#Leadership

By Kimberly March 6, 2013 Leadership

Being responsible sometimes means pissing people off.  Good leadership involves responsibility to the welfare of the group, which means that some people will get angry at your actions and decisions. It’s inevitable, if you’re honorable. Trying to get everyone to like you is a sign of mediocrity: you’ll avoid the tough decisions, you’ll avoid confronting the people who need to be confronted, and you’ll avoid offering differential rewards based on differential performance because some people might get upset. Ironically, by procrastinating on the difficult choices, by trying not to get anyone mad, and by treating everyone equally “nicely” regardless of their contributions, you’ll simply ensure that the only people you’ll wind up angering are the most creative and productive people in the organization.

- Colin Powell

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I’m an HR hater today

By Kimberly February 15, 2013 Career

I was having a quiet morning minding my own business when I stumbled across the SHRM Facebook page and saw the following question:

“HR Pros:  What’s the one thing a job applicant should NOT to do in a job interview? We will share your best answers in the SHRM Blog!”

After reading many of the comments, it was embarrassing to be included in a profession that had the word “HUMAN” in it.  While we all know that personal biases exist, isn’t it one of the primary roles of HR professionals to put aside biases and interview someone to determine their ability to do the job?

If HR is the first point of contact for job seekers, the poor schmucks interviewing with some of these folks don’t have a chance of ever seeing a hiring manager.

Here are some of the things these HR professionals listed that candidates should NOT do on an interview.

  • don’t mention interviewing at other places.
    Why not? You might have a stellar candidate on your hands.  
  • sit up straight.
    Thanks mom.
  • never ask about the salary.
    No it’s much better to waste everyone’s time instead.
  • don’t yawn.
    Maybe you’re boring.
  • don’t ask how long the interview will take.
    Forget the fact that maybe the candidate has to catch a train or bus to get home.
  • don’t be tense.
    Tell that to the job seeker who’s been out of work for months.
  • don’t roll your eyes at the interviewer’s questions.
    Right because you wouldn’t dream of asking uninteresting, canned questions.
  • don’t provide short answers.
    There’s this new thing out now — it’s called “follow up questions.”
  • don’t show up on time because being early is “on time” and being on time is “late”.
    I can’t say what I really want to say about this here.
  • don’t reschedule the interview for another time.
    Sorry that your kid was puking all night or you woke up to a flat tire — you are OUT! 
  • don’t touch your face.
    Just wiggle your nose if you have an itch, that’ll be less distracting.
  • don’t invade my personal space.
    And that is where? 
  • don’t talk negatively about a prior employer under any circumstances.
    Bad stuff happens and there is a difference between an emotional rant and providing honest facts about a prior negative experience.  It happens everyday and interviewers know that.

The list went on and on.  If these people were ruling out candidates because of these reasons, it’s no wonder career advisors always urge job seekers to bypass HR.  This is also a good example of why recruiters aren’t crazy about working with HR.

On the flip side, there were some excellent comments that job seekers should pay attention to.  Some were pretty funny so I included them too.

  • don’t answer or look at your cell phone.
    It’s rude. Don’t put it on vibrate, turn if off.
  • don’t bring your mother.
    Enough said.
  • don’t bring your children.
    Same as above.  If you’re stuck for child care, reschedule.
  • don’t answer the questions with a bag of puppets.
    While I find it creative and funny, I don’t think it will score points unless you’re interviewing for a puppeteer gig.
  • don’t wear flip flops.
    Well, unless you’re told to.
  • don’t list God as a reference.
    Um, right. 
  • don’t drop the F-bomb.
    Do that after you’re hired.
  • don’t wear fragrance.
    It’s distracting from the conversation.

Job seekers are people — human beings — not robots.  Good and bad life events happen around us every day.  Recognize that.

If you work in HR, please — I beg you — learn about empathy.  It just might be you sitting in that candidate seat one day.

Bring it.

Hate to break it to you but…

By Kimberly June 18, 2012 Career, Humility, job search, Leadership, networking, Results, Success

You’re not a guru.  You’re not a god or goddess. You’re not a rainmaker.  And no, you’re not a rockstar either.  Not seeing many Steven Tyler-types traveling in the HR and career circles.

Be flattered and humbled if a colleague uses one of these words to describe you to others but when you use these descriptors in your LinkedIn, Twitter or other online profiles, ask yourself this: “How is my character being perceived by others? How am I being perceived by others?”

I wrote about the perception of recruiters and hiring managers on wearing diamond rings on a job interview to make the point of leaving only your skills, qualifications and character to be evaluated.  In other words, don’t let yourself be vulnerable to someone else’s (potentially false) judgment about you.  The same applies to your resume and online professional profiles.

Confidence vs. arrogance
There’s a fine line between confidence and arrogance.  Be confident and proudly share your expertise using real words that quantify the accomplishments and results from your skills and experience — words that people can relate to.  You may not be arrogant but if you call yourself a guru or rainmaker, how do you expect to be perceived?  These words scream “arrogance!” and that’s not an attractive character trait.

The successful mix
Whether you’re in a job search or just great at what you do, be real!  People want to work with folks who are on top of their game professionally but people also want to work with folks who have upstanding character and integrity.  Nothing beats authenticity and confidence with a splash of humility.

So please, I’m begging you!  Lose the narcissistic jargon and let folks get to know you for who you are and what you bring to the table.  Always remember that perception is reality.  If your online persona is perceived to be brash and egotistical, then you are brash and egotistical.

What do you think?  Feel free to share your thoughts.

Photo credit Yuri Samoilov

Leaders, don’t be like the Hatfields & McCoys

By Kimberly June 2, 2012 Career, success

The History Channel just aired a mini-series called Hatfields & McCoys — did you happen to catch it?  This lengthy and notorious family feud was a way of life — it was all they knew.  One of the lines in the movie from a McCoy gal was, “From a little girl all I knew was revenge against the Hatfields — I was taught to grow up and kill Hatfields.”

While I was watching the movie, I couldn’t help but wonder if anyone questioned why they continued to fight and why no one stepped up and said, “this is crazy — howza ’bout we stop murdering each other and be pals?”

These family members were modeling this behavior without question and it immediately brought me back to when I was coaching Sam, a smart and dedicated manager who cared about supporting and developing his team.  It was challenging for me because Sam’s manager, unfortunately, was an office screamer.  Yep, the one who forces people to work in daily fear or quickly resign when another gig comes their way.  I had an uphill battle with Sam because of his exposure to the screamer along with his pressure of deadlines.  I found myself continually defending why collaborating, inspiring, encouraging and empowering his team would result in overwhelmingly positive results for him, his team and the company.  Good leaders promote loyalty and engaged employees who will work their tails off for their manager.  They really will — I’ve seen it.

Just like ugly gossip and bad attitudes can spread like poison in a company, so does the good stuff.  But it can take a little longer because it requires more effort — it may even require having the courage to step up and question the behavior of others.

“Yea…um…can you explain why we yell at employees?”       

Just because that’s the way it’s always been done and just because it may be the only way you know, doesn’t mean it’s the best way and doesn’t mean you need to follow it.

Don’t be a Hatfield or a McCoy.  When you question what doesn’t feel right you can end the feud and lead by a positive example — one that others will emulate in the best way!