Vivek Balokhra (He/Him/His)’s Post

HR Leaders - Got haters, enemies, and detractors? Here are 4 powerful ways to think about them... 👉 Accept your haters as an encouraging sign that you’re progressing and growing. 👉 Frankly, if you don’t have any detractors, that means you're probably: - NOT driving change. - NOT challenging your clients. - NOT doing anything significant in HR in your organization. Let me be even more precise. 👉 As an HR leader, if everyone is happy with what you do, I doubt seriously if you’re stretching yourself enough, making bold enough decisions, or placing the big bets required to excel and reach new levels of excellence as an HR pro. 👉 However, if you’re doing excellent HR work, you'll have haters -- but you'll always have EVEN MORE supporters. Let these supporters fuel and motivate you. 👉 As the great Winston Churchill famously said, “You have enemies. GOOD. That means you stood up for something, some time in your life." Just my take. What's yours? ---- 📌 P.S. - HR Leaders - The above is a tiny excerpt from "Stay Inspired in HR," which provides 21 strategies for dealing with toxic environments and staying motivated in HR. Check it out at the link in the first comment below.

Leaders...when you see an employee talking to your HR person, do you just assume it is unimportant chit chat, and that's it's ok to interrupt and pull the person away? I have noticed this often throughout my career, and have had peers say the same thing. In doing this, you are (1) interrupting an opportunity for employees to see HR as a "human" not just a "resource." When employees feel connected to their HR person, they are more apt to go to them with issues. This can help build engagement and prevent turnover. You are (2) diminishing the role of HR as a business leader. If company leadership treats HR as a social novelty, other leaders and employees will follow suit. Lack of respect for HR will become the norm. Businesses need people. HR is critical to the success of a company by supporting and maximizing talent. Be the leader that supports HR and recognizes (and respects) the value of the role. #HR #settheexample #respect

HR Leaders - Got HATERS, enemies, and detractors? Here are 4 powerful ways to think about them... 👉 Accept your haters as an encouraging sign that you’re progressing and growing. 👉 Frankly, if you don’t have any detractors, that means you're probably: - NOT driving change. - NOT challenging your clients. - NOT doing anything significant in HR in your organization. Let me be even more precise. 👉 As an HR leader, if everyone is happy with what you do, I doubt seriously if you’re stretching yourself enough, making bold enough decisions, or placing the big bets required to excel and reach new levels of excellence as an HR pro. 👉 However, if you’re doing excellent HR work, you'll have haters -- but you'll always have EVEN MORE supporters. Let these supporters fuel and motivate you. 👉 As the great Winston Churchill famously said, “You have enemies. GOOD. That means you stood up for something, some time in your life." Just my take. What's yours? ---- 📌 P.S. - HR Leaders - The above is a tiny excerpt from "Stay Inspired in HR," which provides 21 strategies for dealing with toxic environments and staying motivated in HR. Check it out at the link in the first comment below.

I love this post from Alan Collins - there´s also a song in my head - "... Haters gonna hate, hate, hate, hate, hate Baby, I'm just gonna shake, shake, shake, shake, shake I shake it off, I shake it off ... " I use this song to remind me that it is not personal and it means that I´m challenging, stretching, doing something significant and specially that there are supporters motivating leadership. "HR Leaders - Got HATERS, enemies, and detractors? Here are 4 powerful ways to think about them... 👉 Accept your haters as an encouraging sign that you’re progressing and growing. 👉 Frankly, if you don’t have any detractors, that means you're probably: - NOT driving change. - NOT challenging your clients. - NOT doing anything significant in HR in your organization. Let me be even more precise. 👉 As an HR leader, if everyone is happy with what you do, I doubt seriously if you’re stretching yourself enough, making bold enough decisions, or placing the big bets required to excel and reach new levels of excellence as an HR pro. 👉 However, if you’re doing excellent HR work, you'll have haters -- but you'll always have EVEN MORE supporters. Let these supporters fuel and motivate you. 👉 As the great Winston Churchill famously said, “You have enemies. GOOD. That means you stood up for something, some time in your life." Just my take. What's yours?"

HR Leaders - Got haters, enemies, and detractors?   Here are 4 powerful ways to think about them...   👉 Accept your haters as an encouraging sign that you’re progressing and growing.   👉 Frankly, if you don’t have any detractors, that means you're probably: - NOT driving change. - NOT challenging your clients. - NOT doing anything significant in HR in your organization.   Let me be even more precise.    👉 As an HR leader, if everyone is happy with what you do, I doubt seriously if you’re stretching yourself enough, making bold enough decisions, or placing the big bets required to excel and reach new levels of excellence as an HR pro.   👉 However, if you’re doing excellent HR work, you'll have haters -- but you'll always have EVEN MORE supporters.   Let these supporters fuel and motivate you.   As Lincoln famously said, “Don't hate them back. They don't deserve a place in your brain."   Just my take. What's yours?   ---- 📌 P.S. - HR Leaders - The above is a tiny excerpt from "Stay Inspired in HR," which provides 21 strategies for dealing with toxic environments and staying motivated in HR. Check it out at the link in the first comment below.  

As an HR professional do you ever feel like you are on an island? Often HR wants to move further faster and in different ways than leadership. As an HR professional we are focused on the people and others can be focused on the business and products. Some tips to get things going in a new direction: 1. Ask questions of the executives and others about how they get where they want to go. 2. Drive those questions to help them get the perspective that the people drive their results, not always the customer. 3. Be patient. Let them come around to the culture builds the business. 4. Consider getting a coach to help you feel supported and have an outside perspective of ways to try doing it differently. Who do you talk to about what's happening? Who do you get outside input from to drive better results? #letstalk #hr #hrspeaker #aispeaker #drivehrresults

HR requires a lot of patience. Patience when our work is not seen as a priority in the business, so we have to work extra hard to explain the benefit. Patience when leaders say they don't have time to upskill. Patience when employees come to us with questions for which answers can easily be found in the employee handbook. Patience when we see a trend which we bring to leadership, that is dismissed only to be seen as a priority a few months later. Patience to do our jobs, no matter how many different behind the scenes challenges we tackle in a day, that we may get no credit for. Patience to bring exec teams onboard to decisions that seem common sense to us. Patience to take any situation that comes our way with grace, and move forward with more patience, even when we think it isn't possible to do so. Shoutout to the incredibly patient HR leaders, whom without, businesses and leaders could not thrive. It is an incredible skill to have! #patience #leadership #hr

HR requires a lot of patience. Patience when our work is not seen as a priority in the business, so we have to work extra hard to explain the benefit. Patience when leaders say they don't have time to upskill. Patience when employees come to us with questions for which answers can easily be found in the employee handbook. Patience when we see a trend which we bring to leadership, that is dismissed only to be seen as a priority a few months later. Patience to do our jobs, no matter how many different behind the scenes challenges we tackle in a day, that we may get no credit for. Patience to bring exec teams onboard to decisions that seem common sense to us. Patience to take any situation that comes our way with grace, and move forward with more patience, even when we think it isn't possible to do so. Shoutout to the incredibly patient HR leaders, whom without, businesses and leaders could not thrive. It is an incredible skill to have! #patience #leadership #hr

HR Leaders - Got HATERS, enemies, and detractors? Here are 4 powerful ways to think about them... 👉 Accept your haters as an encouraging sign that you’re progressing and growing. 👉 Frankly, if you don’t have any detractors, that means you're probably: - NOT driving change. - NOT challenging your clients. - NOT doing anything significant in HR in your organization. Let me be even more precise. 👉 As an HR leader, if everyone is happy with what you do, I doubt seriously if you’re stretching yourself enough, making bold enough decisions, or placing the big bets required to excel and reach new levels of excellence as an HR pro. 👉 However, if you’re doing excellent HR work, you'll have haters -- but you'll always have EVEN MORE supporters. Let these supporters fuel and motivate you. 👉 As the great Winston Churchill famously said, “You have enemies. GOOD. That means you stood up for something, some time in your life." Just my take. What's yours? ---- 📌 P.S. HR LEADERS—The above is a tiny excerpt from "STAY INSPIRED IN HR" which provides 21 strategies for dealing with haters, disappointments, toxic environments, and staying motivated in HR. Check it out at the link in the first comment below.

Harsh truth: HR is not for HR people.   You think people talk about HR topics, because * HR need to know the latest research. * HR take care of the people. * HR solve people problems. The truth is:   HR overviews, reviews, studies and summaries are for LEADERS. * Leaders take care of people. * Leaders solve people problems. * Hence leaders need to know about the latest research. > HR people are the gate-keepers, coaches, educators, mediators, supporters in people matters. > They make sure that people matters are addressed qualitatively and consistently. > They create strategies, systems and processes for leaders to navigate people matters. > They act as forerunners, forecasters and foretellers of future people matters. *** But the actual work with their people lies with every leader. If you don’t like to work with people, you should reconsider your desire to lead. It’s not something you can delegate to HR. *** #hrforleaders #peoplematter #peoplefirst #greatleadership #holisticleadershipcoach   PS! What has been your learning about HR?