What are the benefits of team building? How can you use team building strategies to grow and develop a team that is agile, talented, and cohesive? Do you have to actively work to develop your team, or is hiring the right people enough?
I reached out to my friend Stephanie (find her on Twitter @TheWitchingHR) to share a few ideas on how she develops strong bonds with, and among, her team. Here’s her story. Continue reading
I’m taking a moment for a non-HR post today. Enjoy!
In about a week I’m going to be running a local 5k race, and I’m hoping to get out there and have a great time. Oh, and I’m going to leave my shoes in the car. Why? Because barefoot running is something that I truly enjoy. I’ve learned the hard lessons already, and now it’s just a chance to feel free and happy while I’m getting in some miles.
What are the hard lessons, you ask? Well… Continue reading
So yesterday I posted on a comment from a reader on a previous post. The person was obviously disgruntled with the HR people in their company, and I wanted to take the opportunity to respond here. Obviously I think HR in general has value for the company, leadership, and employees, but how does that play out in the real world?
Recently I saw this comment on an HR blog post and couldn’t resist discussing it. Most of us would be quick to defend the work we do, but I’m looking for some strong, well thought out responses to the criticism. I’m going to post my own response tomorrow, so be sure to come back to see what I’m thinking.
HR is not relevant in any workplace. It is merely glorified administration that serves no real purpose other than to suck resources from the business the HR ‘professionals’ (I use that term somewhat ironically) Continue reading
As I’ve been pulled into more meetings and face-to-face interactions with our leadership team, I’ve noticed two things.
Okay, I get that perspective is a big part of this discussion, but it’s really been interesting to observe some people taking on tough questions without flinching. Is it competency? Seniority? Age? Job function? What’s the secret?
If I had to say, it’s probably a good mix of all those, plus a dozen other intricate details (personality, familiarity with the group, etc.). So what’s a person to do if they are not very good at it to start with?
I did a little research to get some ideas on how to respond more naturally to those types of questions, and the “Yes, and…” tool is one that I’ve started implementing already. Continue reading
Recently I received a copy of 7 Hidden Reasons Employees Leave by Leigh Branham to review. It was great timing, because I’ve had the “big picture” retention ideas floating through my head in preparation for the HR portion of a leadership retreat at work. This truly was a fantastic book with many great insights, and I can’t list them all here. I’ll hit on some of the high points that really got my blood pumping as an “in the trenches” HR pro:
My former manager was an amazing leader and mentor. She had some brilliant sayings that I took to heart, and she recently left me with a piece of advice that I’ll never forget.
Become the smartest person in the room by knowing you are not.
You don’t get smarter or better by thinking you’re the best. You get that way by looking for the good in others and being open to what others can teach you.
The moment you start thinking you’re better than everyone else in the room is the moment you start falling behind.
I think sometimes we could all use that reminder.