TagPerformance I Create blog

2015 Best of the Buzz

I didn’t write much on this site in 2015. I let the stuff of life zap my time and creativity so much that I missed the mark on many of my goals. That’s a bummer for me … But 2015 is over now. There’s nothing to be gained from continuing to beat myself up. So I move forward and commit to do better in 2016.

Unfortunately, not writing much didn’t leave me with many posts to choose from for the Best of Buzz 2015 countdown. Another bummer.

However, I continued to write monthly with the Performance I Create team even when I wasn’t posting here … If you don’t know, PIC is a multi-contributor blog where professionals share knowledge and information about improving performance and productivity through human performance improvement, training/learning and development, process improvement, instructional design, human resources, communication, social media, leadership, or productivity. Our contributors are an awesome group of HR professionals, managers, professors, researchers and entrepreneurs.

In addition to writing at PIC, I worked with the team to create, launch and host a monthly Podcast. Each episode features a roundtable discussion with the PIC team and other professionals in the social HR space discussing headlines and hot topics from a human resource management perspective. Check out our first 4 episodes on BlogTalkRadio and iTunes!

As for writing, here are my Top 15 Posts combined from The Buzz on HR and from PIC in 2015:


15. Don’t Get It Twisted — Busyness Does NOT Equal Productivity


14. You Know It’s Time to Make a Job Change If …


13. How to Ensure Mediocre Performance


12. Stop Whining and Start Winning at Work


11. Finding the Flow at Work


10. Nothing Left to Ponder


9. HR is Headed for Self Destruction


8. The 5 Phrases that are Hurting Your Reputation


7. You Know It’s Time To Contact HR If …


6. 2016 HR Trends to Watch


5. The NFL Got It Wrong — and Leaders Should Pay Attention (Deflate-Gate)


4. How I Would #MakeHRBetter


3. No, You Cannot Define Culture


2. The Art of Conflict Maintenance


1. HR and Sorority Sisters


Thank you for your support of me and this blog. Happy New Year!




Nothing Left To Ponder

I’ve been a contributor at the Performance I Create blog since 2012. And although my schedule has become way more hectic and I’ve had to slow down much of my “Buzz” work, I’ve continued to write monthly for PIC without lapse or fail.

I believe in the simple message that PIC promotes about creating successful organizations by focusing on creating performance excellence. The team of bloggers at PIC have become some of my closest HR friends and confidantes.

So it was incredibly bittersweet when I received the call from PIC founder Chris Ponder a few weeks ago, announcing that he was stepping away from leading the group and the HR blogging/social space altogether.

I totally understand the reasons. The grind of HR is not easy. It is hard to stay motivated to write positive, useful, original HR content after dealing with the hardcore challenges of the HR trenches every day. I struggle with it. It’s why I don’t post as often on this blog as I once did or would like to now … Add to that the stress and responsibility of constantly wrangling a dozen other uber busy, grinding HR professionals — and it’s enough to burn anyone out.

What sucks is that Chris Ponder is a talented writer and the HR blogosphere needs voices like his. Here are a few of my favorite posts that he’s written:

I will miss reading his thoughts and advice … However, I’m fortunate to still have my friend just a text, email or phone call away.

There’s nothing left to ponder. Chris Ponder has left the PIC building. We will carry on without him — but we won’t be the same.

For starting this site. For bringing this talented, awesome group together. For leading us for the last 4 years. For putting up with our shenanigans. For encouraging us. For being our biggest promoter and helper. For being my friend … Thank you, CP2!! We love you bunches and we will continue to make you proud.


From PIC — “HR is Headed for Self-Destruction”

One of my favorite old skool hip-hop songs is “Self Destruction.” After 20 years, I still know over 90% of the lyrics. It is one of a few old skool jams that causes me to stop whatever I’m doing and lose myself in words and nostalgia for a few minutes whenever I hear it.

It isn’t lost on me that the lyrics are still very much relevant and applicable today — but I don’t want to talk about that stuff here. This isn’t the place for it. This is a blog about HR leading organizations to high levels of performance. And although pop culture and politics trickle into the conversation, we always have to bring it back to the practical application of business theory and operations. Otherwise, we’re just more rhetoric and a symptom of the problem.

I digress.

The song popped into my head recently as I was planning an exercise with my HR team about the connectedness of our functions. This is the first time I’ve worked somewhere with departments within the HR department, where everyone had a specialty and there were no generalists. And the in-fighting between the groups is something to behold! I thought only practitioners and consultants had ‘beef’ (see Notorious B.I.G for definition). Now I’m learning HR specialties fight with each other over who is the most important, who deserves the most accolades, attention and budget resources.

I found myself looking to these lyrics for explanation and inspiration …

Read the rest of this post over at Performance I Create ….

How I Would #MakeHRBetter

I got an email last week from the awesome Steve Browne announcing that he was hosting the first Carnival of HR for 2015.

The Carnival has been around for almost 8 years now. Each week, one HR blogger takes a turn hosting. The host selects a theme and reaches out to other bloggers for either original or recently written posts on the theme … You may remember when I hosted back in February 2014.

Steve is one of my favorite HR people on the planet. He is a constant source of support, encouragement, sharing, positivity and welcome all across the social HR and SHRM space. I admire him greatly. So my response to his requests for posts in his Carnival was three words …

Count. Me. In!!

Steve’s theme? Complete the statement “I would make HR better by …”

So here goes.

I would make HR better by improving the confidence of HR practitioners surrounding the validity, importance and standards of our profession … In my opinion, HR remains the only profession who seems unsure about their very being and their value to and in business. You just don’t see Accounting or IT or Marketing or Operations people questioning if their function is needed and how they help the business reach goals. Yet HR is still having these conversations all the time — and, for the life of me, I cannot understand why.

Well, that’s not true. I kinda do understand why. The issue as I see it is two-fold:

  1. HR is focused on people — and so is everyone else. Every area of the business has people who have managers who have manager who have manager who are responsible for making sure they do right and generally get done right. When a business looks at the HR focus through this narrow lens, HR seems redundant and unnecessary … But just because it looks that way doesn’t make it true — and it definitely doesn’t mean HR should buy into that narrow-minded thinking, too!
  2. HR gets the leftovers. Although the tide is changing, HR has been the place where people without “real” business savvy were plopped. Can’t cut the mustard in Operations? Go to HR! Need a place to put the owner’s daughter? Go to HR! You say you like people and don’t want to be limited by budgets and rigid reporting? Go to HR! And in many organizations, there is still has some of that … So when you add all the fighting and debate about the need for formal and continuing education in the HR profession which leads to people not pushing their learning AND you add all the snake-oil HR salesholes pimping products not based in any business reality, you end up with stale leftovers . Why would anyone want that? Yuck (By the way, this issue of stale HR leftovers existed loooooooong before the HRCI/SHRM break-up.  Way way way before).

When HR doubts itself, the rest of the business world begins to doubt, too. Which leads to our practitioners being under-utilized and under-paid in many organizations and industries. Which leads to good practitioners getting frustrated and either leaving the profession altogether or starting their own businesses. Which leads to more debate about the necessity of HR and whether business is better off without it.

The cycle is vicious. And HR would be better without it.

HR would be better if its practitioners got educated and stayed educated about the history, theory and practical application of the laws behind our areas of influence.

HR would be better if we stopped fighting for recognition and just focused on creating and executing solid strategy to advance the goals of the organization.

HR would be better if we stopped allowing the stale leftovers to be plopped into our department causing bottlenecks, inefficiency and increased risk.

HR would be better if we found our mojo … our swag … our confidence … our voice … our truth.

When HR finds this, business will find it, too. And the world of work will become a better place.

Want to see what the other HR bloggers out there had to say? You can read all the posts HERE at Steve’s blog — or check the #MakeHRbetter hashtag on your social media channels.



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