Happy LGBT Month

The month of June is the celebration of National LGBT Month. Hundreds of celebrations will be happening around the country. This month highlights equal rights and the LGBT and their allies are able to show support of rights for the LGBT community. The U.S. Supreme Court has heard oral arguments in a federal landmark case, Obergefell_v._Hodges. This case involves recognition by the state of Ohio of same-sex marriage validity established in other jurisdictions. If you are not familiar with this case, it previously was Obergefell v. Himes, Obergefell v. Wymyslo and Obergefell v. Kasich.

It is a federal court challenge filed July 19, 2013, in U.S. District Court for the Southern District of Ohio, by James Obergefell and John Arthur, a same-sex couple alleging that the state discriminates against same-sex couples who have married lawfully out-of-state. Arthur, who was terminally ill sought to identify Obergefell as his surviving spouse on his death certificate based on their July 11, 2013 marriage on a tarmac at a Maryland airport.  The couple was granted a temporary restraining order prohibiting state officials from listing Arthur as unmarried on his death certificate, in the event he died before the court could consider the case. Arthur died on October 22, 2013.

National Coming Out Day (October 11), as well as the first “March on Washington” in 1979, are commemorated in the LGBT community during LGBT Month.

Some LGBT people remain closeted, or partially so, on the job. They fear a potential hostile work environment or the possibility of being devalued or losing their job. Even though employment protection based on sexual orientation and gender identity varies by state to state, many companies have adopted their own protection polices based on company culture. The LGBT community faces discrimination as other groups and thus is socially and economically disadvantaged.

The LGBT community consists of our mothers, fathers, sons, daughters, sisters, brothers, aunts, uncles and cousins. Understanding the importance of equality, fairness, acceptance and mutual respect is essential and it threatens the rights and freedoms of every single American. Discrimination of any kind is totally unacceptable. It is those inalienable and equitable rights that we struggle to defend, not only in this country, but also around the world.

Joseph Conrod Sr. SPHR

Holding Leaders Accountable for Performance

How does your organization hold leaders accountable for overall performance?  Does overall performance include interpersonal relationships and interaction with staff, peers, customers, etc?  Do business outcomes weight more heavily than interpersonal interactions?  If so, how do you deal with a leader who is great in delivering business outcomes but lacking in interpersonal skills?    

Judging a leader’s interpersonal skills can require some thought since their roles are highly intangible with a significant portion contributed to the attainment of goals, organizational stewardship and accountability to senior leaders, board members and stakeholders. 

If you have a leader that routinely performs at a high level by exceeding goals and expectations, their interpersonal skills may be often overlooked, especially if the leaders’ performance has a significant effect on the bottom line.  Executive compensation is often tied to results.  When the results are great, other items may only be consider minor nuances and possibly not get full attention.  This theory holds true for other leaders as well.  Perhaps, the lack of interpersonal skills may not be transparent to the person(s) evaluating the leader. 

A great working relationship between the leader and the individual(s) they report to is important.  They create opportunity and challenge.  The opportunity is a relationship of trust and support where Board members, chief executives and other leaders can have honest dialog about what is being accomplished, where the gaps may be and how to maintain progress.  The challenge is when relationships are too close, overly supportive and friendly.  This sort of relationship can create a reluctance to bring up areas of performance deficiencies and a perhaps a tendency to avoid conflict.           

If there are no standard processes or procedures in place to deal with leaders who are ineffective in interpersonal relationships, your company can find itself lacking in credibility and in an awkward position of being viewed as "do as I say, not as I do" from employees.      

Business outcomes and achievement and attainment of goals are extremely important in evaluating a leaders overall performance.  Effective interpersonal interactions and their ability to effectively lead staff in their reporting structure are just as important. 

Some tools to assist in evaluating leadership performance could include the following:

• Annual 360-degree evaluations – the leader is evaluated not only by the person they report to, but the staff that report to the leader and the leaders’ peers as well.  In order to get honest feedback, the 360-degree evaluations should be anonymous for employees and peers.  The person the leader directly reports to should also play a part in the employees being selected to participate in the evaluation.  The goal is to receive honest feedback that can be utilized to improve or enhance performance.  Selecting some tough critics to participate in the process can get excellent results on how your leadership is perceived from varying perceptions.  There are some great 360-degree electronic software versions available from a variety of vendors.  This method delivers a full assessment of the leaders overall performance.  This should also be conducted as a coaching session between the leader and the person they report.  Although this is considered a formal process, there should be several coaching sessions throughout the year as well.
• Regular updates with the leader and the person they report to – these meetings can enhance communication and be utilized to clarify goals and objectives, give status updates, and address any actionable items and concerns.
• Employee Opinion Surveys – this method gives employees the opportunity to voice their opinions about management, the organization, their specific job duties, their department, benefits etc.  There are specific questions in the survey that are leadership related and can be directed toward specific leaders.  The survey can measure employee loyalty, satisfaction and engagement.  In order to be successful and get true opinions, these surveys should be highly confidential whereas the employee completing the survey cannot be identified.  Feedback and results of the survey should also be shared with employees including any actionable items resulted from the survey.  Surveys that are completed without feedback and results to employees will lose the interest of employees over time.
• Customer Satisfaction Surveys – this method gives customers the opportunity to voice their opinions and experiences regarding the product or services rendered.  The survey can measure their satisfaction, loyalty and willingness to recommend.  Data from customer satisfaction surveys can be focused on the organization and specific areas of the leaders’ responsibility. 
• Outcomes – these will include business results, achievement of goals, budget adherence, ability to lead staff effectively, and all of the above.       

If your organization is going through some operational changes in which the goal is to hold leaders accountable, you may think about designing separate processes and procedures for leaders that are independent from regular staff. 

Discussing performance issues with leaders are tough.  The best way to achieve an acceptable agreement is to make sure leaders are aware of the process prior to accepting the leadership role and prepare a set of exit guidelines and procedures should performance expectations are not met.  Below are two available exit options to consider among others for leaders who become ineffective over time.  

§    A notice period – this would be a standard time frame between 30-90 days to turn things around after the leader has been notified of the performance deficiency.  If unsuccessful, then an exit would be the result.  This option would come with behavior expectations from the leader. 

§    Immediate removal – in this case, the leader would be paid out the notice period Vs staying onboard to correct the deficiency.  This option also comes with behavior expectations from the leader as well. 

Some organizations offer a severance package as an option.  The notice period payout could also substitute as severance.  The severance could be in a lump sum payment or salary continuation.  Some organizations give the leader the option to choose.  A severance package serves two roles.  It provides financial support for a specific timeframe for the leader, including an option to continue health coverage while receiving payments (salary continuation option), and it releases the organization from future litigation, which is a condition of accepting the severance. 

Some organizations consider paying severance to ineffective leaders a reward for poor performance and prefer not to choose this method.  This is all relative to organizational culture, goals and objectives.  Other organizations see it as a benefit of being a leader.  Leaders take on a tremendous level or responsibility.  Some will be successful, others will not.  Since their exit is not based on gross misconduct, some organizations consider it a strategy to exit ineffective leaders swiftly and gracefully with a low level of resistance.       

The goal is to remain consistent as possible in your approach and only deviate from the process when there is a potential risk to the organization.  The risks could include, the possibility of destruction of vital organizational documents, written or electronic, breech of confidentiality, negative interactions and speaking badly of the company to employees, customers, suppliers, vendors and stakeholders, sabotaging the company for failure, etc.  These incidentals should be covered under the severance agreement as well.   

Are there any notable and unique methods that your company utilizes to hold leaders accountable?  I would love to hear your thoughts!


Joseph Conrod Sr., SPHR

What’s Love Got to do With It?

When an employee tells me that they love their job, I am not too impressed.  You always seem to hear these words when the employee is being questioned about their behavior.  It seems as though using the word love would ultimately save them or excuses them from their behavior.  This is similar to a person in an abusive relationship and the word love seems to always surface right after the abuse. 

Since February is the month of Valentine’s Day, the word “love” is being professed around the U.S. a lot more than average.  If you have ever been in love with something or someone, you would immediately know how that love presented itself, evolved and manifested over time.  Whether it started slowly and eventually grew or it came quickly and took you by surprise, it all began with an initial attraction that led to passion.  Love can be difficult to understand as it can easily transform into something uniquely different.  It can blossom, invert, dwindle, die or become quite the opposite.  This can relate to practically anything, including the work we do on a daily basis. 

There is an urban legend that love solves problems, helps with weathering the storms and keeps people together.  Reality displays something quite different.  Love does not really solve problems but being in love can create them.  It can also make the storms longer and more intense.  In reality, love does very little in keeping people together.  Whether people are willing to reveal or not, there are various reasons for people staying together.  Love is not always at the top of the list.  Studies show that some of the common reasons for people staying together are financially related, security, comfort, familiarity, fear of the unknown, starting over again, accepting new flaws of someone different, fear of hurting others, or not willing to make changes unless forced to do so.  Again, this can relate to every situation we declare our love, including our work. 

The key to sustainment is not about love itself but something more.  In the beginning, prior to love, I mentioned that there was an initial attraction which led to passion.  The key to sustaining love is really about the passion.  Without passion, love can be routine, lifeless and boring.  The most powerful component of sustainment is actionable items which include finding ways to sustaining the passion. 

This reminds me of how people with an extreme level of passion about the work they do, out-perform others who are less passionate.  If you have been employed in a certain job or profession for a lengthy period, what motivates you to continue?  Do you remain in that role due to the reasons stated above or do you really want to be there?  How do you sustain the passion over time?  Is the passion still strong even in periods of uncertainty and distress?  

Passion creates a high level of energy and excitement.  It drives and catapults people into a higher level of thinking and productivity.  Passion actually separates good from great!  It elevates love into something actionable and more defined.  If someone tells me that they love their job, the words alone are just not enough.  I would look for the action behind the words.  If you love your job and passionate about the work you do, the work will surely reflect it. 

If you happen to work in health care, passion is the driving force of the organization.  Providing competent and compassionate care is really our business!  Every role and every position, whether directly involved in patient care or supporting patient care indirectly, we need passionate people in every capacity that are contributing to the overall patient experience.  It is the essence of the care we provide. 

If you are passionate about providing patient care and it is reflected in your work, you are the candidate we are seeking to recruit.  It is great to love your job but we are looking for passion!

Joseph Conrod Sr. SPHR

I'm not Done Yet!

What do you do when life gives you lemons?  Do you feel sorry for yourself, drown yourself in pity and give up?  Do you accept the lemons as they were thrown your way, or focus your attention on turning something sour into something more bearable? 

Let's be honest, life is not fair at all.  Whether good or bad, you can automatically be placed in a certain position without much choice.  For example, some people are automatically wealthy just through association, whereas others enter into economic conditions that makes them less likely to succeed.  Children are born into the world every day with diseases, life threatening illnesses, and some are abused and neglected.  There are victims of crime, war, and unexpected accidents that happen constantly.  All of these things have the potential to change people lives in a dramatic way. 
  

Let’s face it.  Terrible things happened to people on a daily bases that are not due to any fault of their own.  Bad things can and often do happen to good people.  It may be totally unfair but it is a part of our reality.  At any point, life can throw you a lemon.  If you can see them coming, you may be able to get out of the way, but others may take you completely by surprise.  It's the unexpected lemons which catches you off guard and creates the temporary imbalance in your life.  It is up to you to bring back the balance.

The sooner you get past the "why me." and "what have I done to deserve this," the transitional process begins.  Believe me, it will be a transition.  In other words, stop crying over spilled milk.  It happened, so get over it, make the necessary adjustments and move forward.  Now, this sounds simple but I would be remised to say that it wouldn't require a strong sense of belief, faith, hard work and persistence.  It may not come easy but it will come. 

I was recently hit with a lemon, but I'm far from being done.  Not only am I not done yet but I am just beginning to manifest.  My life has truly been a journey without any specific destination.  It's never been about the destination but purely focused on the journey itself.  My measurement of success is not by education attainment, position, status, income or power.  My definition of success is geared outwards and about the ability to elevate, uplift and touch peoples lives in a meaningful way throughout my journey.   

I have always strived for excellence and do not believe in mediocrity or status quo as a standard.  I push myself extremely hard and challenge others around me as well.  I listen to every complaint and every criticism.  I consider them feedback and a possible opportunity to continuously improve or do it differently the next time.  I believe that it is the ability to adapt and adjust that elevates your game and your relevance.  I make every person feel they are important and how each role is valued and how it contributes to the overall team.  I am highly respectful of every person I encounter and allow people the space to grow and excel.  I lead by example and believe in holding people accountable.  Not through dominance or being overbearing but through guidance and redirection.  I make mistakes but try to learn from my mistakes as to not repeat them.  I will continue to push the envelope, try new things, change and evolve. Change is the only constant thing in our lives.  I will succeed sometimes. Hopefully more than I fail, but yes,  I will fail.  I believe that failure is a part of perfecting the improvement process.  There are so many things to achieve and more work to be done and I am truly committed to the challenge.     

“The ultimate measure of man is not where he stands in moments of comfort, but where he stands at times of challenge and controversy.”       Martin Luther King Jr 

Elbert Hubbard first coined the expression “when life gives you lemons, make lemonade,’ in 1915.  Other authors have used the phrase since that time, but for most people, the phrase means very little until you are face with some sort of adversity or possibly life changing event.  When this happens, the meaning becomes extremely relevant and personal.  It is a phrase to create a "can do" attitude and to encourage optimism in the face of adversity.  

 

If life has hit you with a lemon, it could create change but it’s not the end.  You have two choices.  Brush it off, make the necessary adjustments, and continue your personal journey or create a brand new beginning.  Giving up and retreating is not an option.  It's totally up to you!

Joseph Conrod Sr. SPHR

A "Role Model" can Automatically be Assigned

A few years ago, I received an email from an employee when I worked at a previous employer.  The email resonated in me, even to this day.  I had received several emails from well-wishers due to leaving the organization.  One particular email stood out more than all the others.  The email was from an employee that I did not remember ever meeting.  The email stated that they wished me well but most importantly wanted me to know before I left that they had watched me over the years, was present at some of my presentations, saw me host the employee recognition ceremonies and other work related events.  The email went on to say that I had inspired them to return to school to continue their education and that I was their role model.  I felt a sense of pride and also disbelief.  I did not know this particular employee or could even guess that I could have impact on someone's life.  Of all the things that have happened over the years, these words were the most gratifying.  The employee actually inspired me a lot more than I could have ever inspired them.

I read the email repeatedly thinking that the email was mistakenly intended for someone else.  I was humbled that someone thought of me this way but I had never imagined myself being a role model at all.  I had not sought this role, nor would I have chosen it.  In reality, the role was automatically assigned.  After thinking about the email, it wasn't so shocking afterall.  Someone had inspired me the same way.  I took my current career path because I was inspired by a gentleman by the name of Ray Kendrick.  Years ago, he was the Vice President of Human Resources at a previous employer.  I had actually watched and admired him the same way.  He more than likely would not remember the conversation but he actually suggested that I consider HR as a career path, as I was headed in another direction and considering law school.  To this day, he does not know that he was my role model and inspiration to achieve greater heights.   

Is being a role model a choice or a responsibility?  Is it automatically assigned when you place yourself in certain positions?  I am implying positions of authority, power, influence or high visibility.  These positions could be athletes, movie stars, politicians, religious and other leaders, executives, managers, service members and of course mom and dad.

Whether we choose to be a role model or it was automatically assigned to you due to your role, it places you in a glass bubble and you become both visible and vulnerable.  When you are in certain positions, your interactions, demeanor, how you conduct yourself, your responses and your reactions are all visible to others.  Anyone in a position of authority, power, influence or high visibility may be a role model whether they choose to or not.  When we are in these roles, there is a high probability that someone may be emulating and aspiring to be who they see or believe we are.  We can either accept our role or reject it.  Either way, it may have an effect on someone who may looking up to us. In either case, I believe we really have the responsibility to behave as such.   

Having served in the military has had a profound impact on my life.  It has pretty much shaped me into who I am today.  It has taught me a sense of pride, hard work, endurance, and discipline, well beyond the norm.  I have always based my life on certain principles.  Over the years, these principles have remained the same.  The main principle is humility.  If you ask me for a list of my accomplishments, the page will always be blank.  Any accomplishments or achievements have never been my own.  I have been surrounded by talented and supportive individuals that have contributed to every gain, success or accomplishment. These are the people that perform the work with a sense of passion and dedication and the credit goes to each and every one of them.   The principle of teamwork is heavily engrained in everything I am a part of and much stronger than any individual person.  Success is always relative and failure is only a process.  For every door closed, there are more and for every mistake or error made, try it differently the next time.  I do not take things too seriously and often laugh at myself.  I concentrate my efforts only on the things I can change, such as the small reality vs. the larger perception.  Most importantly, it is about loving what you do, having fun and not forgetting to smile.  It takes less energy.

I was never able to identify this employee but I can truly say that if we ever had the chance to meet, I would say, “thank you for inspiring me.” 

I graciously accept any role if it is a conduit to inspire others to reach new heights.  I am truly humbled but am never worthy of such an honor.

Joseph Conrod Sr. SPHR

Taking a Hiatus

After a long hiatus, I am back!  My last blog was back in January 2013 and it feels like it has been forever.  Over the last several months so many things have happened.  The time went by quickly, yet it feels like things are well over due.  Taking a long hiatus reminds me of what many people have experienced at some point in their lives or may be currently experiencing.  For some people like myself, the hiatus may have been by choice, yet others, the hiatus may have not been to their preference.  It may have been due to a job change, a lay-off, a move to a different area, sickness, and so on.  The fact remains that we took a long hiatus from what we love or were during previously.  If it was by choice or if we were forced to do so, we still face the same uncertainty of being accepted when we are ready to return, or frankly, being able to return to our previous status at all.

  

The transitional period that comes during or trying to return from the hiatus can surely test your confidence level and can create stress.  Taking a hiatus comes with risks.  Will I be able to make it to the level and status I once had?  Will someone be willing to invest in me, even though I have been out of the game for a while?  Will I be able to bounce back or recover?  We ask ourselves these questions and many more.  When we are not able to return as quickly as we like, it increases the stress level.  Frustration and thoughts of the “f” word (failure) takes over.  We panic and then begin contemplating why.  We may also be willing to take a lesser role and look for temporary solutions.  It may seem as though we have taken a step backwards and just looking for that one opportunity to put us back on the map again.  The recovery period could be short if you are lucky, or it could be extremely long.

The bottom line focuses on our ability to endure this period of uncertainty and unrest.  If we are able to sustain the strong belief that every action whether good or bad creates some sort of change and accept the change, it can help alleviate and reduce the uncertainty period.  We have to be able to accept change, eschew fear and be willing to take risks and try new things.  It is the ability to adapt and re-emerge, that separates sucess from failure.  By the way, don't be afraid to fail.  It's ok.  Failure is only a learning process.  We learn from failures and it enables us to find the right path.       

Are you able to endure this period of uncertainty and overcome obstacles?  I believe in you and this concept.  If you believe this as well, I can foresee a brighter path in pursuing your future goals.  Shake it off and continue the journey.  Success is really a journey.  Do what it took to get you there in the first place and don’t be afraid to take risks and try new things.  It starts and ends with you!  I wish you luck in your journey.

I am extremely excited to be back joining my fellow bloggers.

Joseph Conrod Sr. SPHR

I can change the world!

Have you ever felt that there was a higher calling for you?  That you were born for a particular purpose, but not sure what that purpose was.  If you currently feel this way or have felt this way at some point in your life, it’s ok. Others may have shared similar feelings and have made a significant impact and broad contribution that benefits the world today.  I'm speaking of people like Bill Gates, Mohandas Ghandi, Medgar Evers, and Martin Luther King Jr., whom we celebrate his national holiday on January 21st.  This also includes many others who are not well known, such as the anonymous man who stood in front of a line of Chinese battle tanks the morning after the Chinese military forcibly removed protesters in and around Tiananmen Square in June of 1989. 

Whether the impact was a creation of a product or service, a contribution to society, or a stance on social justice, their impact was both powerful and lasting.  Their strong will to create change resulted in a lasting impact that forever embellishes us and inspires others to excel. 

Every great accomplishment possibly started with someone believing they could change the world.  It may have started with one thought, one belief, or one stance.  Changing the world is a big task.  It requires something significantly different than most of us can imagine or yet comprehend. I believe it requires at least these key ingredients;

§         A Strong will to achieve the desired outcome

§         Unwavering belief in the ability to achieve the desired outcome.

§         A high level of passion for the cause

§         Strength to overcome obstacles

§         Endurance to sustain resistance

§         Willingness to sacrifice, even if it requires the ultimate sacrifice

§         Belief that the cause is much greater than any individual and that the world would benefit in the future for the current struggle.

If someone believes they can change the world, I encourage them to go for it, because I believe they can too.  The world is in need of change yet we fall short of people willing to take extraordinary efforts to lead the change effort.  One person can be bold, daring and extremely powerful.  One person can lead the change the world needs.  It has happened before and sure to happen again.


Joseph Conrod Sr. SPHR

 

We Fall But We Rise Again

During the last decade, we’ve had our share of natural disasters and an economy that spiraled downward so quickly that its effect was felt around the world.  On November 6, Americans will vote on who will lead this country in the next four years.  A record number of campaign contributions for both candidates have been collected.  I’m talking, over one billion dollars total.  This includes the unleashing of super PACs, in which there are no limits to contributions.  Imagine what one billion dollars spent on campaigns could have done for so many people. Not only in the United States but in remote parts of the world were basic necessities like food and water are scarce.     

As we try to sort through all the rhetoric that we hear about each candidate, we seem to forget the uncertainty of tomorrow no matter which candidate we may choose. Some people believe that the country is going in the wrong direction; others believe that the country is recovering and moving in the right direction.  The answer of right or wrong would depend on whom you ask. 

What I’ve learned over the years is the ability to view things from others perspective, even if I disagree.  Understanding why people feel about certain subjects creates a sense of rationale that enables you to understand and, accept opinions other than your own.  I can understand all the different views on controversial subjects like socialism, repealing health care reform, abortion and gay marriages.  Our opinions and how we feel about life in general and all the nuisances that come with it are somewhat influenced by our personal experiences and interactions, our inner circle, customs, norms and traditions. It plays a part in how we view the world and can influence our decisions. 

Some people can feel so strongly about their beliefs that it creates tension with those that opinions differ.  The question is, when does sharing one’s belief crosses the line to becoming offensive to others?  Is it appropriate to share controversial opinions in a work place setting? Could it create divisiveness and unrest within the workplace if people openly shared their personal opinions on controversial subjects? The country is somewhat divided on many of these issues.  I’ve learned to never force my opinions on others, and don’t expect others to share my opinions as well. 

I can honestly say that America is resilient.  We have been down before.  Each time we have fallen, this nation has risen and become better and stronger.  Our nation is strong and our strength comes from our ability to weather the storms.  This nation was not built from bricks and mortar, but it was built on ideas and ideology. It was built on the premise that people can achieve great things when they are given the opportunity to achieve them.  It is the people that make up this great nation and our resilience comes from within ourselves and our faith that this nation will triumph over all that we have faced in the past and what we may face in the future.  It is this notion that keeps us strong.  I have no doubt that the greatest country in the free world will thrive as before and continue to show our strength as a beacon to the world. We have fallen, but we are not down. We will rise again, as we have before. No matter how divided we become on issues, we become united when we are faced with an attack on our basic principles.

~ Joseph Conrod Sr. SPHR

A thin line between Persistence and Irritation…

Have you already met your career goals or continuing your journey of striving to achieve them? Was it carefully and strategically planned or sort of a hit or miss situation?

Have you ever suddenly felt passionate about something that seemed to appear from nowhere.  It sort of took you by surprise and the thought of pursuing it made you somewhat afraid.  You felt strongly about the ideal initially, but didn’t consider the cost.  Even considering the cost, you were willing to make certain concessions and sacrifices.  The thought of being successful was your main goal. 

If you are one of the few that happen to win the lottery or gain sudden wealth, success can come instantly.  It can come so suddenly that most people are not prepared for the instant change.  For the majority of us, success doesn’t come overnight.  It normally comes with goals, planning, hard work and perseverance.  These are reportedly the ingredients for success.  We’ve all been taught that persistence is a good thing, right.  Well, not necessarily.  My politically correct answer is; it depends.

Have we ever been taught the right mixture and when and if to continue to be persistent or when to concede?  How much pressure to apply and when is too much?  At what point does persistence become counterproductive?  It only takes one yes.  But, do we know when to change angles, take your ideals elsewhere or dismantle altogether?  The question is; how do we really know when we’ve crossed the line from being persistent to becoming irritating?  Once the line is crossed into irritation, perception becomes reality.  Just so you know; that’s not a good thing. 

Pursuing goals are highly encouraged and requires confidence in your ideals and some level of persistence in the possibilities.  Whether your chances are good or slim to none, it may still require some risks and sacrifices.  The timing may not always be right and the situation may not always be optimum.  In other words, don’t expect the red carpet to be laid out on every pursuit.  

Rejection happens.  It can happen to all of us.  If you haven’t experienced it, you will.  It does not really denote failure but simply a process toward success.  Let’s face it, persistence can be unpredictable.  It can pay off sometimes and other times it may not.  When it does happen, do we know when and if to continue to pursue, or simply walk away?  

The answer could be situational or just maybe; it is a question that is better off unanswered and left up to chance.

Joseph Conrod Sr. SPHR 

Passing the Torch

Now that the Olympic events are over, it’s hard for me to find suitable programming to watch. Like many of us, I was glued to the television watching the competition and anticipating the results. My favorite events include track and field, swimming, and gymnastics. I also enjoy the opening ceremony of the Olympic events as the torchbearer lights the cauldron in the stadium, making it the official start of the games.


The passing of the torch is exciting and contains several different symbolic gestures that relates to many things outside of the Olympics. It reminds me of our own humanness to try to hold on to things that don't really belong to us and not knowing when to pass it on. The passing of the torch can happen in a number of ways. It can happen because we lost our passion to continue, we moved on to something new or different, or we simply became ineffective.

When is the right time to pass the torch? If you happen to work in a leadership capacity, do you know when it’s your time to pass the torch when you are no longer effective, or do you wait for others to relay this message? When the message is relayed, do you embrace it and accept it gracefully or do you reject the ideal and look for ways to hang on? When you received the message, is it really a surprise or did you foresee this already but failed to respond.

Change is constant. Every day new ideals are aspired and developed. Technology is enhanced and continues to evolve, and processes are redesigned and streamlined. Did we connect or align with the changes or did we remain steadfast to our traditional values and resisted? If you choose not to evolve and adapt to your surroundings, you may find yourself in a similar situation.

Some may consider the passing of the torch a replacement or substitution. Others may consider it, simply a change in direction? As with many things, it is not the action itself but merely how we react to change. Acceptance moves us forward, whereas resistance keeps us stagnant. It is how we cope, manage and handle stressful situations that dictate the length of the recovery process. A door opens when one closes and every ending has a new beginning.

If I begin to feel that I am no longer effective, I will gracefully and willingly pass the torch. This is my promise and it is in writing. If I happen to forget my promise years from now, please retain a copy of this blog for my recollection.

Joseph Conrod Sr. SPHR

What's Your Passion?

What are you passionate about?  This question was purposed to me a few weeks ago.  At that particular time, it was hard for me to put into words or articulate the answer, even though I really knew my passion.  As a matter of fact, I’ve often purposed this question to others in the past.  When the question boomeranged back, I was caught off guard.  I had not thought about it in many years.  My passion was the reason that I chose my current profession.  It makes me who I am as an individual and encompasses all the things that I stand for. 

From as early as I can remember, I’ve always known that I would become a public servant in some sense, no matter what career choice I decided.  I would chose this route whether it was connected to my work or totally separate.  It was and still is my passion.  Even though I’ve seriously considered it in the past, I’m not referring to the traditional definition of public servant, such as working in the public sector, government agency, elected or appointed position.  My emphasis is based on a nontraditional definition.  I have fully embraced the obligation and responsibility to advocate and be the voice for all people, regardless of differences, economic or social status.  This includes being a platform and venue for those underrepresented, the voice of the voiceless and advocating for those not able to advocate for themselves.  I believe that there are certain unalienable rights that are afforded to all people, but the ideal expands well beyond that notion.  I have embraced the ideology on simple and basic human relation principles. 

• Accepting differences – people are not the same and one group is not better than the other, just different.
• Recognizing similarities – people are similar in many ways
• Respecting - and valuing all people for their contributions regardless of differences, social or economic status
• Sensitivity – being sensitive to differences.  Recognizing that some things could be considered offensive to others
• Inclusion – representing all people Vs targeted groups or individuals
• Fair and just treatment – a bipartisan process whereas all parties have a voice and all sides have been considered
• Empathy – Being able to empathize and see things from another point of view
• Rationale – Being able to apply logical reasons and principles to decisions

The world in which we live in is constantly changing.  The population is shifting and becoming more diverse than ever before.  We can no longer think and behave in isolation.  The world is truly global and encompasses more than our visual surroundings.  We have to embrace globalization in every aspect.  Globalization brings more diversity, different views on life, religion, culture, customs, norms, and many other differences.  I personally view human relations in a hierarchical order:

1) Ethical and moral responsibility– Highest level, far exceeding anything else

2) Mission and Goals – Guiding direction for the organization

3) Policies and procedures – Consistent with the mission/goals and helps us to achieve them  

4) Legal/legislative – required by law, legislation, regulatory, etc.

If you are wondering why legal/legislative is at the bottom on the order; it is because it only represents the minimum requirement.  We can do so much more.  The bottom line is that everyone wants to feel valued.  That’s the commonality in all of us.  My passion is quite simple.  It revolves around spiriting positive relations to all people and helping individuals reach their full potential.  I’ve never considered it a job, but a responsibility.  It is the reason that I remain vigilant and committed in my efforts. 

I will end this blog with the same question that I started; what are you passionate about?  I’d love to hear your story.

Joseph Conrod Sr. SPHR  

Your "A" Game

I recently watched the NBA basketball finals.  Even though only one team will triumph as the winner, the fans expect nothing less than each member of the team to bring their "A" Game to each and every game.  Although, I love all sports in general, high-energy sports seem to ignite my interest.  It requires a high level of physical and mental ability.  In order to compete in high-energy sports, one would need an extreme level of energy, passion and a level of commitment beyond words.  It requires practice and a training regiment far beyond what normal spectators can visually comprehend.  Most sports are about teamwork and not only to coexist but also to sync together to achieve one common purpose.  

While watching the playoffs, I had an epiphany.  What if every employee in your organization brought his or her "A" Game to work every day?  Can you imagine the high level of productivity and extreme outcomes that could be achieved?  Outcomes could be measured at multiple standard deviations beyond the norm, or the average day on steroids!  What if “exceptional” becomes the new norm and each of us is expected to perform at that level.  If your job is performing life saving procedures, sterilizing equipment, mixing medicine, performing laboratory tests, caring for patients, providing information technology, providing nutrition to patients, or making sure that the facility is clean and orderly; every job is important and contributes to the mission of the organization.  Each of our roles sync and contributes to a team environment with one common purpose.  

This reminds me of just a few exceptional people who bring their "A" Game to work each and every day and go well beyond what is expected.  It reminds me of the physical therapist that postponed her honeymoon to serve a patient, the registered nurse that came in on her day off to see her patient leave the hospital after a lengthy stay, the registrar that gave encouraging words to a customer throughout her child's visit, the environmental service worker that went through the trash dumpster to help find a customer's lost wallet, and the information technology (IT) worker that performed a life saving medical procedure in a parking lot at an out patient care center.  All are above and beyond expectations.  Their acts are truly exceptional!

In health care miracles continue to happen, lives are enriched, dire odds are turned upside down, negatives are changed to positives, wounds are healed, emotions overflow, tears of pain, sadness and joy are shed, love is expressed, prayers are answered, and lives are spared.  Each new day bring challenges and opportunities.  Each day affords us another opportunity to excel to greater heights…

~ Joseph Conrod Sr. SPHR