Your (HR) Personal Trainer

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I have a regular little HR love fest going on here with Fresh Eyes and MN SHRM 2011, My Kind of HR, HREs Don't Run HR Departments and now today's post.

What the heck, this is an HR blog anyway.

I am taking a page from my daily life and making a connection to HR in 1-2-3 . . .

I hired a personal trainer. Her name is Kami and, for the next six months, her job is to get my butt in shape so I can feel healthy and strong again - strong enough to train for a half-marathon next spring, without injury, and finish respectfully (before the clean up crew comes out and has to clean around me.)

Not my trainer but my motivator 2009

This arrangement has worked well so far - she tells me what to do and I do it. Ah, the makings of a fine relationship.

I've been doing this HR stuff for a long time and have seen as many people succeed in HR as not. If I were an HR personal trainer, I'd train HR pros on the competency equivalent of strength, endurance, and flexibility: development, discernment, and dialogue.

IMHO, the strength of these three competencies is the difference between the successful and unsuccessful and between the successful and exceptional:

  • Development. This is case development, point/counterpoint and building a position or course of action. It's research, letting no question go unanswered, and identifying impacts and influences. It's at the core of everything from advocating for new programs to setting strategic directions.
  • Discernment. Not all information is created equally nor is it weighted equally. It knowing what's important to the development at hand, what can stay and what can go, and the impact (politically or culturally) of including or excluding info or advocating one direction over another.
  • Dialogue. Nothing gets accomplished singularly and this is dialoguing with others via orally and in writing, with body language and through action. If you can't write it or speak it clearly, you will have an uphill climb in influencing others and impacting action.

So, what do you think - if you were an HR personal trainer, what would you train your clients on?

HREs Don't Run HR Departments

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They don't - they can't. There's just too much shiz going on.

"HR as a profession is in need of a radical transformation." No one can address the Future of HR quite like Mark Stelzner can so take a moment and flip through his presentation below. . .  

The Future of HR

What do you think? What path are you on (slide 10) - are you stuck at do nothing, breaking things apart, or radically transforming?

Radical transformation is hard work. The status quo is hard to change. I know - my forehead is bruised from running into longstanding hierarchies, cultural resistance and old habits.

But I continue.

Like Mark, I am encouraged. I am encouraged when I see federal hiring reform, our 2011 MN SHRM State Conference theme develop around Unconventional HR, and I can speak with colleagues about change without getting "pshawed." 

Yes, changing a profession is hard work (sort of like an ant pushing a baseball up a hill) but get this - it can be done. It can't be done by one person (or by one ant). It takes many but it starts with one individual HR pro working in one HR department in one organization whio is willing to make one change. 

 

My one change? I am changing the perception, actually the reality, of what it takes (skills, gumption, vision) to be a successful and impactful HR professional and hearts are breaking all around. 

I am starting from a great place with an amazing HR staff, national support for hiring reform . . . .

Oh wait, what's that <phone rings> "Who did what to whom? What did they say? What info do you have? Facts please . . ." 

Duty calls and I have to go. But before I do, I leave you with one question - what will you change tomorrow?