As always seems to be the case this time of year, bloggers from the HR and talent management world can't resist thinking about what is in store for our profession and boldly making their predictions for what we can expect to see in the coming year. In recent years, these predictions have run the gamut from "HR is dead," to "We'll finally get a seat at the table and the respect we deserve," and everything in between.
I too can't resist throwing out my predictions. Around this time last year I predicted that 2009 would be the year of adding value.
In many ways this prediction came to fruition in 2009 - thanks in large part to an ailing economy that forced leadership to strategically evaluate who (and what) actually adds value to their organization.
This recession has created a new competitive landscape where inefficiencies and poor performance cannot be tolerated. Quite frankly, if one does not add more value than they cost the organization, their employment cannot be justified for any sustained period of time.
Do I see this changing in 2010? Absolutely not. In fact I hope this is a lasting lesson that all organizations take away from the economic challenges we have faced over the past two years.
What do I see happening in 2010? My prediction is that HR will begin to fully understand and articulate the value it brings to their organization and become seen as real "players" by those in senior management.
At the risk of sounding overly dramatic, I don't think HR has any choice in the matter. While I am hopeful the economy will continue to show signs of recovery, things aren't going to return to normal for a long time. Simply put: if you can't financially justify your position or department within your organization, you/it won't be around for long.
Don't rely on the thought process of "But...who would do X (or Y or Z)". I promise you there are countless third party providers who specialize in doing X or Y or Z and can do it more cost effective than you would like to think.
They understand the value they provide, communicate it to others, and can justify their expense... that is why they are still in business.
How about you?
The New Year is here, HR. This is your chance to shine. Find the value you create in your organization and let others know about it. You may not have any other choice!
Now go Maximize Possibility!
Others' Predictions for HR, Talent Management, and Leadership in 2010:
Welcome back! I hope you and yours had a wonderful Christmas holiday!
Here are five blog posts that I enjoyed reading this past week:
Upstart HR: 5 Tips for Human Resource Leadership - Ben wants you and the human resources profession as a whole to step up and take on the challenging role of being a leader.
Bob Sutton, Work Matters: The Boss's Journey: The Path to Simplicity and Competence - Bob looks at the deceptively "easy" task of being a boss and takes us down the path to the "profoundly simple" that all great bosses must travel.
Derek Irvine, Globoforce: Overcoming Global Recognition Fears - Just about any supervisor, manager, and leader would agree that employee recognition is an important way to reward and engage one's workforce. However, implementing a formal recognition initiative can be a tricky task when working in a culturally diverse multi-national organization. Derek shares some tips for leveraging your organization's values to overcome your "global recognition fears."
Lance Huan, Rehaul: My Christmas Wish: Employee Engagement - Lance shares a great book from Brad Federman that focuses on boosting the employee engagement level in your organization.
David Zinger on Employee Engagement: The Tell Tale Signs (Poem) - David points out the tell-tale signs of a disengaged employee and pleas for them to find more meaningful and fulfilling work.
Merry Christmas! I hope this Holiday season is a blessed one for you, your family, and your organization!
I'd like to take a different approach to this week's Possibility Maximizer. I rarely address employment laws and regulations on this blog, however, I couldn't help but thinking about the issue as today is one of the most celebrated religious holidays in our country. Indeed, it is hard for me to think of any organizations that are open for business today with the exception of perhaps gas stations and convenience stores.
While America is a predominantly Christian country and culture, there are people from nearly every recognized faith that live in our communities and contribute to the productivity of our society. Without a doubt this is one of the things that makes the United States one of the greatest countries in the world.
However, all the religious diversity that we enjoy can create a few navigation "hazards" in the workplace for human resource and employment law practitioners. These problems can be amplified even greater in small organizations that don't have the luxury of having an in-house legal department or even an in-house HR department.
With this in mind, I'd like to point you to a few resources that address the issue of religious equality in the workplace. This list is by no means exhaustive, but should provide you a good starting point to help you bone up on the various religious laws and regulations that impact your organization.
Title VII, Civil Rights Act of 1964
Equal Employment Opportunity Commission
Equal Employment Opportunity FAQs
Religious Freedom Restoration Act (RFRA)
US Department of Labor (DOL)
2010 Religious Holiday Calendar
Merry Christmas and a prosperous 2010!
Happy Monday! Here are the blog posts that I've particularly enjoyed reading over the past week, as well as a few "best of" lists for 2009. Enjoy!
Tom Peters! Blog: Success in Five Words. Success in Nineteen Words - Tom starts off by distilling success down to a mere five words, then expands his list to nineteen and shares his insight for each element of success.
Tim Sanders, Sanders Says: Five Ways to Make a Great Second Impression - Much is made about making a good first impression - and for good reason. However, that doesn't mean that you can let your guard down after a good first showing. Tim reminds us that your second and subsequent impressions on a group or individual are just as important as the first, especially after you've earned the right to be asked back.
Kelly Dingee, Fistful of Talent: You Don't Have to be Social to Recruit Via Social Media. Really. - Any HR pro worth his or her salt knows there is a world of opportunity out there to recruit new talent via today's emerging social media networks. However, not everyone is an early adapting "social butterfly", and may be at a loss as to where to start their social media recruiting efforts. Kelly assures us that you don't have to be "social" to recruit via social media and provides some tips for leveraging these important recruiting platforms for those who aren't active users.
Eric Samdahl, HRM Today: Few Companies Have Employee Retention Strategies for an Economic Uptick- While a return to economic "normalcy" may seem a far ways off for most of us, it is hard to deny that when the economy does come back, things are going to be seriously shaken up in the labor market, especially when it comes to retaining talent. Eric and the folks from I4CP share an intriguing report that indicates few companies are ready for the employee retention challenges they will face when the economy recovers. Interesting stuff... Check it out!
Best of 2009- Around this time every year we see a lot of "best of" lists circulating the blogosphere... Here are a couple lists I enjoyed last week:
Every Friday I like to share a resource that I feel will help you to Maximize Possibility in your professional life and improve your performance at work. This week I've got a great resource for those of you charged with training and developing your staff. Enjoy!
The Resource: Chief Learning Officer Magazine and Website
What it Covers: The Chief Learning Officer magazine and website are rich resources that explore the many varied facets of employee training and development.
Why You Should Check it Out:Chief Learning Officer is the product of Mediatec Publishing which also distributes publications such as Talent Management Magazine and Certification Magazine. Mediatec has a rich history of being a thought and research leader in the human capital, talent management, and employee training and developing fields and its leadership in these fields is apparent at the Chief Learning Officer.
In other words, they consistently put out top notch content that will help you stay on top of your talent management "game".
The way I initially came across the Chief Learning Officer was through the online editions of its magazine. What keeps me coming back is the impressive collection of resources it has accumulated and makes available through its website. If you are interested in a topic that has something to do with employee training or development, there is a very good chance you will be able to find an online article, research survey, white paper, podcast, videocast, or other engaging resource from CLO that explores what you are looking for.
The Chief Learning Officer also has a great interactive network for business professionals who are passionate about employee development to come together and collaborate through a variety of platforms including blogs, forums, e-groups, and interactive events.
Regardless of what department you work in or what your job title may be, if you are responsible for the development of other team members within your organization, the Chief Learning Officer is a powerful resource that you cannot afford to miss out on. Check it out today!
Features You May Enjoy:
I like to kick off each week with five blog posts that I found particularly enjoyable from the previous week in the HR and talent management blogosphere. Here you go!
Wally Bock, Three Star Leadership: Leadership Might be a Bad Choice for you if...- You'll often hear employees talking about why they want to move into a leadership role. However, said reasons for wanting to be a leader don't always coincide with the skills actually need to be an effective leader. Wally shares four critical questions one must ask themselves to determine if a leadership role is really a good choice.
Laurie Ruettimann, Punk Rock HR: HR is Not Your Mommy - HR has a bad reputation for playing the parental role within many organizations. Laurie sees this being perpetuated from the top down by HR executives who draw on their department's motherly instincts instead of focusing on how HR can leverage its skills to quantifiably add value and contribute to the bottom line.
Frank Roche, Know HR: Release the Energy of HR High Potentials - Let Them See HR Leaders in Action- Think your HiPo HR team members are going to stick around for the 2.8% salary increase your organization budgeted for? Think again. In the face of limited resources to reward high potential employees, Frank suggests you let your HiPos see HR leadership live in action to give them a taste of what your organization can offer them in the future.
Lance Huan, Rehaul.com: Are You Hiring Clowns? Lance is tired of companies making candidates jump through hoops. That's fine, he says, if you are hiring clowns, but not when it comes to hiring impactful team members that meet and exceed performance expectations. Lance has three ideas why organizations continue to spend thousands of dollars treating candidates like clowns.
Institute for Corporate Productivity: Need Talent? 25% of Companies are Contacting Competitor Employees Directly - While unemployment is still near an all-time high, the war for talent is fierce and only going to get fiercer when the labor market eventually rebounds. The folks at I4CP report that 25% of organizations will be directly contacting their competitor's employees in an attempt to poach away top performers. Get ready for a new battle in the war for talent!
Every Friday I like to share with you a resource that I feel will help you to Maximize Possibility in your professional life and improve your performance at work. This week I'd like to share a unique learning event that features insights and presentations from a great collection of today's thought leaders.
The Resource: 2010 Chick-Fil-A Leadercast
What it is:The Chick-Fil-A Leadercast (formerly known as the Maximum Impact Simulcast) was created in 2000 from the vision of highly renowned business author and thought leader, John Maxwell. Maxwell's goal was to create a unique and affordable leadership conference that would benefit leaders in organizations of all sizes.
The event quickly evolved from a basic half-day leadership conference presented solely by Maxwell to its current format: a full day, highly engaging leadership event that features multiple keynote speeches from an impressive collection of today's brightest business minds on a variety of leadership topics.
One of the really cool things about this event is its simulcast format. While the actual event will be taking place in Atlanta, it will be broadcast live to hundreds of satellite conference locations in the United States, Canada, and around the world - allowing just about anyone to enjoy the event, regardless of where they might live.
Why You Should Consider Attending: I've been to several Maximum Impact Simulcast events over the recent years and what always excites me about attending is the great collection of business speakers that present at the event. I've had the pleasure of sitting in on keynote addresses from the likes of John Maxwell (of course), Malcolm Gladwell, Tim Sanders, Mark Sanborn, and even Terry Bradshaw - just to name a few. Each speaker brings their own unique perspective on leadership to the event and always leaves you with fresh new ideas about how to be a better leader in your own organization.
As I mentioned previously, the format of the event is unique and makes for a one-of-a-kind learning experience. The events I attended were held at a local university and were hosted with a high degree of professionalism and attention to the attendee's learning experience. Since the events are held in so many locations, it provides a great learning experience without having to spend a lot of time or money traveling. I've also found the simulcasts to be a great opportunity for professional networking and reconnecting with old friends and business acquaintances.
While the 2010 Chick-Fil-A Leadercast is a ways away (May 7th), it is never too early to start thinking about your (and your team's) leadership development in 2010. Head over to the event's website and check it out for yourself to learn more. If you are looking for leadership development ideas for the coming year, I strongly recommend you consider this event!
Wow! It sure was a great week in the HR and talent management blogosphere! Below are five posts that I particularly enjoyed reading over the week of November 30th through December 6th, 2009:
Dan McCarthy, Great Leadership: High Potential Notification Guidelines: Not Too Heavy, Not Too Light- Dan channels a memorable Bud Light commercial and joins in on the HiPo notification debate suggesting that managers find a balance between keeping employees in the dark about succession plans and prematurely anointing the high potential team member to their next position.
Gautam Ghosh, Gautam on Organizations 2.0: Leadership in Hyper-Linked Times- Without a doubt, today's increasingly connected society has changed the landscape that managers operate in. But does this new landscape require a new set of leadership behaviors? Gautam doesn't necessarily think so and shares his thoughts on how these behaviors translate to "hyper-linked times".
Lisa Haneberg, Management Craft: Accountability vs. Ownership - 2 Different Systems! - Lisa clears up a few things about the difference between accountability and ownership and reminds us that each require a different approach with one's employees.
Steve Roesler, All Things Workplace: 5 Solid Tips for Leaders and Managers - Hard to resist a headline like this! Steve shares five tips that can really make a difference in your management performance regardless of what industry you work in or what your individual leadership style may be.
Tom Foster, Management Skills Blog: Note of Appreciation - Tom has a great series of post up sharing how the littlest of gestures can motivate and reward an employee more effectively than any menial salary increase or engraved plaque ever could. Be sure to follow the next posts in the series!
I had so much fun sharing The Recruiters Lounge podcasts with you last week, that I wanted to share another audio resource with you again this week - the HR Happy Hour. Enjoy!
The Resource: The HR Happy Hour Show
What It Is: Every couple of weeks Steve Boese and Shauna Moerke (AKA the HR Minion) invite you to join them and other HR professionals as they "belly-up" and discuss the hot topics facing the HR and talent management fields today.
Topics at the HR Happy Hour show run the gamut of the profession from recruiting and HR social media to employer branding and everything in between. There is definitely something for everyone waiting to be discovered at the HR Happy Hour.
Why You Should Check It Out: I'm a huge fan of the HR Happy Hour Show because it provides an unadulterated and unedited look into the minds of many of the HR industry bloggers that I follow on a regular basis (HR Maven, Jason Seiden, Kris Dunn, Laurie Ruettimann, HR Minion, etc.). Being a "happy hour" you get that candid after-work feel from the show where the guests feel comfortable letting their guard down and speaking openly on how they feel about issues facing the HR and talent management profession.
Without a doubt the coolest part of the HR Happy Show is its highly interactive nature. You can actually call in live to the show and talk with Shauna, Steve, and their guests to share your thoughts, raise questions, or add to the dialog in other ways. You can also join the conversation via Twitter (@HRHappyHour), or just act as a "fly on the wall" and soak it all in. However you choose to participate, you won't be disappointed.
Can't tune in live for the show? No problem - all of the shows are recorded and available on-demand through the show's website or can be downloaded to your iPod to listed to whenever and wherever you want.
Bottom line is that the HR Happy Hour Show is a great place to learn from and interact with other HR professionals about what is going on in our industry. The guests are smart, edgy, and always provide for a lively conversation that you won't want to miss out on.
Head on over and check out some of the archived shows and be sure to tune in a couple weeks from now to catch the next live show!