Lisa Rosendahl - Blog

Father's Day: A Day in the Life Sunday

Lisa Rosendahl — Sun, 16 Jun 2013 11:00:00 +0000

Happy Father's Day to the dad in our house and to all dads and dads-to-be out there.

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Enjoy. The day is yours.

Why You Should Hire Your Replacement

Lisa Rosendahl — Thu, 13 Jun 2013 11:00:00 +0000

I've been involved in a number of succession planning conversations this week and thought of this post from the archives about planning for your own departure.

Let's face it, we are all going to leave our jobs one day. Hopefully by choice but one way or another, it will happen.

Who will fill your shoes when you do?

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The November 2010 issue of Healthcare Leadership Review provided an excerpt from the article, "Hiring Your Replacement," where the author wrote, "Although hiring your replacement might seem counterintuitive, doing so will help secure your organization's succession planning and business continuity." And, he provided a few steps for doing so which included: hiring smart people, measuring cultural fit, letting them succeed and losing you ego.

The part about losing your ego really rang true to me as I looked back through my career to supervisors, managers, and leaders blue in the face and fingers holding tight to "their" people, processes, and paper. They were hurting everyone - and themselves. Get a life outside of work comes to mind, but I digress.

As a developing workforce succession planner, I appreciate it when successors are available for our key positions. Having done replacement planning for more than a few years because succession pipelines were not in place, I know that having successors makes sense all around.

But if doing it for the company is not what gets you going, how about doing it for you? There are a few selfish reasons for hiring your replacement (and I ask readers to join in with some of their own) and here thoughts on what's in it for you (WIIFY):

More noodle time (great ideas)
2 heads are better than 1 (better ideas)
Benefit of another's perspective (well rounded thoughts)
Get to develop potential in another (leader who cares)
Ability to fill in knowledge, skill and experience gaps (better performance=better reviews)
Opportunity to do the things you never seem to get to (no to-do list=peace of mind)
Real-time chance to refine your coaching and mentoring skills (leader who can be trusted)

Not your thing? Then how about your own personal minion, someone to do the things you really don't like to do, a new Sunshine Fund owner, and someone to route annoying sales and data collection calls to?

Listen, hiring a replacement who shares your vision and can deliver on your goals will make your life easier and will make everyone, especially you, look that much better. Do this one thing right and you'll continue to look good even after you're gone.

What ever your reason, whatever your motivation - just do it. Hire your replacement and be sure she is ready to step in when the needs arises.

It is the right thing to do.

How I Work - Lisa Rosendahl Edition

Lisa Rosendahl — Tue, 11 Jun 2013 11:00:00 +0000

When I attend a well-coordinated conference or observe a successful program launch, I want to know what happened behind the scenes and what the organizers did to deliver. The journey is much more interesting to me than the destination.

Badge by Lizzie (@lizonomics)

I also love hearing how people work. So when I saw Sharlyn Lauby, author of HR Bartender, post recently about how she works, I clicked through and read along as she shared a little about her work.

Sharlyn encouraged others to follow suit, so I did. Enjoy!

Location: Central Minnesota

Current Gig: Human Resources Director for the St. Cloud VA Health Care System.

Current mobile device: iPhone 5, iPad

Current computer: DELL Inspirion 660 at home and another DELL of some type at the office. Loving the Windows upgrade or could it be that I disliked Vista so much?

One word that describes how you work: Focused.

What apps/software/tools can’t you live without? Anything that lets me read on the go. With the demise of Google Reader I am running NewsBlur and Feedly side by side on my iPad and have a smattering of other reading apps I check into now and then.

What’s your best time-saving trick? None, because I never seem to have enough time? One thing that works for me is taking 10-15 minutes at the end of each day to organize the most urgent projects for the next day and put them front and center to greet me when I walk in the door. It saves precious start up time in the morning.

What’s your workspace like? It's rather functional. Give me a computer, access and a few pics of the family and I can work from anywhere. Throw in a latte and something sweet and I'm better than good.

What’s your favorite to-do list manager? Outlook to keep my comings and goings organized and pen and paper (regular not legal size and white not yellow) for everything else.

Besides your phone and computer, what gadget can’t you live without? My Mophie because my iPhone5 does not hold a charge and my hotspot because I refuse to purchase data plans for my iPad and the kid's iPod and iPad mini.

What everyday thing are you better at than anyone else? Keeping a clean desk. I can't work with clutter.

What do you listen to while you work? Nothing more than the hum of the office.

Are you more of an introvert or an extrovert? Introvert – no question about it.

What’s your sleep routine like? Most nights, I’m in bed by 9:00p and up by 4:30a (with an alarm).

Fill in the blank. I’d like to see ____________ answer these same questions. I’d love to see YOU take the challenge and link back in the comments below.

What’s the best advice you’ve ever received? Don't overthink. Just do.

What are you working on right now? Let me pull out my paper task list . . . besides the day to day activity of running an HR department in transition I am working on addressing organizational succession plan challenges and building HRIS capability to translate data into insight.

Tag, you're it!

Day Off: A Day in the Life Sunday

Lisa Rosendahl — Sun, 09 Jun 2013 11:00:00 +0000

It's been a busy week managing two human resource departments, adjusting to the retirement of a long-term staff member, transitioning from school to summer schedules and waiting for summer to come to Central Minnesota.

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I got nothing for you today. I am headed to the city yesterday with the kid and some friends for shopping, food, farmer's market and water park fun this weekend.

Hope you are having as much fun as we are!

Mentors, Models and Opportunities to Grow

Lisa Rosendahl — Thu, 06 Jun 2013 11:00:00 +0000

I've had mentoring on my mind lately.

I am currently a mentor to four and I declined a request to be a mentor to another recently. I adore the mentees I am working with now and I don't have the time to devote to another quality mentor relationship. While a mentor will want to limit their mentoring relationships, a mentee will want to broaden theirs.

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Here are a few I'd like to share with you about broadening the definition of a mentoring relationship, developing a portfolio of mentors and three mentors you need for career success.

How to Find a Mentor to Help You Go Further, Faster

The gem in this article is the suggestion that we broaden our definition of mentoring to include blog, podcasts, conferences and coaches. "Instead of focusing on what you don’t have—a one-on-one, traditional mentoring relationship—focus on what you do have: more opportunities than ever before in history to learn and grow."

Me ntorship 2.0: How to find the Mentor you Need

The idea that caught my attention is the "reality that most mentors don’t come from central casting. You’re probably not going to find your own 'Rich Dad' whose hobby is guiding you through life lessons and dispensing sage advice . . .Think, instead, about developing a portfolio of mentors."

Mentorship Trifecta - Why You Need 3 Mentors for Career Success

In introducing three types of mentors, the author encourages, "You are the initiator and the owner of your mentor relationships, whether or not you have them, who they are, and what you do with them. You drive the 'asks' made of them– and the more specific you can be, the better."

The model may be changing but the need for leaders to share, encourage and guide others while developing themselves still exists. Mentoring is an opportunity to give back. Here is a final article on Seven Ways To Be an Effective Mentor.

Do you mentor? Why? Why not?

HR, Meet Technology

Lisa Rosendahl — Tue, 04 Jun 2013 11:00:00 +0000

When I have an inefficient work process or need data to problem solve, I often look to technology. Sometimes, I don't. I just do what I've always done, the way I've always done it and I gripe about technology voids in my workplace.

Good thing there are people out there paying attention to how work gets done, listening to gripes and doing something about it.

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LBi Software is one of those companies. LBi Software is passionate about helping HR see the challenges that lie ahead and providing insight into how to handle them.

“Where the Rubber Meets the Road: Applying HR Technology to Solve Real-world Problems,” from LBi Software, brings the insight and wisdom of seven of HR's most recognized thought leaders to one topic: how to use today's powerful HR technology to focus on the people in your organization and become a more strategic business partner. Thank you to LBi for inviting me to participate in this e-book project.

Technology is key to HR success at the most basic level to remove inefficiencies and increase productivity. What is one of your can't-live-without HR technologies?

Graduation: A Day in the Life Sunday

Lisa Rosendahl — Sun, 02 Jun 2013 11:00:00 +0000

It seem like just yesterday that we left the hospital with our brand new baby girl and then were attending our first parent teacher conference. And today, our little girl is finishing up another year of school.

Where did the time go? In six short years, graduation will be for real. She'll be taking one giant step out of high school and another into the rest of her life. There are so many thoughts in my head right now and so many things I want to say to her along the lines of, "Do this, don't do that, follow your heart, lead with your head and remember, you will always be my little girl."

There's so much more to say and, thanks to my friend Sarah White, here are a few excerpts from a Huff Post Parents article, 10 Things I Want My Daughter To Know Before She Turns 10, that captures every mother's thoughts so well:

It is not your job to keep the people you love happy. Not me, not Daddy, not your brother, not your friends. I promise, it's not. The hard truth is that you can't, anyway.
It is okay to disagree with me, and others. You are old enough to have a point of view, and I want to hear it. So do those who love you.
You are so very beautiful. Your face now holds the baby you were and the young woman you are rapidly becoming.

This is just the beginning. Way to go kiddo! I am so very proud of you.

Karma and the Last Word

Lisa Rosendahl — Thu, 30 May 2013 11:00:00 +0000

Having the last word is not all it's cracked up to be.

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Whenever I feel the need to put someone in their place, slap their hand or make a point simply because I can - and act on it, karma comes back around and smacks me right between the eyes.

Never fails.

And I regret it every time.

Are You Leading THAT HR Department?

Lisa Rosendahl — Tue, 28 May 2013 11:00:00 +0000

There's energy in being part of a group with a shared focus. It's tempting to confuse that with comfort in being like everyone else. Focus will get you results while comfort will get you excuses.

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When you comfortable, it's easy to brush off a customer service or process concern by saying,"What? Get off my back. Look around, it's the same everywhere."

Human resource departments are everywhere and while they vary in leadership, structure, function and technology, at their core, they are all the same in the eyes of their customers.

Human resource staff ignore calls from employees, create barriers to applying for jobs, have so many staff yet get nothing done, never listen to employee needs, and never give the right answers. Human resource staff don't support supervisors, don't know they are doing and don't process anything timely.

That may not be you or your department all of the time but there's a little bit of THAT HR in all of is.

It's not easy being on the receiving end a complaint, but no one said it was easy. Do you brush off concerns with a quick flip of the hand, or do you listen for an opportunity to improve? Are you following, or are you leading?

What are you doing to distinguish your human resources department from the crowd?

Honor and Savor: A Day in the Life Sunday

Lisa Rosendahl — Sun, 26 May 2013 11:00:00 +0000

My friend Heather Kinzie shared this video on Facebook recently. It's beautiful, breathtaking and compelling enough that I wanted to share it with you.

While you are remembering the men and women who died while serving in the United States Armed Forces this Memorial Day, remember to savor your time with your family and friends.

Human Resource Audits and Relieving HR Anxiety

Lisa Rosendahl — Thu, 23 May 2013 11:00:00 +0000

I am in the midst of an HR audit and decided to republish the post below from 2011 because the more things change, the more things seem to stay the same.

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What is an HR Audit? Per SHRM (membership required), "An HR audit involves an objective look at the company’s HR policies, practices, procedures and strategies to protect the company, establish best practices and identify opportunities for improvement. An objective review of the company’s “current state” can help you evaluate whether specific practice areas are adequate, legal and/or effective. The results can provide decision-makers with the information necessary to decide what areas need improvement."

For those of us not always open to constructive criticism, audits can present some personal and professional challenges. What's the surest sign of an HR pro experiencing unnecessary anxiety? They take this stuff personally.

I am no stranger to questions, challenges, or disagreements. Lately, however, I've felt that the spotlight has been on me, my decisions, my priorities and my leadership. Bottom line: I don't like it.

This latest round started with a third party audit. This was our first ever and I welcomed the team with open arms, fully aware they would have findings. What team reviewing a complex HR operation wouldn't? But did they have to find so much on the first day? I am sure someone somewhere has valuable insight into the "psychology of an audit" but you have to know that I wasn't seeing much beyond loser by the end of the first day. Throw in focus groups and doubt was alive and well.

Day three, it is different. Not all the HR problems of the world are solved, they never will be, but the anxiety level has dropped dramatically for this one HR professional because she stopped making this personal.

The spotlight, the questions, the scrutiny from self and others - it's going to happen. It's unavoidable. Just when you think all is lost and you think about turning in your keys and parking pass, stop and take a look around. Notice that your hands are gripping the reins. They are clenched, sunburned and achy. Notice that your legs are cramped and your spurs are dull.

Now, notice this. You are still on the horse.

Migraines: A Public Service Announcement

Lisa Rosendahl — Tue, 21 May 2013 11:00:00 +0000

Migraine headaches hurt. If you are not a migraine sufferer, thank your lucky stars. The headaches I get now are nothing like the migraines I used to get but they can still stop me in my tracks.

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I remember living in Germany, leaving work early and driving home with my eyes squinted tight enough to keep any extra light out but cracked open just enough so I could see the road. I'd come home, take three Advil, darken the house and lay my pounding head back on the pillow. Tugging at my hair and applying pressure to my eyebrows sometimes lessened the pain for a short moment. Nausea and vomiting were signs that the migraine was reaching it's peak and I knew that if I could just hold on a little longer, sleep would come and I'd wake up to a new, pain-free day.

My migraines were gone as quickly as they came and in strange convoluted way, I was one of the fortunate ones.

I am not going to try to make a human resource or leadership connection beyond that of migraines hindering my ability to function as a human resource leader - or anything else for that matter.

So no post today, just a PSA and a link to articles from the Mayo Clinic on migraines and ocular migraines (migraines are not just for heads any more) for your reading pleasure.

Many migraines go undiagnosed. Here is a migraine self-assessment for your reading pleasure.

Good night.

24 Hours in New York City: A Day in the Life Sunday

Lisa Rosendahl — Sun, 19 May 2013 11:00:00 +0000

I was in NYC last week for a quick visit (24 hours on ground) I was able to mix business with pleasure and grab a few hours with my sisters and niece. Coming from Minnesota, Long Island and 23rd Street, we met up in the Flatiron District hungry, thirsty and ready to relax.

Eating our way through Madison Square Eats with meatball subs, grilled cheese sandwiches, empanadas, pomegranate lemonade and Macarons, we had a wonderful few hours to catch up, use our smartphones to find our way (no paper maps allowed!) and enjoy the sites and sounds of the city. Stops at Eataly (I could spend the day there) H&M and 16 Handles included, too.

Next time, I bring the husband and kid. They were missed.

Women of HR: Turning Over The Reins

Lisa Rosendahl — Thu, 16 May 2013 11:00:00 +0000

What started out as an idea over pomegranate martinis, laughter, and great conversation turned into a multi-contributor blog with over 400 articles published, thousands of page views per month, 60 past and current writers and tons of guest contributors.

Meet Women of HR.

I love working with smart women. It became a Sunday morning routine: coffee, Baileys and Women of HR-ing. I enjoyed working with new writers to bring their ideas to the page and getting a sneak peak into the minds of some of the best writers in the HR space today. It was an honor.

Now, after three years as editor, I am turning over the reins to Jennifer Payne who will bring her voice to the community we're building.

If you are a women in HR or someone working in and around the HR space and have something to say about things like the workplace, business, social media, HR professionals or career, send your ideas to Jennifer at womenofhr@gmail.com You do not need a blog or a portfolio so toss those excuses aside. Just write.

Jennifer will be blogging from the SHRM 2013 Annual Conference. Stop by and say hi if you see her. If you are planning to go but have not registered yet, register by May 17 for your last chance to save.

What will I ever do with my Sunday mornings now?

{Women} Voice Your Concerns

Lisa Rosendahl — Tue, 14 May 2013 11:00:00 +0000

I am a woman. I have issues. I am also a professional, a partner to my husband and a mother to my daughter. I don't want to make sacrifices anywhere.

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Serving as a woman in the military resulted in some awkward yet revealing circumstances for me: heads coming out of tanks to see the new "girl" maintenance officer, visiting an artillery company with no women's bathrooms, and an uncomfortable commander offering to make me coffee were just a few.

"The blunt truth," Sheryl Sandberg wrote, "is that men still run the world."

Recently, more companies are recognizing the value of women in the workplace. In an early 2013 article on Huffington Post, the author wrote, “History has proven that those companies that fully tap into the women in their workforce benefit from the diverse talents and perspectives they bring and are the most successful.”

It’s true and while not enough companies are asking employees what they want to see in their workplace, some are. I'll be visiting a company this week to listen to employees on matters that concern workplace and company policies.

Here are a few articles I came across in preparation that I'd like to share with you:

I love that I get to do this because not only am I able to use my experiences to help others but because it makes me more effective in my role as an HR professional and leader.

If I were visiting your company to gather workplace/company policy concerns, what would you want me to ask your staff?

Happy Day to Mothers: A Day in the Life Sunday

Lisa Rosendahl — Sun, 12 May 2013 11:00:00 +0000

Paperless Post

The Interviewer's Advantage

Lisa Rosendahl — Thu, 09 May 2013 11:00:00 +0000

We've been in the midst of interviewing candidates for open HR positions and it reminded me of this post from about this time last year I wanted to share with you.

I have had the opportunity to interview for new HR staff lately. It's something I don't get to do often although lately I've had the opportunity to do it more due to promotions, turnover and new HR positions.

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People walk into an interview and it's unknown to me - and to you - what they have on the line at that moment. Whatever "it" is, it belongs to a person in one of the most uncomfortable situations a person could be in.

As the interviewer, I know - but sometimes forget, that I have the opportunity create the space for the person sitting across from me to shine. As I recently watched a candidate come into her own right before my eyes, it made me wonder, what do others do with the very same opportunity?

With this thought on my mind, I saw 10 Human Questions Interviewees Should Ask, from Paul Smith pop up in my Google Reader. Like Paul, I thought "about the anxiety of interviewees and how interviewers have most of the advantages in that environment."

Interviewers can set the stage for an interviewee to be at their best. Their anxious and nervous best, but their best nonetheless.

Why wouldn't every interviewer want to do that?

Is it easier to say, "no" to someone who did not fully step-up-to-the-plate? It is not possible to be both direct and nice? Shame on you if you quell confidence and pride and don't nourish, prop-up or cultivate every chance you get.

It's not all about the applicant you say? It's all about you? Ok, I get that so let me ask you this, "What impression do you want them to have of their interaction with you, of your department, and of your leadership?"

Interviewers, you have the advantage. Use it well.

This HR Director's Day: A Far Cry From Leading

Lisa Rosendahl — Tue, 07 May 2013 11:00:00 +0000

I am not sure what you call what I have been doing lately but I am sure it's a far cry from leading.

When I look in the mirror and see Miss Office Shiva staring back at me, I know it's time for to regroup and take a close look at how I am managing, leading and working because this is an entirely inefficient and ineffective way to run a department

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The questions begin to flow.

What am I holding onto that I should delegate, what conversations need to be had and what expectations need to be set, and what am I doing that can be clearly be done better by someone else? Where am I building in unnecessary delays? Are we, as a department, setting priorities, focusing on what's important and all heading in the same direction?

The questions continue.

In the positive sense of shedding old habits, is it time for us to change direction or to toss decisions we've outlived or outgrown? How do I get out from behind the desk? Could we possibly need more staff? Do I have the right staff? Do I have effective feedback and communication loops in place?

The questions never end.

What should I be seeing and what should I be hearing that I am not? What assumptions are blocking progress or what problems am I avoiding? If you could write a message to me on the white board, what would it be?

Taunting Mother Nature: A Day in the Life Sunday

Lisa Rosendahl — Sun, 05 May 2013 11:00:00 +0000

Mother Nature's a peach when it comes to summer fun but when it comes to women and fitness, she's got an ax to grind.

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It's not that I don't like a challenge but this road from zero to fit is one I am all too familiar with. You'd think I would have credits in the fitness bank for 10 years of Army early morning PT, 2 separate year long sessions with a personal trainer and the best of intentions.

Not.

The best of intentions in the world can't counter a loaf of crusty Italian bread and a stick a salty butter. It's amazing how many calories a person can eat in a day. Thanks to My Fitness Pal I saw the cold hard truth about I can blow by my entire daily allowance by lunch time without even trying hard.

If I stop exercising for a bit there's no crossing go, no collecting $100 and no benefit of the doubt on my way to easy street. There's only another muscle aching, strength building, personally challenging session of CrossFit where I am confronted with accountability. I love it and I'd choose to do it even if I didn't have to.

But I don't have a choice. I have to exercise regularly. Why? In the battle against the natural aging process, the odds are stacked against me.

But they don't have to be. Why won't Mother Nature just pony up and give us girls this one in return for our child-bearing years? She's a woman. She has influence. I sure wished she'd wield it more often.

Complaceny, Mistakes and Human Resources

Lisa Rosendahl — Thu, 02 May 2013 12:00:00 +0000

From the dusty archives is a repost of what was on my mind this time last year. Older post but a still relevant message for all. I no longer own the Blackberry though. RIP.

There's no room for complacency in my HR.

In a recent Fast Company article, Why RIM Lost Its Crew, Its Groove, the author writes that complacency was one of the factors killing RIM. That's big. {If you weren't aware, RIM makes Blackberry. No worries, I own a Blackberry and didn't always know that either.}

A complacent satisfaction with present knowledge is the chief bar to the pursuit of knowledge. B.H. Lindell Hart

Complacent HR is content with the status quo and (did I say this already. . .?) there is no room for complacency in my HR. It threatens progress, it threatens growth and for HR leaders, it could threaten your very existence.

Let's take a look at an employee relations action you worked on and lost. You actually didn't lose it, you pulled it back before it was decided upon. You actions are good. Your odds are better than good on appeal.

Why would you do such a thing? You missed things that, on appeal, could be problematic. More than that, you could not let your boss decide on an action that was anything less than complete.

Replace an employee relations action with a strategic workforce plan, a new recruitment initiative or an incentive award program proposal that misses the boat and it comes down to one thing: you got complacent.

Are these signs of complacency familiar to you?

You utter, "good enough" in the face of unanswered questions.
Your meetings on key issues end with without commitment or decision.
Your candor is lacking and your support goes to the loudest bidder.
You stick to what you've always done even when it stops working.

What else? You base your decisions solely on past actions, you begin to believe your own press, and you do not stay current on the legal landscape.

The good news about complacency is that it can be killed easily and the first step is admitting you have a problem. Then, you collaborate.

You speak with others. You seek feedback. You listen. Signs of complacency are more obvious to outsiders than insiders. You don't hold back. You do whatever it is you do to exit your funk. You get back in the game with both feet and even though it sounds counterintuitive, you make mistakes.

Mistakes cure complacency. Trust me, I know.

Photo credit: Jessica Hagy, Indexed