All Star Games

Wow, those warm nuts and brewsky are settling down in my tummy, as are my emotions.  Deep breath Ed …

Brad and I had a discussion a day or two ago regarding the MLB All-Star Game.  This post won’t be nearly as entertaining because generally Brad and I agreed.  But it wasn’t without some divergent views that ultimately led to a general agreement. 

But since I have a few more hours of flying time left I might as well document it and hopefully spark some banter.  Yes, I’m inviting the inputs of my brothers again. 

The premise of the discussion is why are their All-Star games and why are they cast as games that matter when really they aren’t.  They are simply a parade of the most popular players (not the best, mind you) who act like they care who wins.  And Brad’s question was why does MLB actually try to make the game meaningful by providing the winning league’s World Series participant a huge home field advantage?  He thinks that’s ludicrous.  At his peak he said that all All-Star games in all professional sports should be stopped.  That’s where our opinions diverged, but only momentarily. 

We were able to agree that if All-Star games did continue they should be cast for what they are … spectacles for fans who want to come see their favorites – not really a game.  Instead provide the gimmicks (dunk contest, home run derby, etc.) and quit acting or suggesting the game matters.

You see, for some reason I tend to get defensive whenever someone negatively references our national sport.  Yes, it’s still our national sport.  Fading yes, but still America’s sport.  Baseball, hot dogs and apple pie baby!  A few weeks ago I caught a documentary of sorts about baseball while the Royals game was being delayed by rain.  Some of the historians of the game (players, sportscasters, coaches, etc.) were talking about how you can’t separate the history of America with baseball.  One of many powerful examples they gave of this was “Before America successfully broke the color barrier, Baseball did”.  I’m sorry but the Amstel Light (second one) in keeping me from remembering any other of the profound examples from the program.  But in essence the peaks and valleys of America’s rich history has followed baseball, and vice versa.  I think that’s cool … don’t you?  

Ed's Rant on the State of Professional Cycling

Warm nuts, idle time and yes, yet another blog post from 30k feet.  Ah, the simple pleasures eh?

This post was spurred from an intense discussion with Marc last night about the Tour de France, and more specifically the doping and dopes running the international cycling association.  Now normally I would prompt my brothers for their views on my blog posts, but this one is different.  Marc and I are light years apart on this issue and I’m not really interested in hearing any more of his views on the topic.  I’m not sure where Brad stands on this issue, but one thing is for sure – I’m right and any other opinion contrary to mine is … wrong.  It’s that simple!

Ok, to give you a sample of how animated and worked up Marc got during the conversation, at one point in the conversation he referenced the most deplorable athlete on the planet in his eyes.  Yes, Ray Lewis.  For Dad it’s Dennis Rodman, for Marc its Ray Lewis.  According to Marc most of society’s ills, and all of professional sports ills are the direct result of something Ray Lewis did or didn’t do.  How do I feel about Ray?  He would be part of my golf foursome wish list!  I’m laughing just writing this.  More warm nuts please.

Ok, so back to the subject – professional cycling and the doping issue that plagues the sport. 

Since Marc was rambling and ranting so much about this topic I can’t begin to logically articulate his argument, I won’t.  He can attempt that. 

My opinion, and most certainly the most credible one, is this:

·       Professional cycling has a PR issue (the rampant doping) that needs to be addressed by the governing bodies of the international cycling world.  Sticking your figurative head in the sand just doesn’t do it for me, and pisses me off.  Do something … announce changes to the testing procedures, or just drop the façade of acting like you can catch those who are doping because it’s obvious you can’t.  I don’t really care, just don’t act like it isn’t going on. 

·       The powers that be (I’m not really sure who) has successfully taken down the greatest athletes of the sport over the past 10-15 years, proving that they were doping during the peaks of their careers and while winning every award and accolade that can be achieved in the sport.  Confessions and athletes ratting out others actually was the way most got caught, not the testing procedures.  Congratu-frickin-lations.

·       The confessions of these athletes came well after their achievements, and it appears that the “rigorous testing” to keep these athletes clean was, well, BS.  After all, it didn’t catch anyone during the actual Tour, did it?  At least not the highest profile ones, most notably Armstrong.

So what now, you ask?  Marc did, emphatically.  What do you want them to do Ed!?!  Call a spade a spade and quit with the façade of acting like the sport has miraculously transformed itself into anything other than a drug race.  A race of who has the best chemists, and the most lucrative access to drugs that can’t be detected by any of the tests employed by governing bodies of the sport. 

Now I can hear the argument (and Marc made it too) that you could pump 99.9% of the population with all these drugs and we still couldn’t hang with the peloton through even one stage, and that’s true.  But among the top 0.1% of the riders if you aren’t doping you aren’t going to be able to compete.  That’s what the best in the sport are saying.  I believe it to be true. 

So whether the governing bodies of the sport level the playing field by allowing doping, or whether they choose to make an honest attempt at winning in the drug race by altering the detection/testing procedures, I don’t care.  Just don’t do nothing.  That’s a decision that I can’t stomach.

I hope the winner of this year’s TDF gets accused of doping, denies it, and gets proven wrong and stripped of his victory just like most of those winners of the past 15 years.  Would that actually prompt a more serious attempt at addressing the issue?  Who knows.  So who is more to blame for the state of the sport – the athletes or the governing bodies?  Oh that’s right it’s neither … it’s Ray Lewis! 

Maybe they ought to put Lance Armstrong in as the Chairman of the International Cycling Federation, let him attract his star cycling friends, and attempt to turn the table on the sport.  Marc referenced during our discussion that the only way to catch bad guys is to think like bad guys.  That would be worthy of me watching.

Until then I could give a shit who wins the Tour de France or any cycling event other than to put them at the end of a long list of fallen heroes who cheated to get to the top … literally!

Me, I’ll be golfing with Tiger Woods, Lance Armstrong and Ray Lewis.  Dennis Rodman is my alternate.   Fore!

My New Employer and Job

Many have asked recently how my new job is going.  I've been at it for a little more than 60 days now and thought I would just share a few things about my new job and Arcadis that I absolutely love:

1.       The company is financially successful and is well positioned to continue that growth and profitability.  I've counseled many others in the past that "that’s the closest thing to job security anyone can ask for".

2.       The culture of the company is more progressive than almost all of my prior employers.  While doing my own thing with HRO Partners I was fortunate to work with some great companies whose cultures were “cool”.  MediRevv (Brad’s employer) was one of them.  Cool is not only good for companies, it’s fun too.  Arcadis has some swagger.

3.       I’m leading a team of HR professionals with so much potential to contribute value to the organization.  I’m not just saying this because I’m the boss (and there is no risk of any of them reading this either) but I really am engaged by the potential that sits in my team today – in expertise, passion and desire to do great things in HR for the benefit of the business we support.  It needs to be organized differently to be most effective but all the ingredients of a great team are there.

4.       It represents a great mix of known and unknown.  It’s a fresh start.  I’m excited about living in a new place and building a new cadre of colleagues and friends.  But the engineering industry is familiar to me so the environment isn’t all new.  It’s familiar and unfamiliar – all at the same time.

5.     I believe strongly that Denver will be a great place for my family and kids and that they’ll love living here.  And at the crucial development ages of my kids, that’s really important to me, and to Holly.

6.  And finally, they are invested in me.  I've been given the latitude to make changes and develop the function.  Arcadis recognizes the difference great HR can have on the success of the business and I don't have to sell that idea to the leadership of the company.

Bottom line, I'm really happy!  So thrilled to be working for Arcadis - it's a great company! 

P.S.  The logo is Sally the salamander, not a dinosaur.  Perhaps that's a future blog but she is loved and endeared by all Arcadians.

Secrets to a Strong Marriage

How about the secrets of a good marriage?  The reason this has come to mind is because the Aunt and Uncle I’m staying with (actually on Holly’s side of the family) is celebrating their 51^st wedding anniversary today.  Wow, isn’t that awesome?!  Yes, it is. 

And what is a typical question asked of couples that seem to have figured out the formula for life long marriage?  Of course, what is the secret?!

I’ve had this question asked of me and here have been some of my “off the cuff” responses:

·       Better to be lucky than good

·       Holly and I didn’t really know what we were getting into, but we were clueless together and just figured it out along the way

·       Neither Holly or I viewed it as an option to get a divorce when we vowed “for better or worse, until death do part”

·       I can’t believe it myself … that I found a woman who has put up with me all those years

·       Holly and I are both passionate about our marriage, and while that has been caustic at times there is no ambivalence in our relationship.  I think that’s key

A slightly more thoughtful answer has been “every couple’s formula is different” and that couldn’t be truer than looking at the three brothers and our lovely wives who contribute to this blog. 

Marc, Brad and I have had discussions about this.  And yes, we joke with each other about how none of us could survive more than a few weeks in each other’s marriages.  I’m certain our wives feel the same!  None of us could imagine a “marriage swap”.  We’ve all carved out successful marriages based on very different terms.

So I’m not really sure how Holly and I have been able to remain happily married for nearly 24 years.  But I do know that I’m blessed, lucky and extremely thankful for having her as my soul mate.  I can’t imagine my life without her in it.

Blog Appeal

Recently I’ve been trying desperately to come up with something blog worthy and I’ve been about as successful as the Kansas City Royals.  They’ve gone 1-9 over the past couple of weeks and my ability to generate blog appeal has been equally dismal.

But surely I have to have some opinion or view that will stir the minds of my brothers, and possibly the three other readers of our blog right?  And something that doesn’t reek of HR tips, tricks and fodder.

Well, let’s see …

The Great HR Measuring Sticks

Another HR related post ... and worse yet ...

This is another journal entry from 30,000 feet so you have been forewarned.  I’m building a bit of a reputation for thin air, deep thought journaling – Jack Handy style – so if you’re not up for that then stop reading right here. 

Is there a true business partnership between your HR team and the operating business it supports?  And how can you be assured as a leader that you are delivering real value to supporting business growth, vitality and profitability?  Two possible means by which many try to answer this question – survey junkies or metrics gurus.  Which does your company use, or does it use both? 

As a leader of an HR team myself, are these really our only choices for examining the real value and impact our teams are having?  Have we been diminished to an employee engagement score, balanced scorecard, or net revenue per FTE?  Please …

I’m going to offer a different alternative, one that challenges conventional business wisdom.  Perhaps we can’t measure value as a number or via a formula.  Maybe we embrace the uniquely human side of our function and not cram it into the traditional metrics of inanimate objects such as inventory, money, widgets, assets and the like.  

Maybe we answer the question of “is HR different?” with a resounding YES!

I’m thinking about the many ways we can derive value as a supporting function to our business peers and believe more strongly than I ever have that no one number or group of numbers (like balanced scorecard) can adequately capture the intangible value that a great HR team and function can deliver.  Now I’m certain that this premise will be challenged by the two aforementioned groups I referenced above – metrics gurus and survey junkies.  But let’s face it, they are simply defending their trade and understandably will continue to schlep their “solutions” as all encompassing.  Sorry, I’m not buying.

Here’s a small sampling of value deriving HR activities that metrics and surveys just don’t capture:

·       A disenchanted and misplaced employee who leaves the organization because HR challenged the supervisor about the disconnect and then carefully scripted a candid discussion between supervisor and employee that averted an employee claim and freed the employee to seek a greener pasture that would better recognize and appreciate the employee’s talents.

·       Identifying a high potential and working closely with leadership to ensure this employee received stretch assignments that keeps them engaged and validates their status as a high potential in the organization.

·       Not hiring an applicant that has killer skills and qualifications, because their style and approach would be counter to organizational culture and/or would leave a path of dead bodies in the wake of their success.

·       Recognizing the signs of a disengaged employee, and then supporting them through a challenging time in their personal life, keeping the employee on track and providing them resources for effectively dealing with their personal issue in a private, confidential and professional manner thereby creating “an employee for life”.

·       Helping the executive team get a full generational perspective on health care reform and the new wellness initiatives so the executive reputation is one of being attuned to the needs of the full organization and not just the executive suite.

So what’s my point?  Good question.  Metrics can be good, surveys can too.  But don’t try to quantify something that is inherently unquantifiable.  Why don’t we come up with a metric for a mother’s love of their children?  Or what’s the metric or number for quantifying the fun of riding a roller coaster?  Or the beauty of a particularly scenic vista? 

These things are not for measure.  They are recognized, appreciated, valued and sought out.  They are not for powerpoints, bar graphs or excel spreadsheets.  They are best experienced.

Some famous person (it might have been Jack Welch) said “I’m not sure you can define leadership, but I sure know it when I see it.”  Well, great HR is much like that.  You may not be able to define it in terms of your employee engagement survey, your balanced scorecard or your financial statements, but you and your executive team will sure know it when you see it!

Inspiration and Engagement, HR Style

This post has a heavy HR bent to it so if you're not interested, move to the next one. 

 

All good leaders understand how critical it is to inspire, motivate and engage their employees.  There is all kinds of research out there that proves that engaged employees are better team players, deliver higher levels of performance and are an integral component of becoming a great company.  But most leaders don’t know how to develop a higher percentage of engaged people within your employee ranks than your competitor, and that’s the trick. 

So here’s a few tips that might prove useful if you are in a leadership role and traveling on this path. 

First, be flexible in your approach to employee engagement.  What’s the one thing I can do that will provide higher levels of employee engagement for my employees?  Nothing.  See, each of your employees will be most motivated and inspired by something different so the best you can do is be as flexible to their unique formula for inspiration and engagement.

Second, make a point of being personal.  Don’t try to get your employees personally engaged through an “arms length” leadership approach.  They want to know their leader(s) are human beings and showing that you are just as human as them will give you the opportunity for them to trust you.  Trust is a key ingredient to engagement. 

And finally, want the ‘quick and dirty’ way to quickly assess someone’s inspiration and the path to being an engaged employee?  Check out their screen saver and build your employee value proposition around that.  Screen savers and office or cube personal effects are chocked full of clues to why employees really work at your company.  Kid pictures and family? Then offer HR programs and policies that maximize time with those loved ones.  And take a look at where the pictures are taken.  Seldom are they school pictures.  Typically the picture is taken at the pool, skiing in the mountains or taken immediately following a piano recital.  Lots of hints in that picture as to how to dial into that employees passions. 

Maybe their screen saver is a picture of themselves in Thailand.  Ah, they like to travel.  Good to know.  Or maybe the screen saver is the company logo … hmmmm, probably a workaholic who is very committed to the company.  Good news!  If you are running an engineering company and their screen saver is of a favorite project the company executed it probably means the same thing.   

The point here is to really dial in on what is most personal and meaningful in their life, and try to figure out a way for the company to align with those passions.  Offering a volunteer day is a great idea for those employees who have altruistic motives.  Take a pet to work day works for those whose animals are prominently displayed on their screen savers.  Be creative and be flexible. 

Trust me when I say that whatever cost is associated with dialing in on these passions will be returned tenfold in the retention performance and engagement benefits reaped. 

It’s a great model, your employees will love it, and so will your C-suite. 

Happy engaging!