Passing The Torch To The Next Generation of HR’s
Most Talented Where Are Our Mentors?
Jack Smalley, SPHR Director, HR Learning & Development
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Up to 40 million Baby Boomers will retire within the next 10 years
Replaced by high potential Gen X’rs and Millenials
Human Resources will be the center of the greatest transformation within the U.S. work force
Before we can lead this organizational change, we must transform HR
Is your organization prepared?
Are your mentor’s identified and in place?
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The Next Generation of HR Professionals Critical Issues:
Rebuilding morale during economic recovery
Implementing culture of integrity after image of corporate fraud and greed
Constructing bridge of trust between employee/ leadership after resolution of EFCA
Drive succession planning to include multi- generational opportunities through diversity programs
Lead Organizational Change
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Why is HR Leadership Critical?
Less than 50% of employees trust their leaders
Only 14% of junior management have a role model at work
Company loyalty is at an all time low
Constant organizational change
Downsizing/rightsizing
Cradle to grave culture extinct
Employees will continue to leave boss
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Mentoring Habits We Must Immediately Pass To Our Next Generation of HR’s Most Talented
Protecting your integrity
Critical decision making
Diverse talent management
Avoiding ‘ego-land’
Becoming a business partner at the Big Table
Mentoring Habit #1
Protecting Your Integrity
Mentoring Habit #1 - Protecting Your Integrity
The “Do Right” Rule
Most critical leadership possession
Leaders must protect
Fortune article
Integrity takes a lifetime to achieve A moment to lose
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Mentoring Habit #1 - Protecting Your Integrity
There are no tough decisions
When warning lights flash – throw a rug over it
Don’t ignore the small issues – everything counts
We can all lose our integrity
Lapse in integrity makes the news Corporate fraud Insider trading Wall street bonuses Harassment
HR leads 24-7 Everything counts
Mentoring Habit #2
Critical Decision Making
Mentoring Habit #2 – Critical Decision Making
Best decisions made before a crisis Become a pilot
Nothing is unique to anyone Football field of problems HQ environment vs. manufacturing
Most successful HR leaders surround themselves with those who challenge us Who is in your inner circle? Asking subordinates for advice is greatest form of recognition
Protecting integrity should impact each decision
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Mentoring Habit #2 – Critical Decision Making
Don’t rush to judgment Fact gathering Equal time to opposing views Valuing compromise
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Mentoring Habit #2 – Critical Decision Making
Mentor conflict resolution skills Address immediately Thoroughly communicate Identifying conflict traits
Firecracker Cold shoulder Back stabber Social zingers Trivia fighters Having the last word
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Mentoring Habit #2 – Critical Decision Making
Address conflict immediately Avoiding fight or flight 42% of leader’s time
Ingredients of organizational conflict
Diversity Differences Needs/Desires Perceptions Power
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Mentoring Habit #2 – Critical Decision Making
Methods of conflict resolution Competition Avoidance Compromise Collaboration
Utilizing the 3 W’s
Who When Where
Stepping up to decision making
Mentoring Habit #3
Diverse Talent Management
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Mentoring Habit #3 – Diverse Talent Management
Why HR must be the driver of diversity Top down management Company culture
Living the culture Knowledge
Understanding stereotypes
Understanding
Acceptance
Changing behavior
Senior management must embrace
Must be element of performance management
Management compensation
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Mentoring Habit #3 – Diverse Talent Management
Diverse talent management begins with HR
Avoid social similarity
Admitting ‘our’ prejudices
Implementing recruitment/retention programs
Identifying today’s workforce needs
Generational differences
Expanding succession planning
Updating/revising performance management
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Mentoring Habit #3 – Diverse Talent Management
Expanding diversity beyond race/gender
Driving generational diversity Attracting/retaining all four generations
Preparing for the Boomer exit 80 million Upper management Succession planning Embracing technology
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Mentoring Habit #3 – Diverse Talent Management
Diverse talent management can only be achieved with top management support
Mentoring Habit #4
Avoiding Ego Land
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Mentoring Habit #4 – Avoiding Ego Land
Transitioning from people-person to corporate management
Why do we become someone else as we move up the corporate ladder
Remember who you are and what got you there
People are always watching Don’t allow little things to become big issues
Never lose touch with “your mentor” Take notes The gut check Stay with reality Remember “it’s integrity”
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Two of the Best Mentors
Ron Sybert Success through remaining who you are
Inner circle of diverse talent
Direct feedback
Great communicator
Larry Ferree Success through avoiding anonymity and irrelevance
Patrick Lencioni’s, The Three Signs of a Miserable Job
Made me feel like a valuable team member day 1
Great boss, mentor, friend
Still mentoring at age 73
Mentoring Habit #5
Big Table Executive Partnership
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Mentoring Habit #5 – Big Table Executive Partnership
We have our greatest opportunity to sit at the big table as a business partner
BUT FIRST
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Mentoring Habit #5 – Big Table Executive Partnership
Let go of the “HR Cop” mentality Take calculated risks Weigh all options
Business decisions With HR consulting
Embrace Business Operations Finance Sales/Marketing Productivity
Force yourself in meetings Then contribute
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Mentoring Habit #5 – Big Table Executive Partnership
Demand to manage organizational change Communications “ME” issues Talent management Succession planning
Yes; it’s integrity again
Surround yourself with the best
Apply metrics to HR Measure everything $$
Bottom line management Upper management Attention getter
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Conclusion Baby Boomers/GenX’rs Begin mentoring immediately
GenX’rs/Millenials Find a mentor immediately
“There is a reason hearses don’t have luggage racks.”
David Cottrell Monday Morning Leadership
Wishes You the Greatest of Leadership Success
