DEEP Understanding Drives Change

Several years ago I sat in a room full of volunteers that were being trained to go into schools and work with children that were at risk of dropping out. One of our exercises was a simulation that was designed to help us better understand the day-to-day realities for their families.

  • We were divided up into small groups.
  • Each one of us was given a role to play.
  • Then we were given a real life problem that needed to be solved.
  • And a name of a place we needed to go to for help.

In the simulation I was the small child of a single mother that had no car.

  • “My mother” needed food and a job and childcare.

The simulation was timed to help us understand everything that she needed to accomplish in one day – just to bring home food. (Let alone finding a job or daycare.)

Each time we got off the simulated bus, we walked into a facility and stood in a long line. To eventually be re-directed to another place for services that was across town with different operating hours and another long line.

My job was to simulate how a child begins to act as a few hours becomes a day without food, without a nap, without play.

What does HR really stand for: Is it Human Resources or Human Remains?

Over a year ago I met with a group of people about an upcoming speaking engagement.  As we discussed the focus of my presentation I said, “it’s about putting the Human back in Human Resources.”

Immediately one of the men in the group got really quiet and after a few minutes he said,

I have been in HR for several years, I’ve attended tons of seminars and I’ve NEVER heard anyone talk about the HUMANS.

In the past few months as I’ve been publishing stories and lessons in an ongoing series about “The Real Housewives of Expat Men”, this subject has come up again.

The examples below are real and come from people employed with several different organizations.

Imagine…

  • Organizations that notify their people of life-altering changes with a two-sentence email with no details and no timelines, let alone any discussion, questions or answers.
  • Annual reviews that are delivered over a computer instead of by a live person, evaluating the recipient on objectives they were never told they had and leaving no opportunity for discussion.
  • Bosses that make decisions about their employees lives, don’t communicate those decisions and when they are asked about them, then play the blame game pointing fingers at the titled leaders above them.
  • Families that are days away from finishing their time overseas and have sold things, packed, said tearful goodbyes to friends, and have families at home excitedly waiting for them, that are notified two days before they are scheduled to leave that they won’t be going home now.  And as each day goes by their expected departure date continues to change.
  • HR never responding to emails or phone calls and then one day emailing the office and getting a response that says, “Today is my last day, I quit.”
  • Companies that emphasize that their policy is to make sure that EVERY exiting employee receives a survey when they leave the company – no matter why they leave.  However, when a boss fears the information an exiting employee will share, that survey is never given to the exiting employee even when they ask HR for it.
  • HR admitting that the exit surveys that are received are rarely looked at or used to evaluate leadership and organizational development opportunities.

Those stories make my heart ache.  So I reached out to friends with HR Backgrounds that are Consultants, and Leadership Experts and asked them three questions:

[Tweet “What does HR really stand for: Is it Human Resources or Human Remains?“]

Leaders STAND for something ~ When do YOU STAND?

Anne Frank Huis IMG_0264

Last week my husband and I vacationed in Amsterdam.  During our visit there we had the opportunity to visit the Anne Frank House.  I’ve seen the movie, read books about this horrible time in history and visited Holocaust Museums, but I’d never actually read her diary.

‘En route to Amsterdam I opened her diary and read details that I’ve missed before…

Jood Star - Worn by Jews duruing WWII

  • “Jews must wear a yellow star.
  • Jews must hand in their bicycles.
  • Jews are banned from trains and are forbidden to drive.
  • Jews are only allowed to do their shopping between three and five o’clock and then only in shops which bear the placard “Jewish shop.”
  • Jews must be indoors by eight o’clock
  • and cannot even sit in their own gardens after that hour.
  • Jews are forbidden to visit theaters, cinemas, and other places of entertainment.
  • Jews may not take part in public sports. 
  • Swimming baths, tennis courts, hockey fields and other sports grounds are all prohibited to them.
  • Jews may not visit Christians.
  • Jews must go to Jewish schools, and many more restrictions of a similar kind.”

As I tried to imagine Anne’s life at age 13, I immediately thought of my 13-year-old niece and my 13-year-old neighbor.  And I felt my throat tighten, my eyes mist and my mind quickly trying to seal off those thoughts.

Understanding Change: What goes down, will go up again!

“Toto, I’ve got a feeling we’re not in Kansas anymore.”  Dorothy

We are definitely not in Kansas!  We are across the ocean in a dry and dusty land that we asked not to move to.  After months of planning and more months of being apart we have had one month in the same place.  We are convinced that we are here for a reason and determined to turn that unwanted change into an adventure!  This is an update on our expat journey:

Being a Leader Means Understanding…

(Originally posted on The Be A Leader Blog…)

Has life ever handed you a hurricane of change that took you to your knees? And every time you started to stand another storm hit? A few years ago my husband and I were hit with several seasons of hurricanes. (Some literal, most figurative.) In the midst of lots of change that we had no control over, I was desperate to be in control of something! So I accepted a marketing position that I knew would challenge me and that I could learn from, even though there was a lot about the position I knew I would not enjoy.

One of my first challenges was to learn to drive a club-cab pickup truck and a 28-foot long trailer through traffic in the 4th largest city in the United States! (Let me be clear – I am as girly as they come and I don’t get a kick out of driving a car, much less a truck!)

On the flip side, my husband is completely comfortable with that world and he knows me well. He was fully aware that this thing that I’d agreed to do had many potential downsides including having an accident! He understood that I am a visual learner and that I needed to see the big picture before details would make sense.

Leaders understandSo he made a trip to the store and came home with a toy truck and trailer. He then grabbed some flip chart paper and drew a multiple lane road with a 4-way traffic stop and a parking lot. He put the paper on the floor, and had me drive the truck and trailer up and down the road, around the corners, and back it into parking spaces. Each time he helped me identify all the potential dangers like driving over curbs, hitting other cars, and considering how much time it takes to slow down, or stop that much weight!