First, read Bill Gates’ quote above.

Now, let’s change this quote ever so slightly to read….

Are YOU Fully Utilizing Your Talents In Human Resources? 

1.  If you ARE, then what you’re doing to make that happen?

2.  If you ARE NOT, then what do you believe is holding you back?

Provide us with your response by CLICK HERE.  

Below, feel free to check out the comments and responses of others as well.   Let’s all learn from each other.

Enjoy!

Alan

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by Alan Collins

In every HR job I’ve ever had, I spent 90% of my time doing one thing.

And that one thing was…

SELLING!

When I recruited MBA candidates on campus, I was SELLING them on why my company was better than our competition.

In labor negotiations, I was SELLING our union leaders on why they should give concessions in the collective bargaining agreement to help the organization.

When I was pitching my latest and greatest new fangled HR idea, I was SELLING executives why they should invest the company’s hard-earned dollars in my little thingy versus someone else’s.

In exit interviews with talent we wanted desperately to keep, I was SELLING them on why they should reconsider and stay with the company…even though I knew by then was too late and there wasn’t a snowball’s chance of it happening.

In new employee orientation programs, I was SELLING newbies on why a career at our company was the best thing for their career, for their family, for their life.

When reviewing resumes with our hiring managers, I was SELLING them on why a particular candidate was a superstar and worthy of an hour of their time for an exploratory look-see.

Even though budgets were frozen, I was SELLING the CFO on why we should pay our top people more this year if we wanted to stay competitive within our market.

I was SELLING headhunters, university professors and placement directors and faculty influencers on why they should push the best candidates in our direction.

I was SELLING executives on why we needed to invest more in HR technology to streamline our performance management and career development systems.

In meetings, telephone conversations, e-mails,  hallway showdowns, cafeteria handshakes, parking lot discussions…and even awkward bathroom situations, I was…

SELLING, SELLING, SELLING.

Many times, I felt like a used car salesman moving through the hallways and elevators at PepsiCo.

Many nights when I got home from work, dead tired, I felt as if I’d been running for political office all day.

But I understood…my major job was selling.

And if you’re in HR, guess what?

THAT’S A HUGE PART OF YOUR JOB TOO!

Without the ability to SELL, influence and persuade your career in HR is dog poo…and you will forever be relegated to the back of the kennel.   Not at the front where the “show dogs” sit.

All great HR executives and professionals are great salespeople.

And they recognize that getting others to support your ideas and follow your direction is a critical HR skill.

It requires knowing how to build relationships, listen, position your ideas, handle resistance, explore alternatives, and get agreement.

It also requires an iron spine to handle resistance and rejection.

Like any salesperson, you’ll hear the word “no.”

Often.

You’ll get the door slammed in your face.

Often.

Sometimes it will happen loudly.

And sometimes it will happen so subtly you won’t realize until later that you were rebuffed… by someone who was better at the game of selling than you were.

But that’s okay.

Over time you’ll start to see these “no’s” as a challenge, not as a rejection.  And you’ll figure out what to do next.

So, if you already know how to sell, that’s terrific.

If you don’t, learn.

How?  To start, kindle or pick up Yes! By Robert Cialdini or Flawless Consulting by Peter Block.  Attend a seminar or webinar.  Get some coaching someone you consider to be an expert in your organization.

Then keep growing and building this skill.

It’s one of the best investments you will ever make in your career in HR.

Onward!

CLICK HERE to add your comments on this article.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.   He is Founder of Success in HR, Inc. and the author of the two HR best sellers, UNWRITTEN HR RULES and BEST KEPT HR SECRETS.   His NEW book, YOUR HR GOLDMINE is now is available on Amazon.

Feed your network: If you like this article, feel free to share it with your Facebook, Linkedin, Twitter and E-mail contacts by clicking the buttons below…

by Alan Collins

I’ll never forget an exchange I had with an HR manager.

At the time, I was conducting an employee misconduct investigation at a manufacturing plant where she’d worked for more than three years.

I asked her, “Can you walk me through the plant’s production process? It would be helpful for me to know during my interviews.”

She gave me a puzzled look and said:

“I have no idea about how the business here operates…I’m in HR.”

After a pause, she then added: “I’ll get one of our front line supervisors to do that for you.”

I was stunned.

Interestingly, that morning over breakfast, she had complained that she was not being taken seriously by her executive leadership team.

I now knew why.

And now, at that moment when could have impressed the heck out of me with her knowledge of her business…she failed!

And, her credibility in my eyes as an HR pro dropped faster than a brick falling off a tall building.

I’m sorry.  I make quick judgments.  I’m human.

And I judged her harshly.  But I don’t apologize for that.

Unfortunately, I still get surprised when I encounter those in our profession who resist getting knowledgeable about the very business they want to help guide.

If this has happened to you, be assured that your influence and impact with your business leaders is headed for the toilet — if it’s not already there — if you don’t address this issue fast.

How do you turn this around?

Here are seven ways you can build your business know-how — quickly!

1.  Get in the Trenches!

If your company has manufacturing plants, get out on the floor with the folks on the frontline who make the product. Talk to them about their issues, not HR issues.   As a junior HR generalist, I was told: “You need to get out and walk the plant floor on regular basis. That’s the best way of getting a pulse beat on the business. In fact, if you don’t have to buy a pair of shoes every six months, you’re not doing your job.”

Customers are the lifeblood of any organization. Get some of your sales reps to let you go on sales calls with them to learn the needs of the customers and consumers of your business. Or set aside a few hours on a regular basis and watch how your customer service reps work with irate customer calls.

Whenever possible, set up routine meetings with your colleagues in Purchasing, Engineering, Marketing, R&D on their turf (not yours) to learn the challenges they face in their area of the organization.  Make this one of your weekly priorities.

2.  Start a Regular Reading Program on Your Business! 

Become familiar with the strategic business plans for your unit.

Read your company’s annual report.

Read the same industry trade publications or investor reports that your business leaders read.

Beef up your understanding of balance sheets and P&L statements. For this, read: “How To Read A Financial Report” published by Merrill Lynch and download it online.

3.  Make Friends with Finance!

You don’t have to bug the crap out of your CFO.

Instead, find a financial manager who helps pull the numbers that show how the business is performing.

Lunch and learn with him or her.

Get their coaching on how your business makes money. Build a relationship.

Offer to return the favor by becoming a resource to them on HR issues.

4.  Bond with Investor Relations!

If you’re in a publicly traded company, the folks in the Investor Relations (IR) group are the key story tellers who have to explain to shareholders everything from the latest SEC filing to the quarterly earnings or latest product launches.

When they’re not scrambling to meet a disclosure deadline, schedule a brown bag lunch with one of them from time to time to understand the big picture. It’s time well spent.

5.  Get on the Distribution Lists!

Many Finance, IR, Strategy or Competitive Intelligence functions in companies have distribution lists for financial updates, analyst reports, competitor news and legislative and regulatory issues.

Get on the list (often it’s same list for everyone).

If the data is good enough for your business leaders, it’s good enough for you. If you can’t get on list, ask your business leader or your CHRO to make the request for you.

6.  Wire Yourself!

For up-to-the-minute insights on your business, subscribe to RSS feeds, Google alerts on what’s being written online and in social media about your company, its competitors and your industry.

This puts you in the know as fast as any executive in your company.

Knowledge is power.

Don’t rely only on what others can gather for you.

7.  Tune in to Earnings Calls!

If you’re in a publicly traded company, listen to the quarterly earnings call with the analysts.  Especially the Q&A segment at the end of the call.

Or at least read the transcripts. It’s a good way to get a concise summary of the strategy story that your company is telling and even better insights on what investors – and your business leaders — are excited and worried about.

To conclude…

It’s a fallacy to think that staying in your office or focusing on doing HR work alone will enhance your impact in your organization.

The fastest way to absolutely knock the socks off your clients and impress them with your HR knowledge is…

To impress them with your knowledge of  THEIR business first!

Failing to do this will forever relegate you to the back of the bus.

And your business desperately needs you as an HR professional upfront helping to steer the bus.

It’s the only way THEY can win.

…And YOU can win.

Onward!

CLICK HERE to add your comments on this article. 

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.   He is Founder of Success in HR, Inc. and the author of the two HR best sellers, UNWRITTEN HR RULES and BEST KEPT HR SECRETS.   His NEW book, YOUR HR GOLDMINE is now is available on Amazon.

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by Alan Collins

Years ago, I was advised to get a law degree to advance my career in HR.

So, I studied for the LSAT exam.

Took the test.  Got a decent score.

Then I applied to the John Marshall law school in Chicago.

And, got accepted.

My plan was to work my HR job by day.

And take my law school classes by night.

And then juggle all the demands of being a full-time HR generalist and my young family in-between.

All this would take me four years.

I had a well thought out game plan.

Simple.  Right?

Well…a funny thing happened just before I was to start my first semester of classes.

I started REALLY thinking about what I had just gotten myself into.   It consumed my thoughts during the day.  And, gave me a lot of sleepless nights.

My intuition — and that knot in my stomach — was trying to tell me something.

I had learned by then to listen to my gut.

And it was screaming at me loudly and clearly.

So, I made a BIG decision.

I quit law school. 

I quit before I even got started.  I quit two days before I ever attended a single class.

Why, you say?

Well, it wasn’t because I didn’t want to put in the work.

The reason was even more basic…

Deep down, I had absolutely NO freaking desire to be a lawyer.

Nada.  Zero.  Zip.

In fact, the entire field of law had no appeal to me whatsoever.

Though I respected lawyers, I really didn’t want to be one.

Sure, I knew that many of the senior HR executives at my company at the time had law degrees.  In fact, when I asked for career advice, many of them told me:  “Go to law school.  It’ll really help you at this company.  Besides, you’ll make a great attorney.”

Flattered, I decided to follow their advice.

They told me that it didn’t matter that I already had a masters degree in Industrial Relations from Purdue.  I needed to punch the ticket and have that law degree too…especially if I wanted “an edge” in my HR career.

I realize now, many years later, that had I gone ahead with my law school plans that I would have been miserable.  Totally.

I would have let others steer me away from my true passions and career aspirations in HR.  Those that I strongly believed in, both then and now.

In retrospect, this all now looks really stupid.   Especially, when I consider that all of these people whose opinions I cared so much about at the time are no longer a part of my life.  And that steel company that I worked so hard in for eight long years, no longer even exists.

Ultimately, I joined Quaker Oats then PepsiCo and discovered after a few years there, my educational credentials were the LEAST important contributor to my ultimate success in HR.

From this episode, I learned an important career lesson.

Unfortunately, just before you take your first step on the righteous journey to pursue your dreams in HR, many people around you, even the ones who deeply care for you, will usually give you absolutely awful career advice. 

It’s not because they have evil intentions.

It’s not because they’re idiots.

It’s because they often don’t take the time to understand what YOU really want to achieve – and what YOUR dreams, passions and life goals mean to you.

Sometimes, even you don’t know what you want– beyond just saying:  ”I want to be successful. I want to move up.  I want to make more money.”

And, frankly, it is that lack of clarity that is a big part of the problem.

Because in reality, there is no ONE, single proven path to greatness in HR…except to find a way to spend your time doing what creates enjoyment in you and for others. 

If you don’t want to, you DON’T have to become a CHRO or make millions in base salary in a Fortune 50 company to achieve greatness in HR.

If you don’t want to, you DON’T have to work 100-hour weeks for years doing stuff you hatee to achieve true greatness in HR.

It’s ok to say NO to someone else’s ladder to the top and still be great.

You merely have to CLEARLY figure out what greatness means for YOU. 

That’s it.

You have to be able to close your eyes and picture what kind of career in HR would make you the most happy and fulfilled.  What would you be doing?  Who would you be working with?  How would you be spending your day?  You must be able to define it and then start taking steps every day to work towards this vision.

That’s first step towards attaining true greatness in HR.

Define your personal vision of success and chart YOUR own path.  Then man-up and own it!

Stop caring about what everyone else wants for you.

Stop caring about everyone else’s opinion is about your career.

Don’t get me wrong.  It’s great to have mentors, advisors, supporters and fans.  It’s important to listen to their advice and consider it carefully.  But then…

Decide On What YOU Want And Then Pursue It Aggressively!

Keep in mind what our good friend Steve Jobs said, five years before his death:

“Your time on earth is limited, so don’t waste it living someone else’s life.  Don’t be trapped by dogma, which is living with the results of other people’s thinking.  Don’t let the noise of others’ opinions drown out your own inner voice, heart and intuition – because somehow it already knows what you truly want to become.  Everything else is secondary.”

Go ahead.  Read Steve’s quote one more time.  It’s brilliant.  It’s the best career advice you’ll ever receive.

And it’s the FIRST STEP towards attaining TRUE greatness in HR. 

Decide that you will be the BEST POSSIBLE YOU.  You can’t be anyone else.

That’s the path to greatness.

And it’s waiting for you.

Onward!

CLICK HERE to add your comments on this article. 

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.   He is Founder of Success in HR, Inc. and the author of the two HR best sellers, UNWRITTEN HR RULES and BEST KEPT HR SECRETS.   His NEW book, YOUR HR GOLDMINE is now is available on Amazon.

Feed your network: If you like this article, feel free to share it with your Facebook, Linkedin, Twitter and E-mail contacts by clicking the buttons below…

By Alan Collins

Many HR folks feel screwed when their hard work and long hours don’t pay-off in career advancement.

However, at a certain point, working harder at your HR day gig is NOT going to get you promoted.

And, it’s certainly not going to deliver the life and the career satisfaction you want.

If you’re in just about any HR role, you do NOT have the luxury of opting out of corporate politics.

In fact, the larger the organization, the more you will need to learn acquire a skill that doesn’t appear on any HR competency model.  That skill is called…political savvy.

I know what you’re thinking:

• Playing politics is sleazy.
• Business should be a meritocracy.
• I’ve never been good at office politics.
• I absolutely refuse to play the political game at work.
• My hard work and results should be enough to get me praised, raised and promoted.

To these folks I say…GROW UP!

Being politically savvy is all about watching how people interact, networking, achieving consensus and building allies.

That’s all.

Most HR folks are great at these things.

And the superstars in HR are absolute masters of the game.

So give yourself permission to play politics.

Here are a few ways to play it to win:

1.  Make Your Boss Your Biggest Ally. 

This is where it all starts.  Be proactive with your boss.  Get to her before she comes to you.  Know her priorities cold.  Anticipate what she needs to know and provide it to her regularly.  Get smarter on the things that drive her success.

Follow up on your 360 results or take steps to correct any adverse client feedback you get, so your boss can be your advocate.

You don’t want her to have to fight uphill political battles on your behalf.  Or have to debate the perceptions that you’re a jerk.

The last thing you’ll want is to make it difficult for your boss to champion you when an opportunity arises.

2. Know Who The Big Influencers Are and Become Their Ally. 

In every organization, there are influencers. They come in all shapes, sizes and exist at all levels.

They could be executive VPs, department heads, administrative assistants, high-potentials or the old-timers.

To find them, ask yourself: Who is highly respected by everyone? Who has the last word in discussions?  Who gets the most air time, attention or validation in meetings?  Who gets access to the resources, inside information, rumors and opportunities before anyone else?

Once you’ve identified these power figures, think through ways you can support their success.

For example, if an influential department head is looking for a HR volunteer for a productivity improvement task force, suggest yourself.

If a colleague wants to get some career counsel from you, provide an ear and your best advice.

If your boss’ admin is frustrated trying to find that ideal birthday gift for your boss, step up and volunteer to find one.

Look for ways you can provide favors.

And, don’t discount the little things.

3.   Know Thy Enemies.  

Recognize that you will have detractors and those who are not excited about your success.  Know who they are and don’t let them derail you.

However, often enemies are difficult to spot. While some adversarial co-workers will confront you without hesitation, others operate under the radar.

In fact, your haters may not say anything to you at all, but use subtle little non-verbal cues like eye rolling, deep sighs or finger tapping while you’re speaking. Or undermine you behind your back.

If it takes places in front of other people, diffuse the situation with a little light humor directed at the person in question.

If it happens consistently, then confront the offender behind closed doors.

But pick your battles.  While these behaviors may be distracting, you don’t have to address every single one and they don’t have to intimidate you.

4.  If You’re Caught In Power Struggles, Don’t Take Sides. 

In office politics, it is possible to find yourself stuck in between two big shots – with big egos – who are constantly at odds.

This happened to me, years ago, when I had a dual reporting relationship to a powerful General Manager and our divisional head of HR at PepsiCo.  Both of them hated each other.

I had the pleasure of being in the middle of their little tug of war while they tried consistently to outwit each other and defend their own turf on different HR issues.

In cases like this, after getting my head bashed in a few times, I learned the hard way that it was important to focus on “what was best for the business” and not take sides with either of them – even though I clearly liked one better than the other.

This strategy helped me remain above the fray and handle their conflict in an objective manner.  It also help me build trust with both parties.  I’ve never forgotten the lesson.

5.   Be Real To Yourself and With Others. 

Standing up for the right things, being known as a person who is honest, candid, dependable and fair are indispensable qualities of a true office politician.

Practice what you preach.  Do what you say you will do. Whenever you hear something, take some time to evaluate how much credibility it has.

Rise above petty little personal conflicts and never, ever rely on confidentiality.

Just assume that anything you say will be gossiped about and shared…so, decide what you should reveal accordingly.

In doing so, you might not be liked by everyone but you will be respected.

6.  Think Win-Win.

Learn to think in terms of “how can we both win out of this situation?”

This requires that you first understand the other party’s perspective and what’s in it for him. Next, understand what’s in it for you. Then, strive to seek out a resolution that is acceptable and beneficial to both of you.

People simply don’t like to lose. You may get away with win-lose tactics once or twice, but very soon, you’ll find yourself without allies in the workplace.

Thinking win-win is a powerful and enduring strategy that builds allies and helps you win in the long term.

7.  Finally, Get A Mentor. 

If you’re not still not sure how to crack your company’s political code, identify someone who seems especially comfortable building coalitions and is well-networked within your company.  Then pick their brain to find out how they approach things.

I can almost guarantee the person will be flattered and eager to help.

And you’ll gain another ally that will support your success.

To Conclude…

The more relationships you nurture at work, the more you can get done and the more fun it will be.

Don’t hate the game of politics. Play it to win—but play it authentically and honorably.

If you don’t know how to play, learn.  Remember, it’s just folks interacting and building alliances.

So get out there, play with people, build your support system…and put away the knife!

Onward!

CLICK HERE to provide your own experiences, comments  or insights on this article.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.   He is Founder of Success in HR, Inc. and the author of the two HR best sellers, UNWRITTEN HR RULES and BEST KEPT HR SECRETS.   His NEW book, YOUR HR GOLDMINE is now is available on Amazon.

Feed your network: If you like this article, feel free to share it with your Facebook, Linkedin, Twitter and E-mail contacts by clicking the buttons below…

by Alan Collins

Every client you serve in HR is different.

The key to getting ‘client love’ is to know deep down what they REALLY want, WHEN they want it and then supply it to them.

#1 — Sometimes your clients just want you to provide them with a STEP-BY-STEP PROCESS to follow on their own. Provide it and step away.

#2 – Sometimes your clients want an EAR. If so, just listen, hear them out, be their sounding board, provide options and they will feel well served.

#3 — Sometimes your clients just want you to CHECK IN WITH THEM, ask how they are and offer them some EXTRA TIME AND HELP.   Just do it.  Consistently.

#4 – Sometimes your clients need your SUPPORT AND VALIDATION that what they are doing is right or that they’re on the right track.  Provide it.

#5 — Sometimes your clients don’t want you to bother them at all. They want INDEPENDENCE, so give them their space.

#6 — Sometimes your clients want to know that you’re AVAILABLE 24/7 if they need to call you and get your best advice. Most of them may never call, but knowing they can is good enough.

#7 — Sometimes your clients want you to CONNECT THEM to the right people: HR specialists, consultants, coaches, your colleagues or your boss. Provide them access to your network.

#8 — Sometimes your clients want you to CHALLENGE THEM, ask more of them, instead of just being “supportive and available.” Raise their bar, help them play a bigger game and they’ll love you.

#9 — Sometimes clients like to be SURPRISED with unexpected extras they hadn’t planned on getting – like a unique insight on their business or their people.  Or even a simple, yet thoughtful gift or card.  Almost everyone likes to receive a pleasant surprise, just don’t make it a bribe.

#10 – FINALLY…sometimes your clients won’t FOLLOW YOUR HR ADVICE, no matter how terrific it is. Don’t take this personally. Accept this reality and focus on EVERYONE ELSE.

Simply supplying what your clients need, when they need it — CONSISTENTLY — is one of the best ways to multiply the clients who rave about you as an HR professional.

Are there any other approaches that have worked for you with your clients?  Add your comments HERE.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.   He is Founder of Success in HR, Inc. and the author of the two HR best sellers, UNWRITTEN HR RULES and BEST KEPT HR SECRETS.   His NEW book, YOUR HR GOLDMINE is now is available on Amazon.

Feed your network: If you like this article, feel free to share it with your Facebook, Linkedin, Twitter and E-mail contacts by clicking the buttons below…

by Alan Collins

Are you ready to step up your HR game?

Do you think this article — which consists of nothing but QUESTIONS — could help you do that?

Well, I do, but why don’t YOU be the judge by giving me your opinion by commenting below once you finish reading it, okay?

Should we begin?

I’m ready, are you?

1.  How’s your HR career going?

Is it going as well as you would like it to?   Do you think you could improve it right now?

Are you having fun?  Are you satisfied with the size of your paycheck?

If you were forced to, what ONE THING would you do right now that could move your HR career to the next level?

Would you improve your knowledge of your business and financial intelligence?

Would you broaden your global HR experience by accepting an international assignment (e.g. Brazil, Russia, India, China or elsewhere)?

If you’re a generalist, would you consider a specialist assignment?

If you’re a specialist, would you consider moving into a generalist role?

Should you be broadening your skills as an HR leader?

Should you be planning to deepen your competencies in compensation?  In labor relations?  In talent management?  In managing projects?

Or is it time to consider going independent as a consultant, coach, headhunter or entrepreneur?

Are you willing to commit to doing it today?

If you are willing, will you write it down right now, so you don’t forget?

2.  Are you using your HR talents to the max in your current role?

Have you ever stopped and thought about how much you really already know in HR?  Isn’t it impressive?

Can you imagine how different your life might be if you fully utilized ALL your HR knowledge?   Are you doing that in the role you’re in now?

If not, why aren’t you?   If you had to choose, would you say it’s due to organization constraints, your fear of failure or just procrastination?

If it is procrastination, could you commit to doing that one thing that’ll improve your career (the one I asked you to write down earlier) as soon as you’ve finished commenting on this article?

3.  Are you marketing yourself and showcasing your HR accomplishments enough?

Do you recognize how much value you’re adding to your organization?

Does your boss recognize this?  Is he or she a career advocate for you?

What about their boss?  What about anyone else who could potentially be your next boss…do they know about how valuable you really are?  Don’t you think they should?   Because if they did, wouldn’t they be in a better position to help move your HR career along?

On a separate note, how engaged are you outside of your organization?

Are you involved in outside HR associations and business networks?  Do you regularly have lunch with people who could potentially provide you with your next HR job?

Is your LinkedIn profile up to date?

4.  Have you ever thought about ways to package your HR experience to promote your HR career even more?

Do you write well?  What about writing a book on what you know in HR?  Not enough time? Have you checked out Write Your Own HR Book Fast?

What about crafting a short 5-10 page report on something you do well?  Still time strapped?  Have your checked out Your HR Goldmine?

What about writing an article on a recent HR project you got rave reviews on?

Do you blog?

Not a writer, ok – can you speak?

Could you put together a short presentation that showcases your expertise?

Do you already have a nice power point deck on a project you’ve already completed?

Could you take that same presentation, adapt it and present it other audiences to position yourself as an authority on that topic?

Could you present it at “lunch & learns” to share your expertise with groups inside or outside your organization?

Could you present it at local SHRM or HR association gatherings?

Could you turn it into a YouTube video (minus the confidential info)?

Do you think any of this would enhance your HR reputation and visibility?

Do you think an enhanced reputation in HR with more people could open up additional opportunities for you?

5.  Are you trying to go it alone in your HR career?

Are you aware that lone rangers don’t make it far up the HR food chain?

Are you associating and learning from HR folks who are playing a bigger game than you are?  Did you know that by doing this, it helps you move your OWN game upwards?

Who are your mentors?   What experienced HR advisors are you tapping into?

Do you have a godfather?  Do you know why you need one?  If not, have you checked out this article?

Who can you let your hair down with?

Who do you trust to give you candid career feedback?

Are you pleased with the size of your network?

How many headhunters know you by name?

What existing relationships do you already have that you are allowing to get stale?  What new relationships or networks should you be building right now?

Think this isn’t important, then answer this question:  if you suddenly got pink slipped, who would you turn to?

What do you think about asking yourself these simple questions every six months…and then TAKING ACTION on the results?

Would your HR career trajectory be different?  Do you think it would help you step up your game?  If so, does it make sense to schedule an appointment with yourself now to go through these questions…seriously?

So, what do you think?  Was this question-based article helpful?

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About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.   He is Founder of Success in HR, Inc. and the author of the two HR best sellers, UNWRITTEN HR RULES and BEST KEPT HR SECRETS.   His NEW book, YOUR HR GOLDMINE is now is available on Amazon.

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By Alan Collins

Are you an HR wimp?

Are you trying too hard to be LIKED…at the expense of being RESPECTED?

If so, you have a BIG problem.

And your career options are shrinking.

With the economy picking up, there is a HUGE demand for strong, self-confident, decisive HR leaders. 

Not wimps.

But this is not new news.

Even when the economy was in the toilet, the demand always existed for HR folks that fit this profile.

When job searches go out from the top companies to find the best HR talent, the biggest demand is NOT for nice, polite, passive, wussy HR folks…but for self-assured Human Resources professionals who are strong.

Most top HR headhunters will candidly tell you the same thing.

John Doyle, who leads HR executive search for Spencer Stuart put it best: “If I ask a potential HR candidate, ‘So how are things with you?’ and they tell me that they have just launched a new employee engagement program, I know I’m not talking to the right person.  But if they tell me, without hesitation, about the business—growth opportunities, revenues and earnings, for example—I know I’m on the right track.”

“Pleasant , polite, consensus-building HR pros are fine.  But they’re a dime a dozen.  However, kick-butt, decisive HR leaders, who know the business cold, can get people to follow them, and make things happen are golden.”

And recruiters like Doyle can’t find enough of these people.

They are also being sought out for HR jobs at ALL levels.

They want them out in the field.  In their plants.  In their sales regions.  Working with Marketing and R&D.  Coaching managers and supervisors at the frontline.  Advising their managers and directors.   They want them at headquarters.   Non-profits want them too.

And they are, of course, being sought after to fill jobs at top of the house leading the entire HR function.

Period.

End of story.

How do you know if YOU fit the bill.  Well, here are four cues..

#1:  Being strong means you know the business, have points of view about it and you don’t hesitate to share them.   

Mediocre HR folks behave like their clients have all of the answers.

They’ll often suppress their own opinions as fast as a hungry dog will devour a steak.

When leadership meetings shift from talent issues to discussing business issues, these HR folks take that as their cue to shut up, check their e-mail messages under the table or leave the room entirely.

They do this either because they really don’t know the business, they lack confidence or they’re afraid of their clients pushing back.

This reluctance to speak up by HR on business issues is a great way of being shoved to the side by the big boys and girls when the “real” decisions need to be made.  And unfortunately, the business loses out on the full HR perspective.

This is also a great formula for consistently being the first one nominated to do busy work like plan the company picnic or run the United Way Drive.

Isn’t speaking up and contributing to business discussions risky?

Sure it is.

But your business leaders will respect you and seek out your counsel, if you’ve:

• Done your homework
• Listen well
• Make your comments fact-based and meaningful
• Tie them to the REAL needs of the business.

It’s easy to impress your business leaders as an HR professional…when you’ve impressed them with your knowledge of THEIR business FIRST!

#2:  Being strong means you don’t take no for an answer when you know you’re right on HR issues. 

This means you push and challenge your clients.

You nudge them to make rapid, drastic changes in how they’re leading their team when called for.

Or to slow the pace of change down too, when that’s warranted.

In either case, you’re decisive and you stand your ground if you know you’re right.

One boss I worked at PepsiCo for put it very bluntly to me:   He told me that to succeed in HR at PepsiCo if you’re not confident enough to look the CEO in the eye without blinking and tell her that “The “X HR decision we’ve made on Y issue is absolutely the right for the business,and here are three reasons why…” then you will get your butt kicked and sent to the showers early.”

At the same time, you’re not going to right all the time.   When that happens, it means it’s time to admit it.

Politicians, of course, are terrible at this. They are never wrong.  And when they are, they “spin” their comments instead of fessing up…which completely kills their credibility.

Strong HR leaders recognize that fessing up when you’re wrong isn’t easy.  But necessary.  They understand that it’s the essence of successful leadership:  a willingness to be wrong and the guts to say: “I was wrong about that.”

#3:  Being strong means delivering no B.S. feedback to your clients that helps them grow as leaders and managers.

Most clients want more than “HR support.”  Most clients value HR folks who are “real” and will tell them the truth.

The best HR pros have built enough credibility where they don’t hesitate to give clients feedback about their leadership, their style of managing and the effectiveness of their teams.

They do this gently, simply, easily, in an even tone.

But they do it.

And do it fearlessly.

And they do it, often.

Top clients appreciate you helping them in this way as long as you don’t go on a power trip and embarrass them in front a room full of people.   Or play pop psychologist trying to impress them by using the latest buzzwords and psychobabble.

They respond best to clean, clear, uncluttered communication.

By adding value to them in this way, you build a more cohesive relationship with your client, instead of trying to “be supportive.”  And your clients get better results because of your strength and confidence.

They also don’t play games or do a number on you.  They just don’t go there, which saves everyone a lot of time.

#4:  Being strong means you refuse to be a punching bag for your clients. 

As a paid HR professional, you have more important things to do than to serve as a urinal for your clients.

This is not to say that you’re dismissive, rude, obnoxious or insensitive to the tough realities that your clients are facing.

It means that you have high standards.  You’ve reached a certain level of maturity in your HR career, where you’re just not that interested in the flimsy excuses, stories and wavering by your clients in supporting the values of the organization.

In fact, most of the best HR pros that I know that are strong are actually pretty laid back in general, but there is this underlying tone in their voice that their client hears, responds to and has come to respect.

Being strong and expressing your opinions decisively and in an action oriented way can shift your entire HR career into a higher gear.

It can earn you the respect you deserve.

And you can do this and be liked as well.

If you already meet these criteria.  Congratulations!  That’s terrific.  My hat’s off to you.

If you don’t, it may be time to grow a backbone.

Hey, just sayin’.

CLICK HERE to add your thoughts and perspectives on this article..

About the author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is now Founder of Success in HR, Inc. and the author of the two HR best sellers, UNWRITTEN HR RULES and BEST KEPT HR SECRETS.   His NEW book, YOUR HR GOLDMINE is now is available on Amazon.

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By Alan Collins

I would like to tell about a story about an HR guy.

But not just ANY HR guy.

A truly remarkable HR guy.

His name is Steve Pemberton (pictured left).

Steve is Chief Diversity Officer and Divisional Vice-President for Walgreens.

He is recognized as one of the nation’s leaders in diversity and inclusion.

In 2006, Fortune named him as one of the Top 20 Chief Diversity Officers in corporate America.

In 2007, Steve was called to Capitol Hill to provide expert testimony on best practices in diversity recruiting.

And in 2008, he was named by Savoy as one of The Top 100 most influential African-Americans in corporate America.

Steve currently serves on several boards including The Home for Little Wanderers and UCAN to provide guidance and inspiration to children in need. The Pemberton Fund for the Future has been established at The Home For Little Wanderers to assist children aging out of the foster care system.

Clearly, Steve has attained awesome career success and super-stardom in our profession.  

But, with all due respect to Steve and all he’s accomplished in HR…

THAT’S NOT THE MOST REMARKABLE PART OF HIS STORY!     

This is:

• He was abandoned by his mother at age three and lived a terrifying existence as a child.
• He was bounced from one foster family to another – finally he was adopted by a cruel foster family that subjected him to constant abuse,
• That family, the Robinsons, can only be described as monsters.
• They subjected him to merciless beatings.
• They made deliberate attempts to block him from progressing academically.
• While living with them, he was hungry — seemingly always hungry — but was not permitted to open the refrigerator – ever!
• He was required to adhere to a series of Robinson Family Rules which included:  #1-You are to never tell anyone outside this house about what goes on here. #2-We aren’t your mother and father. You call us ma’am and sir. #4-You are dumb, and ugly. Something about you isn’t right.  Everybody knows this. #7-We can beat you at any moment. #8-No one wants you, especially your own mother and father.
• As a child, to survive, he was only able to find refuge in books.  A kind neighbor, who saw a spark in him, noticed his interest in reading, and gave him more books to read.  But what the neighbor didn’t know was that Steve was only permitted to read in a cold, dark, dank basement.

However, it was in reading these books, that he discovered new worlds he can only imagine.  And gains hope that one day he might have a different life, that one day he will find his true home.

Armed with just a single clue, Steve embarks on an extraordinary quest for his real identity…but only to find that nothing is as it appears.

Steve has captured this and other aspects of his amazing story in a brilliant book called: A Chance In The World: An Orphan Boy, a Mysterious Past, and How He Found a Place Called Home.  It is is a riveting autobiography that chronicles his horrible childhood, his difficult path through foster care and his determined search for his family.  It is an inspirational story that crosses generations and cultures and speaks to those who have had the odds stacked against them. Steve’s relentless journey to overcome his childhood, find his biological family and right the wrongs of his parents’ past, is a model for all families to follow. It is a true testament of faith, fortitude and forgiveness.

Here are two short video clips of Steve describing his amazing personal journey…

Steve’s book, A Chance In The World (pictured left) was recently featured in People Magazine and has been receiving wonderful reviews.

You can check it out at Amazon by CLICKING HERE.

If you decide to get this book, read it and then pass it on to others.

Share it especially with members of your family or others in your professional network who incorrectly assume that it is impossible to succeed in life and in your career when your childhood is filled with constant adversity.

If you do this, you’ll be giving them a tremendous gift as Steve is living proof that you can attain great career success — despite “impossible” odds.

I highly recommend that you get this book!

You’ll be glad you did.

CLICK HERE to add your thoughts and insights about this article — or comments about Steve’s book, if you’ve read it.

About the author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is now Founder of Success in HR, Inc. and the author of the two HR best sellers, UNWRITTEN HR RULES and BEST KEPT HR SECRETS.   His NEW book, YOUR HR GOLDMINE is now is available on Amazon.

Feed your network: If you like this article, feel free to share it with your Facebook, Linkedin, Twitter and E-mail contacts by clicking the buttons below…

by Alan Collins

I recently finished my 4th book, Your HR Goldmine.

To celebrate, I went out to dinner with a bunch of colleagues and friends at Ditka’s in Chicago. Thick steaks. Lots of mashed potatoes. Chocolate cake. Plenty of adult beverages.

Quite a few diets were abandoned that night.

There was also great conversation about the book.

But not what you’d expect.

Most of the comments were some variation of the following:

“Jeez, I’d like to write a book too, but…,”
“I have an idea for a book, however…,”
“I wish I had the time to write a book…”
“A book? I wouldn’t know where to start…”

I told the HR folks in the group that I understood. At one time, I felt the same way. But, based on what I knew about each of them, I strongly suggested that they, too, should get their OWN book going – now!

When they asked why, I was in no mental condition to answer them clearly…especially after a full meal and two vodka martinis. But I promised them I’d write out my rationale, post it on my blog…and provide them with some “help” on how to get their own book done fast.

So, guys, here you go. I’m delivering on my promise.

Here are 10 big reasons to author your own HR book…

#1: Your own HR book is a powerful marketing tool that sells your HR capabilities 24/7.

If you’ve read my first book, Unwritten HR Rules, you know that I am a firm believer that if you truly want to enhance your influence, prominence, credibility, career and financial success in HR, you must learn how to promote yourself.

In fact, the most important sale you’ll ever make in your HR career is the decision to start selling yourself and your accomplishments even more.  However, it’s tough to do this without coming across like some complete, utter jerk.

So, if you’ve shied away from doing this, then your own book is an ideal marketing tool.  By using your book to “share your knowledge with others,” it allows you subtly “advertise” your HR brilliance to the marketplace — without appearing arrogant.

#2: Your own HR book gets you instant respect and credibility.

It sounds crazy, but our society immediately holds you in higher regard once you’ve written your own book…even if your book never sells one single, stinkin’ copy.

Your book documents that you know your stuff. And, people are more likely to take advice from you once they perceive you as an established expert and a credible source.

When you’ve written your book, you are now seen as a “go-to” authority and trusted advisor on that subject by others. And you are!

Also, if you’ve ever dreamed of someday building a national (or even global) reputation in your HR specialty…then your book is your vehicle for getting the ball rolling.

#3: Your own HR book differentiates you from 99% of the HR pack and leapfrogs you to the front of the line.

Having a finished book with your name on the front cover immediately makes you stand out as unique in HR from those without one.

If you’re looking to land a new job, impress a client or a capture a plumb consulting assignment, you have a HUGE competitive advantage over the glut of other potential HR professionals out there who have only their resume and maybe a decent LinkedIn profile working on their behalf.

It’s like bringing a bazooka to a knife fight.

#4: Your own HR book will enlarge your network.

Today, job security does not exist. The closest thing to a “job security blanket” is a wide network of contacts that can open doors and produce job leads for you.

After I released my first book, my contact network increased exponentially. My LinkedIn network increased by 700+ people in four months. My Twitter followers by 2500+ in three months. And my offline network of contacts increased significantly too. I attribute just about all of it to my book.

This is not unusual. Your book will attract new people that will want to affiliate with you, partner with you, build a relationship with you or simply add you to their network of contacts. This is includes recruiters, headhunters, potential hiring managers, consultants, consulting firms or others who are impressed with you – you, the published author.

#5: Your own HR book creates a source of extra income.

Let’s be clear. Unless you are a J. K. Rowling, author of the Harry Potter series, don’t expect to make millions from a book.

Even the big names in HR — David Ulrich, John Sullivan, Libby Sartain, John Boudreau, Jac Fitz-enz and others — don’t make HUGE dollars from book sales alone. Now, they DO make a decent side income from their books…but they get much, much bigger paychecks by capitalizing on the huge number of income opportunities that their books have created for them.

For example, as authors in HR, they get sought out by companies and executives who will more readily pay them for their consulting, coaching and advice.  Others pay them to appear and speak in workshops, classes, seminars, keynotes or on panels. They also create cash flow from their webinars or teleseminars.

All of these are just a few income opportunities that can potentially open up to YOU, too, as an author.

But, even if you have just a TINY amount of success with your book, you’ll can still wind up putting a few extra dollars in your pocket.  And, taking advantage of just one or two unexpected income opportunities that your book will create for you every now and then, isn’t a bad thing for your career either.

#6: Your own HR book gives you tax advantages.

The other financial benefit of your own book is that you are permitted to claim deductions as a result of running a business from your home.  Now, I’m not a tax attorney and I don’t play one on TV, so I can’t give you legal advice.  But in many cases, it is possible that in your “new career” as a part-time author, you may be able to deduct expenses related to the cost of a computer, internet service, office equipment (fax machine, printer, scanner) and furniture, hardware, software and other expenses.  Certainly, worth checking out.

#7: Your own HR book is the most powerful business card on the planet.

Almost everyone has a business card. And, on a busy day, for a busy person, a dozen or so business cards may change hands. However, business cards are easy to misplace, forget about and lose.

If you’re a savvy HR pro, why not use your book as your “calling card.” Handing your book to key people instead of a crappy little card creates a distinctive impression. Nothing quite has the impact of a copy of your book which contains your credentials, contact information, something about your HR philosophy, thoughts and insights.

A book which that contains all that becomes one of the most powerful calling cards there is. First, it marks you in the mind of the person who has received it as being someone different to everyone else they have met that day.

Also, unlike a business card a book is hard to misplace, difficult to lose and next to impossible to forget about.

Third, by its very presence your book invites closer examination and a leafing of pages, at the very least, making your message to the receiver much more powerful than just a business card.

#8: Your own HR book can be your advocacy tool for communicating your unique message to the world.

One of the best ways of standing out in HR is to be an advocate. Those who change, influence or put their fingerprints on the HR profession tend to be advocates of some point of view.

You can be an advocate of HR leadership. Or an advocate of work/life balance. Or an advocate of talent development. Or an advocate of HR technology. Or you can be an advocate for HR managers in unionized manufacturing locations. You can slice up the HR field however you’d like and become a passionate advocate for your piece of the profession. The choice is yours.

And book is an outstanding vehicle for communicating your advocacy message and making a lasting impact on the profession.

Since everyone won’t own your book, you can also break it up and use chapters in your book to get your “message” out in small chunks – on the internet, as articles, on blogs, within newsletters and magazines to further promote your name, your reputation and your cause.

#9: Your own HR book enables you to make a difference in the lives of those you’ll never meet.

When you write a book, it has reach across the globe and its contents can help people who may live thousands of miles away who can benefit from your message. And as such, it is allows you to touch all types of people in your audience who can benefit from your wisdom and brilliance.

#10: Your own HR book provides you with a sense of accomplishment that will stay with you for the rest of your life.

When you write a book, you will feel a great sense of achievement because you’ve done something that most people will never do.  And you’ve gained a title most will never have: “author.”

This is a title that will stay with you forever. It’s not an HR job title. It’s a permanent title. When you work for someone, you may have earned a certain job title within the company. But when you change jobs, you no longer have the right to refer to yourself using that old job title as your current title. But, as an author, you will carry that accomplishment with you to your grave.

There you have it. These are just a few of the benefits of writing your own book.

With that said, obviously writing a book isn’t for everyone. And, there are plenty of HR folks who do quite well in their careers without one. However, if you’d think you would like to do a book either now or sometime in the future.  Then let me tell what I’ve put together for you.

It’s called..

WRITE YOUR OWN HR BOOK FAST!
Take Your Career in Human Resources
To The Next Level By Authoring Your
Own Book – Even If You Don’t Know
Where To Start or Have Anything To Say!

It’s a quick-read, no fluff 10-page special report (plus a 20-minute downloadable step-by-step video).  And it’s geared for anyone in HR that would absolutely love to write their own book, but just doesn’t have the time…or the skill.

It describes ONE way to get your book done using an approach called “The Down & Dirty Method.”   By using some easy-to-follow, simple “down and dirty” steps, you will be able to author your own book faster than you thought possible – even if you don’t have anything to say or know where to start.

I came across this super-fast book writing technique from an expert who has made over $14 million writing about and sharing his skills and expertise. (I’ll reveal to you who this expert is in this guide – hint: he’s not in HR.)  However, you can use his secret to author a book in your area of expertise in Human Resources.

If all this all sounds familiar to you, it should. I offered this exact same product as a free bonus to the first 300 people who bought my book, Your HR Goldmine, a few weeks ago.

Because it’s is the ideal complement to the Goldmine book, I gave this to my “early bird” purchasers as my free gift.  BUT I promised them that I’d never again offer this as a freebie.

However, I am now releasing it again.  But to keep my promise to them, it is not free (that’s only fair). But I’m only going to charge you a token amount. For now, you can grab it for 10 bucks. That’s less than price of a decent lunch at your favorite restaurant (without vodtka martinis).  You can order it by CLICKING HERE.

I’m pricing this cheap because I want to get this into the hands of as many serious HR people as possible and I don’t want money to be an obstacle.

However, I’m not sure how long I’ll be offering it.   And if this thing takes off, I’m not sure how long I’ll keep it at this low price.  Just being honest.  But for right now, you can get it by simply CLICKING HERE.

Whether you decide to get or not, authoring your own book is something that you should strongly consider as part of your HR career enhancement strategy.

Again, you can grab this special report (which is a downloadable PDF) and the downloadable video by CLICKING HERE.

CLICK HERE to comment on this article or ask questions.

About the author:
Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.  He is now Founder of Success in HR, Inc. and his NEW book, YOUR HR GOLDMINE is now is available on Amazon.

Feed your network: If you like this article, feel free to share it with your contacts by clicking the buttons below…