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“Mini” Carnival of HR

March 6, 2013 in Business, HR Advice, hr fundamentals, HR principles, SHRM, Social Media, TNSHRM by newresource | No comments

Rio Carnival of HR

I’m happy to welcome the month of  March each year! Not because of Spring, although I am rather tired of Winter, but because March marks the anniversary of my blog “CostofWork.” It’s not been around very long, since 2011, but in blog years that’s like 10 years in the game! This blog has afforded me some wonderful opportunities –so much that I thought it was time to give back to the same HR community that’s been so great to me.

The Carnival of HR is an awesome way for human resource and business minded professionals to get involved and connected with each other. I appreciate Shauna Moerke for allowing me to host this special “mini” Carnival of HR. I am also impressed at the response from the community – some people I know and some I am getting to know. I encourage you to connect to these people and their blogs as well.

So without further delay, It’s my honor and privilege to be the Ring Master and host, for the 1st time on CostofWork – the Carnival of HR!

Blogging Anniversaries and Personal Reflections

These authors, bloggers and business professionals are sharing their stories and experiences of social media and networking.

Jesse Lyn Stoner – “Celebrating the 2nd Anniversary of My Blog” on the Jesse Lyn Stoner Blog

Linda Fisher Thorton –“150th Blog: Learning Out Loud” on Leading in Context

Karin Hurt – “One Month and Growing: Refections and Call for Feedback” on LetsGrowLeaders

Naomi Bloom – “InFullBloom’s 3rd Birthday – Here’s Where It All Started” on In Full Bloom

Ben Eubanks – “Human Resources Blogs (Why We Do It)” on UpstartHR

Prasad Kurian –“Of Ghosts, Blogs and Undigested Karma” on Simplicity @ the other side of Complexity

Christopher Demers - “Thank You” on ChristopherinHR

 

These HR and business pros  are offering advice, tips and nuggets of wisdom as it relates to personal branding, social media, office management and engagement.

Awesome article with infographic from Kyle Owens of Jobscience – “The Rise of Social Decision-Making in Global Human Resources”

Jay Kuhns – “I’m in HR and I’m too busy for Social Media” on PerformanceICreate

Steve Browne – “Is Your HR is Like Gas Prices??” on EverydayPeople

Lexie Forman-Ortiz – “10 Dr. Seuss Quotes That’ll Help Your Job Search” on SmartRecruiters

John Hunter – “Your Online Presence: Web Anonymity Can Sink Your Job Search” on Curious Cat – Management Improvement Blog

Justin Harris – “The Purpose of Purpose” on ruHRelevant

Julie Winkle Giulioni – “Evaluating Social Media: Metrics that Matter” on the Julie Winkle Giulioni blogsite

Sarah “Buzz” Williams – “Social Media Blasters” on TheBuzzOnHR

Sharon Sperry - “Four Ways to Turn Your Employees into Brand Ambassadors”  on Kapta Systems: Employee Performance Management Blog, Research and Analysis

I want to highlight these 2 blog post because they were created especially for this “Mini” Carnival of HR

My friend Mr. Dave Ryan –  “Social Media, Blogging and Me”  on The HR Official

And Mrs. Janine Truitt – “My Signal In The Noise” on The Aristocracy of HR”

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I Am That Good

October 19, 2012 in SHRM, TNSHRM, Uncategorized by newresource | No comments

I’m all in.

Once I took control of my career and stop being passive, things changed for me. I’ve had some incredible opportunities this year. Makes me wonder sometimes, am I really that good?

The “Am I” vs. “I Am” Philosophy

When you get a little success, it can be difficult for some people to remain humble. However being humble is far more attractive than being boastful.

Think of Taylor Swift, every time she wins an award she’s all like…”Oh wow, little ole me?” And that’s cute right? She can’t go all Kanye and act like they owe her. Remember Kevin Costner’s eulogy at Whitney Houston’s funeral? He said she wrestled with being good enough for the part in “The Bodyguard.” As successful and talented as she was, she still had her doubts.

Most great athletes thank their teammates after a winning game. They don’t take any credit or self-promote.  They never seem to accept that they are good enough for the recognition they receive, although they work hard and put in the time. They understand that’s how you stay grounded. They push themselves a little harder.

“I am that good” is more of a self-promoting motto that’s associated with irrational brash thinkers, which can lead to entitlement. And entitlement is code for complacency and laziness.

By asking, “Am I that good?” it pushes the thinker to be their best, it drives them to greatness. They consider themselves lucky and are always wanting to prove that they are worthy of all the attention and opportunities they receive.

Luck always plays a part in life’s little journey.  Malcolm Gladwell suggests that people can practice and study to become Outliers but not all of them are successful. Many truly successful people are lucky; lucky to have friends, family or mentors that assisted them along the way. No one’s self-made. Remember that.

In fact some folks that declare they are good are really lucky.

Things haven’t quite gone my way all the time but, I’m still afforded opportunities to shine. That’s all I can ask for; an opportunity. And when they come, I make the most of them. But sometimes I can’t help but to wonder… “Wow, Am I that good?”

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Sorry, But We’re Fully Staffed

December 7, 2011 in Business, discrimination, Diversity, hr fundamentals, HR principles, TNSHRM by newresource | No comments

Have you ever heard those words? It never feels good to hear it, especially, if the help wanted sign is still in the window. That’s exactly what’s happening now. Although the sign in the window has predominately been replaced with job boards and social media recruiting sites, blacks are still hearing that message. Maybe not verbatim but the inference is clear.

Last week, the Labor Department reported good news from the employment front. We were told that the unemployment rate had dropped to 8.6%. That is down from 9.2% and the lowest it’s been in 2.5 years. No doubt the number was affected by the aggressive seasonal hiring of places like Target, Best Buy, Toys R Us, Macy’s and Wal-Mart. I was happy to hear the news and on a personal note I know of 2 people that recently got hired in the retail industry. They both are hoping to turn the seasonal opportunity into long-term full time employment.

I reposted the unemployment numbers on my Facebook page, where one of my friends and former co-workers, made a comment about how the number is manipulated to make us all feel good. He pointed out (correctly I might add) that the number does not reflect the folks that have given up on finding gainful employment. He went on to ask about workers who are under employed or disengaged. Well, he planted a seed.

I looked into this and it didn’t take long. Once you examine the new numbers, really the more things change the more they stay the same.

Although the overall rate went down, it actually went up for blacks, yep from 15.1% to 15.5%. Here’s an article on it. So we still have work to do as far as inclusion, diversity and cultural acceptance. Now to address my friends concerns about disengagement, I have attached an infographic (here) that was shared on Twitter. Looks like most people are totally detached.

Lastly, I came across this article from Jim Tait, titled “Shadow Stat: Unemployment is Much Worse Than We Believe” it goes into the true jobless rate in America, something like 23% (read more here).

Reminds me of the old Stevie Wonder classic “Living for the City”

Her brother’s smart he’s got more sense than many
His patience’s long but soon he won’t have any
To find a job is like a haystack needle
Cause where he lives they don’t use colored people
Living just enough, just enough for the city…

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Promotion Time, Pick Me!

November 14, 2011 in Business, HR Advice, hr fundamentals, HR principles, Leadership, SHRM, TNSHRM by newresource | 1 comment

What if I told you that I had recipe that will help you get that promotion that you’ve been wanting your entire career? Would you pay me a huge percentage of your salary increase? Hmpf. Although you probably won’t send me a check, I’ll share with you anyway.

I get this all the time; how can I get a promotion? If you ask the average employee they’d probably tell you that if you work hard and keep your nose clean, you’ll climb that corporate ladder. Some will say you have to kiss the boss’ butt, compromise yourself in some way or if you can get your hands on some photos of the boss in intimate relations with someone other than their spouse, you are good.

Well folks, I’m here to tell you that none of that will do it, not even the photos. It’s not easy but nothing ever is. It requires a little extra effort, you have to be sort of transparent and you have to be cool. One part of the equation is a good work ethic. You have to be doing your job at a pretty good level, you don’t have to be perfect but you can’t be a slacker. Next, you have to have a good personality, remember my article “The Burning Question: Are You An A**hole?” read that. So if you meet those standards than all you have to do is follow this next step and you will be moving on up like George and Weezy.

To get the promotion, you must put yourself in a position to make a positive impact on the decision makers. In order to do that you’ve got to step out of the shadows and into the spot light. Lot of people aren’t really ready for the limelight but if you are then you’ve got to use the informal setting as your way to make a lasting impression. What’s the informal setting?

Have you ever noticed in those powerful Hollywood movies about money, success and wealth there’s always a golf course scene? That’s because power moves are usually made outside the office.  Places like the golf course, or the dinner table or the ballet etc. Hence the old term “The deal was made on the golf course.”

“But Mr. HR, I don’t play golf.” Look, I know, it’s an analogy. Does your company have community events e.g. cook outs, charity events, volunteer efforts or company outings? These are great ways to make an impact. Go to your break room, look at the events calendar, check the emails, there is something going on and you need to get involved.

Now for those of you, who may be a little more advanced in your career and trying to move up further, try this; in addition to making an impact as described above, ask your superior for more duties.  Let them know you want more responsibilities or you want new projects which will allow you expand your expertise. If they say no, then you need to duck because you’re about to hit the glass ceiling.

Here’s my disclaimer, you have to commit to making a positive impact. You can’t half ass it. You got to show up (to the informal event) engaged, excited, happy and helpful. You got to mingle and you could schmooze your way right into a promotion.

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#TNSHRM

September 23, 2011 in Diversity, hr fundamentals, HR principles, SHRM, TNSHRM by newresource | 1 comment

Hello all! No this is not Tidbits & Hotness, but it will return (I promise). I wanted to give you all an update on a couple of things. This week I renewed my membership to Society for Human Resources. I let it lapse…SHM (shaking my head). But we are back in their good graces. I recently learned there is a local Memphis Chapter and the folks over there have been really supportive and welcoming to me. I am excited to be working with them in the future.

This week the states of Ohio and Tennessee had SHRM conferences. I have been burning the social media up Tweeting, and Retweeting and sharing information.

Here’s a great blog post from Lyn Hoyt of HR Bacon Hut on the Tennessee Conference. She was in Chattanooga and tweeted live. Also Heather McMillan sent some wonderful snippets from the conference.

That’s all for now, check out the post and have a great weekend.

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