Little Footprints

Yup.  I did it.  I'll do it again too--a little bit of praise goes a long way.  I've doubted my leadership capabilities for years and I think after assessing this week's questionnaire, there's no doubt.  My goal is to support my team and HELP them to grow.  I never did like someone calling me their 'boss'---but helping someone achieve their goals---yeah, I like that.  This week, I was able to see my team thrive with the checklist(s) I have been providing.  We are working together more than ever and I truly do enjoy seeing him taking on more tasks and not needing me to TELL HIM what to do. Listening to my team with how they work best (what motivates them)--has truly help me become less stressed.  I am really wanting to help my team achieve their goals, while they are helping me (and our team thrive! I think you can tell what behaviors I possess??  Take a look here ---and here ! Here's to another great week in HR!

Challenge Accepted So remember my situation last week--about me being specific.  Well we are still working through some things.  We were able to complete the daunting task. One thing I discovered--is this guy loves checklist(s).  He thrives on list(s).  He is competent, I know he is--his education says so.  I needed to find what makes "him tick".   What I started this week is really work through how I can help him and me communicate better.  I am not one to be a micro-manager--but guess what, that's exactly what this person needs. I was able to create our department a Microsoft Teams channel with all of the tasks that we do as a department and I assign them to him and I.  So far, this has been working beautifully.  Next thing I do is have him copy me on every e-mail that way I know he is following up when he should.  Again, I hate micro-managing, but this seems to work for both of us. Earlier this week, I ...

Duck, Duck, GOOSE! I learned so much about myself this week - I mean fo' real!  First off, I can't expect employees to read my mind.  I also should not expect for employees to give the same effort I do--or do it like I would have done. This week, I gave a member of my team a task and wanted to see how he would go about it--this little task, I barely gave him instruction (yet, he knew the urgency).  Thinking he would roll with it, and put 110% effort in it was my first mistake. When the task did not get done as quickly as I wanted it to--I re-evaluated my approach.  First, I wasn't clear in the expectations of the task, assignment.  I loomed over him like a hawk--asking him  if he needed assistance.  He insisted no.  With each no, I was getting more impatient. So, yes - people need guidance.  Clear guidance.  Instead of providing him an assignment, if I wanted it done a certain way or done a specific time--I should ha...

"Everyone has a Chapter They Don't Read Aloud" This week was focused on taking a Skills Inventory   (You can click on the link to view my assessment of myself). Wow, totally doesn't look like the HR Executive my company paints me to be does it? Or does it?  I'm slowly growing into my role, day by day--trusting myself more an more. The Chapter I don't read aloud?  Oh the time where I'm among HR professionals and they ask, "oh wow, Director of HR, where did you go to school?" "uuuuum.....Donnelly College" They probe more only to find out, I have an associates degree.  Yup, Director of HR has only an associates degree.  Everyone has a Chapter They Don't Read Aloud. I never explain that I spent years as an administrative assistant. I fell into an HR Role in my mid-30s and had a true passion for it.  My mentor was a retired VP of HR for Sprint--now retired from work altogether.  He taught me everything I know about HR....