The Most Wonderful Time of the Year

Is it really?  I heard a woman severely curse off a Walmart Customer Service representative, while the woman’s 2 year-old child was in tow listening to every word.  I have had quite a few people tell me this is the worst time of year.  I have seen more than the usual amount of birds being flipped out of car windows on the highway.  And I have observed a toddler lose their mind on the streets of NYC because his mother wouldn’t buy him the toy he needed.  Ah, the holidays.

And when I walk through the halls of companies, I see employees devoid of emotion going through the task-management of the holiday season with no connection to one another or to the joy of the season.  I see managers with scowls, associates with the faintest hint of a fake smile and HR people stressed out of their minds due to W2’s, ACA 1095’s, compliance reporting, labor law updates, minimum wage changes and the list goes on.

Know what I say?  Enjoy the time.  Embrace the thrill of the season.  Go to a department store or mall and watch the little kids excitedly get on Santa’s lap.  Find those who have not yet been jaded by life and have learned to hate this time.  Change the vantage point you’re working from.

True followers of behavioral modification will tell you that change happens now.  Just make the change, that’s the easy part.  Stop with the frown and get on with the smile.  And yet, the trick in behavioral modification is sustainability.  What can be done to keep behavior changed?  How does the decision I’ve made today last longer than just today?

For all people, it comes down to the same decision being made every day.  Today may be the first day, but there are more days to consider and decide on.  I know for me that today has enough troubles of its own, so I don’t need to travel too far down the road of what might be in days to come.  Focus on today first.  What am I doing and why?

For those with real pain that seems to pierce the veil during the holiday season, I hear you.  Take courage because there are many in the same boat.  Find each other and decide to be a reason for joy for him/her.  Look for ways to serve others and watch how much the burden lifts from you.  It’s not idealistic; it’s psychological. 

My friend +Steve Browne often speaks of being positive in HR.  One of the best ways to do it is to foster deliberate and simple steps to think differently.  We don’t have to have our Master’s degrees or 300 letters after our names to be able to affect change in thought and dynamic.  We have to inspire others to make healthy decisions for themselves and, in turn, for the organization.  Our culture is impacted greatly by such an attitude in staff.

When I watch “Elf” each season, I am always struck by the forced conformity placed upon Buddy by his father and the world around him.  His overly enthusiastic self is asked to be buttoned down into a suit and tie.  He rebels, puts back on the elf suit and reconnects with Santa.  The rebellion is based upon a decision.  He decides to return to the positivity of what he knows.  We, too, have the choice to return to the positivity of what we know.  You're always going to have a new law to adhere to; we always do so don't stress.  Get the elf suit on and enjoy this time of year!

Rocky Mountain High

There has to be a better way to handle inspiration.  Doesn’t it seem that at times we ride this escalator to the top of the mountain only to tumble back down from a strong gust at the summit?  The efficacy of the inspiration stalls; it’s predicated upon circumstance which we know changes frequently. 

How many Hoosiers, Miracle, Rudy, (insert one of a zillion other movie greats) speeches can we give?  Those speeches are delivered at a moment in time.  Our desire is to make that moment last when we know it cannot.  That’s why it’s a moment.  It’s why The Mighty Ducks 3 isn’t as inspiring as the first (C’mon, you weren’t inspired by the first one?)

Effective inspiration consists of a deliberate balance between moments and the cultural training that occurs as a result of those moments.  Cultural training?  Yes!  Everyday, leadership instills an understanding of how things are, ought to be and will be.  Leaders deliver unspoken words of “don’t touch, don’t ask, don’t even think about it” as much as they deliver “please do, please ask, please engage.”  The context becomes clearer to employees as to when those messages are applied.  A culture then develops through the understanding of what can be and who is demonstrating “right” behavior. 

When we deliver inspiring thoughts and a call to action, we do so in the context of the culture.  If we say “Let’s go get ‘em” enough but are unable to “get ‘em” then we deliver a message that cannot be met.  Failure is okay; repeated failure means it can’t be done or you’re not the one who can do it.  And so, culturally, if we tell our team to keep going despite the inability to reach, we show that we don’t know our people, process or product.  The inspiring words are foolishness.

I find myself consistently saying “Know your audience.”  Inspiration is lost on those who’ve heard it before and seen no action.  If, as a leader, you don’t realize the attitude in your culture, then no one is following you.  How are you a leader?  There is no influence happening.

Our intention to motivate is real.  Ultimately, we want employees to be inspired to greatness (if you don’t, you should seriously think about changing careers or changing your attitude, bearing in mind that changing roles still brings your attitude with you).  We have a workforce that wants to be the hero.  We can inspire them to that with messaging, tools and process that set them up for success. 

Inspiration becomes emotionally charged very easily.  That trap is attractive.  It’s feelings-oriented and it presents itself as effective in that moment.  We’ve all done it in our attempt to encourage and push. 

Let’s change the perspective and work to change culture through appropriate cultural impact.  Are competencies there?  Are processes ready to handle the effect of inspiration?  Is messaging consistent and thoughtful?  Simply, again, are we setting others up for success?  That’s what is truly inspiring and will give a return for quite some time.  Go Ducks!

(Why You Gotta Be So) Rude?

Positivity is so…positive. When I am referred to as the warm, huggy HR guy (stop laughing, it still happens once in a while), I smile.  I mean, it’s certainly better than being seen as the obnoxious, pencil-pushing, rule-following, do-gooder HR guy.  And while I don’t think that my career has hinged on my positivity, it certainly hasn’t hurt it!

Yes, I’ve done the birthday parties, the collection of funds for the family of a recently deceased employee, the bridal shower, the retirement dinners and countless company holiday parties.  And you know what?  It’s okay.  I’m not Martha Stewart.  I’m not David Tutera.  I’m not on the panel of The Chew.  But, I am willing.

Approaching the fullness of the HR role with a willing, positive spirit invites others in.  It can opens doors for conversation and perspective-sharing that may not have otherwise occurred.  I have learned much from employees when we’re working on a project together.  Years ago, I worked on a “prom” being held during the summer for a group of temporary workers, as a thank you for their efforts.  It was hilarious.  Everyone went to a thrift shop and got awful tuxedos and bad bridesmaid dresses.  We laughed and laughed as pictures were taken under the balloon arch that we made.  And yet, one of the best parts of the whole thing was how much I got to know other staff who helped me get this craziness together.  We spent time decorating, making picture frame gifts for each employee, etc., which all allowed for conversation.  I learned so much about facets of the company, of process, of the good others were doing that I would not have had reason to know otherwise.

I know, I know.  Many of you are saying, “OK, Baldino, you’re always telling me not to just be the party-planner.  What gives here?”  My answer is that you’re right.  I don’t want you to be JUST the party-planner.  But that does not mean you shouldn't be a part of it.  An organization’s cultural improvement and enhancement is going to need leadership…that’s us, HR.  Don’t be afraid.  Love the chance to foster team through these opportunities.

And be authentically positive.  There’s so much in our world that is tough, draining, annoyingly compliant (if ACA, FMLA and the like don’t make you want to pull your hair out, you have issues).  Leverage opportunities for proactive organizational investment through positive approach with defined plans.  Too many of us walk into these opportunities with the look of “I have to” on our faces.  You won’t get the type of return possible with that kind of attitude.  Find the genuine reasons to be encouraged which will allow you to display the positivity needed.

Sometimes, the crankiest person in the department becomes your best friend after a shared experience.  There’s nothing like sharing hot dogs, beers and fries at a baseball game to bond people (at least for me).  Create memories, encourage camaraderie and set the mood for laughter.

Take stock of your demeanor.  I know how entitled you are to be pissed.  I get that most of the people you see each day suck the life out of you.  I am aware that you’ve had to cover the butts of people in the office for years.  Keep it in check.  Ever think what others are thinking of you?  Do you think you’re alone in categorizing and judging others?  Someone has to stop the carousel of negativity.  We are the cultural ambassadors of our organizations.

Take hold of that role and don’t apologize for the smile on your face.  No one should steal your joy.  I’m positive that you can do this (see what I did there?).