Tag Archives: Employee Engagement

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Putting the HUMAN back in Human Resources

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This is the third post in our series:  What does HR Really Stand For:  Human Resources or Human Remains?

Kevin KennemerAs I thought through this series, I reached out Kevin Kennemer because I knew that he had both the passion and the data to make the case that Great Workplaces enjoy a significant competitive advantage over their competition.  Kevin is a Great Workplace Advocate, and the founder of The People Group, a firm dedicated to transforming companies into winning workplaces. He works with CEO’s of small and medium sized businesses to create work environments built on trust, respect and dignity.  Kevin holds a Master’s Degree in Organizational Management.  This is what Kevin had to say:  

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If I Could Recreate HR From Scratch

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Earlier this week we launched a new series titled what does HR really stand for:  Human Resources or Human Remains?

When I reached out to my network asking them to participate in this series, I shared an excerpt of a conversation I had with someone with an MBA and years of HR experience.

“Chery I have been in HR for X number of years, I have my MBA, I’ve attended tons of seminars and I’ve NEVER heard anyone talk about the HUMANS.“

And then I asked these questions:

  1. How do you balance the need to protect the company from lawsuits with the needs of the real live human beings you serve?
  2. What tips do you have for organizations that are seeking to bring the Human back to Human Resources?

Mary SchaeferThis post is the second in the series and was written my another Lead Change Member and Co-Author of The Character-Based Leader Book, Mary Schaefer.  Mary is the President of Artemis Path, Inc. and her passion is challenging others to Reimagine Work.  This is what Mary had to say…

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Never underestimate the impact of play on your organization

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Two days ago, Karin Hurt shared a post about the importance of play at work.  (Something I LOVE to do!)

Yesterday, I walked into the Bistro in our expat compound and witnessed 4 pre-school aged children playing.  I stood in awe, knowing that although 3 of those children have learned a common language, 1 of them had not.   And yet, in spite of the language barrier they all understood the game, and were completely engaged in the activity.

[Tweet “Play creates an instant bond and overcomes language barriers.”]

This morning my husband and I went on our first group motorcycle ride.  Minutes into the ride it became clear that the group we rode with not only shared a common language we don’t know, they also shared a sign language that helped them to communicate while they were driving and we did not know that either.  In spite of all that we did not know, we found it easy to learn the signals on the fly simply because we were “playing” together.

[Tweet “Play increases the speed of learning.”]

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The good, bad and ugly of: “I want it my way”

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Several years ago I interviewed someone that had a lot of impressive experience, someone that I enjoyed in many ways, but someone I did not endorse as a prospective team member for only one reason… My gut said that this person would consistently operate with this philosophy, “It’s My Way or The Highway!” And I knew that mode of thinking would damage relationships, divide teams, decrease effectiveness and impact customers.

Recently I’ve witnessed other situations where a group of people have been so focused on what they wanted, that even after a majority decision they used intense peer pressure, persistence, and manipulation in attempts to force their agenda.

So I’ve been pondering:

  • What causes people to behave this way..
  • When is it wise to believe in your vision so much that you absolutely won’t bend?
  • And when is it wise to leave your ego behind and seek a win/win?

This is what I’ve come away with: