Comments on: How To Win Over Adversaries And Be A Superstar http://lancehaun.com/how-to-win-over-adversaries-and-be-a-superstar/ Life between the brackets Wed, 08 Feb 2012 14:42:02 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Lance Haun http://lancehaun.com/how-to-win-over-adversaries-and-be-a-superstar/#comment-1257 Lance Haun Mon, 23 Mar 2009 18:53:00 +0000 http://www.yourhrguy.com/?p=672#comment-1257 Great comments everyone. Greg, I don't like making a big deal about people who have an agenda or bone to pick so I didn't spend too much time with the substance of Beatty's criticisms. I do agree with some of what he says but I disagree with some of his ideal solutions. Not to mention that I think this guy has been a part of the problem. Great comments everyone. Greg, I don’t like making a big deal about people who have an agenda or bone to pick so I didn’t spend too much time with the substance of Beatty’s criticisms. I do agree with some of what he says but I disagree with some of his ideal solutions. Not to mention that I think this guy has been a part of the problem.

]]> By: Lee Miller http://lancehaun.com/how-to-win-over-adversaries-and-be-a-superstar/#comment-1256 Lee Miller Mon, 23 Mar 2009 00:28:30 +0000 http://www.yourhrguy.com/?p=672#comment-1256 Great post. I am a former Fortune 1000 Head of HR and a part time professor. I teach Influencing and Negotiating to HR executives and MBA students at Seton Hall and in an HR program at the New School. I also teach at Columbia. Everyone in business, especially in HR, needs to establish their legitmacy if they are going to be effective. For HR the way they can do that is to demonstrate their knowledge and expertise in both HR and about the business issues in general. They can also establish it by building relationships with key people and let other people know. I use to make sure I sat next to the CEO at corporate events which i was responsible for. Legitimacy is not about what or who you know but about what others know you know. That doesn't just happen. you need to make it happen. Lee E. Miller Author of UP: Influence Power and the U Perspective- The art of Getting What You Want Great post. I am a former Fortune 1000 Head of HR and a part time professor. I teach Influencing and Negotiating to HR executives and MBA students at Seton Hall and in an HR program at the New School. I also teach at Columbia. Everyone in business, especially in HR, needs to establish their legitmacy if they are going to be effective. For HR the way they can do that is to demonstrate their knowledge and expertise in both HR and about the business issues in general. They can also establish it by building relationships with key people and let other people know. I use to make sure I sat next to the CEO at corporate events which i was responsible for.

Legitimacy is not about what or who you know but about what others know you know. That doesn’t just happen. you need to make it happen.

Lee E. Miller
Author of UP: Influence Power and the U Perspective- The art of Getting What You Want

]]> By: KD http://lancehaun.com/how-to-win-over-adversaries-and-be-a-superstar/#comment-1259 KD Sat, 21 Mar 2009 02:57:36 +0000 http://www.yourhrguy.com/?p=672#comment-1259 Lance - More NBA, all the time. Who cares if no one else gets it? You'll always have me as a reader.. Proof - I voluntarily drove 3 hours last weekend to attend a Hawks/Pacers game. Word. Lance – More NBA, all the time. Who cares if no one else gets it? You’ll always have me as a reader..

Proof – I voluntarily drove 3 hours last weekend to attend a Hawks/Pacers game.

Word.

]]> By: Greg http://lancehaun.com/how-to-win-over-adversaries-and-be-a-superstar/#comment-1258 Greg Fri, 20 Mar 2009 17:43:20 +0000 http://www.yourhrguy.com/?p=672#comment-1258 Beatty is right in so many ways. I have seen most HR departments either transactional in nature, or they are the people police, or are so desperate to "be at the table" that they continually look for a magic pill for operational people to use that will fix all of the people problems they have. All functions in an organization have transactional requirements but that should be minor in nature to their overall responsibilities. People don't recognize the Sales Department for filling in order forms, yet that is one of the things they do, but people do recognize HR as working with benefits, or government forms. HR needs to take away the focus on transactions and focus on business results. As the role of People Police, HR is seen as a hinderance to getting the work done. "I can't fire that person because HR says I need to do performance management on him for the next few months." I remember a time when I had to do HR audits to ensure all the forms were filled out, the i's were dotted and the t's were crossed. This does not help the organization make a profit and should not be the focus of HR. HR is as responsible for profit as any other department. If someone needs to be fired, it is not up to HR to say they can't be, it is up to HR to find a way where the person leaves legally and with dignity in tact. HR is responsible for the how, not the why. My biggest pet peeve is the magic pill syndrome for HR. Always looking for the new thing that will help operational departments work better and love HR. Think about it, we have had: MBO, 360 degree feedback, Key Performance Indicators, Teams, C6 Model of Accountability, Balanced Scorecard Management, Benchmarking, Integrative Leadership etc etc. The list goes on and on, I can see some people smiling as they think of all of the new things that have come out. It just doesn't end with all these consultants coming up with a new magic pill to solve all of the people problems and then HR running to others declaring they have found the answer. I will tell you, they are all useless if there is not a very sound base of good basic supervision techniques by all levels of management. The difference between a front line employee and a supervisor is a weekend. Most managers believe a good front line employee makes a good supervisor and that is just not the case. Most people do not leave jobs because of money and benefits. In my opinion most employees leave because they can't stand their boss or coworkers or the work is no longer challenging. HR can play a huge role in fixing those two problems. Just my humble opinion. Beatty is right in so many ways. I have seen most HR departments either transactional in nature, or they are the people police, or are so desperate to “be at the table” that they continually look for a magic pill for operational people to use that will fix all of the people problems they have.
All functions in an organization have transactional requirements but that should be minor in nature to their overall responsibilities. People don’t recognize the Sales Department for filling in order forms, yet that is one of the things they do, but people do recognize HR as working with benefits, or government forms. HR needs to take away the focus on transactions and focus on business results.
As the role of People Police, HR is seen as a hinderance to getting the work done. “I can’t fire that person because HR says I need to do performance management on him for the next few months.” I remember a time when I had to do HR audits to ensure all the forms were filled out, the i’s were dotted and the t’s were crossed. This does not help the organization make a profit and should not be the focus of HR. HR is as responsible for profit as any other department. If someone needs to be fired, it is not up to HR to say they can’t be, it is up to HR to find a way where the person leaves legally and with dignity in tact. HR is responsible for the how, not the why.
My biggest pet peeve is the magic pill syndrome for HR. Always looking for the new thing that will help operational departments work better and love HR. Think about it, we have had: MBO, 360 degree feedback, Key Performance Indicators, Teams, C6 Model of Accountability, Balanced Scorecard Management, Benchmarking, Integrative Leadership etc etc. The list goes on and on, I can see some people smiling as they think of all of the new things that have come out. It just doesn’t end with all these consultants coming up with a new magic pill to solve all of the people problems and then HR running to others declaring they have found the answer. I will tell you, they are all useless if there is not a very sound base of good basic supervision techniques by all levels of management. The difference between a front line employee and a supervisor is a weekend. Most managers believe a good front line employee makes a good supervisor and that is just not the case.
Most people do not leave jobs because of money and benefits. In my opinion most employees leave because they can’t stand their boss or coworkers or the work is no longer challenging. HR can play a huge role in fixing those two problems.
Just my humble opinion.

]]> By: jrandom42 http://lancehaun.com/how-to-win-over-adversaries-and-be-a-superstar/#comment-1255 jrandom42 Wed, 18 Mar 2009 16:17:54 +0000 http://www.yourhrguy.com/?p=672#comment-1255 Lance, Thank you for this. Finally a triumph of substance over style! One added caveat to your conditions for a statement dunk, (which normally should be a given, but often is needed as a reminder) 3. You should know what you are talking about and be able to answer any questions or objections in an intelligent, coherent and respectful manner. There is something to be said for flexing the muscles of your competence, skill, and knowledge for all to see. Lance,

Thank you for this. Finally a triumph of substance over style! One added caveat to your conditions for a statement dunk, (which normally should be a given, but often is needed as a reminder)

3. You should know what you are talking about and be able to answer any questions or objections in an intelligent, coherent and respectful manner.

There is something to be said for flexing the muscles of your competence, skill, and knowledge for all to see.

]]> By: laurie ruettimann http://lancehaun.com/how-to-win-over-adversaries-and-be-a-superstar/#comment-1254 laurie ruettimann Wed, 18 Mar 2009 01:11:54 +0000 http://www.yourhrguy.com/?p=672#comment-1254 Here's what I know about life: no sports analogy would be complete without the obligatory mention of Michael Jordon and Scottie Pippin. Here’s what I know about life: no sports analogy would be complete without the obligatory mention of Michael Jordon and Scottie Pippin.

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