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.

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!

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.

Last Friday I stepped away after 12 years. I must admit it was more difficult than I thought it would be and I knew it would be difficult to do, however, all good things must come to an end. When I first started on the State Council in 2006 I was asked to join and fill an empty slot that had been open as the Director of Diversity and Inclusion for the State Council. I did so finding workplace diversity being something that I was quite passionate about as it directly related to my day job at Stone Belt and it ultimately became a key point within many of my volunteer activities. That role lead to another role as the Director of Technology and Communications, which let me do so much of what my professional life is now; being in touch with people on this new thing called social media which lead to meeting people online only to become real-life friends. For the final half of my tenure on the State Council I served as a Director-at-Large doing anything that really needed to be done. During the final years, I also had the honor of being part of the HR Indiana Conference Committee and I feel very fortunate to have been working with so many great HR professionals as we created something great in Indiana.

Now that my time with Indiana SHRM is over, I look back with great memories. It also with the conviction that there are still even better things ahead! THANK YOU to all who’ve been part of the journey. I look forward to continuing new journeys in the months and years ahead.

One of the fun memories from my time with Indiana SHRM

I know this hard for many of you, but it’s so important so bear with me for a moment.

If everyone I know would take 10 minutes and write a letter, the difference that can be made is tremendous. There is too much going on right now in this country and in this world to sit and wait while watching it all happen.

Yes, I am referring to you. Take time, write, express your opinion to someone. Even if it doesn’t agree with mine it’s important to be heard.

So often we are afraid of expressing ourselves. Doing so shows vulnerability and that is a state that we humans don’t like. Too bad. As I have stated before, it’s important to become comfortable being uncomfortable. I am here to challenge you again!

Below is the letter I submitted Sunday afternoon to my Congressman, Fred Upton. Now, my representative and I do not agree on some things, do agree on others, and have had one very brief conversation while having lunch (on Election Day 2014) in the same restaurant here in Portage. Whether we agree or not is irrelevant. What matters is that I express my thoughts to my elected representative. There are too many important things happening to leave to chance if someone should think “I wonder what my constituents think?” So my challenge to you is to write now on a subject of importance. Be vocal, visible, and valuable.

Welcome to Allegro HR

Welcome to 2017!

The beginning of 2017 is a start for something new in my life. It marks the official launch of my new HR consulting firm, Allegro HR.

During the last quarter of 2016, there was work put into the planning, launch, and building of this new business and now that 2017 has arrived, the curtains are being pulled back and the official start is underway.

As anyone starting their own venture has experienced, there are so many questions that remain unanswered.  However, I move forward with confidence and an incredible network of people supporting my efforts!

Allegro is poised to focus on organizational development, executive coaching, recruitment and selection, as well as speaking and presenting. My website is active at allegrohr.com and I anticipate starting a monthly podcast within the next couple of months too!

I would like to take this moment to thank the many people who have provided guidance to me. So many of my consulting friends have willingly shared advice with me and have been so supportive as I have moved forward with this venture. Thank you all for your brilliance, your time, and the sharing of so many of your hopes and dreams.

Remember, the term allegro in music means bright and lively. It is my belief that HR can be bright and lively as well!

What’s the answer for you?

being used more often in discussions I have with fellow HR professionals. The good news is that the world is making it easier than ever to be uncomfortable whether through words, actions, or feelings.

One of my colleagues is fond of saying there is a “new normal” but I counter that definitions of normal has always been new and dependent on one’s point of view and “normal” will always evolve into something “new” and that change is truly the one constant.

The problem with that continuous change is the lack of being comfortable for many people about the pace and type of change. One need only look to the recent election to get confirmation of that. In our work places we are subject to the same elements. There are many who do not want nor are willing to change and that any change to the normal they experience is automatically bad. What is happening to adaptability and the desire to grow, learn, and improve?

In my own work, we are in the midst of numerous changes. As we continue toward our expected end point, I find myself managing not the process of the change but much of the emotion and fear around such change. Whether it is a new HR/Payroll system, the new mandated educator evaluation system, or an emphasis on service, the actual process of the change is much less difficult than the emotional reaction we are seeing. This suggests strongly that we still have work to do to get people willing to be comfortable being uncomfortable. Is change hard? Yes. Is it necessary? Yes.

As we start Thanksgiving week and stare into the abyss that is the end of the year, it’s a great to reflect on changes that occurred since this time last year. No matter how difficult they may have been, you made it through (or you wouldn’t be reading this!) and odds are that the change hasn’t been either as hard or as bad as you thought it would be. Who knows, perhaps it’s even made a positive impact you did not anticipate.

Just as Orange is the New Black (in some unfortunate ways too) uncomfortable is the new comfortable. If you don’t like it, I’m sorry but you need to get used to it!

Summer evenings in my home had many of the same things that anyone would experience. Kids chasing fireflies, the music of ice cream trucks, and lots of kids playing around the neighborhood. One thing that many places didn’t have, nightly fireworks displays!

I lived near Kings Island (just north of Cincinnati) and part of the park’s allure was the fireworks display that took place each night at closing time. When the booms started, I knew it was 10:00 (or 11:00 on Saturdays) and would, from time to time, get to see the colorful display.

Once I started working at the park, the fireworks meant the end of a workday. So much so that over time I did not even notice the masses of people watching in fascination the nightly display. There were times I even cursed the fireworks if the wind was blowing just right and brought the exploded shells to my ride. That meant some additional cleaning!

Fast forward a few years and my girlfriend (now my wife!) and I went to her grandparent’s house and she was very excited about the fireworks display on the banks of the Wabash River in Vincennes, Indiana. Dusk came and we made our way down to the park and waited for the display. She always talked about this event as a highlight from her childhood and was excited to share it with me.  When the show started, I was underwhelmed. Why?

Well, to me fireworks were an everyday event that did not merit much in the way of special attention. For many others, they signify a special event or a holiday and really stand out.

There are likely things in all of our worlds that we view as everyday or ordinary. Yet to someone else, it can be an extraordinary thing. That’s important to remember when talking to others. We each have and do things that we think are nothing special. In reality, these things are likely extraordinary to someone else. Don’t discount your own work or experience. Cherish the moments that can make an impact for someone else. Remember to step back and enjoy the fireworks!

Yes, we are all “different” and that matters.

However, being different doesn’t mean being immune to change or needing to be adverse to trying things in a new or novel way. Different is not an excuse.

Be different. If something doesn’t work, try something different again!

While fighting the “different” bug, it’s often tempting to cite a best practice or exactly copy what another organization is doing.

Here’s the thing; we are different so some adaptation or change is likely to be needed to another’s best practice or procedure. It’s worth a shot and being open to different may lead to something else. That something is being better! This is always something to strive for. Better than we are now, better than others, better than yesterday.

Different is better. And better is different!

My son, an incoming junior in high school, finished his summer reading this past weekend, hasn’t located his backpack to use, and is spending more time worried about his appearance for school pictures on the 1^st day than on determining exactly where he is supposed to go first on the 1^st day!

My daughter, entering 7^th grade, has had her backpack prepped for a few weeks, rechecked it several times to ensure everything is in the correct order within the backpack, and already knows where her 1^st class is located so she can go right there when she arrives at school!

The vast differences in the preparation of these 1^st days I imagine are quite reflective of not only their personalities, but age too. While he would not admit it, there is excitement in my son to get going in this year. Meanwhile, my daughter certainly has apprehension of a new year with new teachers and the rise of additional expectations that come with each advancing year in school.

These are the same feelings that appear in our people at work from time to time too. I’m sure someone you work with is experiencing excitement about future possibilities while another may be feeling anxious over events where they have little or no control. What are doing to support this spectrum of humanity? Do you know where you fall on it?

One of the reminders that I am most likely to use at work this time of year as we have many new people joining the District is that while we in HR have heard a question many times, for this person, this is their 1^st time hearing our answer. Are we making sure that the answer is as complete and informative for this person as it was for the 1^st person who asked it on our 1^st day? It’s important that we make every effort to make it so!

Enjoy the 1^st day. While you’re at it, enjoy the 1000^th one just as much!