Hi, i didn't know how much i needed this post. I'm moving a HR leadership role in a few weeks and this literally is what i need to show educate the leaders and managers on. Thank you for sharing.
P.S I have now subscribed because i don't know what i'll do without your post :)
that part -- where you clean it up... sigh. i remember that part. being in Human Resources or the People Function is to accept that humans are chaos, and it is for Love that folx stay in this role. because we love the human experience and want it to be the best it can be in organizations, so folx can go home and love their families, and live lives of which they will be proud at the end. it's because we still hold to that as True North, that we do this work. not because of the pay, or the rewards or accolades. and why we let go the negative vibes that sometimes come with the role and function. so well articulated here, let's reward the behavior that leads to a better Human experience at work.
The best part of my work is working with the people that make HR worth doing - the ones that make great partners to work with, the ones that see the value in developing and working on themselves and the ones that show an ounce of gratitude in a world that constantly beats their chests and shouts "me, me, me" all the time. I'm either getting tired of the dark side of HR or I'm just getting tired of the dark side of people.
in a coaching session with an HR leader YESTERDAY, she decided to focus on deepening her light. her way of interacting with the dark in HR and the dark in any Leaders in the business is to gently, as the Sun, warm and light. over time the dark adapts and moves to the recesses of the space making room for light, warmth and LOVE. the work never ends -- since there are even deeper places where darkness lies, but the work of shining is more of a pull, energizing and brings others along. it's worth the lifetime investment, and we can teach others to carry the torch we light, long after we're gone since they watch us practice, and we can light their internal torch as well. her framing -- "shine brighter" in response to darkness -- gave me hope.
Thank you for sharing another great, and painfully relatable, post! If I had a dollar for every time I tried to convince a leader not to give a counter-offer or to not reward bad behavior I would be able to leave HR!
A few thoughts come to mind as I was reading your post, 1) These behaviors present themselves, in part, as a result of the development of and/or the selection of the leader into the role in the first place. I would bet that you've probably had experiences where you advised against some of these leaders being put into these roles to begin with and then not shocked to see this behavior 2) What has your experience been in regards to leaders demonstrating all or some of these behaviors, but then recognizing their mistakes and trying to be better. Is there a possibility of redemption and, if so, what makes you decide to invest your time in trying to help the leader be better?
Hi, i didn't know how much i needed this post. I'm moving a HR leadership role in a few weeks and this literally is what i need to show educate the leaders and managers on. Thank you for sharing.
P.S I have now subscribed because i don't know what i'll do without your post :)
that part -- where you clean it up... sigh. i remember that part. being in Human Resources or the People Function is to accept that humans are chaos, and it is for Love that folx stay in this role. because we love the human experience and want it to be the best it can be in organizations, so folx can go home and love their families, and live lives of which they will be proud at the end. it's because we still hold to that as True North, that we do this work. not because of the pay, or the rewards or accolades. and why we let go the negative vibes that sometimes come with the role and function. so well articulated here, let's reward the behavior that leads to a better Human experience at work.
The best part of my work is working with the people that make HR worth doing - the ones that make great partners to work with, the ones that see the value in developing and working on themselves and the ones that show an ounce of gratitude in a world that constantly beats their chests and shouts "me, me, me" all the time. I'm either getting tired of the dark side of HR or I'm just getting tired of the dark side of people.
in a coaching session with an HR leader YESTERDAY, she decided to focus on deepening her light. her way of interacting with the dark in HR and the dark in any Leaders in the business is to gently, as the Sun, warm and light. over time the dark adapts and moves to the recesses of the space making room for light, warmth and LOVE. the work never ends -- since there are even deeper places where darkness lies, but the work of shining is more of a pull, energizing and brings others along. it's worth the lifetime investment, and we can teach others to carry the torch we light, long after we're gone since they watch us practice, and we can light their internal torch as well. her framing -- "shine brighter" in response to darkness -- gave me hope.
Thank you for sharing another great, and painfully relatable, post! If I had a dollar for every time I tried to convince a leader not to give a counter-offer or to not reward bad behavior I would be able to leave HR!
A few thoughts come to mind as I was reading your post, 1) These behaviors present themselves, in part, as a result of the development of and/or the selection of the leader into the role in the first place. I would bet that you've probably had experiences where you advised against some of these leaders being put into these roles to begin with and then not shocked to see this behavior 2) What has your experience been in regards to leaders demonstrating all or some of these behaviors, but then recognizing their mistakes and trying to be better. Is there a possibility of redemption and, if so, what makes you decide to invest your time in trying to help the leader be better?