Jennifer McClure`

Helping Leaders Leverage Influence & Create Maximum Impact.

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Leading With a People First Approach with Steve Browne

photo of Steve Browne

Are HR leaders the only leaders in an organization who can (or should) lead with a people first approach?

My guest in today’s episode – Steve Browne – doesn’t think so!

Steve has been my friend and mentor for over 20 years now, and he’s also a constant source of encouragement, wise counsel, connections and smiles for leaders around the world through his work as an HR executive, a board member of the largest HR association in the world, his popular blog (Everyday People), and his best-selling books (HR on Purpose !! and HR Rising !!).

Topics Discussed In This Episode:​​

Steve is well-known for his high-energy and positive approach to people leadership, and in this episode, we chat about:

  • What it’s been like to be an HR leader at an organization during a global pandemic, and the key approach all leaders must take in times of crisis.
  • The importance of building meaningful relationships to be able to lead effectively.
  • The shifts that are still to come in the workplace, and what leaders should be doing now to prepare themselves and their organizations.
  • Why Steve wrote his first best-selling book HR on Purpose !! and what compelled him to write his latest book HR Rising !!
  • How telling stories helps leaders to get their ideas and messages heard.
  • Why a people-first approach is key for all types of leaders, not just those who work in human resources.
  • And so much more!

IMPACT MAKERS PODCAST – EPISODE 40

(Email subscribers – click HERE to listen to the podcast.)

People & Resources Mentioned in this episode:

Impact Makers Episode 003 – The Heart of Human Resources with Steve Browne

Steve Browne’s blog

Steve Browne LinkedIn

Steve Browne Twitter

HR On Purpose !! Developing Deliberate People Passion by Steve Browne

HR Rising !! From Ownership to Leadership by Steve Browne

Bob Goff

Lars Schmidt

Exclamation Mark by Amy Krouse Rosenthal Tom Lichtenheld

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The Greatest Story Ever Told, And What It Says About Leadership And Culture

I’m on a plane today, traveling to speak to Human Resources leaders at a conference about The Future of HR.

This is what I love to do, and I’m blessed to be able to have a career where my primary purpose is to encourage, equip, and inspire  business leaders of all kinds – not just HR – to embrace the future of work, and leverage their influence to create positive, lasting change.

I fully believe leaders have a tremendous opportunity to positively impact the lives of those that they lead and serve on a daily basis – not just through their actions, but also through establishing a culture where people can thrive, and use their gifts and talents in ways that move our businesses forward.

Company cultures are complex, multi-faceted, and ever evolving, but I’m a firm believer that you can learn a lot about a company’s culture, and their leadership, through the stories that employees tell. I agree with New York Times best-selling author, and marketing and customer service expert Jay Baer, when he says:

Everything great in marketing starts with great inside-out storytelling that values employees, because that is the hallmark of a strong organizational culture.

That’s why, when I came across this video today from the “HR Storytellers” series produced by the Society for Human Resource Management (SHRM), I had to share it. It features my good friend and mentor Steve Browne, Executive Director of Human Resources at LaRosas, Inc., – a regional, family-owned pizzeria chain, and one of Cincinnati’s iconic and beloved brands.

I love this story.

I love that it’s representative of the leadership and culture at a company carrying the beliefs and actions of its iconic Founder into the future of work – and never losing sight of what makes their businesses unique and successful – their people, and their stories.

Your company’s stories can be a powerful tool in your recruiting and retention efforts, and they can radically affect employee engagement.

Please take 9 minutes to watch this video, and really listen to the story Steve tells. Then, think about your own company.

What stories can you tell?

Want to get more great stories from Steve, and learn how you can increase your effectiveness as a leader by focusing on the humans in your workplace? Get a copy of his first book HR on Purpose: Developing Deliberate People Passion. It’s available for order online through the SHRM Book Store. 

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Pieces Of Me – March 22, 2013 Edition

Pulling Puzzle Pieces“Pieces of Me” is a (new) regular feature here on the blog, where I’ll share a bit of what’s happening, what’s kicking around in my head, resources I’d like to bring to your attention and a peek into the world as I see it – through lenses colored by Human Resources, Recruiting, Leadership and Career Development.

Something awesome that happened:

You’ve probably heard of the Harlem Shake meme by now. You’re probably over it. I get it. Not every internet meme can match the awesomeness of Grumpy Cat. But what if you capitalized on an opportunity like the catchy (and easy) Harlem Shake craze to add a little levity and team spirit in the workplace? One of my clients recently challenged their employees to participate in a “Harlem Shake Off” competition. No rules. Just a suggestion to have fun, share and vote on their favorites. Sixteen different teams/departments/locations submitted videos! All of them were creative, fun and HILARIOUS. It was great to see employees at all levels engaging in a bit of silliness and fun. I LOL’d more than once.

People Leader Pro Tip: Some of the quietest/most subdued folks in your organization are just waiting to let their inner crazy out. Channel that for good!

Something I learned:

Some client work I’ve been engaged in recently has reminded me that while we like to talk about what’s new/what’s next in the recruiting industry (Can I get a mobile strategy, talent community or big data initiative anyone?), a vast majority of small businesses – and even many larger businesses just aren’t there yet from a systems, processes and/or budget perspective. And that’s ok.

Data is useful only if used. As HR and Recruiting leaders, we must make sure that we’re gathering data, analyzing it and making recommendations/decisions based upon what it tells us. If your organization isn’t effectively doing that, then a new software system or social recruiting strategy isn’t the place to start.

Someone who made a difference:

My friend and mentor – Steve Browne, Executive Director of Human Resources at LaRosa’s, Inc. – shared a Manifesto of sorts earlier this week on his blog Everyday People. Steve’s personal mission is to connect every single HR person on the planet and the post, entitled “HR Evangelism !!”, is a call for intentional connection among the HR community.

I’m honored to know Steve as a human and as an HR/business leader making a difference. Read his post. Connect with him. He’s an intentional connector – and he’s all kinds of awesome.

A resource I’d like to share:

LinkedIn recently released the “LinkedIn Employer Brand Playbook: 5 Steps To Crafting a Highly Social Talent Brand”. The ebook is full of useful facts and figures obtained through analyzing the vast amount of data available on LinkedIn and includes tips on how to get executive buy-in, a checklist to audit your Talent Brand materials and a plan for setting goals and measuring results.

It’s good stuff. It’s free. Get your learn on and download it here.

Throwback:

Last week, I attended the Ultimate Connections Conference in Las Vegas, where I had the opportunity to lead a session on “Moving From HR Leader to Business Leader” and also enjoyed the chance to learn during many of the engaging keynotes and breakout sessions.

The conference was fantastic, and I shared some of my takeaways related to one session in particular led by Lisa Sterling, Head of People Engagement at Ultimate Software in a blog post over on the Ultimate Software blog – Live from #UltiConnect 2013: 4 Ways Today’s Business Leaders Can Embrace Millennials. I’d love for you to check it out. And hug a Millennial today – in a totally business appropriate way, of course.

Upcoming Goodness:

  1. I’m excited about being one of the keynote speakers at the upcoming 2013 Louisiana SHRM Conference in Baton Rouge, Louisiana April 7 – 9, 2013! This conference will be the first opportunity for me to deliver one of my new keynotes for 2013 – “The Future of HR: Delivering Competitive Advantage In Your Organization”. I’ll also be leading a pre-conference 1/2 day workshop on “Using Social Media In HR & Recruiting”. If you’re in, near or can get to #LASHRM13, join us! Robin Schooling and the conference team have done a great job of planning a fantastic learning and connecting opportunity!
  2. The latest edition of my free newsletter will be coming out next week. If you haven’t subscribed yet, today’s you’re lucky day! You can subscribe here. I respect your privacy and your inbox space, so my goal is to make it a worthwhile resource for you!

The World As I See It:

Punxsutawney Phil may be in the process of being prosecuted by my fair city of Cincinnati for “misrepresentation of Spring”, but we did manage a warm, 65-degree day recently, which allowed me and my favorite horse to play outside without coats.

Spring, we’re ready. Bring it!

IMG_4473

 

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Passion: It’s Not a Dirty Word in HR !!

In the wild world of HR, I come across many HR people who either hate the profession or feel that everyone hates them.

Passion - It's Not A Dirty Word In HR

There are blog posts about the death of HR.  Magazines love to fill themselves with how the profession is failing.

Today’s guest post is from my good friend and mentor Steve Browne, who is Executive Director of Human Resources at LaRosa’s, Inc. a regional Pizzeria restaurant chain employing over 1,400 Team Members. Being passionate about HR is a subject that Steve is uniquely qualified to talk about – because that’s how he’s consistently described by others. Learn more about Steve at the bottom of this awesome post.

HR is tough. It is.

That’s because we have to deal with people and people are tough. However, that’s also the BEST reason to be in HR! Seriously. The main reason I went into HR was to mess with people. Trust me. It’s allowed.

When it comes to “passion”, some people tend to think that it’s not appropriate in the work environment. Unfortunately, because many people aren’t passionate at work, they often feel disillusioned and are thinking about how to leave their employer more than they’re seeking how to drive performance.

The reason the TV shows “The Office” and “30 Rock” are so popular is because people know folks that work beside them who are reflected in the characters of the shows.

People who love what they do scare us too! Really. People who are passionate are often under suspicion of not being genuine or just a cheerleader who doesn’t have a clue. That’s sad. We’ve come to a point in work environments where drudgery is often preferred to enjoying what you do! Think about that.

HR, more often than not, is the catalyst of this drudgery because they don’t see the ability, or avenue, to be passionate at work. This needs to change! HR professionals have to ask themselves – “If this is so bad, then why am I doing it”?

HR people who aren’t passionate should get out of HR.

Sounds harsh – but it would be better for you and the profession if you went into a field you were passionate about.

So can you be passionate about HR these days ? The answer is a resounding YES! Here’s how:

1)       JUMP IN OVER YOUR HEAD

Get away from your desk and into your people. Your desk doesn’t miss you as much as you think it does. Your people do.

Too often HR’s answer to people is – “I’ll get back to you” – when we never intend to do it. Stop this! Get in front of your employees and let them know that they do exist, they’re valuable and that you (and the company) appreciate what they do.

2)      BE CONSISTENT

Get out of the fairness and compliance mode. Compliance is the law. We can’t change laws, so quit trying to.

Be consistent with how you handle situations and understand that the majority of what we do is gray and not black and white. Consistency is essential and people will see how “fair” you really are when you’re consistent.

3)      BE GENUINE

Who likes fake people? Anyone? You can’t teach this. You either are genuine or you aren’t. And your employees know it right away.

If you knew me and saw my office, you’d hear my iPod blaring, and see my lava lamp bubbling next to my Magic 8 Ball and the sword on my wall. I also just got a bobble head made of myself! (A gift from a vendor.) I only wish it was a tie dye shirt versus a blue oxford!

I’m passionate about everything I do. Honestly. More often than not people respond to this positively and most of them say that HR at our company is better because this is the tone that HR sets:

Love what we do and what you do!

Give it a try. Passion is awesome! Passion is critical! And – HR MUST be passionate !! – @sbrownehr

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Steve Browne bobble head Steve Browne, SPHR is an HR pro who is passionate about connecting people. He runs an internet message board (the HR Net) – with over 7,500 global subscribers – and enthusiastically facilitates monthly HR Roundtable meetings in Cincinnati. Steve actively serves on the SHRM Board of Directors, and is a popular speaker at HR Conferences, HR Associations and business/community groups.

Want to be a part of the HR Net? Let Steve know! Follow him on Twitter at @sbrownehr.

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