Want To Break Through to the Next Level? Find a Coach.

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Want To Break Through to the Next Level? Find a Coach.

Natural athletes seldom achieve greatness on their own.  A good coach will add so much more to an athlete’s ultimate success by focusing on their strengths and blocking out negative impulses. Coaching, in general, is about looking forward. It is a process of helping people develop a way of thinking that will enable them to make better decisions consistently and sustainably over time. It is about setting goals to strive towards. This is exactly what a professional/personal coach will do for your business. Coaching is for people who are already successful but who want to become even better.  Successful business

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Pay Equity Debate-Truth or Fiction

Pay Equity Debate-Truth or Fiction

The pay equity debate has been on everyone’s mind recently. As women, we want to know that we are being paid the same as the man doing the same job at the next desk over. There are reports that say it is not an issue and reports that say it is an issue. The bottom line is . . . it’s complicated. There are multiple factors to consider, so it is not cut and dry. Choices. A lot of the pay equity debate is being attributed to choices. I agree that choices do have an impact. Let’s dig in on that. High percentages of women

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Self-Aware: The Woman in the Mirror

  When was the last time you took a look in the mirror and really saw who you were? Not the little wrinkles or the crooked smile, but who you are inside. Who is the woman in the mirror? What makes you, you? How are you different from everyone else? How are you the same? One of the most important tools for being a better human is self-awareness. A lot of people lack this tool and suffer because of it. Knowing how you are being perceived by others can help you win (or lose), both deals and your employees. Today self-awareness is even

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Prim & Proper Investigations

Prim & Proper Investigations

HR Investigations . . . This post isn’t for the O.G.*, pearl and cardigan wearing, HR lady. Nope, it’s for the newbies who still need a bit of direction. Although hopefully, I can remind everyone of the basics for Employee Relations= HR investigations. Inevitably, there will be a time in your HR career when you will complete an investigation. HR Investigations are an important part of being a generalist and need to be handled in a prim and proper way. If they are good, investigations can ensure a safe and happy workplace. We always want our employees to be comfortable when they are at

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Learn from the Best

I still consider myself fairly new to this blogging thingamajig. I have joined a pretty cool fraternity of writers who want to make companies and people better. I hope to live up to the standards they set. These HR experts are who you should follow if you want to get better at HR, by getting better at business. I believe this is key for any HR practitioner to succeed. Do you want to be better at Human Resources? Do as I do and learn from the HR Experts. #1- Robin Schooling (@robinschooling): Full transparency, Robin is my HR spiritual gangster/guide aka blogging mentor. She uses humor

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Restoring Hope in HR

Restoring Hope in HR

Restoring Hope in HR Last week I had the opportunity to speak at the Talent Management Alliance (@TheTMAlliance) HRBP University Conference.  I spoke at the end of day 1, right before happy hour, which was a bit tough.  Don’t ever keep HR folks from their cocktails! I was in front of ~150 HR practitioners who were awesome.  They gave me their undivided attention. They wanted to learn and it definitely felt like they were engaged in what I was saying. I spoke about culture and change.  I shared information about merging cultures during acquisitions and when bringing in new executives. The entire conference, the speakers were amazing.

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My favorite time of year!

My favorite time of year!

It’s my favorite time of year… Summer! Pool Time! Yeah, those are cool.  But why do I love this time of year the most? Talent Reviews (TR). That special time of year when managers come together and calibrate their teams. Managers take time to think about where they would place their employees on the 9-box, relative to others at the same level and role. They then defend those placements to their peers. It’s magic. During annual performance reviews the managers focus on filling out forms (or many forms depending on the team size).  It becomes a chore and they are sometimes working on getting

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10 Questions for HR to Ask Before a Re-Organization

10 Questions for HR to Ask Before a Re-Organization

I was writing a blog on another topic when re-organizations came up.  It got me thinking that sharing a short list of questions HR practitioners should be asking their leadership team before a re-organization would be helpful.  Here they are enjoy! What is the business problem you are trying to solve?  This will lead to a discussion of what is going on in the business and give you insights into what the leader is thinking big picture. What’s changing?  Duh, this might seem like a no brainer, right?  Sometimes I like to be Captain Obvious for fun. What is the business need for

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#allthethingsHR

Usually it is about 2 hours into the workday that I sit back and realize that I have already helped employees with the following: •a need for FMLA •answering a question on how to access our eye care benefits •pulling market data for a manager who wants to make sure we are paying based on the market for the top engineer on their team •talking through how they can stay engaged at work when they are not feeling challenged by the role •working with a manager to think through what training a newly formed team may need to get them

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Gender Transitions

Gender Transitions

I am sure by now you have seen the Caitlyn Jenner interview.  It is emotional and stunning and full of hope.  The topic of gender transition is in the spotlight because of Caitlyn’s celebrity. But what if the employee is an average Joe needing to become Jane (or vice versa), needing to live as their authentic self?  How does that translate in a work setting?  How can HR support these transitions? I have been fortunate in my career to be part of the support system for a few employees as they make this change to their identity.  I wanted to share

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