As hope for a vaccine begins to become more real and a glimpse of what could be a return to something more normal, we have the chance to not only return to what we had before, but to improve on what we do and how we do it. In short, we need to create a present that is less focused on the here and now, and build an existence where the future is just as important as the present.

So much of the resistance happening now to everything designed to keep us safe is rooted in the need for instant gratification that dominates society right now. If we can think about the possibilities the future holds, it makes it much easier to make needed sacrifices now.

Of course, that’s easy for someone like me to say. I’m fortunate to be stable in all areas of life right now. It’s not as easy for those struggling to make ends meet or even to survive from day-to-day. This pause in our normal life has only exasperated the chasm between the haves and the have-nots in our society. This is not good for anyone. We have done an admirable job in privatizing the benefits of our hard work while getting the risk more spread out. This is leading to greater inequities, which do not move us toward any type of sustainable future.

There is a direct impact to the work that HR does in all of this. The demand for a skilled workforce is increasing even faster than the supply of workers with college degrees. This results in rising wage inequality by education levels, and companies facing a skills gap.

So, my challenge to you for 2021 is as follows. What is one thing you can do through your work that creates a present that is focused on the future? 

I was reading a piece my boss shared with our team, A Nation of Weavers, written by David Brooks of the New York Times when that term entered my lexicon. Its meaning, while not specifically defined, connected with me on a level that few other terms have in a long time. In the article, they write about experiences that they had while researching hyper-individualism. My favorite quote from one of the people they interviewed stated “We don’t do things for people, we don’t do things to people, we do things with people.”

What many don’t realize about me is that I am science-oriented person by nature. I majored in biology, not business or HR, in college and while I think I’ve done pretty well in my chosen field, I still have a love for science, specifically, the life sciences.

This term, “radical mutuality” resonates with me because it reminds me of the symbiotic nature of so many relationships that we need to have as humans. This goes beyond our mere need to be needed, but instead suggests that there is a very real connection that happens whether we intend for it too or not. It’s these interconnected elements that can lead to our ultimate success in life.

In one of my previous positions, we debated whether we should be striving to build up people’s independence without ensuring that there was an interdependence that was just as strong. Thankfully, we landed in a place where we emphasized connection with the larger community rather than a singular focus on an individual’s own ability (or disability).

One of the challenges many of us right now in an economy that has low jobless rates is finding the talent we need in our organizations. I suggest that the concept of radical mutuality can help us in attracting and retaining valuable talent. Building interdependence and treating people the right way can make an organization stand out. Pair that with a valuable mission and vision, you can achieve great things with the great people you are certain to attract.

Do even better. Figure out how you can help push this radical mutuality not just in your own organizations, but in the larger world as well.

Interviews have started and we are working our way through the process and trying to glean as much information as possible from the candidates. I am finding that one question in particular is causing problems with our candidates. That question is:

 “Tell me about the best team you’ve ever been on and what made it so good?”

The thing about this question is that I use it as a pretty standard interview question when working with our hiring teams. However, it has some enhanced meaning now that I am looking for someone for my own team. It’s causing me to think long and hard about how I would answer the question and truly what answer I am looking for when I ask it.

I must begin applying this dual role I have now as not only the hiring manager but also the HR Director. So, I have to answer the question with something other than a theoretical answer and cannot simply wait for the hiring manager to tell me what they are looking for. I hate stumping myself!

I know that I value team members who are willing to challenge me and bring inspiration to continuously improve how we serve all of our stakeholders. I’ve been on good teams (which is part of what makes it difficult to answer my own question by picking a “best team”) and I’ve been on teams that were not so good!

One answer that has turned me off is hearing that someone has never been on a good team. If someone has never been on a good team, can they know how to be a positive influence on ours?  Another example that gives me pause is hearing about a sports team that someone was on back in high school. That kind of answer generally prompts a follow-up about a work team. Sometimes, we do not get an answer to that follow-up question.

So to the wise people out there, how would answer the question I pose? Alternatively, is there another way I can ask it so that I am getting the sense that the people I am talking to can be a good team member and bring value to our organization?

PS – If you are a candidate for one of the positions for which I am interviewing and get this question from me, congratulations as your research ahead of the interview has garnered a little nugget of information that you can use to prepare!

I believe the reason will become clear as you continue. However, I feel compelled to warn you, this is not a post that will either be fully complimentary or one that simply throws rocks through windows. As Perry Timms so eloquently stated in a post he recently wrote, “Stones thrown rarely comfort anyone.” That includes this writer as I put on paper what I am thinking.

However, I’ve reached a point where my silence and frustration is not doing me any good. While I value relationships beyond all else, I write this knowing that some relationships I have may be irrevocably damaged depending on the priorities of those reading it. That may be a price to be paid and that realization is ever present and acknowledged.

Since starting my journey in human resources back around the turn of the century, I’ve been a member of the Society for Human Resource Management or SHRM. This is an organization that I credit for giving me both professional and personal satisfaction over many years. In fact, it’s not a stretch or an exaggeration to say that the majority of my friends have come because of my involvement with SHRM on either a local, state, or national level. Some of these friends date back to some of my earliest days being part of the organization while others are new as of last year’s annual conference in Chicago.  As a past recipient of a SHRM Foundation scholarship, I credit them with providing the kick I needed to start grad school and obtain my MBA.

An active volunteer on many levels, I certainly admit guilt to “drinking the Kool-Aid” and encouraging people to join and get involved. These volunteer opportunities have opened doors to me that I never would have imagined possible. It’s even conceivable that my volunteer roles have brought me farther along professionally than have some of my paid roles over the years. On the professional development side, I was one of the first to get my SHRM-SCP certification and openly steered others toward it. As a member of the SHRM Foundation’s Leadership Circle, I’ve made an on-going commitment to give back to an organization that provided so much to me.

And, yes, I freely admit to owning more than one item of SHRM clothing (including socks)!

So, having said that, why is this so hard. Because, I’ve stepped away from this organization I credit for providing me so much. It’s a matter of feeling like the organization no longer can credibly represent me and my feelings while opening embracing narcissism in leadership and seemingly ignoring or looking away from the ethics that have guided it for so long.

As of last August 31^st, I have been a lapsed member. Despite dozens of messages laced with numerous incentives (a tote bag, hot chocolate, a free month of membership, etc. ) asking me to renew, I have not. This hurts to my core but not as much as my renewal would hurt and conflict with my own sense of right and wrong. While there is no “one thing” that was a final straw or trigger point, there have been a series of events that prompted me to internally reflect and reach this hard decision. Listening to people I know and care about express their concerns and having the benefit of knowing people who have been affected by changes in the organization makes one pause to see if I’m part of the problem or part of the solution. Sadly, this is still a piece I cannot answer with certainty. However, being part of the organization was not helping and my voice inside SHRM, despite being valued by some, is only one voice in a much larger chorus.

To be clear, while actions are being taken which are, in my view, not aligned with the integrity of the organization, there must also be the realization that not everything an organization does is going to be agreeable to its members.  A few examples where I believe the integrity is lacking include:

• The current leader’s alignment with the Trump administration.
• Some elements of reorganization that were (reportedly) not handled in a manner that a good HR person would handle it.
• The blacklisting of a longtime member because they dared to question the current leadership of the organization.

Each of these points deserves some explanation. First, while I expect SHRM and any business oriented organization to have a politically rightward lean, the cozying up to an administration that is so blatant in its disregard to groups of people based on who they are removes the ability for the organization to legitimately state that it can stand up for elements in its own code of ethics. These include, but are not limited to:

• Respect the uniqueness and intrinsic worth of every individual.
• Treat people with dignity, respect and compassion to foster a trusting work environment free of harassment, intimidation, and unlawful discrimination.
• Assure an environment of inclusiveness and a commitment to diversity in the organizations we serve.

Before you think I am thoughtless political extremist with only progressive views, I am not. In 2016, I voted in the Republican primary here in Michigan and am more comfortable talking to my Republican Congressional Representative, Fred Upton, than I am to either of our state’s two Democratic Senators.

The second point is one that is only conjecture and based on indirect information received and my own observations as an experienced human resource professional. I am a firm believer that a leader has the need to have their own people advising and guiding them. However, how you treat existing people when a change is made provides great insight into the character of the leader. While departures, both voluntary and involuntary do generally rise with the change at the top of an organization, the manner in which they are handled are important. Again, relationships matter and I always want to see people treated with dignity and respect. When you tout yourself as the world’s leading authority on HR, you damn well better have HR practices that match that mantra.

The third point is admittedly a point of personal hurt.  Yes, I am that member. While I do understand membership has its privileges, being ostracized in a manner that makes it appear that leadership in an organization is making personal attacks is, to me, an unmistakable sign that being challenged is threatening and that voices of dissent have no role. Professional responsibility requires us to adhere to the highest standards of ethical and professional behavior.

It’s this final point that has sealed it for me and prompted me to publish. Until substantive changes occur with the leadership of SHRM, I cannot in good conscience be part of the organization. As stated in the beginning, this hurts me to my core. I have grown as a professional because of SHRM. I am a better person because of SHRM. My life is a richer one because of SHRM.  Sadly, this growth, betterment, and richness is no longer worth the price. I will certainly miss some opportunities but at the end of the day, it is my own sense of dedication that will shift unless SHRM chooses to make some changes of its own.

I consider myself fortunate that I have a strong network of talented HR professionals that I can access as needed and that knowledge sharing among my colleagues is something that can happen without SHRM resources being available. No matter what organization I am involved with, I will always strive to share knowledge, provide support, and help advance the profession I love. Thank you friends, you are the best! It is all of you who deserve a letter devoted to love and dedication!

Add to that the typical frustrations that come with labor unions, teenagers, and the current state of our government to create a storm of malcontent that can make even the most positive among us cranky.

Despite this, there is good news here. Today, February 6^th, means that only 10 percent of the year is done. There is plenty of time to recover and make 2019 a successful year and one where good things are going to occur.

While 10 percent is gone, that remaining 90 percent is still ripe with potential and good things to come.  For example, I know a visit to Europe is in the 90 percent as is better weather here in Michigan.

My advice, which I offer just as much for me as I do for those reading this post. Don’t let the 1^st 10 percent of something ruin the rest. Move forward, be positive, and realize that the sunshine exists even when foreboding dark clouds obscure it.

It’s said that Salvador Dali found inspiration for his famous painting The Persistence of Memory by seeing melting Camembert cheese melting after sitting in the sun in 1931.  One of my favorite songs, Yesterday by Paul McCartney, had original lyrics that were inspired by scrambled eggs. Of course, Chicago also had the hit You’re the Inspiration (a middle school dance staple during my awkward teen years)!

I find inspiration in many places and a various times. For me, music is a constant inspiration and method to decompress after a week at work. However, I also find myself getting inspiration from beautiful scenes I see (yes, nature is important) and even the interactions I have with people in my organization.

The topic of inspiration spilled over during a conversation I had last week about intrinsic motivation and finding the individual things that make us all tick. As an experiment, I asked a few people I work with a question.

What inspires you?

This has proven to be a powerful question and it is not one that those I have asked it to have been asked before. It’s brought some great stories to the forefront and even prompted one of those I asked to share how she was inspired to become a teacher. That connection is something I will treasure knowing.

So, this week my challenge for you is simple. Ask someone what inspires him or her and cherish learning something new about someone. Who knows, you may find a new inspiration from an answer you hear.

While today, December 6, 2018, does bring a significant change to drug laws here in Michigan, this does not make it ok to have, use, or otherwise be under the influence while working. While legal in Michigan for those over 21, marijuana remains an illegal controlled substance under Federal Law and as a recipient of Federal funding, we are subject to the Federal laws dictating a Drug Free Workplace.

The newly enacted state law says, in part,

Isn’t it OUR time, Mr. Hand?!?

“This act does not require an employer to permit or accommodate conduct otherwise allowed by this act in any workplace or on the employer’s property. This act does not prohibit an employer from disciplining an employee for violation of a workplace drug policy or for working while under the influence of marihuana. This act does not prevent an employer from refusing to hire, discharging, disciplining, or otherwise taking an adverse employment action against a person with respect to hire, tenure, terms, conditions, or privileges of employment because of that person’s violation of a workplace drug policy or because that person was working while under the influence of marihuana.”

The District has several Board policies that deal directly with this issue. One clear example is Policy 3122.01:

“The Board of Education believes that quality education is not possible in an environment affected by drugs. It will seek, therefore, to establish and maintain an educational setting which is not tainted by the use or evidence of use of any controlled substance.

Employees are prohibited from reporting to work under the influence of alcohol or a controlled substance.

The Board shall not permit the manufacture, possession, use, distribution, or dispensing of any controlled substance, alcohol, and any drug paraphernalia, by any member of the District’s professional staff at any time while on District property or while involved in any District-related activity or event. Any staff member who violates this policy shall be subject to disciplinary action in accordance with District guidelines and the terms of collective bargaining agreements.”

So the bottom line, nothing has changed when it comes to the workplace and marijuana.

That’s a nice assortment of pre-SHRM mail.

As someone who has been blessed to attend multiple of these annual extravaganzas of everything HR, I have gotten used to some of the mailings and the content they contain. Some vendors appear to use the same thing each year. For example, I can count on TalentSmart to have their shiny mailing envelope containing a mini flyer advertising the book Emotional Intelligence 2.0. It’s 50% off at their booth this year.

Each year also brings mail from institutions of higher education touting their Masters programs, law school, or even industry certifications like CEBS.  A new one for my noticing this year was from Houston Baptist University with their on-line Masters in Human Resource Management program.

One element that I have noticed before was a couple of exhibitors touting student loan debt management. I know this is a growing area of benefits that companies are exploring (adding to existing tuition reimbursement programs) as many of the new hires coming into companies have large amounts of debt. This, of course, could be another arrow in the quiver of talent acquisition in a challenging recruitment environment.

In this age of electronic communication and mass e-mails, some may think that sending a conference tease or booth invitation by “snail mail” may not be effective. I would argue differently. As our e-mail becomes overwhelmed with junk, spam, and other distractions, these pieces (when well designed) can prompt a look at something that an attendee hasn’t considered before. For me, this will be electronic document management. While we have one in place, I am hoping to see some upgraded capabilities. The folks at ColumbiaSoft will be first on my list as I peruse the exhibition for potential solutions. Why is that? Because their direct mail reached my office and caught my attention. While I LOVE e-mail, don’t discount the old fashioned method of marketing either.

I think this Stone Belt art piece captures my feelings today!

The current system, one that has been in use by my organization for just over a year, is quite robust. While this robustness serves us well in some areas, it also provides challenges when trying to extract certain information. The integration with other systems also means that getting items A, B, and C also requires us to look for M, X, and T too. Unfortunately, the mechanism for getting M is different than the one needed to get X and T. So, a report that someone thinks is a quick 5 minute process actually takes the better part of two hours. After two hours, I believe I have A, B, and C only to discover that A and C are present for everyone but B has not populated for one group of people.  It’s back to the report generator for another attempt. Maybe I need to include variable F too?!?

Now, a consolation in this battle is that I am not alone. All of us on the new system have experienced at various times these same frustrations. While some call for us the change (again) I am experienced enough to know that learning any new system can present these frustrations. I will scream, curse, and complain, but ultimately I know that the information will be provided in a manner that can be used.

Does anyone out there relate? I’m guessing there are many who do!

There are many people with much better knowledge on HR technology than I and during my time in HR I’ve been fortunate to learn from them, have learned to ask better questions in our selection process, and have become quite savvy building my queries. However, I’ve yet to encounter a system that can truly “do it all” and do so for every organization. I supposed I’ve also reached the revelation that perfect in the world of HRIS does not exist and that we cannot allow the pursuit of perfect jeopardize the good that we have created.

That being said, I’m still screaming!

One of the fun little things on my desk (in front of a pile of folders which, at the moment, is put away!)

Well, there is no clear consensus on how we like our desks to look. Not a surprising result, yet instructive on how we each look at the world. Despite yesterday being #CleanOffYourDesk Day, I get the distinct impression that is not something widely celebrated within my circle of friends and colleagues.

There are numerous studies (some results from one conducted at the University of Minnesota can be found here) that suggest a messy desk is a sign of creativity or genius at work. Personally, I’m ok with that. Although right now my desk is at its zenith of neatness, I am confident that will change as January progresses. I fondly remember my mother having a sign with Garfield the Cat on her desk that stated “A clean desk is the sign of a cluttered mind” and given the studies that have been done and some of the commentary shared by my readers, there seems to be some agreement to that point.

So, do not fret over the mess. It may very well mean you are creative, maybe even a genius.  Science will even back you up on that!

Thanks for the input for this week’s post. The question for consideration before next week is…

What is a lesson learned from your 1^st job that still serves you well today?