ANTICIPATE AND PLAN TO ACHIEVE SUCCESS

One must closely monitor progress and constantly identify obstacles that could hinder the accomplishment of goals if he or she wishes to succeed. Consider carefully changes to established plans or your current situation before acting, but remember that the worst possible alternative many take is unintentional inaction.

The game of chess requires many of the same thought processes as life – well planned, intentional actions (rather than "knee jerk" responses to temporary conditions) that limit potential repercussions. I remember playing chess with my dad years ago when he asked how I could respond so quickly after he had agonized over a move for nearly ten minutes. I told him he was good enough to know the few moves he could logically make that made sense – and since he reacted in a predictable and rational manner I was immediately ready with another move.

We need to plan our lives in much the same way. An individual will never reach his or her full potential should too much focus be placed upon the path taken rather than the prize at its conclusion. To taste significant success one must start with an expectation of significant accomplishment.

A rather shortsighted fellow once told me, “If you never dream, you will never fail. If you set your bar low, you will never be disappointed.” I would challenge that without an endpoint you will never know when you have arrived. While you may never be lost when you do not know where you are going, you will never know when you have found what you seek without identifying your destination in advance. Life without purpose can be eventful but is rarely satisfying. It may be full of new beginnings but is strangely at a loss for successful “ends.”

COMPETENT COMPLIANCE TO STRATEGIC PARTNERSHIP: HR CAN MAKE A DIFFERENCE – CAN YOU?

Human Resources MAY once have been a field where individuals having a true love for people could serve their organizations well by acting as an advocate for employees and a conduit in expressing Management’s expectations. Having been “seasoned” by nearly 30 years of experience, I would suggest a “people person” stay as far from this critically strategic role as possible! The role of HR Professional has become much more than making and keeping people happy (if ever it truly were that simple!). A strategic HR Professional makes decisions requiring logical consistency and a reasonable sense of right and wrong – made to minimize risk as an organization moves towards the accomplishment of its goals and objectives rather than out of a concern for acceptance.

Today’s HR Professional must become an integral part of his or her organization.

• We should not limit our impact to finding and hiring people to fill available openings – it must be expanded to identifying and cultivating a talent pool that will be ready when needed (which assumes an intimate knowledge of operations and company direction to know who will be needed and when they will be required).
• We should not simply track turnover – we should analyze trends, anticipate turnover and act to avoid it before it becomes a factor.
• We should not become the “police” in regards to issuing discipline for rules infractions or safety violations – we must be the developer of practical policies that can be “owned” and enforced by managers recognizing their value in maintaining sound operations.
• People simply WANTING to make a difference often avoid “correcting the boss or Owner” for fear of reprisal. Professionals truly MAKING a difference will not compromise their integrity or values by treating individuals differently – regardless of the position held within the Organization.

Though HR is intended to be the lifeline between employee and employer – the advocate that insures employees are treated with respect – an HR Professional must also advance and defend those things that are best for the business REGARDLESS of how fair (or unfair) they may seem to employees. The Human Resource profession, having emerged from the shadows of “personnel management,” serves as a vital watchdog for business AS WELL AS an essential advocate for employees. People accepting this critical role must be consistent in their actions (and unafraid to act) as they anticipate obstacles that might detour success while minimizing risk by insuring compliance with a plethora of employment-related legislation and ever-increasing regulatory activities. HR is not for the weak of heart – or for the “lover of people” anymore (if it ever were).

We all share space within the HR Universe – yet assume vastly different roles. Are you more of a “doer” (focused upon the road you must travel) or a “dreamer” (focused more on where you are going than how you will get there)? How has your world changed during the past several years? Have you embraced the opportunities change has presented or fought to minimize the disruptions? Your honest answers define the role you will play as your organization moves into the future!