This week I was approached to complete some HR informational interview questions by a young lady heading back to college for a master’s degree in HR. I’ve answered similar questions before, and I have always had a heart for students looking to break into HR, so I obliged. As I responded, I wondered how others would answer and what advice they would share with someone preparing to enter this amazing profession of ours.

Would you pick a question and give your own answer in the comments section below? I used these informational interviews years ago before I got started in HR, and the responses helped me to hit the ground running when my entry level HR career took off.

HR Informational Interview

  1. What are the main duties of someone in HR? It depends on the position, but an HR generalist typically touches a variety of areas, such as recruiting, compensation, benefits, employee relations, training and development, and safety.
  2. What kinds of problems or difficulties occur in performing these duties? I’ve found that in general, companies and leaders that do not value HR are the biggest stumbling block to success. If they don’t believe that what you’re doing is value-add and benefiting the organization, then no matter what you do there will always be a limit on the positive impact you can have.
  3. What kind of rewards or enjoyments does this work provide? I would say that HR pays fairly well, if you are competent and willing to work hard. Beyond that, the satisfaction of helping families with their benefits, working with an employee to develop themselves for a promotion, or helping to coach managers through challenging times are some of my favorites.
  4. What characteristics do you believe are needed to be successful in Human Resources? Usually this question is met with answers like “confidentiality” or “multitasking.” I’ll take a different approach: you need to have a sense of humor. This job can be draining if you don’t have an outlet. Imagine having to terminate someone through no fault of their own simply because the money isn’t there to support the position. Do that often enough without a release and you start to lose your mind. For me, a sense of humor is one way I can get through those tough days and stay fresh.
  5. What kinds of knowledge and skills must someone have to be successful in HR? The basics of HR include recruiting and staffing, managing employees, labor relations, risk management, benefits and compensation, etc. The more nuanced things include this list of the top five senior HR leader competencies.
  6. What else should someone thinking of getting into the HR field know? It will be nothing like you expect from the textbooks. You will learn about 10% of what you need to know to be successful with a degree in HR. The other 90% comes from doing HR every day.
  7. As I said I have a B.S. in Family and Human Services. Do you think that my background will influence me, positively or negatively, in the field of HR? I think you’re probably going to be very caring and considerate of the differences people have and what that enables them to bring to the table. The only concern is a lack of business-mindedness that is a critical part of HR today. If you can’t speak the language of the business leaders and only talk about morale and such, you won’t have any credibility.
  8. Why did you decide on a degree in HR specifically and not another Business-type degree? I knew when I was a child that I wanted to be in HR–I just didn’t know it was called HR. My parents owned a small business and had constant challenges with hiring, benefits, retention, etc. I always thought I would get a degree in management to figure out how to solve those kinds of problems. When I got to college I realized that this “HR thing” was exactly what I had always wanted to do!
  9. What exactly is your current position and what does it entail? Currently I’m not in a traditional HR role. I am working as a research analyst helping some of the largest companies in the world by creating research, publishing case studies, etc. I spend much of my time writing and creating research from primary survey data.
  10. Why haven’t you made a switch in career fields? If you have, why did you return to HR? Some would say that I did by stepping out of the traditional HR role, but I like to think that now I can help employees at a hundred companies instead of just those at the one company I was at previously.
  11. What general advice do you wish people told you about HR before you started? I did many interviews just like this one, so I had most of my questions answered early on. The only thing that would have helped more would have been more general in nature. I would have liked to know that companies often don’t change, even when they are on the wrong path. My first HR job was for a company that ended up going over the financial cliff because our leadership was unwilling to make the changes necessary to improve the business.
  12. Any specific advice for me? Especially concerning pursuing a Master’s Degree and what to do before and during the program. I’d spend as much time shadowing and talking with in-the-trenches HR folks as possible. Sign up for Twitter if you’re not already there and follow conversations like #NextChat. This will help you find other HR leaders that are worth following. Look for other HR blogs that will help you see through the eyes of accomplished professionals, such as HR Capitalist, HR Ringleader, and HR Schoolhouse. Good luck!

What do you think? Did I steer her in the right direction with the informational interview questions? Did I miss anything critical? 

You know I’m a big fan of Freakonomics. I talk about them fairly often. This is due in part to the nature of the content–it’s not explicitly about HR, recruiting, or business. It just ties in nicely with what we do, as you’ll see in this post.

During a recent episode, the host talked with a professional economic forecaster about what it takes to be great at forecasting. The gentleman talked through several points, but the one that was most pertinent to today’s discussion was the ability to make judgment calls with some measure of certainty attached.

Most of us have had to terminate someone at some point, and there is always that sense, no matter how airtight the decision, that something could come back to bite us. Consider the following two examples and think about which one would make you seem like you have a good handle on the situation.

  • The guy seems really angry about the possible termination. I think he could sue us if we’re not careful. What do you want to do?

I don’t want to point any fingers, but that is a fairly common response. You might have said that very statement yourself (I know I probably have!) But I think we can do better. What about this?

  • The guy seems really angry about the possible termination. However, I think there’s just a ten percent chance that he would take legal action, based on the specifics of his case. How do you want to proceed?

That second statement is pretty good, right? It gives some measure of probability that helps to assess the situation appropriately. Without it, the statement is vague and could really go either way. It could be 10% or it could be 70%.

Now, if you’re like me, you would probably hear that second response and wonder “Where did the 10% figure come from?” It can’t be arbitrary. It needs to be grounded in some sort of facts and experience. It can emerge from historical data, judgment, and other factors specific to the situation (disability, minority, supervisor, etc.)

The bottom line is this–we need to get better at using probability and other more concrete statements to evaluate effectiveness. When someone asks marketing about its latest campaign, they don’t say “We think it’s working.” Instead, they pull out data, share information, and give concrete examples of how the initiative is driving results. We need to do the same. Just like HR leaders can specifically learn some lessons from marketing leaders, we all can pick up a few ideas on how to measure and communicate effectiveness.

Do you make a common practice of measuring and communicating the probability of high-risk actions occurring? What has been the result? 

I have been on a parallel track to HR for the last year and a half or so, and there are a few things that I miss about my beloved profession. There are other things, as mentioned below, that I certainly appreciate about my current role. For those of you contemplating a step into a consulting or other position outside the “mainstream human resources” function, here are some things you might run across.

What I Miss

  1. Having insight into the business operations, funds, etc. The bird’s eye view of things. You never realize how much you appreciate it until it’s gone.
  2. Having a say in who receives recognition/rewards for their efforts. I miss being able to “go to bat” for someone that earned it.
  3. Knowing the value that everyone brings to the organization.
  4. Being able to talk with the CEO and other leaders as a trusted friend and swaying them when they are on the wrong path.
  5. The satisfaction of bringing on the perfect recruit, solving a manager coaching issue, or helping an employee with a career milestone.

What I Don’t Miss

  1. I no longer have to deal with employees that don’t deliver results and managers too awful to do anything about it.
  2. I don’t have to spend hours on the phone trying to investigate sexual harassment or other claims.
  3. I don’t have to put some of my favorite skills to the side and keep them unused for most of the time.
  4. I (sometimes) miss having an office with people around me.
  5. Probably some other stuff that my mind is glossing over right now like a faded memory–picking out the good parts and whitewashing the bad.

What I Love Now

This list isn’t complete without talking about what I love about my current role. It’s not too shabby!

  1. I get to write. Pretty much as often as I want. And I like to write quite a bit, so that’s saying something.
  2. I talk with technology companies all the time, but I’m not being sold–I’m asking the questions and digging into capabilities. That’s much more fun.
  3. I get to peek into some of the HR, learning, and talent practices at world-class organizations and share those insights with the world.
  4. I have the opportunity to impact many more companies, employees, and leaders than I did in my previous positions.
  5. I have the ability to work from home, which lets me work how and when I am most productive.

This is a great exercise! Think about your current role–what do you like best? What would you gladly give up? 

Last week I was sitting in a board meeting for my local SHRM Chapter (NASHRM). I’ve been on the board for about five years now in various roles, and it’s a great way to get connected and serve others within the profession. But volunteering in that capacity is not what we’re discussing today. There was a point in the conversation where we were talking about our upcoming Mentor University program, and someone asked what the minimum threshold should be for mentors in the program. Someone threw out ten years as a baseline, and there was an immediate reaction from some of my friends on the board.

“What? Just ten years? We have ten years of experience and still feel like we don’t have much to offer.”

I had to laugh. First, because one of these self-professed not-quite-mentors is a good friend that speaks often in front of large crowds. She is a subject matter expert on recruiting, staffing, and managing candidate relationships. I have plenty of hands-on recruiting experience, but when she talks, I listen. So that seems funny to think that she can teach groups of senior level HR pros and recruiters about strategy and tactics but doesn’t have the capability (supposedly) to work in an informal one-on-one relationship with someone less experienced.

Secondly, everyone has something to offer. You do. Yes, you.

  • If you have twenty years of experience, that HR generalist with ten years under his belt can learn something from you.
  • If you have ten years of experience as a specialist in some area, the junior HR pro with a few years on the front lines can pick up a few tips and tricks you’ve learned.
  • If you have a week of experience as an HR pro of any sort, you have insights to offer someone who is just making steps to pursue an HR career.

See? You do, really.

I think in the end we dropped the ten year experience requirement on the mentors because it is artificial, and it doesn’t tell us what we want to know. When I am speaking on retention and the link to professional development, I often throw out the example of having ten years of experience. There are two ways to get to the ten year mark:

  1. Do the same basic tasks over and over again all year long, and then do it for ten years, never learning and growing beyond those basic functions.
  2. Master your basic tasks and then begin adding complexity and depth to your responsibilities, growing year after year progressively until you have a solid block of ten years behind you.

I want to be the second one here, and I want to find more of them in my daily work, because those are the people you can learn and grow from.

This week I’ll be in Florida for the Brandon Hall Group Excellence Conference. Wednesday I’ll be copresenting a workshop on the changing learning environment and how to integrate informal/experiential learning into your formal training programs. Friday I will be working in two sessions–the first on the changes we’re seeing in learning and development technology and the second focuses on the research linking human capital management technology and bottom-line business results. It’s going to be busy and fun. Am I the world’s foremost expert in these topics? No, but I do have something to offer. Insights from dozens of vendor briefings and discussions, data from our research, and practical experience from the trenches are all rolled together into one delivery that will help the audience learn and grow.

Think about yourself this week. Whether you’re volunteering through a local chapter or just finding a way to help someone else that needs it, you do have something to offer. Don’t let your own thoughts or anyone else tell you differently.

One of the benefits that has received growing attention in the last year is unlimited vacation time. It is positioned as the “ultimate” in paid time away from work, and many of the people who have read the news articles about the plans have wondered what it would be like to implement such a plan. I’m here to tell you: avoid the hype. It’s not all it has been touted to be, and like with all decisions, there are unintended consequences to consider.

The Prevalence of Unlimited PTO Plans

The 2015 SHRM Benefits Study, an annual report examining the nitty gritty details of benefit plans, pointed out that between >1% and 2% of employers are offering unlimited paid leave plans. So while we get bombarded by the media talking about these revolutionary companies, in reality less than two out of a hundred organizations are even in the discussion.

What that means for me as a researcher is that there is too small of a sample size to accurately judge the efficacy of these kinds of plans. Who knows if they really work to help employees manage their lives better? We simply need more data on adoption to make that call.

What Companies Know About Offering Unlimited Vacation Time

Often the first thought, especially for HR folks, is something like, “I know who would take advantage of that. Their PTO balance is already in the red…” But the companies putting these systems in place aren’t worried about that. Often times they have generous leave policies already.

But people aren’t taking advantage of the existing benefits.

I wrote last year about a nonprofit organization that was created to help people take more vacation time, because they aren’t even using everything that is available.

In case you weren’t aware, March 31st 2015 is being cast as Vacation Commitment Day, brought to you by the Take Back Your Time nonprofit. The organization is devoted to helping workers across America focus on taking more of the vacation that they have available, because we are notorious for accruing, but not using, our leave.

This sounds like a great idea, but the timing is interesting.

This is an intriguing coincidence because just last week I was reading a new study from Accountemps about the top benefits employees are asking for in 2015. Want to know what topped the list?

More vacation time.

So what gives? We want more vacation time, but we also don’t use all of the time that we accrue.

As if that wasn’t enough, the federal government is now attempting to introduce legislation that will force small companies to offer paid leave to employees.

The Big Picture

With all of these pieces in play, it’s an interesting time to be working in the benefits side of the human resources profession. I would use this reminder as an opportunity to review your company’s offerings in terms of paid leave. More importantly, look into the usage of the benefits.

The first thing we do when benchmarking benefit offerings is to consider what we’re doing relative to the market. However, smart HR leaders also look at the benefits adoption and usage to determine how employees are utilizing the offerings. For instance, if you offer a health reimbursement arrangement but only two employees sign up, it probably wasn’t worth the effort to establish and market the program.

That also applies to vacation time. The reality is while many workers accrue paid time off, there may be circumstances that prevent them from using the leave. For instance, they may have work projects that necessitate their presence or there might even be a cultural norm of foregoing vacation days to demonstrate “dedication” in some organizations.

Analyze the accruals against the usage of the benefit. If you have a substantial amount of accrued time, consider what implications that has for your organization and why your people might be saving that time. Also keep in mind that this could be seasonal: employees may save up time for summer trips or winter breaks. It’s important to dig into the “why” behind the numbers, because it could signify underlying issues or opportunities.

Source: Do we really need more vacation time?

http://www.brandonhall.com/blogs/do-people-really-need-more-vacation-time/

The Other Problem with “Unlimited” Leave

There’s a famous study on choice that helps to illustrate this point. People were given options from a large set of choices, and few made purchases (analysis paralysis). Other people were given options from a small set of choices, and more of them made purchases because it was easier to evaluate the few choices against one another.

It all began with jam. In 2000, psychologists Sheena Iyengar and Mark Lepper published a remarkable study. On one day, shoppers at an upscale food market saw a display table with 24 varieties of gourmet jam. Those who sampled the spreads received a coupon for $1 off any jam. On another day, shoppers saw a similar table, except that only six varieties of the jam were on display. The large display attracted more interest than the small one. But when the time came to purchase, people who saw the large display were one-tenth as likely to buy as people who saw the small display. (Source)

What this means for leave is that without some sort of reference, people will often use less of a good. Here’s an example: if I handed you a plate of cookies and told you to take what you wanted, you might take one, two, or three (hey, I’m hungry and like cookies). But if I handed it to you and said, “Take a cookie,” then you would probably get just one. Hopefully you’re starting to see what this means for paid leave.

The Typical Work Environment of Unlimited PTO Adopters

There’s one other thing that people often forget as well about these high-profile companies. If you’re working somewhere like Netflix or LinkedIn, two of the organizations offering this paid leave benefit, you are working many hours. Many, many hours. And the work itself doesn’t lend itself to a three-month vacation at the employee’s whim.

Which is why offering unlimited paid time is a great idea for the employer, and not the other way around..

What competitive, driven, career-minded employee is going to take advantage of this? Do you mean to tell me that the guy who just became a father is going to tell the rest of the team working on that big project that he’s going to take the next 11 months off to “stay at home and spend time with my baby.” Really? Sure, he now has that option. But who’s going to pull that trigger? And who’s going to risk suddenly disappearing from the office for months on end, travelling to Australia or kicking back with a cold one on the beach while the rest of his co-workers are working away on deadline? And what happens a year later when evaluation time comes? Who gets that promotion, that salary increase, that corner office–the guy who’s been working day and night on that product launch or the other guy who’s been taking full advantage of the company’s “paid time off” policy and working on his golf swing. (Source)

So, I encourage you to avoid the hype. Unlimited paid time off is a publicity stunt for these larger organizations, and they have cultures that can force/coerce people to work even though the carrot of unlimited PTO is hanging right out there in front of them. What you should do instead is make sure your work environment is supportive of people that take any vacation that you do offer. Too often I’ve heard snide remarks and rude comments about an employee using vacation time, a benefit the company freely makes available to all employees! That is the battle we should be fighting, not one to request this latest fad in employee leave benefits.

 

Today we’re not talking about HR.

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Helping with the dental work

I’ve been quite of late, because it’s difficult to write from a remote village without electricity. From the end of December to early January, I returned to Guatemala for a mission trip designed to encourage and uplift some of the poorest people on earth (materially speaking). Below you’ll find a report based on my experience. I write this recollection not to “show off,” but to help keep myself focused on the most important things in life, such as faith and family.

I hope that this story gives you some hope yourself and possibly even encourages you to look for an opportunity to love on someone else, whether they are nine thousand miles away or just nine feet away.

I visited Guatemala two years ago on a similar trip and knew that I would one day return. I told my wife that I wouldn’t go back until she was able to experience it herself, and in July 2015 she joined a team visiting San Pedro Las Huertas in Sacatepecquez. It was a wonderful time for her, and it allowed me to make good on my promise to return. For the past few years, both of us have worked on the planning team for our church’s annual auction to support two feeding centers in San Pedro Las Huertas and San Cristobal el Bajo. Each feeds more than a hundred kids a day, which for most of the kids is the only meal they will get all day. Melanie was able to see the feeding centers in operation when she visited, which was probably a humbling feeling to see all of that effort paying off. Unfortunately the feeding centers were closed for the holidays while I was there (apparently Guatemala follows the United States’ lead and pretty much shuts down between Christmas and New Year’s).

There were many facets to trip preparation. It’s not as simple as packing a suitcase and heading for the airport. We were bringing 250+ stockings full of toys, clothing and personal hygiene items to pass out for kids, plus we had to plan for daily bible school lessons and more.

Sunday

I’ll just mention here that I hate being away from my family for any length of time. When I decide to go on a trip, that’s usually the first hang up I have. But I had committed to this experience, so…

Sunday afternoon one of my team members and I took all of the stockings and luggage to Atlanta to save some time and simplify logistics for the team. One extra night away, but it saved us from having to be up at 2:30am to get on the road in time for the flight.

Monday

Monday morning we met the rest of the team at the airport and hopped on the plane. Guatemala City, here we come! Coming back was very much a reunion-like experience for me. I had many friends in San Pedro las Huertas from my previous visit, and it was a great chance for me to practice my rusty Spanish yet again. On the way to the mission house from the airport, I rode in the only truck without an interpreter and was able to have a good conversation with our driver, which was fun.

That night we ate dinner and repacked the vehicles with plans to leave first thing in the morning.

Tuesday

The team was very excited about the trip, despite being on the road for nine hours. We did last minute checks and hit the road. At Chimaltenango we picked up our third driver, Pastor Luis. This man has been visiting the people of La Perla for a year at monthly intervals, and he was our local connection to the community there.

Again, I ended up riding in his vehicle with the rest of the gringos that didn’t speak a lick of Spanish. You never realize how much you talk on a nine hour road trip until you’re riding with a driver that doesn’t speak English.

The trip, though long, was fairly uneventful. We stopped for lunch at one of the only Gringo-safe places, Pollo Campero, in Santa Cruz (Quiche) and then continued on our way. We arrived late in the afternoon just before dark. There was just time for a quick dinner before we had church service. After that we all hit the hay, tired from the long day’s events.

Wednesday

House visits with Pastor Julio

House visits with Pastor Julio

The plan for the day included house visits for church members and family in the morning and vacation bible school for the kids in the afternoon.

I had the amazing opportunity to go for a run at first light, seeing the sleepy little village coming to life one cooking fire at a time. I’ll admit that I got some funny looks from the locals, but everyone was friendly and it is a memory I’ll treasure.

During our house visits, we had our first run in with the biting flies of La Perla. These small, gnat-looking bugs drink blood like a mosquito, but they don’t alert you to their presence since they are very small. But lunchtime some of the team had more than a dozen bites on their faces and arms. (I’d like to send a personal thank you to Off! Deep Woods for their support of my trip). :-)

One of the families we visited had recently lost someone, and that was definitely a pull at the heartstrings. However, the second visit was one I want to cover in more detail. We checked in on a Mayan family living on the side of a hill. They were quite poor, even by local standards. They had a dirt floor and a fire going in the middle of the room for cooking and heat. As soon as we walked in, the lady’s daughter ran to a neighbor’s house to bring chairs so that we could sit. As soon as we all were seated, she went and retrieved all of her food and began passing it out to us, a set of complete strangers. This amazed me, and we weren’t able to refuse it, because it would have been an insult to her and her family.

At bible school we did a lesson on Daniel and the lion’s den and did a little lion craft with the kids. Some of them were very shy, because they had never colored anything before. Then we played games–one of the team brought a massive bubble wand and made bubbles 2-3 feet long for the kids, and they were thrilled.

Thursday

The plan for the day included house visits for church members and family in the morning and vacation bible school for the kids in the afternoon.

The house visits on Thursday really got me. We hiked up the trail on the side of a mountain to get to the homes. At one home we met a teenage girl with no legs. Every night her little sister carries a flashlight and helps her get down to church, more than half a mile away. This girl crawls there every night. I was completely blown away by her faith and dedication.

We started to get a bit tired down from the kids being around us at every moment of the day, plus not getting much sleep at night. The children were climbing in the windows of our rooms, trying to see the gifts that we had brought for them. :-)

Friday

The plan for the day included a medical clinic in the morning and vacation bible school plus stocking distribution in the afternoon.

Discussing care of a very sick baby with his mother

Discussing care of a very sick baby with his mother

The local church had handed out fifty numbers for patients for the clinic, but through various conversations another twenty five people had been invited to come for treatment. We had a pretty good setup going. One team working blood pressure (note: even seventy year olds had great blood pressure there thanks to walking everywhere on mountain trails!), two dispensing medicine, one person diagnosing patients, some praying with the patients, and others working however they could. Because I have some understanding of Spanish I was writing instructions on the medicine as we prescribed it to patients.

Nearly everyone we saw had worms or parasites simply because their water is full of bacteria and germs, they don’t understand how to cook food properly, etc. I believe the long term answer to this is education, but as of today we wiped out a considerable number of parasites with the medication we distributed.

Some of the most heart-breaking stories, from the man that hadn’t eaten in fifteen days to the baby that wasn’t getting enough nutrition and might not survive, happened during this clinic. On one hand it was great to help ease the suffering of these people, but on the other it reminds me just how much pain there is in the world.

There were two kids that needed teeth pulled, and I was able to help a bit for the second one. The girl’s tooth had rotted, and grabbing it made it crumble to pieces. After several unsuccessful attempts we decided to bring her with us on the return trip to the first large city, Navaj, to see a real dentist and get the tooth pulled for good.

Due to the number of people at the clinic, we just had time for a quick grab and go lunch before bible school started. We did our lesson, took the kids out to play, and then brought everyone back into the church and locked the doors. We knew that this would be a problem if kids were wandering by and saw the gifts coming out, and we didn’t have enough to offer everyone in the entire village. We had brought approximately 250 stockings, and Pastor Luis brought about 50 more small gifts as well.

Once the kids were in the church, we told them they would get a single gift and then would be sent out the door. It was my job to guard the door and prevent anyone else from entering, because the priority was to serve the kids who had attended bible school. That was heart-wrenching, because within five minutes of these kids streaming out of the church with gifts, there were more than fifty people outside trying to get in and secure a gift for themselves or for their children. In the end we let a few more in and handed out everything we had, and we had to be comfortable with that. Just like with the medical clinic, you can’t help everyone, and that is just part of life.

The church was packed every night. Standing room only in the back.

The church was packed every night. Standing room only in the back.

That night we treated the locals. During church service every night they ran a generator to power the lights and audio equipment. We brought a projector and DVD player and the movie War Room. Most of the people there had never seen a movie before, and I knew it would be an experience. The entire church was packed out, standing room only, and the back walls were opened up so people could stand outside and still see. In the two hour movie, people sat on hard wooden benches and drank in the experience. The movie has a powerful message, and it was evident in the tears that shone when the lights came up at the end. I don’t think they will soon forget it.

Saturday

Saturday morning was bittersweet. We were excited to go back to the mission house in San Pedro and reunite with our team, but we were also very sad to leave the wonderful people of La Perla. We brought the little girl and her mom with us to go the dentist in Navaj, and that proved to be a painful experience. The girl’s mother did not travel often, so she got motion sickness and would not take any medication offered by the team. She ended up throwing up four times in the back seat of the truck, turning the three hour drive into a five hour drive. Once we got the girl in to see a dentist and off on the bus back home, we continued our journey. Ultimately with traffic and the other issues, we ended up taking thirteen hours to get back to the mission house.

Everyone was very tired from the road trip, but the nearby volcano was sending up lava on and off all night, and most of the team stayed up to see the eruptions.

Sunday

Sunday morning we had church in San Pedro. I rode with Danny, the local missionary, to pick up kids and families for church. It was great to see some of the same kids I remembered from before.

After church, one of the kids was left behind, so a friend and I decided to walk him home. After we dropped him off, I realized we were at the same location where we had built a house on our previous visit. I remembered hearing Danny say that the mother/wife had just died a few weeks prior of appendicitis at the age of 38. Despite me only having a grasp of the basics of Spanish and the family not speaking any English, we stopped by to offer our condolences. After all, on the previous trip we had played with their kids and spent several days building their home from the ground up, so we felt like we knew them as well as anyone else.

Sunday afternoon we began packing our gear for the trip home. It had been a long week, and we had accomplished much in the relatively short time we were in Guatemala. Monday morning we went to the airport and flew back to Atlanta.

Looking back now, it seems like it was all too short of a trip. I’m extremely blessed to have had the opportunity to visit with and love on these amazing people. My team was phenomenal. And my wife is a saint for keeping up with our kids while I was out of town. All that said, it was the wonderful experience that I hoped and prayed for.

Back in college I wrote a ton of papers for various classes. Without fail, my writing process would look like this.

  • Read some of the research available and form an opinion.
  • Write an essay based on that opinion.
  • Go back and find data to back up my essay’s key points.
  • Get about 95% finished and realize that the paper didn’t turn out like I wanted it to originally.
  • Rewrite the entire thing from scratch (usually with just a day or two left until the deadline)

analysisThis was a painful process, but it usually yielded fairly good results. I think that many of us try to do the same with this big data/analytics concept. We immediately go out and start gathering HR data, hoping to make some incredible discovery that will revolutionize the way we do business. Continue reading