Posts Tagged ‘TSHRM’
I have four short stories to share:
Adult figure skater Shauna Lynn Panczyszyn shared: “I moved to my current city for a job that sought me out. They had made promises that they didn’t keep, and hired someone else to share my position without telling me a week after I started. Three and a half months later they fired me with absolutely no explanation. But I “got up” and dove head first into full time freelance illustration (link to her website) and haven’t looked back. Four years later it is the best thing that could have happened to me, AND I was able to fit skating into my day. Before that, I would have to travel an hour to another rink (my current was just across the street from where I live and I could only skate weekends there) just to get some ice time after work IF I didn’t get stuck working late.
A consultant I met at my local SHRM (Society of Human Resource Management) chapter – Triangle SHRM here in North Carolina, Noa Ronan of Noa Ronen Coaching,, shared, “11 years ago I moved from Israel to the US. I had a fulfilling executive career as a change management consultant and HR and Training executive. But after our family relocation to the US reality hit me, neither my Israeli career experience nor my MBA from Israel was of interest in the US when I applied for jobs. I felt very lost and stuck; I didn’t want to apply for jobs that will take me back to what I did ten years ago or go in a different direction. I loved what I did and I didn’t want to let go of who I was in my past. It took me few good years to fall and fail again and again until I was able to “get up” and let go of the story I was telling myself about my “glorious” past and recreate who I want to be right here in the present. Today I am using all the skills I have acquired over my career with new ones, and I coach global leaders and people in transitions. Letting go of my past was about being present with my new reality and recreating a new future for myself.
And from a highly respected consultant who has been an invaluable mentor to me as I started my own business in 2010, Val Boston of Boston and Associates, LLC: “After 5 years with a global organization, they were sold to a much larger firm. With the acquisition came a major cultural and philosophical shift, from a service focus model to a more “bottom line” one. This change in business philosophy was in direct conflict with mine. I then I “got up” and decided to launch my own consultancy focusing on Diversity & Inclusion, and Leadership Coaching. That was 17 years ago!”
And another friend from TSHRM who is so supportive of my figure skating journey, Diane Olsen (link to her LinkedIn profile) shares her story of “getting up” multiple times: “After ten years building an amazing insurance industry career, where I climbed ladders, I turned down the ultimate promotion at a very large company. I decided to move cross country and go back to school, but soon found myself in a financial position where I needed to go back to work full time. I grabbed the first job that came along. When that company shut down, I job-jumped a few times while trying to finish my degree part-time. I had a roller coaster on my resume now.
Then it dawned on me that I created this storm. What was I going to be when I grew up? I didn’t get my answer until years later. I took a job in Raleigh as an Operations Manager for a start-up company, and I was employee number nine. Over the course of eight years, I built four other departments, was promoted to VP of Operations and HR, and was able to be a part of the buy-out of the company at the end of 2015. Each of these departments I created had information pulled from a lot of the in-between jobs I’d had in the past.
Sometimes, you are dusting yourself off without even realizing it. I have since left that job, taking a well-deserved hiatus. It’s a bit stressful being in transition, but exciting at the same time. Needless to say, I look forward to “getting up” and starting my next adventure with open arms.
Life, like the ice, can be very hard, with falls giving us a good jar. But we can rise up, persevere, and move onto something better.
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Links to all my earlier “Get Up” monthly blogs can be found on my skating blogs and videos blog page.
On Tuesday, August 19, I attended two different HR events, quite inter-related, both with excellent presenters.
At the annual joint RWHRMA (Raleigh Wake Human Resource Mgt Assoc) and TSHRM (Triangle Society for Human Resource Mgt) lunch meeting, Consultant, Speaker and Leadership Coach Rich Schlentz, spoke on “Your Employees Have Quit – They Just Haven’t Left.” Earlier that morning, the Greater Raleigh Chamber of Commerce sponsored an HR workshop, “Small Business Workplace Accountability, led by Molly Hegeman, VP of HR Services for CAI (link). Clearly these two topics, engagement and accountability, go hand in hand.
First, it is important to define these two key terms – engagement and accountability.
Engagement is the emotional commitment the employee has to the organization and it goals, often resulting in willingness to volunteer discretionary effort.
Accountability is a personal willingness, after the fact, to answer for the results of our behaviors and actions, regardless of how things turn out.
In the pre-meeting materials for Rich Schlentz’s (Founder and Chief Enthusiasm Officer at EXTRAordinary! Inc.- link), Rich provided some very compelling statistics and why employee engagement is so critical to business success:
• Engaged employees average 27% less absenteeism than those who are disengaged.
• Workgroups with lower engagement average 62% more accidents.
• Higher levels of team engagement equate to 12% higher customer satisfaction score.
• Engaged teams average 18% higher productivity and 12% higher profitability.
In his luncheon presentation, Rich asserted that HR needs to take the lead in providing processes and tools to build engagement, with the management team taking the engagement endeavor seriously. His three points for leading in engagement included making it personal, stepping into the employees’ world, and craving feedback.
Molly Hegeman’s morning workshop was focused on employee accountability for small businesses, but truly the materials are totally applicable to organizations of all sizes, and complemented the session on employee engagement. To be engaged, employees and managers need to be accountable. Accountability manifests itself in employees being present for their entire work time, completing the tasks assigned to them and working well with others toward the common business goals. Molly then shared alarming statistics that a vast majority of global and US employees are either not engaged or actively disengaged on their jobs.
Molly provided three critical areas of focus for building accountability: Vision/Purpose, Managers and HR Systems / Processes. Management Strategies for increasing employee engagement include:
• Providing variety to avoid tedious work and burnout
• Conducting periodic employee meetings, and make them meaningful
• Providing mobility to allow for the right people to get into the right jobs
• Communicating openly and clearly
• Really getting to know the employees
• Consistently communicate the purpose and values of the organization
• Celebrating individual, team and organizational success.
FYI, my company, Total Engagement Consulting by Kimer, builds employee engagement through engaging employees in meaningful long term career planning using the innovative Total Engagement Career Mapping process, and though engaging in diversity initiatives.