I attend a lot of conferences.  Often they are centered around leadership and human resources.  And lately the popular theme choice has been “Next”, “Shift”, “Evolve”…..you get the idea.  Change and Re-invention is heavy on the agenda…and for good reason.  What got us here likely won’t be good enough to get us there…

Typically I am attending a conference to keynote/speak.  And usually I try and attend a few of the other relevant sessions to my practice to listen and learn.

Recently I had the pleasure of watching a terrific presentation on effective recognition.  Such a powerful driver of engagement and culture and so often a big missed opportunity among management and leadership ranks.  The presentation was both strategic and tactical, offering some very specific recommendations.

And while I thought most of the preso was spot on there was a recommendation I can’t get out of my mind…..the awarding of casual day stickers as a benefit or “treat.”

I couldn’t help but picture myself back in the mainstream game running a large sales organization and having someone from the HR organization coming into the bullpen to hand out stickers…….because I am quite certain I wouldn’t be playing the sticker game…. And I couldn’t help but think, neither would so many of the strategic, talented and progressive HR professionals I know.

A few thoughts about culture and recognition.  Great employees want Sr. Leadership to care about them….they want to do meaningful work….be invested in and developed….and be both appreciated and rewarded for their contributions.  They want trust….and the freedom and autonomy to contribute to the results.

In the past I have maintained a casual business dress code in the office.  And it was unnecessary.  My players knew when to suit it up.  And when you don’t, jeans work just fine.

I cannot speak specifically to leading another functional area of the business but I do know that most great salespeople don’t want stickers and treats….they want to WIN.  Create a culture that puts them in the very best position to do that…support and invest in them…and yes, recognize and reward them aggressively.  Then get out the way….and let them bring the rain!

Recognition and Appreciation are essential ingredients to building a Passion Culture.  Increasingly they are requisite leadership competencies.  And I think it’s probably a good idea to leave the stickers at home.

Posted in Leadership

Tags: Human Resources

Tomorrow morning I am giving a keynote at the Milwaukee Zoo.  A first for me!  I haven’t been in years…my nieces and nephews love the animals and I am actually pretty excited to check it out.

I’ll spend the morning talking about how to build a ‘Passion Culture‘.  Where people give at the office because they genuinely want to…not because they have to.  There is an enormous opportunity for Managers, Leaders and HR Professionals to tap into the passion and potential that lies dormant in so many of our organizations…before it exits the building.  Or perhaps even worse, throws in the towel while still hanging around to collect a check every two weeks.  In an economic environment where The Best Talent Wins making people the priority simply makes sense. Convincing the C Suite to invest appropriately might pose a challenge…..but it shouldn’t…and we’ll talk about it tomorrow.

I look forward to the discussion and as a former Sea World alumnus perhaps checking out the Seal/Sea Lion Show in the afternoon!  Should be a fun day.

Hope the zoo doesn’t mind me bringing The Whistle!

Posted in Employee Engagement, Leadership

Tags: Culture, Human Resources

First dates can be tough, especially if you haven’t dated in a while.  The fear of change and rejection are powerful forces capable of keeping people trapped in situations that are less then desirable. When it’s personal the stakes are high.

Take the job interview.  Tough sledding for most people, especially if it’s been a few years.  It’s got first date evaluation, scrutiny, benchmarking and comparison all over it.

And the sales the call.  I believe whoever said not to take sales rejection personally couldn’t have been very good at sales.  Trust me, it’s personal.  In most instances customers buy from YOU…..whatever you sell is typically replicated and available from the competition.   The best sellers are the difference makers.

To get it right requires some thorough preparation.  And preparation also eases the natural anxiety and tension that come with the territory.  It also mandates authenticity…and the best advice I could give to any candidate or closer is be yourself.  Because good interviewing, selling, dating and relationships are all about ‘fit’ and at the onset deserve authentic representation.

I hadn’t interviewed in quite a while (which was a mistake) when I decided to launch my own business….and in those roller coaster first 6 months the familiarity and security of the corporate gig pulled…and put me in a state of being open to taking meetings, interviews and considering my options.  And I can tell you the very best interviews come when you are confident, patient and open around evaluating the intersection of talent and opportunity.  I am not the right man for every Chief Sales Officer job……and there are sales leadership gigs that would put my feet to sleep inside of 90 days.  Fit is the key.

It’s not all that different in Sales.  The very best sellers take fit assessment seriously.  One of the biggest reasons salespeople fail is they spend their time on the wrong things…low margin activity…or spinning their wheels trying to capture business that simply just doesn’t fit for the enterprise.  In my consulting business being selective and segmenting the kind of clients we work with (where we can really add the most value and help improve their business) is absolutely the focus.  We want great fit for us and the client!

Having ‘fit’ perspective makes the first date (whatever it is) more enjoyable.  Everyone can relax, have some fun and participate in some open, meaningful dialogue….wherever it takes you.  And when its good….when the fit seems to align, you’ll know it.….it will move you, shift your perspective and lift your spirit.

The start of something new brings the hope of something great….so relax, be confident, authentic, focus on fit and enjoy the ride!

Posted in Recruiting, Sales, Uncategorized

Tags: Human Resources

I am excited to get back on the road this week and spend time with my favorite Association (and client): SHRM…

I head to Madison, WI on Tuesday to deliver my a keynote on winning with corporate culture, Passion on Purpose at the HR NEXT Conference with GMA SHRM. Madison is a great college town and HR Community clearly focused on the evolving trend line in the practice of people. I’ll be followed Tuesday by a keynote from Andrea Gappmayer, speaking on The Carrot Principle who will deliver what I am sure will be a powerful message on leadership effectiveness and the importance of recognition. At an HR event appropriately titled NEXT we’ll both have the opportunity to talk about the current shift in our workplaces and the steps and strategic considerations that are necessary for HR to build more meaning and engagement into the work experience to accelerate performance.

On Thursday I’ll be at the awesome Samoset Resort providing the morning keynote, Employment Branding 2.0, at the Maine State SHRM Conference as part of an outstanding speaker lineup. We’ll spend a little time on the importance and evolution of communication, collaboration, connections and community in our workplace at the appropriately themed event:  If HR Ruled the World.

What if HR Ruled the World? Well, a lofty objective perhaps…although I have some friends that I am sure would agree that the world would be a better place!  While rule the world may be a stretch, it is absolutely time for HR to rule the workplace. TALENT is emerging as the only long term, sustainable competitive advantage in the new economy. There simply has never been a better time for HR to rise to the occasion and significantly impact the strategic considerations and outcomes of the business. Technology, competition, markets and innovation aren’t the ultimate throttle on business growth and success…….it’s people…..the right people….in the right jobs….aligned and delivering on the mission – vision – values and elevating the customer experience that propel a business forward. HR can deliver the talent strategy and workforce readiness that moves the business. Rule the World? Why not….why not now?!

Put your people first…profits follow!

We’ll talk about it all this week and I look forward to being part of the conversation and making new and meaningful connections at these SOLD OUT SHRM events!

And if your SHRM Chapter is looking for relevant professional development and continuing education ask us about our SHRM Discount. Our keynotes and workshops are HRCI STRATEGIC credit approved!

Posted in Brand, Communications

Tags: Culture, Human Resources, SHRM

Change. We’ve entered a unique era of transformation. What got us here, won’t get us there. The pace of innovation, technology transformation, marketplace disruption and evolution are accelerating. And it’s never going back. Change is the new normal. The ability to manage change, navigate it successfully, anticipate what is around the corner and prepare for it effectively are now requisite competencies for any organization to grow and thrive. They are also fast becoming requisite competencies for individual/personal success.

Many organizations desperately need to challenge the status quo and strive to reinvent themselves. And that requires a very specific and elevated focus on the right TALENT….because that is fast becoming the only way to develop an sustain a competitive advantage. The right people will drive the business forward….will deliver on the mission, vision and values and elevate the outcome for the customer.

Change Agents are a different breed. They work on the edge and challenge the status quo. They shift the business forward and guide the strategy and next steps. When supported by open and receptive leadership Change Agents can build momentum that propels the business and puts the throttle down on growth. And while we may not be anticipating a labor shortage anytime soon, Change Agents are still in short supply. And smart organizations will identify and protect their Change Agents and recruit with an eye on competencies like adaptability, creativity, attitude and innovation across all functions/disciplines.

Change Agents have an advantage. Most people prefer to play it safe. Work in the confines of comfort. Minimize risk. Continue the familiar. Playing it safe provides a feeling of security. Unfortunately, in the new economy, it’s dangerously false. And those that are willing to take a calculated risk, open new doors, venture into uncharted territory and move through adversity and setback as the next logical challenge have an increasing opportunity to thrive.

Those skills are necessary. They are deeply coveted by progressive organizations. They are the hallmark of quality sales leadership and marketing strategy. They make business happen.

Change is the new mandate.

Posted in Uncategorized

I was fortunate to have the opportunity to speak at the 2010 Hospitality Sales & Marketing Association International  Resort Business Summit this week in W. Palm Beach, Florida.  It was an Association event filled with an extraordinary amount of community and camaraderie, evidence of a leadership commitment in an industry that is defined by customer service and quality relationships.

Although I was brought in as a Subject Matter Expert to present Sales 2.0 & Social Media Strategy I am quite certain I learned as much as I shared about networking and connections.

In speaking about Social Selling I am quick to point out several key considerations:

-Define your objective and determine the right strategy

-The trend is more important than the tool

-Social Media is not a replacement for relationships but rather an acceleration and expansion platform that can aid in sharing your unique story with your audience (you need to have a story….and an audience).

The Social Secret is that it’s still all about the quality of the relationship.  That hasn’t changed.  And that is something that HSMAI and its membership get straight away.

I was welcomed by a group of open sharers who have fostered strong relationships built around a common interest in identifying best practices and earning more business through delivering an experience consistent with expectations.   That builds trust and loyalty.  And drives Word of Mouth that can accelerate and advance growth in spite of revenue pressure that is surely a sign of the times.  This week would serve as an excellent case study in how to run a best practices forum for other industries.

I was also able to enjoy an invaluable research/trends report by industry linchpin Cindy Estis Green and an exhilarating keynote from Futurist Micheal Tchong.  Bravo!  I suppose the notion that I am authoring this post 40,000 feet above the ground on a Delta flight with WiFi is consistent with the trend of accelerated innovation and change that was such a theme this week.

I always embrace the opportunity to make new and meaningful professional connections.  I hope my contribution this week offered as much value as I received.

Having an abundance of awesome options to consider for my next R&R get away is never a bad thing either!

Here is my preso on Social Selling:

Posted in Sales, Social Media, Uncategorized

Tags: Hospitality, HSMAI, Sales Training

HR industry consultant and thought leader Mark Stelzner at Inflexion Advisors recently authored a fabulous blog post on ‘5 Ways to Torpedo Your Next HR Sale‘.  As someone who has sold into HR and managed a team of sellers doing likewise I have seen it all.  And made and learned from some of those very same mistakes Mark calls out in his post.

Selling into HR is unique and can afford the consultative sales professional with the right solutions portfolio a fabulous career.  I would offer those developing business in the space the following key considerations for success:

Relationships: Earn them.  Over time.  Through expertise and experience. By being a trusted adviser.  By getting there first.  By giving more. And nurture, protect and covet them at all costs.  In sales they are your career.  HR professionals value strategic support and counsel.  They give it daily inside their own organization.  They are domain and subject matter experts.  And they will become quickly frustrated with the Seller who has zero insight into practice of HR.  I have my Human Capital Strategist Certification for a reason.  And I had some  trusted clients help shape my understanding along the way.  Selling today requires subject matter expertise.  And that is far from exclusive to your product or service.  You better understand your customer.

Customization:  Its ALL about the buyer.  The HR professional has needs, expectations, objectives and increasing demands and pressure.  Consultative Sellers conduct thorough discovery and involve the HR professional in the buying decision.  Its a collaborative process.  And every sale, cycle, interaction and conversation should be customized for that unique selling situation.  Seller’s need to recognize today’s Buyer increasingly could care less about your stuff.  They care about their stuff.  That is where you need to focus your time.  Ask and listen.  Learn and solve.  Partner and contribute.
Differentiation:  If you don’t offer something different (or better) than the incumbent or multitude of alternative options then you are wasting everyone’s time.  You need to KNOW enough about the market, competition, customer and opportunity to establish a clear point of view on the specific differentiation your solution delivers.  This is a challenge for many vendors in the HR category whose products and services are lacking in  compelling differentiation.  But the very best sellers can still rise above.  Because in sales YOU can be the difference maker….if you are good enough.  In our Sales Training we challenge Sellers with two very critical questions:

• Why do customers buy from your organization?
• Why do customers buy from you personally?

A Rock Star seller has clear and compelling answers to both questions.

Value:  Today’s HR organization demands increasingly more value from their vendor partners.  The sales organization that can monetize their value proposition has an advantage.  Of course there is often a gap between perceived and achieved value.  To improve closing ratio’s a quality seller establishes clearly defined outcome expectations with the buyer and works tirelessly to create a “vision of the experience”.  When you can deliver client experiences that meet or exceed expectations with consistency, you will drive loyalty.  And customers for life.  You rarely lose a sale over price.  It’s much more likely you lost the sale because you didn’t create enough value.

Evangelism:  The most powerful sales strategy you can deploy is the authentic voice of your client partners.  HR services and solutions is a crowded, confusing marketplace with vendors making next to identical promises.  The smart sales organization doesn’t leave home without ‘Proof of Concept’…and knows that the most loyal customers are more than happy to be brand ambassadors.  Case studies, testimonials, co-presentations, client advisories and open referencing and referrals are the mainstay of a quality solutions provider in this category.

Selling is a process.  But process alone isn’t enough.  That is the science.  The best sellers understand the art of relationships, passion, purpose and performance – most importantly performing for their customer each and every day.  Deliver what you promise plus 1%.  That makes all the difference to the next customer.

For more information on our sales process (PULSE Selling) and training/consulting solutions download our eBrochure.

Posted in Sales, Uncategorized

Tags: Human Resources, Sales Training

I recently had the pleasure of sitting down over breakfast with Bridgeworks founder David Stillman, the generational expert, professional speaker and author of the new book The M-Factor:  How The Millenial Generation is Rocking the Workplace.   The  book is a must read for HR professionals, Leaders and Managers who need to raise awareness and develop competency specific to the challenges associated with 4 generations intersecting in our workplace.

As a fellow Xer who incorporates generational content into my own speaking/training business I can tell you the conflicts are real and on the rise.  Increasingly occurring between Xers like me and the eager, idealistic and opportunistic Millenials joining our organizations/teams.  We struggle because we also coveted much of what this emerging generation demands from work – meaning, flexibility, opportunities to develop and advance.  We often paid our dues, the “traditional” way.  Suited up, arriving at the office at 8 am and grinding through menial task assignments to prove ourselves with annual performance reviews as the standard feedback mechanism.

That approach is going….going…..gone.   Thank goodness.  Millenials are the fastest growing segment of our workforce and as we enter the next growth cycle they will contribute increasingly more value to our organizations and demand an increasingly improved work experience.  The M Factor offers excellent insights based on hard research to bridge gaps and foster improved connections and communication to favorably impact work culture.

The Bridgeworks Team offers programs, workshops and consulting specific to the generational issues organizations are confronting.  I also recently spent a little time with their Milleneial keynoter, Seth Mattison.  A speaker pro and authentic voice of Gen Y we had a nice exchange around the challenges and opportunity associated with the generational intersection.  Suffice it to say that reverse mentoring offers each generation an opportunity to better understand one another and improve collaboration.  And while Seth would rather make plans via text or Facebook and I tend to prefer a phone call or e-mail there is plenty of common ground.  What he covets in his career is trust, flexibility/autonomy and the organization that is willing to invest in him for what is coming next.  He wants to conquer the world.  Now.

So do I.  And if I were to ever head back to a more traditional corporate gig again, I will demand likewise.

Posted in Employee Engagement, Leadership

Tags: Gen Y, Generations, Millineials

This Spring is providing a variety of opportunities for the HR community in my hometown to conference and connect around some terrific content!

April 13th is the HRP of MN Spring Conference.  I’ll be opening the conference with Employment Branding 2.0 and plan to stick around all day for two outstanding additional sessions and the panel discussion to close out the confernece!  The event will focus on Post Recession Strategies (REgroup – REtain – REcruit) and should prove to be a great opportunity to connect with leaders in our local HR community.

May 12 is the TCHRA Spring Conference.  Keeping with the recovery and reinvention theme, ‘Leveraging Human Capital During the Economic Recovery’ there is a special opportunity to see a dynamic national speaker take the stage and keynote this event.  Simon Bailey is outstanding!  I recently had the pleasure of spending a little time with Simon after we both presented at NOHRC in my hometown of Cleveland.  He is as brilliant and authentic off the stage as he is on.  I can tell you his message is relevant for this time of transformation and includes a powerful blend of inspirational and actionable content.   You don’t want to miss Simon!

May 17 the ERE Social Recruiting Summit will be held at Best Buy in Minneapolis where some of the leading national players leveraging social media for talent acquisition will descend on the Twin Cities for the one day event.  If your focus is recruiting this is a can’t miss opportunity to learn from a think tank of strong, national practitioners doing exciting work!

Look forward to seeing some old friends, familiar faces and making new connections in the Twin Cities this Spring!

Posted in Brand, Recruiting, Social Media

Tags: Human Resources

I had coffee this week with one of the strongest practitioners in the Employment Branding space, Heather Polivka at UnitedHealth Group. Heather is a great example of the Marketing meets HR competency needed to get effective Employment Brand strategy the top down support and traction necessary to have some significant long term impact on the business. What kind of impact?

-Increase in hew hire satisfaction
-Increase in Hiring Manager satisfaction
-Significant reduction in recruitment marketing spend
-Dynamic and growing talent networks through the recently launched social media strategy

The foundation of this  2 year journey was based on a significant research and discovery initiative to determine the unique, differentiated and compelling EVP that now serves as a foundation for all of the tactical deployment and communication both inside and outside the organization.  Driving consistency across such a large and complex organization is both a significant undertaking and accomplishment.

Her extraordinary work effort and contribution to her own employer is being recognized by Electronic Recruiting Exchange where UHG is a finalist for Best Employment Brand (winner to be announced during the upcoming Spring ERE Expo).

I am sorry I won’t be in San Diego to witness the well deserved recognition firsthand but enjoyed Heather’s insights and perspective this morning around how she has achieved success, the recently deployed UHG social strategy and what is coming next!  Her words of wisdom follow:

Posted in Brand, Communications, Recruiting, Social Media