand out from the crowd.  So what is it? What is your passion? What do you get all jazzed up about telling folks about?

DONT BE SINGLE FOCUSED IN WHAT COMES NEXT

I unfortunately have some bad news for you, finding your passion is only the first step to your job search journey.  A lot comes next – and doing just one thing will NOT get you there. 

A lot of people are looking for the miracle cure in a job search. They believe that if they only do one thing in their search, say networking that they will find that next job faster. Others feel that if they utilize social media only, that will do the trick. I say ” build a bag-o-jobsearch-tools” that you can utilize. Don’t linger in one area - view your search as casting your net as far-and-wide as possible….but wanting to keep all the plates spinning together. (yes, I know these to analogies don’t go together – they aren’t supposed to for me to prove my point). Employ person-to person, and computer skills inter-changeably. Spend a few hours doing one, then switch to another.

For Lords sake,  your mother was right - don’t put all of your eggs in one basket!  

This also includes forcing yourself to get outside of your comfort zone and doing things you don’t like – like networking if you are an introvert or planning out your resume if you are an extrovert. I had to work at a couple of different areas of my job search that I didn’t like (writing, and re-writing my resume drove me up a wall) before I became competent in them – and this was hard. Just be prepared to do whatever it takes, and you need to get that job! (short of killing anyone of course)

OPEN YOURSELF UP TO THE UNIVERSE

Finally – realize that yes, hard work and dedication will pay off if, and when the universe is ready.  As long as you have prepped enough and done your homework better than the other guy you to may be paroled.

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Filed under Cross-Generational Inspiration

Thank you Vickie Elmer!

This is just a quick Easter post to thank Vickie Elmer  for writing the article, “When applying 4 a job, watch ur tone” that published on the front of the Jobs Section in the Washington Post today (4/4/2010).  

I was quoted a number of times in the article – and my job search was mentioned (what a boost!)

The article was sweetened by the fact that it was published on my Birthday – nice present, right?

Thank you to all that helped to make it a reality! (Teri, Cynthia, and Lee)

If you would like to check out the article in its entirety, please feel free: http://ow.ly/1urTQ

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Filed under Cross-Generational Inspiration

HR Hot Tub Time Machine

Your HR Hot Tub Time Machine?

If you had the opportunity to go back in time and re-live an HR experience – what would you like to go back and have a second shot at doing?

Would you go back to your first days in the profession? How about going back and re-living an interaction with that “not-so-easy-to work-with employee”?

Did I mention that anything that you went back to “correct” could have catestrophic results on your current self (what is referred to in the Movie as the Butterfly effect)?

Does that change your decison at all?

Looking at all of these variables, I am reminded of a comment that my friend Caryne said once, “there is no such thing as a “bad decision” - there are just decisions. We make the decision to get ourselves into bad situations, we can make another just as equal decision to get ourselves out of those situations”….good point and sage advice, huh? Puts us in control of our destiny.

Keeping this comment in mind, I have to say that there is only one event that I would like to go back and change – this decision is actually more personal in nature, rather than professional.

I would like to go back to the Holiday Season of 2004 when I was working as an HR professional with the big box retailer, Target. My mother was fighting  (what we later learned was) her final round in a six year battle against the evils of the cancer known as Lymphoma. My supervisor was very understanding about my situation, and my team was super supportive – so this isn’t a story of an unfair expectation because of a business decision.

Nope.

I would time travel back to catch-up with my 2004 self, and convince me to  forgo my professional decision to wait until the final moment to return home and see my Mother. Don’t worry, I did get a chance to see her before she passed, and even shared a couple of conversations with her – complete with smiles. I just wish that I had spent more time with her before she drifted away.

The moral to my story/post is much like Robin Williams in The Dead Poet Society when he uttered the eternal words of “CARPE DIEM”.  Seize your current (HR or life) situations and leave nothing to question, having no regrets…because we may never get another chance to impact Human Resources tomorrow, like we can by our actions today.

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Filed under Critical Thinking, Human Resources