Tuesday, September 3, 2013

45 Firsts - Learn an Instrument (1 of 45)

You know how there are some days from your childhood that stand out so keenly in your memory that you can smell the smells, hear the sounds, see the image so clearly that it as if the day, the moment were happening in real time?  That's how I recall the day we selected instruments for band. 

The grade school I attended was small and did not have a band (there were only 16 kids in my class, and only one classroom of students per grade).  Thankfully, school administrators had worked out an agreement with the local public school that we would be able to participate in their band program.

I  recall the band director visiting our school, standing in front of us as we gathered together, sitting on metal folding chairs in the basement of the school, listening to concise explanations of the available instruments.  As each instrument was explained, one or two kids would excitedly announce that THAT is the instrument they wanted to play.  He covered clarinet, trumpet, trombone, flute, french horn.....and I waited.  At one point he held his hands out and asked which of those the rest of us wanted to learn --- those, as if there were no other options.

But wait.  "What about drums?"  No, all the percussion seats were already claimed.  You see, the catch to us being able to join the band was that we were only allowed to select instruments after the public school kids.  If all the allocated seats were already claimed we needed to select another instrument.  This is how I ended up playing the flute.  There were seats available in the flute section.

For the next few years I would occupy that same seat.....the very last chair of the flute section.  I was, quite possibly, the worst flautist of all time.

Along the road I did find my way into the percussion section ---- that development is a story of it's own and perhaps I'll share it another time.

Because of my experience with flute and percussion,  when "learn a new instrument" was added to the suggested list of 45 Firsts, I felt I should look to something beyond woodwinds and percussion and into new territory entirely. 

The instrument that appealed to me more than any other -- cello.  (I attribute this to the amount of time I've spent listening to recordings by Yo-Yo Ma).  

Off I went to Kolacny Music to rent a cello (literally the first time I had ever touched a cello) followed by a visit at Swallow Hill Music Association to register for Cello 1 and I was set!

It's worth noting that at some point between registering for the class and when I attended the very first session I realized that Cello music is written in bass clef vs treble clef.  Hmm looks like this is going to count as two firsts rather than one!

 
Photo after very first cello lesson.  Cellists out there will note that I am not holding the bow properly in this photo......I'm learning, I'm learning!  

Many thanks to Liz Darner (@darnlizzy & @Tanglewood_Hill) who suggested "learn a new instrument" as one of my 45 Firsts.  It's worth noting that while we sometimes took lessons together, Liz was FIRST chair flute to my last chair.  She has a Bachelor of Arts in Music from Lawrence University and a Master's degree in Horticultural Studies from the University of Minnesota.  You will likely hear about Liz again when we get to the gardening aspect of the 45 Firsts Project!

Wednesday, June 12, 2013

When is the last time you did something for the very first time?


When we were children, firsts were a way of life!  From our first word, first step and first time eating with a spoon, our parents watched for, tracked and celebrated our firsts.  First day of school, first report card, first time attending a sporting event, first time participating in a sporting event, first band concert…you get the idea!  Somewhere along the line, in my life anyhow, the firsts start to slow to a leisurely, perhaps even sloth-like pace and when they do come, we may not celebrate them with the same vigor we once did.  
 
Thanks to the brilliant work of neuroanatomist Dr.Marian C. Diamond, we know that successful aging of the brain involves five core elements:  Diet, Exercise, Challenge,Newness and Love.  I don’t know about you, but I’ve gotten a little lax with a few of these over the years!  To help rectify that, I am challenging myself to experience forty-five purposeful firsts before my forty-fifth birthday.  

This started as a 10 firsts project and has since grown as friends, family and clients have recommended different events, challenges and opportunities for firsts!  As challenge is another of the elements, why not take it up a level?

For those of you who are wondering what kind of timeline I’m working with, my 45th birthday is November 30, 2013.  That’s twenty-five weeks from this past Saturday, and approximately thirty-three weeks from when I first considered taking on this project.

In future blog posts I will share with you my experiences with the “45 Firsts” Project and welcome your insights, suggestions and personal experiences with introducing newness and challenge into your life as an adult!  

May all Your Endeavors be Insightful,
Nora A Burns, SPHR

Thursday, February 14, 2013

Magnetic South


I am directionally challenged.  Seriously directionally challenged.  My internal compass is, at best, magnetic south.

In my hometown of Denver, CO I stand a chance --- with the Rocky Mountains to the west of town, I have a significant landmark that I can see at least seventy percent of the time.  I also have the benefit of a digital compass built into the rearview mirror in my car.

Here’s the thing – rental cars – at least the frugal end of the selection – rarely involves a compass.  Given the nature of my job, I travel a fair amount.  With travel come rental cars --- rental cars without digital compasses in communities that don’t have the Rocky Mountains as a directional aide. 

Yes, I use a GPS.  Here’s the challenge – my GPS uses directions like “head north”. 

You can see the problem. 

If I knew which way was north I probably wouldn’t be reliant on a GPS. 

Having made more than my fair share of U turns this week, I’ve been thinking more and more about “head north” and how it translates to providing directions to members of our team. 

Are we providing instructions to others in way that makes them wonder if they really understand our problem, question or concern? 

Something to consider.

Friday, November 4, 2011

Too Old to Preside Over Age Discrimination Case?

A man in New York City is suing non-profit Young Concert Artists under the Age Discrimination in Employment Act for limiting the age of competitors to musicians between the ages of 19 and 26.  The claimant, Martin Stoner, is a 60-year old violinist with a long career in the music industry. 

Bizarre you say.....you don't know the half of it!

The case was dismissed and the claimant has now requested that the 88-year old judge assigned to the case recuse himself because he is too old.

More on the case here and here.









Wednesday, November 2, 2011

Fall Back!


It's that time of year again -- Daylight Savings Time comes to an end this weekend.

It's the one time a year that you get to go back in time! It's also the one time of year I find Cher's "If I Could Turn Back Time" stuck in my head. 

This weekend, at 2am November 6th, Daylight Saving Time ends, and we revert to Standard Time. Well, most of us will -- there are some areas of the U.S. (namely Arizona and Hawaii) as well as some areas of the world that do not recognize Daylight Saving Time.

iPhones and other new technology will change automatically - any 'old-fashion' gadgetry will require some assistance.

Not a bad idea to post signs near time-clocks in your facilities to remind employees of the pending time change.  A - it's a nice touch, and B - it's much easier to take this proactive step than to address a plethora of "can I get an hour of overtime if I punch in now" requests when employees arrive early Monday morning. 

Enjoy the extra hour of sleep, play or work -- however you choose to make use of the "fall back" change!

May all Your Endeavors be Insightful,

Nora A Burns, SPHR







Nora A Burns, SPHR is founder of Insightful Endeavors International, Inc a Denver based firm specializing in team selection and development.  She has over twenty years experience in human resources and organizational development and is committed to helping organizations large and small build and develop effective teams to drive bottom-line results.  She is a member of the National Speakers Association (NSA), the Society for Human Resource Management (SHRM), American Society for Training and Development (ASTD) and The Center for Association Leadership (ASAE) and is a sought after speaker for conferences as wall as corporate training opportunities.

Tuesday, October 25, 2011

Mouse in the House


There is a mouse in my house.

As I sat in my living room talking with a friend I saw it scamper behind the bookshelf. 

Yes, I understand conventional wisdom that if I have seen one mouse there are several more in hiding.  I, however, am focused on the one mouse that showed its face in my space. 

It’s late – most stores are closed – to Amazon.com I go.

I type “mouse trap” into Amazon’s search engine and receive 2,789 results.  

It’s unlikely Hasboro’s Mousetrap game is going to be of much use in this situation, so I opt to narrow the search. 

Under “Home & Kitchen” there are 595 results for “Mouse Trap”. 

I must say, after nearly five years without spotting a single mouse or any sign of mice, I have been unaware of innovative ways people have created to catch and/or kill mice. 

Live capture traps, electronic traps, glue board traps, standard/classic snap traps as well as sonic pest chasers if you simply want them to move to the neighbor’s house.

Apparently a lot of people have taken to heart Emerson’s quote, “Build a better mousetrap and the world will beat a path to your door”.

The traps selected have arrived.  I have set three and am hopeful this will be a short-term project. 

Why am I sharing this with you? 

A self-professed HR geek, I realize that I want to get rid of these mice in much the same manner that many managers want to get rid of “problem employees”.


  • I don’t want to see them suffer.
  • I don’t want others in the space (in this case, my dog) to be negatively impacted. 
  • I don’t want to handle the messiness of it all and would like very much if someone else would do the dirty work.
  • I really wish they would just go live somewhere else.


The thing is – while I can find a no-view, no-touch mouse trap, not getting actively involved in proactive performance management with direct reports is definitely not the way to go in the workplace!

Would love your thoughts!


May all Your Endeavors be Insightful,

Nora A Burns, SPHR
Twitter:  @NoraBurns


Nora A Burns, SPHR is founder of Insightful Endeavors International, Inc a Denver based firm specializing in team selection and development.  She has over twenty years experience in human resources and organizational development and is committed to helping organizations large and small build and develop effective teams to drive bottom-line results.  She is a member of the National Speakers Association (NSA), the Society for Human Resource Management (SHRM), American Society for Training and Development (ASTD) and The Center for Association Leadership (ASAE).

Tuesday, October 4, 2011

Legal Discrimiantion Based on Religion

This week the US Supreme Court declined to hear a case that pitted three former employees against World Vision Inc.  By refusing to hear the case, the Justices have essentially affirmed the lower court's decision allowing World Vision to use religion as a component of employment decisions.

Yes, you read that correctly.

At the heart of the case is the fact that World Vision is a faith-based humanitarian organization and as such reserves the right under the Civil Rights Act to hire and retain only those employees who hold the same religious beliefs.  The organization doesn't keep this practice a secret, on the "careers" section of their website it states:

"Who You Are:
You are a committed Christian eager to put your faith into action every day as you use your life to make a tangible difference for children in need. ...... 


You are an experienced, results-oriented professional excited at the prospect of using the unique gifts and talents God has given you to help children and families in need.
World Vision U.S. hires only those who agree and accept to its Statement of Faith and/or the Apostles' Creed."

 As a faith-based humanitarian organization, World Vision has the court's permission to discriminate in hiring based on religious affiliation.  This is not something you should consider as a private organization as you would not have the same dispensation.  Furthermore, just because an organization can legally discriminate, I personally wouldn't recommend that they do so.

First, this could be a PR nightmare for World Vision.  Time will tell what the overall effect of the press on the case is.  

Secondly, it could result in a loss of funding for the organization as non-Christians who have donated in the past opt to put their financial resources to use within other organizations that do not have the same employment practices. It's possible - I'm uncertain how large of an impact this will have.  May be an interesting case study for people in the non-profit arena who study such things.

Thirdly, I absolutely, fundamentally believe in building a diverse and inclusive workforce.  By bringing together people who look at the world through different filters we are able to create more innovative solutions.  An inclusive workforce brings out the greatest brilliance of employees as fear isn't keeping ideas in the shadows.

As such, I find some irony in this portion of their "Who you are" statement on the career page:
 "You recognize the importance of working together with diverse partners--including individuals, churches, corporations, and governments"

It's worth noting, that there are faith-based humanitarian organizations the do not choose to utilize their right under the Civil Rights Act to discriminate based on religious affiliation.  Habitat for Humanity, for example.

As a long-time volunteer with Habitat, I am well aware that while they are a Christian-based organization, you do not need to be a Christian to (a) Be a Habitat Homeowner, (b) Volunteer with Habitat or (c) Work for Habitat as an Employee.

Volunteering with Habitat I have worked alongside Christians, Buddhists, Agnostics, Atheists and Jews and those are only the religious affiliations I've been made aware of - I am certain others have been present on builds as well. 

Similar circumstances - different approaches.

What do you think?  Would love to hear your insights as a hiring manager, job candidate, supporter of non-profit organizations and member of the community at large!


May all your Endeavors be Insightful,

Nora A Burns, SPHR
Insightful Endeavors International, Inc

Friday, September 30, 2011

Lessons from a Black Swan.....

Two unpaid interns who worked on the wildly successful movie 'Black Swan', are lead plaintiffs in  a class action lawsuit related for the Fair Labor Standards Act (FLSA).  Simply put - they weren't paid and they believe they should have been.  

It seems to me this happens quite a bit.

I cringe whenever I hear business people talk about adding summer interns to do filing and other front-line admin tasks. 


Interns are not meant to be free labor.  They are meant to provide a meaningful educational experience for the student. 

The intern experience is carved out by the Department of Labor for the benefit of the student....not the employer.   This means, for example, if an intern is simply running for coffee and lunch orders, doing filing and sweeping floors they are truly an employee and should be paid at least minimum wage.

While all the facts of the 'Black Swan' case have not yet come to light, if the interns truly were only doing 'menial tasks' the studio could be on the losing end of this suit.  Truly, the DOL doesn't care if you're fetching coffee for Natalie Portman or Bob in accounting .....such tasks, if the majority of the role, do not meet the expectations of an unpaid intern. 

Employers should tread very carefully if deciding the use of unpaid interns - please call your employment attorney.  If you don't have one, please send me an email or give me a call and I'll gladly recommend one that I know and trust. 




More on the 'Black Swan' case:  New York Times:  http://www.nytimes.com/2011/09/29/business/interns-file-suit-against-black-swan-producer.html ; ABC News: http://abcnews.go.com/US/black-swan-unpaid-interns-file-lawsuit-fox-searchlight/story?id=14632803

Monday, May 16, 2011

Are all the walls in your house white?


This past weekend I was chatting with an out-of-state friend via Skype.  I have not seen this friend's current home other than the Skype video view of his office.  This weekend he decided to give me a virtual tour of the house. As he walked into the third room with the Skype video feed active, I noticed the walls appeared to all be the same color.

"Are all the walls in the house white?" I inquired.

"No” he responded, "none of them are."

Pause (imagine the perplexed look on my face as I wonder what is wrong with my camera/video feed).

"They're eggshell". 

(Note the photo - he showed me a white paint sample which he had handy to demonstrate his point and graciously held it there while I snapped a photo of my screen!)

To put this conversation in Emergenetics terms, his strong Analytical preference knew he had selected “eggshell” for the paint…..my strong Conceptual preference isn’t quick to discern the difference between “eggshell” and white”.

We enjoyed a health laugh about the difference in how we view the same information - after which I provided him with a tour of my home - including the red kitchen which I love and he found a bit .....well....bright!

Embrace the difference filters through which we view the world – our differences can build highly effective, productive and innovative teams if we learn to appreciate the filters of others rather than letting these differences cause miscommunication and distrust.
 

May all Your Endeavors be Insightful,

~Nora



Nora A Burns, SPHR is Founder and Principal of Insightful Endeavors International, Inc a Denver, CO based firm specializing in team selection and development. She is an member of the National Speakers Association (NSA) and the Society for Human Resource Management (SHRM). When she's not traveling to assist clients in building innovative teams to drive bottom-line results she resides in Denver, CO with Bella the insanely cute labradoodle.

Monday, February 7, 2011

The Quest for the Best Hire is not a World of Warcraft Quest


In a recent conversation with a manager at a large (Fortune 250) company, the discussion turned to hiring and interviewing.  With great excitement he shared his favorite interview question – I’m fairly certain he was expecting me to congratulate him on asking an outstanding interview question.  The question….his favorite/go-to interview question:  “Do you play video games?”
Unless you are hiring a video game tester please do NOT ask this question during  your hiring/interviewing process. 
Why not?
There are more than a few reasons why this is not a legitimate, valid question for the interviewing process.
First, let me share his rational:  The job requires managing multiple priorities and and if someone can manage the many aspects of a video game – keeping tabs on other players, objectives to be achieved, amount of life remaining, etc then he/she can keep up with all the aspects of the job. 
I understand the rational.  For over twenty years I’ve listened to people rationalize why they ask particular interview questions and in most cases there is a thread of logic.  Unfortunately, as with this case, the logic has some flaws and could put this manager and his company into a position of being challenged on the legitimacy and legality of their hiring process.
First and foremost, it’s not relevant to the job.  He is not, in fact, hiring a video game tester.  The golden rule for interview questions is that they be directly related to the job at hand. 
While there may be some truth to the fact that people who are good at video games are generally good at keeping tabs on multiple moving parts, it has not been validated and, more importantly:
(1) There are a lot of people who do not play video games who are exceptional at managing multiple priorities.
(2) There are people who play video games who are so obsessed with them that their work productivity may suffer.
Given that there are a lot of people who do NOT play video games who are exceptional at managing multiple priorities (the competency we are actually in search of) here is a risk of disparate impact with this question.  Disparate impact occurs when an employer uses a selection procedure/criteria, which has an effect of disproportionately excluding persons based on a protected class such as race, color, religion, sex, or national origin, or where the selection procedure is not “job related and consisted with business necessity”. 
Given that, according to Entertainment Software Association, only 40% of gamers (including everything from Wii to WOW) are women, there is already a risk of disparate impact on women.   Let’s add to that the economic factors which may exclude valid candidates.  Video games – be it a Wii Console or a computer with internet connection and subscription to World of Warcraft, are not cheap.  This implies a bias toward candidates with higher levels of disposable income.
In addition to risks of disparate impact there is also the impression this question leaves on prospective candidates.  When I posted this question on Twitter, Max Resnick (@Max_Resnick) responded:   
 "I would seriously question that position as a potential candidate.  How much extra work do I get so they can play #everquest longer"
While the job interview is designed to help you select the best candidate, questions asked also provide potential hires with insight into you and your organization.  While this hiring manager is not looking to spend more time on games himself, that may be the perception of a candidate who will choose to seek an opportunity with a more committed manager.
Finally, in addition to eliminating individuals who are exceptional at managing multiple priories simply because they do not play video games, this manager was elevating candidates in the process who play video games even though doing so may reduce their overall job performance.  According to researcher Nick Yee of the Daedalus Project, individuals who play World of Warcraft spend an average of 21 to 22 hours a week playing the game.  I was intrigued by this statistic and contacted twenty individuals who play WOW (admittedly a very limited sampling and not a statistically valid process).  Of these twenty players, 25% admitted to playing at work while they are “on the clock”. 
All-in, “Do you play video games?” is a not a question that should be part of your interviewing/hiring process for a myriad of reasons!  Furthermore, if an experienced hiring manager at a Fortune 250 firm is asking this question....are you absolutely certain managers in your organization up-to-speed on effective hiring/interviewing?  As the economy continues to turn and hiring picks up now is the ideal time to invest in hiring managers to ensure they fully understand and can apply effective (and legal!) interviewing techniques.
I welcome your insights, thoughts, ideas and submissions of your favorite “go-to” interviewing questions for discussion. 
May all your Endeavors be Insightful,
Nora A Burns, SPHR

Friday, October 1, 2010

Missed Opportunities

Bella (aka The Insanely Cute Labradoodle) has been in my life for four (4) years.  This month I took her hiking for the very first time.   I love hiking & yet hadn't taken Bella in all this time.

Suppose I had some fear that she would get hurt and there's the matter of Baxter (the 14lb alpha dog who doesn't care to be left alone and isn't great on a leash when encountering other animals) to contend with.

This month Baxter is away at training (watch for a post on this coming soon) so it's just Bella and I.  This, coupled with a mini-trip to Steamboat Springs, was the impetus to introduce Bella to hiking.


Picked up some doggie shoes at REI to protect her paws from rocks and sharp objects (I mentioned the fear of her getting hurt, right?) then started with a nicely groomed path in Boulder and worked our way up to more challenging terrain including St. Mary's Glacier and Fish Creek Falls

She loves it.

Four years of missed hikes - I've done
her & I both a great disservice. 

As I hiked with Bella I thought how similar
this is to managing employees....

What opportunities have you missed out on with members of your team because you haven't given them a chance to demonstrate hidden talents?

What amazing talents might you discover if you set aside your preconceived notions of what your team can do as well as fears you may have of mistakes being made.  It could open up a whole new world of possibilities!

May all Your Endeavors be Insightful!




Nora A Burns, SPHR
www.insightfulendeavors.com


Friday, June 11, 2010

The Good, The Bad & The Ugly - Stories of Emotional Intelligence (or lack thereof) - In Real Life

Each day provides examples of EQ Rock Stars....and....well.... those who may not be aware of EQ and the role it plays in their world. 


During a recent week I crossed paths with two mail carriers in my neighborhood who were in very different places emotionally.


Both interactions took place on beautiful, sunny spring days in Denver, CO within 5-7 blocks of one another.

The first interaction.....

Me:  "Good Afternoon!"

Him:  "humph"  (seriously....he said "humph")

Me:  "Beautiful day to have an outside job, isn't it?"

Him:  "I suppose.  I would rather be doing just about anything else."



The second interaction.....

Me:  "Good Morning!"

Him:  "And to you as well!"

Me:  "It's a beautiful day to have your job isn't it!"

Him:  "EVERY day is a beautiful day to have my job!"


Which of these individuals would YOU rather work with? 

Attitude Matters. 

Happiness Matters. 

Emotional Intelligence Matters.

Friday, March 12, 2010

Where Everybody...or at least Somebody....Knows Your Name

For three years, since moving to my current neighborhood, I’ve been going to the same dry cleaner. 

Three years.

For the majority of those three years I went to the dry cleaner two times a week.

Each time we did the same dance….

“What’s your last name?”

“Burns….B U R N S”

“And your first name?”

“Nora….N O R A”

All of this is done with little to no eye contact.

They would enter my order or, if I were picking up, pull my newly cleaned clothes and hang them on the rack by the register.  I provide my credit card and the next week we repeat the same process.

With little exception I talked with the same three clerks each week. 

At around the 16-month mark I started wondering when the clerks would remember my name.

At the 24-month mark I started making little bets with myself as to if they would remember my name.

“What’s your last name?”

“Burns….B U R N S”

Two months ago I was talking with a friend at a cafe.  The conversation turned to customer service and how the benefit of being a “regular” (as we both are at that particular cafe), is that the staff recognizes you, greets you by name and generally knows what you will want.  They typically go the extra mile to provide outstanding service in recognition of the many visits you’ve made to their establishment.
I share the story of my dry cleaner and how I’ve been seriously considering finding a new one.

Small world – my friend knows the owner of the dry cleaner where I’ve been going for three years.  He gives me his name and the hours when the owner is typically at the store and says to be sure to mention that Dale sent me his way.

The next week I go to the dry cleaners when the owner will be there.

“What’s your last name?”

“Burns……B U R N S"

*the owner is standing a few feet away*

“And your first name….”

The dance continues.

After completing the transaction I introduce myself to the owner of the shop and explain what I have shared with you here.

He shows little concern.  

He makes excuses.

He mentions that perhaps there exists a technology fix that he could institute. 

He says they will try harder and that he would definitely remember my name.

It hits me. 

My very social/relational brain is frustrated with what I see as lack of concern and care for a loyal customer.

His very analytical and structure-focused brain doesn’t see why the clerk knowing my name is important when the clothes are cleaned properly. 

We are looking at the world through very different filters.

His filters focus on efficiency and accuracy while mine focus on relationship. 

He looked at me as if I had a third eye in the middle of my forehead – and I’m quite certain my face was displaying confusion as I realized he really wasn’t all that concerned that his staff did not recognize their regulars. 

Since this conversation I’ve been back four times (2 times to drop off - 2 to pick up). 

“What’s your last name?”….

“Burns….B U R N S “

The dance continued.

Now I drive back to my old neighborhood – to the dry cleaner who not only remembers by name (even after three years) – but also asks about my dogs who she met years ago.


Chances are your customers look at the world through different filters than you --- personality, thinking preferences, generational, socio-economic, etc – Being able to meet your clientele where THEY are is key to growing and retaining the business relationship.  The first step to doing this effectively is to hire for DIVERSITY of THOUGHT vs hiring a series of mini-mes who look at the world the same way you do.

More on mini-mes in future blog posts. 

I welcome your thoughts. 

Monday, November 30, 2009

Is your organization like a tiger?

In the absence of real information from a credible source, it is human nature to fill the gap – most often with the worst-case scenario. With each iteration, these stories grow more speculative, more horrifying, more grandiose.

We’re seeing this occur with Tiger Woods’ one-car accident. In the absence of REAL information there is speculation. Was he drinking? Were they fighting? The conspiracy theories are out in force. With each day that passes without him speaking with authorities the rumors appear to grow stronger and more ferocious.

The story isn’t so much about the accident….it’s about the lack of information around the accident.

This is exactly what happens inside organizations. In the absence of real information from a credible source, employees will fill the gaps and panic can easily ensue. Are we being bought out? Is the company in financial trouble? Should I be looking for another job?

The fallout of this speculation is wide-reaching:

(1) Productivity plummets. Employees are expending so much energy on speculations, worry, working on their resumes, etc that productivity takes a hit. The more wild rampant the rumors and speculation, the further productivity falls.

(2) Top talent exits the organization. Exceptional employees have more options in terms of where they work - when the culture of an organization disintegrates into one of uncertainty top performers become frustrated by the drop of productivity and will seek opportunities elsewhere. Brain-drain ensues further hampering the organization.

(3) Customers question the organization’s viability. Rumors are not contained by the walls of your headquarters. When employees get nervous so do customers. Chat boards light up with talk about the perils of the organization – real or imagined. It fuels the fire of misinformation and further hampers the organization’s effectiveness.

My advice: Don’t be like a tiger ….well….at least don’t be like Tiger Woods and his handling of the car accident.

Openly share information – don’t hide from your employees and naively think they will operate on the assumption that “no news is good news”. It’ more likely they will assume ‘no news means something horrible is happening and I should talk with others about this and see if they agree with me that the world is, in fact, coming to an end’.

When in doubt communicate, communicate, communicate.

May all your Endeavors be Insightful,

Nora A Burns, SPHR
www.insightfulendeavors.com
Twitter: @NoraBurns

Saturday, November 21, 2009

Want employees to go above and beyond? Lead by example!

This week I had the pleasure of attending the 2009 Colorado Hotel and Lodging Association Conference in Colorado Springs, CO. At the annual conference, outstanding employees in the hotel & lodging industry are recognized for exceptional service in their respective areas of expertise. If you’ve traveled in Colorado you’ve likely met some of these service providers. They are the people who go out of their way to make guests feel “at home” while on the road and include bellman, concierges, reception desk staff, chefs, etc.

The evening before the award dinner I heard about one particularly outstanding employee …. Ken Wall of Doubletree Grand Junction. If memory serves correctly, Ken has worked at the property for 19 years. In that time he has not missed a single day of work, has never been late and has not been the recipient of a single disciplinary action. Ken is a “getter done” guy who is committed to exceptional service and making life easier for others.

Here’s the challenge……and the story as I heard it from several sources…..I-70, the highway leading from Grand Junction to Denver/Colorado Springs was closed. If I-70 is impassable it would be really unsafe and unwise to attempt any other way down the mountain. It looked like Ken would miss the conference….and the presentation of his award for outstanding service.

The owner of the Doubletree Grand Junction property is in the Denver area and was already at the conference. When he heard about Ken’s predicament he immediately went into action. Ken arrived later that evening…….by plane. The property owner recognized the importance of going above and beyond for Ken.…..just as Ken had gone above and beyond for so many guests over the previous 19 years.

My reaction to this story as it was relayed to me….in a word: Goosebumps.

If you want your employees to go the extra mile for your customers…..go the extra mile for them.

Are you holding yourself to the same standard you expect of all employees?


May all your Endeavors be Insightful,

Nora A Burns, SPHR


p.s. Next time I’m in Grand Junction ….. I’ll be staying at the Doubletree. They have earned my business by displaying exceptional leadership.

Monday, September 14, 2009

Are you a clock watcher?

While visiting Denver's Wellington Webb Municipal Building I couldn't help but think of those who spend their days staring at the clock in anticipation of quitting time.

Why?

Mainly because with this piece of art hanging nearby I feel for the folks working the information desk on slow days.....

Wednesday, September 9, 2009

The scent of fresh cut grass.....a reminder to say thank you.


Last week, for the first time in at least ten years, I mowed the lawn. More specifically, I mowed my sister’s lawn while visiting her in Wisconsin.


After volunteering for the task I headed to the garage…..it took a good fifteen minutes to figure out how this particular mower worked. Now, in all fairness, I would have had to do that with any mower manufactured after about 1990.


Choke, motor speed, blade controls – got it. Now to maneuver the lawn. Around the edge of the lawn……couldn’t just go with 90 degree angles…..nope this lawn has curved edging providing a bit more of a challenge.


As I worked in the hot sun I thought about what an un/under appreciated task mowing the lawn is. It’s one of those things that needs to be done and if we aren’t the one that is responsible for this household task it probably doesn’t even register on our mind for a minute …..unless the lawn starts getting REALLY long. I confess to being someone who has taken a mowed yard for granted - whether it me by HOA, property manager or ex-husband....the yard has been mowed and I don't think I've fully appreciated the task being done.


How many tasks are being done within your team ….within your organization….that go unnoticed……unless they don’t get done? Take a few moments today to seek out those who take care of all the details….who do their jobs so well they make it look easy and therefore can often be taken for granted.

Thank those folks who make it possible for you to do what you do....by taking care of the administrative details, the behind-the-scenes work that is critical to your success.


Take a few moments to notice how great the lawn looks.

Tuesday, July 14, 2009

Maintaining SPHR Certification When Times Are Tough

Maintaining professional credentials like the SPHR (Senior Professional Human Resources) can be difficult -- doing so when you are unemployed takes it to another level.

We understand and would like to help.

For every five paid registrations for workshops which have been pre-approved by HRCI for re-certification credits we will invite an SPHR-certified member of the HR
community who is currently between gigs to attend as our guest. We will continue this offer until the national unemployment rate is once again under at least 7%

Opportunities for free passes will be posted to www.insightfulendeavors.com/free


This week we gave away:


Twitter for Business TWO (2) seats
Building a Leadership Development Program from the Inside Out ONE (1) seat


How to qualify to win FREE passes


Free passes are to support UNEMPLOYED HR Pros with SPHR Certification.
If you are not Unemployed AND hold SPHR Certification sorry but you are not eligible.

  • Check the www.insightfulendeavors.com/free list periodically
  • When a program is listed that you are interested in and available for then...
  • Send an email with "SPHR between gigs" in the subject line
  • In the body of the message include:
    • your name
    • email address
    • phone number
    • Title of Session you would like to be entered into the drawing for
  • Send the message to: info@insightfulendeavors.com
Please note: We have received entries and inquiries from individuals who are working temporary positions -- these free seats are for the truly and fully unemployed.

May all your Endeavors be Insightful,

Nora A Burns, SPHR
www.insightfulendeavors.com


For a full list of the programs we offer that have been pre-approved by HRCI for 2009 visit www.insightfulendeavors.com/phrsphr





Sunday, May 10, 2009

CEOs are on Twitter....are you?

It’s being talked about across the U.S.……

• CNN.com
• New York Times
• Fortune Magazine
• NPR (National Public Radio)
It’s being talked about overseas….
• Business Standard - India
• Kippreport – Dubai
• This French Life – France

CEOs are talking about it....and on it....

'Yes, I'm a CEO Who Really Uses Twitter'
'CEOs Take on Twitter'

It’s being talked about on television shows…..

Sunday night “Twittering” was talked about on Desperate Housewives in context of business/marketing executives needing to understand Twitter!

It’s not going away. It’s time to pay attention to Twitter!

Five Quick Tips:
1. Content vs Fluff: It’s all about who you choose to follow. Find interesting people and follow them --- and look at who THEY are following since interesting people tend to follow interesting people.
2. Use TwitterDeck to organize your tweets.
3. iPhone users visit the App Store to find “Tweetie”
4. Assume your boss, clients, professors, friends, family, etc will find you on Twitter – tweet accordingly
5. Stop making excuses. You are NOT “too old” or too “non-techie”.


If you’d like to learn more about Twitter we welcome you to attend the workshop that best meets your needs:

Twitter for Business
– understand your organization’s brand/identity twitter-style, case studies of businesses that have effectively used Twitter to build their business, etc.


Twitter Boot Camp – for the twitter novice – hands-on workshop including setting up your account, establishing your profile and understanding basic twitter lingo.


For an up-to-date schedule of our public workshops and webinars: www.insightfulendeavors.com/calendar


May all your Endeavors be Insightful,

Nora A Burns, SPHR
www.insightfulendeavors
www.twitter.com/noraburns
www.twitter.com/phrsph

Friday, April 24, 2009

"Blocked" Call....An Unexpected Turn of Events

The call came up as "Blocked" on caller I.D.

"It's going to be a solicitor" I thought to myself as I begrudgingly answered "Good morning, this is Nora, how can I help?"

It wasn't a solicitor.

It was, in fact, the complete OPPOSITE of a solicitor.

The caller explained he was aware I was offering classes that had been pre-approved by HRCI credit......and that I was giving away a free seat to someone who is currently unemployed for every 5 registrants.

"Yes", I confirmed, "that is correct"

I was unsure where he going to lead the conversation ---- request to be entered into the drawing for the guest pass? Register himself? Something else?

"I'm not available for the sesssion April 29th", he stated.

Hmmm...I wondered....why is he calling about it then?

"I'd like to help out"

In an unexected turn.... he stated he wanted to purchase two seats for the April 29th session. He is purchasing them not for himself but for two to-be-determined SPHRs.....possibly for you.


My caller (who wishes to remain anonymous) is purchasing two seats for the April 29th session "Building a Leadership Development Program From the Inside Out" being held in Denver. (The session has been pre-approved by HRCI for 5.75 Strategic Credits.)

The seats will be given away Monday to two Human Resource/Training/Organizational Development Professionals.

To be entered to win one of these two seats...

Send an email with your contact information no later than noon on Monday.

I'm very excited and will now answer "Blocked" calls with much more enthusiasm!!!

Looking forward to hearing from you and working with you next week!

May all your Endeavors be Insightful and all your "BLOCKED" calls Positive,

Nora A Burns, SPHR

www.insightfulendeavors.com

www.twitter.com/noraburns

www.twitter.com/phrsphr



Nora A Burns, SPHR is founder of Insightful Endeavors International, Inc a Denver, CO based firm specializing in team and leadership development. She is an member of the National Speakers Association (NSA) and the Society for Human Resource Management (SHRM). When she's not traveling to assist clients in building innovative teams to drive bottom-line results she resides in Denver, CO with Bella, the insanely cute labradoodle and Bella's sidekick Baxter.