OzHR #19 - The Power of Influence

It's like the code word to get into the cool kids club of HR: "I'm not a people person." We all like to get off on this image of being stern, number crunching hard asses who don't mess with business - we get it done sucker.

But it's just not the reality.

Maybe we're not having warm fuzzy conversations with the front line staff. But we're sure as heck nursing, encouraging and protecting our relationships with our counterparts in the organisation. We ARE people people, because that's the only way we ever get things done. We have to have incredible relationships and be such excellent communicators that they will want to do our requests.

In short - we need influence.

And that's where we come up short. Influence isn't just something we can wake up knowing and it's not something you can practice too easily. But it's absolutely essential to our effectiveness.

So let's discuss it, and share our wisdom with each other.

The chat will be Thursday 30 January starting at 7pm AEDT. Now we're in daylight savings time, find your city (or corresponding time zone) below, for the starting time:

7pm - Sydney, Canberra, Hobart, Melbourne (AEDT)
6:30pm - Adelaide (ACDT)
6:00pm - Brisbane (AEST)
5:30pm - Darwin (ACST)
4:00pm - Perth (AWST)

Just make sure to pop a #OzHR in your tweet so we can see it, and be sure to invite others along for the ride!

The questions this week are:

1. How do you define influence in the workplace? Is influence something that can be learnt, or must it be from birth? 

2. Can influence compensate for a highly accountable position with little control? Is it really that powerful?

3. Is there a way to measure influence? Should it determine who you interact with? Does it matter to your personal brand?

4. How do you build influence? How do you know if it brings better results?

The 3rd Half, the 5th Quarter, The Recap of OzHR #18 - Workshopping for Change

This #ozhr session was entirely for selfish purposes - I am writing my first workshop ever and it's something that is really, really, realllllly hard to get right. And didn't you all confirm that! There's no formula - in fact formula might be bad:

@JonWoolfrey @whippasnappahr @MarkSouterLive That's a start, cookie cutter *anything* never engages the mind or heart. #OzHR
— koobs (@koobs) January 23, 2014

And you can't just get any old facilitator in to run the workshop:

@whippasnappahr yes during a org change process, needed to bring in independent facilitators to show impartiality #ozhr
— zoemounsey (@zoemounsey) January 23, 2014

No, if it's going to get anywhere, and do anything, it's got to be powerful and emotional:

A4 Life changing = The information & connection that is shared by the audience to answer the challenge. Impacts the facilitator, too! #OzHR
— Mark Souter (@MarkSouterLive) January 23, 2014

And there's got to be follow up actions, and daily practice:

@ozhrtweets specific actions (preferably daily if possible) to create & reinforce new habits & behaviours is an essential part. #OzHR
— Jonathon Woolfrey (@JonWoolfrey) January 23, 2014

But if you get it right, maybe, just maybe the workshop could be something beautiful. Something that connects people out of their ordinary lives for just a few hours, and brings them inspiration and momentum. Something rather special indeed.

@ozhrtweets And on the positive: Being taught something about yourself you didnt know. #OzHR Q4
— koobs (@koobs) January 23, 2014

OzHR #18 - Workshopping For Change

Have you ever been part of an amazing workshop? I think they can be life changing experiences if they are good enough. They just bring that sort of momentum, inspiration and unique connection with individuals that doesn't happen in every day life. A workshop can be the perfect springboard into a wonderful time of creativity and drive. It might even generate change.

But that's one in a million workshops.

And that's what this is about. How do we make create one in a million workshops? Are they even the right way to be starting change? Is it a good way to be connecting senior management with front line staff?

The chat will be Thursday 23 January starting at 7pm AEDT. Now we're in daylight savings time, find your city (or corresponding time zone) below, for the starting time:

7pm - Sydney, Canberra, Hobart, Melbourne (AEDT)
6:30pm - Adelaide (ACDT)
6:00pm - Brisbane (AEST)
5:30pm - Darwin (ACST)
4:00pm - Perth (AWST)

Just make sure to pop a #OzHR in your tweet so we can see it, and be sure to invite others along for the ride!

The questions this week are:

1. How can senior management decisions be made in step with front line staff's needs? Are workshops an effective tool?

2. Is HR a good business function to be holding workshops? Do you think facilitating is a specialised skill set?

3. Can workshops really make change happen within an organisation? If not, what's the point of them?

4. What sets workshops up to fail? And makes a workshop a one in a million, life changing experience?

The 3rd Half, the 5th Quarter, The Recap of OzHR #17 - HR Metrics

Wow you guys make me sweat sometimes - I have to admit that putting yourself out there on Twitter only to be ignored can be a struggle. But it's totally worth it when we start having our great #ozhr conversations, and the wisdom starts to flow. Twitter is such an experience.

OzHR #17 was one of those nights. Nobody was around, and boy oh boy did I get it! It was HOT!!! But then we made some sweet, sweet HR music on the subject of metrics.

@whippasnappahr isnt about control.Its about casting a spotlight on business relevant data.Trend analysis can support better decisions #ozhr
— Rebecca Clarke (@rebeccaclarkenz) January 16, 2014

.@whippasnappahr @gmggranger Numbers are meaningless alone. Measuring the RIGHT things is HARD. #OzHR
— koobs (@koobs) January 16, 2014

@ozhrtweets HR is like Treasurer of Govt. Need to get strategy & policy right & pull right levers & influence - results not guaranteed #ozhr
— Michael Sleap (@michaelsleap) January 16, 2014

Also hr only has influence if & a big if they can related these metrics to the business ops, no point saying detentions is down #ozhr
— Michael Specht (@mspecht) January 16, 2014

That @rebeccaclarkenz is one smart lady. You should check out the rest of conversation here.

Thanks for being you #ozhr!

OzHR #17 - The Impact of HR Metrics

HR Metrics. "Measurements used to determine the value and effectiveness of HR strategies . Typically includes such items as cost per hire, turnover rates/costs, training and human capital ROI, labor /productivity rates and costs, benefit costs per employee, etc.." Thank you to Wikipedia for that explanation.

The bigger the organisation, the more they matter. But they are rarely even taught in HR university courses. And because our individual experiences with working with HR Metrics vary wildly, I am guessing our opinions on this topic vary wildly too. So I'm excited to hear all about your thoughts and background in HR Metrics.

Let's get honest, let's get realistic and let's get down to the nuts and bolts that make real knowledge transfer in our community.

The chat will be Thursday 16 January starting at 7pm AEDT. Now we're in daylight savings time, find your city (or corresponding time zone) below, for the starting time:

7pm - Sydney, Canberra, Hobart, Melbourne (AEDT)
6:30pm - Adelaide (ACDT)
6:00pm - Brisbane (AEST)
5:30pm - Darwin (ACST)
4:00pm - Perth (AWST)

Just make sure to pop a #OzHR in your tweet so we can see it, and be sure to invite others along for the ride!

The questions this week are:

1. Do you work with HR Metrics? How did you learn them? Do you find them a valuable tool in your daily work?

2. How much influence does HR have over metric items that rely on management to enact? (Think retention, productivity, etc.)

3. Should organisations of all sizes be measuring their people management, or is there a scale for HR metric usefulness?

4. If female leadership numbers are high but the female leaders are copying masculine leadership styles, are the numbers still good?

OzHR #16 - Email, HR's Friend or Foe?

Welcome back from the break – I hope you’re refreshed, focussed and ready to tackle the 100+ emails waiting for you. Not so funny is it, coming back to an avalanche of written word – all vying for your attention. Could you imagine having that volume of paper in your letter box every day, just for you?! What I find even more amazing about our email habits is how very little training we have on something that affects so much of our lives. It’s how we work, receive bills, maintain relationships and settle court cases. And we’re all just meant to muddle through it.

Another interesting thing about email is how much of a tool it can be. When used well, it documents conversations and reduces risk. When used poorly, it damages relationships and stunts their growth. Email is something HR must use well – really well. So let’s talk about it…

The chat will be Thursday 9 January starting at 7pm AEDT. Now we're in daylight savings time, find your city (or corresponding time zone) below, for the starting time:

7pm - Sydney, Canberra, Hobart, Melbourne (AEDT)
6:30pm - Adelaide (ACDT)
6:00pm - Brisbane (AEST)
5:30pm - Darwin (ACST)
4:00pm - Perth (AWST)

Just make sure to pop a #OzHR in your tweet so we can see it, and be sure to invite others along for the ride!

The questions this week are:

1. Is email just another form of ‘busy’? How do you cut through the noise with your writing, and in your inbox?

2. As work emails are more available outside of work, does this promote flexible working or hinder work/life balance?

3. Is email HR’s friend in documenting conversations, or HR’s foe in managers engaging with staff?

4. What’s your email pet peeve? Do you have any resolutions for 2014?