Talent Will Only Get Us So Far

From sports to work, we see so many individuals with an incredible amount of talent that still somehow manage to jack it all up and fall flat on their faces. Whether it be the charismatic new employee that can charm management, the eager recruit that oozes with potential or the biggest and fastest athlete, it is apparent that it takes more than raw skill to survive and prosper in this world. It’s takes a special “it” to move beyond flashes in the pan to consistent, long-term success.

Vick+Head+DownToday I’m over at Performance I Create discussing exactly what that “it” is and how it can take us from potential to the promised land in our careers. Here’s a quick sample:

…listening to sports analysts and reporters talk about the best in the game, they will talk about on-field stuff, but the conversation always go back to what that person does after the cameras go off and their teammates go home. We’ll often hear of how much time the person invests in developing their craft or niche in the weight room, film room or with personal trainers and coaches. They study…

I hope that you enjoy the full post HERE and I asked that you take it to heart and share it with anyone that is relying on talent alone to get ahead.

Check out my post and those of my fellow contributors for relevant, in-your-face, performance altering insight at Performance I Create!

ADApting To Employee Needs

Please visit Performance I Create for my new post on compliance and decency in the workplace.  Here is a sample…

ada“The very foundation of what HR professionals do is ensure that our organizations avoid risk and stay compliant to not only the policies that are established for the company but to Federal regulations and the laws of our particular States.

…compliance is not only about rules and requirements, it’s also about decency, advocacy and respect for current and potential employees and clients…”

Click HERE for the full article and please share!

Check out my post and those of my fellow contributors for relevant, in-your-face, performance altering insight at Performance I Create!

The Danger In Overpraising Employees

Employees that are good at what they do oftentimes don’t hear it. They are so good that even when they do a little extra, it becomes viewed as the norm and is virtually unnoticed. Most times when we see managers praising employees is when they have performed at or below standard and have finally done something extraordinary. This creates a feeling that the only way to get attention is to underperform, then actually do your job. While those that are consistently good are seemingly punished for it.

How often have you seen the employee that has attendance issues rewarded for having a short run of punctuality? On the flip side, how many employees are thanked for being dependable and consistency present and on time. Not as many, because they are doing what they are expected to do.  So is our praise tied more to expectation (or lack thereof) or actual performance?

Meeting minimum standards should be positively acknowledge but not so much that employees believe that average is special.

If/When You Do, Be SpecificGood-job-275x300
Throwing around “Good Job!” just to seem like the nice supervisor actually hurts more than it helps. Generic praise is empty praise. The recipient will not necessarily know what behaviors to continue and build upon if they’re not told which ones caught the positive eye of the manager. Compliments and mentions of specific tasks, accomplishments or behaviors show that those in charge are paying attention to what employees are actually doing to get their results. This helps build consistent performance as well.

Balance in praise is key. We must vocalize appreciation for consistency, and when someone does something that is a big deal, treat it and acknowledge them like it is a big frickin’ deal. Nothing encourages the extra mile more than noticing and rewarding people for running it. But we must be careful not to water-down praise by giving it when it’s not warranted.

Embrace the Unsexy Stuff

We all want to be able to say we changed the world from the inside out. That’s cool and that’s a great goal. But there are plenty of things in the world that need tweaking from the outside in as well. And unfortunately, those tasks aren’t sexy. They’re needed, but boring and/or tedious.

I have personally been in roles where I am depended on for things that are clearly outside of my area of expertise. I love gadgets, so people think that means I am an IT guy. I’m pretty good with a screwdriver and pliers, but that doesn’t mean I’m Facilities Management. I like to talk, but that doesn’t mean I’m a speaker or Master of Ceremonies. I’m dashingly handsome, but that doesn’t mean I want to model. I love cigars, but that doesn’t mean…yeah, I do know a lot about CigaHrs.

So I’m learning (and it’s a struggle) that maybe people are depending on us for these things because we’re trusted, because we know how to get stuff done, because if we don’t have the answer we’ll help in figuring it out or we have the right connections to solve it. And that’s a beautiful thing…I think.

It causes extra work. Every issue is critical and can’t wait. I’m realizing that the ability to be all things to all people is a talent in itself, and valuable in any setting, whether I see it that way at the time or not.

Getting Stuff Done may not be what’s listed on your degree, but the ability to do it will propel one far further than what they studied in school. Far beyond certifications. It’s all about talking a good game and backing it up. Or not talking at all because you’re too busy doing!

I-can-doSo I’m working on NOT complaining about being asked to do the unsexy stuff and I’m trying to change my mindset that if I know how to do both the Sexy AND Unsexy stuff, I’ll be indispensable… more than normal anyway, as no one in business is completely indispensable. Plus, that stuff still has to get done so who better to tackle it that me!

No task is beneath us, as they all prepare and elevate us to something greater.

Does Your Performance Eval Stack Up?

Check out my latest post over at Performance I Create, where we are discussing everyone’s favorite time of the year, Performance Evaluation time! Here is a sample:

performance-evaluationIf you’ve ever dreaded delivering a Performance Evaluation or if employees would rather get a root canal than sit through their review, your evaluation may need to be updated. The only reason for a manager to dread the process is if they know the feedback will lead to push-back and conflict. Employees hate them because they are tired of hearing opinionated fluff.

Please click HERE to view the remainder of the article and please share!

Check out my post and those of my fellow contributors for relevant, in-your-face, performance altering insight at Performance I Create!

Now What?

I am fresh back from a wonderful conference in Baton Rouge, Louisiana (LASHRM) and I am still pumped up and excited about my profession.

As I emptied my conference bag and began sorting through all of the pamphlets, pens and notes, I reflected and thought to myself, “Now what?”

We go to all of these conferences for development , fellowship, and to meet our Social Media peers and friends in person, but what good is all of that development and fellowship if the organizations that we return to don’t see and reap any benefit?

What are we going to do? What are we going to change? How are we better and will the colleagues we work with daily see it? Or are we just going to hoard all of the cool stuff we learned and keep all of the free pens and water bottles to ourselves.

I saw something special in that convention center, and because of that I’m motivated to share until my colleagues get tired of me.

I had the pleasure of working with my Performance I Create colleagues as the Social Media team for the event. We had a ball, sharing session content, promoting social media, blogging, etc. As the River Center staff began breaking down the exhibit tables and attendees were clearing out, we thought that our work was done. Just then a volunteer approached us and said that there were a couple of attendees that really needed to talk to us. Agreeing, a couple of us walked out to where our Social Engagement Portal was (that staff broke those tables down fast!) and we were immediately hit with a series of questions about how “Social” could help them in their workplace. They wanted to know how to move their thoughts from ideas to execution…and which tools and mediums would be best for what they were trying to accomplish.

connectAs we engaged them (my colleague did most of the talking, ahem), you could see light bulbs not only coming on but exploding. The concepts we spoke of were not complicated. They just needed some of that stuff that we teach and talk about to come off of the screen, out of the blogs and made plain to them in person…right there in their hands so that they could grab it and implement. What they needed was the knowledge that we had gained from doing…ideas that we got from conferences….strategies that we picked up from our peers. They needed it to make sense and tie in to what they were dealing with every day in their organization…and that if they had questions afterwards that they could reach out and get support.

“Don’t just help light bulbs come on, help them explode!” – Justin Harris, 2014

That’s what stuck with me. That’s what made me realize that it’s not that the people upstairs from me don’t care to do things differently, it’s that they don’t know exactly where to start. They have ideas, but they need help planning. Those of us that say we’re experts are needed to reach out occasionally and break it down for them. Because sometimes our messages are too big and they can’t run with that load. If we break the messages into manageable chunks, focus on process instead of the presentation, we’ll see more people grab hold and put the stuff in action.

So it starts in my shop. Being the change that I talk about and helping others to implement. Helping others to get involved and learn more about the tools of our trade. Because the Resources that we have are no good if we are not sharing them with other Humans.