Manager Training: The Stars Are Never Who You Think They Are, But They're Right In Front of You...

I'm blessed to live a portfolio life. In addition to being a CHRO and partner at the recruiting firm Kinetix, I get to veer from the recruiting/Talent Acquisition world in various HR consulting opportunities, as well as deliver leadership/manager training through my BOSS Leadership Training Series.

This week, I was onsite with a great company looking to help managers get better related to interviewing candidates and making the right selection for open positions Hr-consulting-splash

As the primary facilitator, I was both honored and humbled. Honored because the client was great, the people were authentic and we had a great day. Humbled because what managers have to do to be successful is incredibly hard. 

As you might expect, we did live practice with real candidates on the interviewing skills we trained on.  And there it was, the reality and lesson that's present every time I get to train managers of people on any module in the Boss series:

The Stars Are Never Who You Think They Are, But They're Right In Front of You

What do I mean by that?  Simple - You expect the most experienced people in any manager training class to do the best in role play or skill practice. At times, that's true - but WOW - the most gratifying part of any training class I do is when the more junior people in the class absolute ROCK IT.

It always happens. There are always 1-2 junior people in every training class I do that are superstars related to the tools we're providing.

Those less experienced, often younger stars blow me away by displaying the following in role play:

--They're completely ****ing natural when it comes to stage banter and building trust/relationships. They're fluid, natural and weave what they're trying to get out of the employee session into a conversation that puts the person in front of them with ease.

--They think on their feet. Conversations with people who report to you are never easy. Employees object. They sidetrack you. They try and generally screw up your game.  The stars I'm talking about have a natural ability to bring the conversation back to what's important.  They don't get lost.

--They are technically superior. Got a coaching tool? Behavioral interviewing technique? Doing goal setting? These stars can memorize the outline of the tool and they always make sure they get what they need - and more. 

The most gratifying part of doing leadership/managerial training is when these unexpected stars emerge. It happens in every class I teach, so much so it's unexpected yet expected. I go into the class saying to myself, "OK, who's going to be the underdog out of this cast of characters who kicks everyone's ass?"

I'll leave you with this - if you've done managerial training and haven't seen this trend emerge, you're likely not doing enough skill practice/role play. That's dangerous since people in your training must fail with you in class in order to have the confidence to attempt the new skills with their direct reports/teams. Adoption of the skills your teaching requires in class role play.  Yes, they hate it and will cheer if you don't make them do it. But your adoption rate of the skills you're teaching drops by over 50% if you don't do skill practice/role play as part of your training.

The best part of doing leadership/manager training is the underdog star who emerges. 

You're a superstar, kid. I hope your company realizes what they have. I know I told them who you are, so you got that going for you - which is nice.


THE HR FAMOUS PODCAST: e1 - Who Is HR Famous?

NOTE FROM KD: Here's a new podcast from me, Tim Sackett and Jessica Lee called "The HR Famous Podcast". Take a listen and we'll be back on a weekly basis. See player below (email subscribers click through if you don't see it), and please hit iTunes, Spotify and Google Play to subscribe so you get notified whenever there's a new show on your phone.

In the first episode of The HR Famous Podcast, long-time HR leaders (and friends) Jessica Lee, Tim Sackett and Kris Dunn get together to brutally make fun of themselves, explain the tongue in cheek title for the podcast, talk about their long-term friendship as HR pros and generally discuss the low wattage impact of being "HR Famous." 

Show Highlights:

1:35 - JLee comes over the top to correct Kris for his pronunciation of Marriott, even though the way he says it is how the rest of the world says it.

3:00 - KD, JLee and Tim discuss each other's backgrounds, starting to write and speak on all things HR and the impact all of it has had on them.

7:59 - The gang discusses their nicknames and JLee breaks the news that if she would have taken her husband's last name, future projects inside the team could have been named "Chun and Dunn."

10:05 - Tim breaks down the inside joke and self-deprecation of the name of the podcast, "HR Famous."

13:40 - Jessica, Tim and Kris discuss their top HR famous moments, which is enough to be recognized occasionally but quickly followed by something that returns them to reality. Highlights include bosses not realizing they write/speak, being asked to take selfies of other people after they speak, occasionally being recognized on airport walkways before boarding in coach, their likeness being broadcast on a book and friends/colleagues seeking to protect their rights, and being awful with names.

27:50 - KD Shares the origin story of how the gang met when he onboarded Jessica and Tim at Fistful of Talent.

Resources:

Jessica Lee on LinkedIn

Tim Sackett on Linkedin

Kris Dunn on LinkedIn

HRU Tech

The Tim Sackett Project

The HR Capitalist

Fistful of Talent

Kinetix

Boss Leadership Training Series


HR CAPITALIST DOWNLOAD: Building Your Culture Through Great Recruiting Practices...

Most of my readers at the Capitalist are interesting in building the right type of culture inside their organizations, which is a worthy goal. 

But if there’s one thing we’ve learned in the RPO recruiting world at Kinetix, it’s that “company culture” is hard to define. Some of it is real, and some of it is aspirational. As we attempt to build the culture we want at our companies, we focus on engagement surveys, features like free meals, etc, WP-Coverbut at times forget about the messages we send in our recruiting process.

Ever feel like your recruiting process and vibe is disconnected from your true culture? Mmm hmm...

That’s why I created this 2020 roadmap for you – Building Culture Through Great Recruiting Practices (click link to download)Download this PDF, and you'll get my thoughts on how to build your recruiting practice with an towards the culture you're trying to build. Deep dives include the following areas:

1--Keys to building a Recruiting Team and Process that reinforce culture

2--The impact of communicating Mission and Values on the recruiting trail

3--How the right Assessment Tool helps you make cultural matches

4--Building an Employment Brand that shows candidates how you’re different

5--Acquiring Talent Acquisition (TA) Tech that signals who you are as an organization

Whether you're proud of your culture or just getting started in the build, let’s dig in and see if you’re reinforcing that culture in all the gritty details of your talent acquisition/recruiting process. 

Use this roadmap if you want to evaluate how you're currently recruiting or need some leverage to talk to others about it. Have fun and ping me if you see something I missed or just want to toss some ideas around.

Bonus: You get to see some of the great faces we're lucky to have on the team at Kinetix (Smiles everyone! Smiles!!!)

--KD

DOWNLOAD THE PDF BY CLICKING HERE (short registration required)

 


Are There Any New Ideas in HR and Recruiting? The Difference Between Trademark/Copyright/Patent...

There's gon' be another cat comin' out
Lookin' like me, soundin' like me, next year I know this
They'll be a flipside, do whatchu you do
Somebody'll try to spin off like some series

--Everlast, "Rock Superstar", Cypress Hill

We love to talk about doing things differently in the worlds of HR, Recruiting and Talent. Innovation matters, and that's a good thing.

But what if you truly came up with something new? How would you protect your IP? Let's start with a refresher course on the differences between trademarks, copyrights and patents, because these are referred to horrifically wrong about 50% of the time in our industry.

For those in need, here's the difference:

--A trademark is a word, phrase, symbol, and/or design that identifies and distinguishes the source of the goods of one party from those of others.

--A copyright protects original works of authorship including literary, dramatic, musical, and artistic works, such as poetry, novels, movies, songs, computer software, and architecture. 

--A patent is a limited duration property right relating to an invention, granted by the United States Patent and Trademark Office in exchange for public disclosure of the invention. Patentable materials include machines, manufactured articles, industrial processes, and chemical compositions. 

(email subscribers, click through for graphic below on the differences between the three, including length of protection)

Trademark vs copyright

Innovation naturally begs the question whether you're doing something truly different or simply repackaging someone else's past ideas.

Does most of your innovative work in HR, Recruiting or Talent rise to the level of a Copyright or Trademark?  The answer is no.

You might have a new company - with a logo, descriptive tagline and color palette - go to town, pay an attorney and get a Trademark if you think that's necessary. If your revenue is under 1M, I'm not sure you're focused on the right things.  But you do you.

When it comes to ideas, most of the work we do in HR/recruiting and talent doesn't rise to the level of a copyright. You put a new program together, but you're like the Cypress Hill lyric above - you're borrowing from others, and when you're at your best, you create your own flavor - a flipside of the work of others, with some value added by you.

When we're at our best in HR, we're stealing stuff from the smartest people - and proud to do it.

It's interesting to get clarity on the difference between trademark/copyright/patent.

It's humbling to know that most of us will never have the need to file for any of these creative protections.

It's smart to acknowledge the most talented of us are repackaging the ideas of others and focusing on communications and execution.

Alot of a...sharks out there...try'na take a bite of somethin'
What's hot
Lot of chameleons out there...try'na change up
Anytime somethin' new comes along...everybody wants a bite
Don't happen overnight

--Chino Moreno, Cypress Hill

 


Comparing Job Offers: Always Pick The Best Boss...

From our Kinetix Tips series (email subscribers click through for photo):

Screen Shot 2015-09-28 at 6.54.10 PM

Of course, I was operating with limited characters in that space, so one elaboration. A potential boss's comfort with that question really doesn't include him automatically saying "yes".  The comfortable potential boss reflects on that question and compares the good and bad he/she brings to the table.

A quick "yes" to the question, "are you a good/best boss?", probably means they're not great at managing talent. Because it's way too hard to be that cocky about being good.

 


What I Hate About SharkTank...and How to Deal With It...

And as you might suspect, it's linked to leadership and talent.

I love SharkTank as a show - when I'm not sure what to watch, especially with my teenage sons around, SharkTank is the go- Shark-tank-to.  It's entertaining, educational and conversation-provoking with my sons able to think about deals, negotiation, etc.

But there's one thing that drives me crazy:

I absolutely hate it when a shark makes and offer and tells the target he/she has to decide RIGHT NOW!!!  Without entertaining other offers...

I know what you're thinking.  "That's why they call it SharkTank, KD."  "Grow up, KD."  "Sucks to be them, KD."

You're right.  BUT - the very things people like Mark Cuban value most in a partner are the things they're trying to bully them out of.  Standing up for yourself - keeping deals/offers afloat why you shop for something better, etc.

The sharks in SharkTank would never be bullied like that.  But, they have people in front of them that value their involvement, want to go away with a deal, etc.  I'd say over half the time the strategy works.  The other half of the time the entrepreneur fails to deal with the expiring offer/bullying tactic in an effective way.

That's why it's about time for the pitching entrepreneurs to wise up and have a strategy to deal with the bully.  Here's the strategy they should use whenever a Shark makes them an offer and tells them it goes away unless they accept immediately without hearing other offers:

1--Thank them for the offer.

2--Remind them of the type of partner they want. "Mr. Wonderful, I know you're going to expect me to negotiate for you/us if we become partners, so please allow me to hear any other offers.  Since you were first, I'lll guarantee I'll come back to you and give you the right of counteroffer/first refusal if someone else makes an offer that's better than yours."

3--Proceed.  If they go away, they go away.

4--If you proceed and there aren't any other offers or you want the original offer, come back to the Shark who tried to use the bullying tactic and say, "Mr. Wonderful, your offer expired and I told you why I wanted to do what I did.  I'd love it if you came back in with that offer.  While I didn't heed your ultimatum, you now know I'm a partner that can seek the best deal for our business if I'm in a environment that requires negotiation."

I'm shocked more people aren't prepared for this tactic when they appear on SharkTank.   

The only time entrepreneurs who appear shouldn't use this talk track is when the Shark gives them 100% of what they asked for, or when 3 or more Sharks are already out.  That's common sense. 

But if a Shark gives you a lower than expected offer (as the first or second one in) and tries to bully you to accept right then and there, have some spine people.  Be prepared and use the talking track above in your own words.  It effectively turns the energy against the Shark and forces them to publicly confront what they want in a partner.

Oh, and never take an offer from Mr. Wonderful. 


Use This Quote When Convincing Someone to Decline An Offer From a Big Company...

"It's better to be a pirate than join the Navy."

-Steve Jobs

Steve Jobs was brutal in many ways, but with his brutality came moments of pure clarity.  This quote is one of those moments. Johnny-depp

The stale way to make the same point is obvious - "Why do you want to go work for that big company?  They're going to bury your talent. You know all those ideas you have?  You won't get to chase any of them at IBM.  They'll just pod you up in the matrix and suck your energy over the next decade, leaving you a husked-out former version of yourself."

Wait - that's actual pretty good.  A more standard version is "You're going to there and be bored immediately."

Still, I like the clarity of the Jobs quote.  If you're working for a smaller firm, you need every competitive advantage you can get as you fight for the hires you need.  This quote, while not perfect, is a good tool to have.

It just so happens that the only people that it works on are the people who are actually inclined to believe that they're more than cogs in the corporate wheel.  Use this quote on a person who's happy being a cog, and they might dance with you a bit - but ultimately they're going to grab for the security that only thousands (often tens of thousands) of employees can provide.  Doesn't make them bad people or not talented - it's a preference for security and risk management.

But they're looking to enlist with a big entity like the Navy - not roam the seven seas on that cool, but rickety boat you call a company and wonder if you'll be around in a year.

If you're at a smaller firm, the best hires you will make are the people that don't look like pirates - but have it buried in their DNA.  If you think you have one of those people, I'd talk in broad terms about the pirate-like things you're going to do at your company.

Pirates like Johnny Depp, BTW - not Somali pirates.

Go buy some eye patches for your next round of interviews. Dare a candidate to ask you why you're wearing one.


Work with KD: Content Creator/Brand Accelerator Job at Kinetix in Atlanta...

Attention Atlanta Connections - Cool opportunity to do fun brand and marketing stuff with yours truly. Please share this with folks you think might be a fit!

Click this link to apply - full job posting at link and also below:

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Content Creator/Brand Accelerator

As a Content Creator/Brand Accelerator at Kinetix, you’ll work with our team to amplify the already strong primary and secondary brands of Kinetix to create brand awareness and help us fill the top of our sales funnel. We’ve got great brands at Kinetix and have long believed in content marketing. Kinetix We’re looking for you to help us ramp up the unbelievable assets we have in place and send a consistent, daily message to the marketplace.

The right person for this role will be someone comfortable using content and thought leadership in B-to-B marketing capacity. Creative and editing skills in video and graphic design are preferred, as is an intermediate to expert level on social media platforms. An appreciation of brand voice is required, as our brands have a point of view that should be present across all platforms.

Still reading? Here’s some stuff you’ll focus on:

·        World Domination – There, we said it. But the good kind, not the bad kind.

·        Create and manage editorial and social content calendars - designed to accelerate the primary and secondary brands of Kinetix (kinetixhr.com, hrcapitalist.com, fistfuloftalent.com, bossleadershiptrianing.com and more!)

·        Run pre and post production project management of all big content pieces (BCP): videos, podcasts, white papers, blog posts, etc. to end with amazing large form content pieces designed to promote thought leadership at Kinetix. (Bonus points if you have writing skills to participate in the creation of the BCP. Subtract bonus points if you like corporate acronyms like “BCP.”)

·        Digital skills to run any of the pre and post production elements using the Adobe Suite or InDesign is a bonus. We’re giving a lot of bonus points here - we’re like that teacher in college that’s really hoping you make it.

·        Independently create short-form pieces of content from BCP (posts, images, IG or FB stories, quotes, remixes, GIFS) - We’re looking to create great content pieces (BCP) and then chop them up and reuse them like the place your used BMW went to the time it got stolen.

·        Create and execute distribution of all content (big and small) on relevant social platforms - Social platform skills will be a big deal in this job. We’ll also want you to learn paid social as part of this gig if you don’t already possess that skill.

·        Community management when you’re not tied up with the content machine - Community management means helping us grow the social channels in a smart, authentic, non-sleazy way, as well as helping us grow our email marketing list. We’d also want you to help our thought leaders be uber-responsive on social as part of the job.

·        In your spare time, run a bootstrap speaker’s bureau - designed to put our thought leaders in front of audiences that are interested in our message.

·        Work with a cool existing creative marketing team at Kinetix - you’re not alone, although this posting made it sound like that. Our Kinetix marketing team does great creative work on behalf of our client brands, and they’ll help with delivery on your projects as needed. We won’t let you touch the client brands, because we’re being incredibly selfish.

Some Things the Right Candidate May Have:

·        Bachelor's degree in marketing, journalism, public relations, business or digital communications (if you don’t have any, but are a perfect fit – tell us why)

·        Writing skills

·        3-5 years of proven success in marketing, lead generation, digital and social media experience

·        Able to create good working relationships with colleagues

·        An affinity for Gen X leaders and acknowledgement that Gen X is the greatest generation, or the ability to fake this in the workplace

·        Able to work well independently and with a team

·        Complete comfort with social tools (LinkedIn, Facebook, Twitter and Instagram)

·        Creative and curious in a wide variety of media

·        Crazy detail orientation that leads to execution

·        Comfortable with chaos and daily changes

·        Working knowledge of Adobe Creative Suite (Photoshop, InDesign, Illustrator)

·        Location – Atlanta strongly preferred. Would consider Birmingham for the right candidate. Remote only if you worked 2 years for Gary V or the Kardashians.

EOE - M/F/V/D/SO


Today at the Michigan Recruiters Conference: Influence and Negotiation in Recruiting...

I'm hitting both coasts of Michigan this week to share a stage with some of the best at the Michigan Recruiter's Conference.  Crazy lineup of speakers - how's the saying go? If you're wondering who the weak one is, it's probably you?

Make sure you come up and say hi if you're up north this week.

My topic is as follows:

For those liking formality: How to Increase Your Ability to Influence and Negotiate

For those liking honesty: How to Raise Your Recruiting Game By Thinking Like a Money Hungry VP of Sales 

It's all about playing offense.  Here's your title slide (email subscribers click through for art):

MI Recruiters Conf

I have 7 strategies ripped from Sales to help recruiters manage things like hard to handle hiring managers.  Along the way, we'll play games like "Dude(ette), Does It Suck?", which is designed to show how badly you might need these strategies.

Tim Sackett does a great job with this conference and I can't think of anywhere I'd rather be than in Michigan in the winter. His speaker swag bag WAS OFF THE CHART though.  Coach bag, Pistons gear and a Shinola journal.  Simply the best.

Say "What Up, KD" if you're at the conference today.


9 Faces of HR Book Update: Is Salesforce Making Progress on Diversity Since Hiring a Chief Equality Officer?

One of the cool things about writing a book that does at least reasonably well is you start to get questions flowing in about the content you included. When I wrote The 9 Faces of HR, I alternated for a good bit of the book between serious chapter and a more pithy, fun "bonus chapter" (but let's face it, I had a lot of fun and took plenty of liberties in the "serious" chapters as well).

I'm going to start sharing my responses to some of the questions I get in my inbox and on LinkedIn. Here's one about my references to Salesforce in one of the bonus chapters of The 9 Faces of HR.

---------------

Hi Kris -

I just finished reading your book and I do believe it will help me raise my awareness of my own profile and my peers. Since 2016, are you aware if Salesforce actually improved in terms of diversity in the aftermaths of naming a "Chief Equality Officer"?

Thanks, Jenny

---------------

(Note - if you don't have my book, there's a bonus chapter on Salesforce naming a "Chief Equality Officer" as a strategy to take credit for what they do well, in an effort to take the focus off of broad diversity reporting in Silicon Valley that always looks horrid).

Hi Jenny -

Thanks for dropping the note and reading my book. The year by year numbers are hard to find - but you can find the Salesforce and Google diversity numbers in the links below for the last reporting period.  See the links below (email subscribers click through for charts/images if you don't see them below) and go about halfway down ("see where we are today" for SF, "workforce representation" for Google) to compare.  Salesforce remains whiter and heavier in male representation than Google, with the increased diversity at Google being all from the Asian/Indian category.  Shows how hard it is to make progress in the talent pools in tech and in the bay area, I think.  Links and graphics below:

For Salesforce:

https://www.salesforce.com/company/equality/#eq-sf-data

SF