I’ve been a practitioner of HR for many, many years. From that seat, I’ve observed, fostered, and shaped company cultures. People tell me I’m good at it. Much of what I did was intuitive—instinctual. While that’s a great start, it doesn’t do you much good unless I’m working with your business directly. In this post,
Business leaders I know react one of two ways to this statement. Ha! It goes to show what you know. We don’t bother with that fluff. We’re too busy working. Our leaders learn on the job. No way! We know how important it is to equip our new leaders with how to do things. We
If you are invested in a business’ success, I am talking to you. You are a funder. You provide business loans, venture funds to accelerate growth. Or you’ve acquired an underperformer to invest in its recovery. You are a founder that wants to stay at the helm and grow for a few years before exiting.
Egos are good. I always knew I was going to be rich. I don’t think I ever doubted it for a minute. (Warren Buffett) That’s interesting. But what about humility, today’s uber-meta-necessary silver bullet of awesome leadership? The thing we all want to be, humblebragging aside, but can’t really call ourselves.
Let’s talk about being a manager. I’m not just a manager, I’m a leader! So you say. Now don’t go spreading yourself too thin. There’s more to this manager thing than you know. Remember what I said in Truth #8 about performance reviews? I said that you, as a manager, are responsible for the performance
You can’t get through a week these days without reading about another high-profile, progressive, cooler-than-teal business eliminating performance reviews. So provocative! The story goes like this: Do you hate those horrible, lengthy, largely irrelevant standardized performance review forms your HR department forces on you? The solution is simple. Get RID of them. Throw babie out
Best practices are so last year! Perennially. By the time a practice gets labelled as best by some authority, there’s an innovator somewhere finding a better way. Or, more likely, a better way for their situation. Best practices are what you use when you aren’t sure and want to be safe. When CYA is more
It’s useful to play the part of a candidate on other companies’ careers sites every now and then. And on your own careers site. You learn some things.
We are social animals, we humans. We survive by associating with our tribe and distancing ourselves from not-our-tribe. It’s deeply wired in. No matter how much we want to, there is no known way to completely eliminate our tendency to prize the characteristics common to our in-group, whether that’s our gender, race, sexual orientation, favorite
Let me explain. By “fair pay”, I mean the measures of fairness typically used by a business when setting pay – education, experience, market rate, and negotiating power. By “feel fair” I mean to you, the person in the role, pay is a non-issue. You aren’t beset with a painful sense that you are paid too little for the value
We’re not your standard blocking and tackling HR professionals, therefore, we’re quite easy to talk to and level with. Schedule a consultation with us if you’re seeking an HR partnership and ready to Unleash People Energy™ to propel your team’s growth. Whether you need us for an hour or a standing meeting to build and run the leanest and simplest people practices, we’ve got you!
