5 Great Reasons You Should Stay Put — Is Your “Acre of Diamonds” Buried in Your Current HR Job?

by Alan Collins

In the book Acres of Diamonds, author Russell Conwell tells one of the most famous stories in the world.

And, it  contains an important lesson for all HR pros — particularly those who thinking about leaving their current HR job.

If you’re not familiar with this book, it tells the story of Ali Hafed, a wealthy farmer in ancient Persia.

Ali Hafed was living his dream life on own farm until he was visited by a Buddhist priest.  The priest told him that with a handful of diamonds, instead of a farm, he could own his very own country.

That night Al Hafed went to bed restless because, despite his wealth, he suddenly felt poor. The next day, Ali hurried back to the priest who told him about these diamonds and asked him where he could find them.  The priest told Ali if he could find a river that runs through white sands, between high mountains, in those white sands he would always find diamonds.

With these instructions in mind, Ali sold his farm and all of his possessions and went in search of diamonds.

His search lasted four years.  He found nothing.  Penniless, ragged and wretched, Ali couldn’t take it anymore and threw himself into the ocean off the coast of Spain…and committed suicide.

But that’s not the end of the story.

Back at the farm, the man who purchased Ali’s farm had a life changing experience of his own.  One day, while leading his camel out for a drink, he noticed a flash of light from the white sands of the stream on his property.  Investigating further, that flash of light that turned out to be a diamond barely visible above the dirt.  When he got his plow and started to dig further, he discovered an entire acre of diamonds – all right in Al Hafed’s old backyard!   He later turned the farm into the Kimberly Diamond Mine, one of the richest mines in the world.

The obvious tragedy of this story is that the original farmer, Ali was literally standing on his own “acres of diamonds” until he sold his farm. What he left to spend four years looking for…he already had…but didn’t recognize!

During my years in HR, I’ve seen countless colleagues, who have regretted leaving a promising HR job for one that contained their own “acre of diamonds.”  Sometimes they left for a little more money.   Other times it was for a better job title.   Still others left for the “promise” of promotions and a brighter future.  And they learned painfully that the grass was not always greener.

In an earlier article, I talked about clues that tell you when it’s time to quit your HR job.  But how do you know when to stay put…and dig for those acres of diamonds right where you are?

I don’t have a crystal ball.   However, here are 5 reasons you might want to strongly consider hanging tough where you are for the time being…

Reason #1:   Your accomplishments and contributions are being noticed and valued.

You are getting credit for the work you do.  You’re not being taken for granted.  If your current employer notes and recognizes your achievements,  you’re in a situation where you can potentially move up or take on more challenging and visible projects.

Reason #2:  You are working on an innovative, high-profile strategic project.

You may be involved in designing a new performance management process, creating a groundbreaking leadership development program or helping your company leverage social media in recruiting. These kinds of opportunities may not come around often.  If you are in this enviable HR position at your firm, it may be to your benefit to finish it and see the results.  Sure, you can leave now have this as a bullet on your resume.  But you can also leverage the increased exposure you’re getting on this project to expand your network of relationships inside your organization with the key decision-makers.

Reason #3:  You are working for a highly respected, supportive leader.

Your direct boss will have more impact than anyone else on your immediate success in HR.  If you’re working for a great boss, he or she will challenge you to go beyond your own comfort zone and will inspire you to excel.  In addition, you’ll also gain skills by taking on special projects spawned by your great boss and meet powerful and influential people that the boss has attracted who can help advance your career.

Reason #4:  Your company is growing, actively promoting from within or replacing essential people.

When our Gatorade business was growing at a double-digit pace, new positions were being created literally every day.  This created unbelievable new opportunities for HR professionals.  But every organization doesn’t grow by leaps and bounds.  So even if they aren’t, if you visibly see your organization rewarding people, replacing open positions and promoting internally accordingly, take that as a good sign that the company is willing to invest in the long term, and potentially in you too.

Reason #5:  You’re happy where you are and look forward to Mondays.

If you enjoy your days off, but you’re super-excited about returning back to work, this is perhaps the best sign.  Whether it’s the HR work you’re doing, your colleagues or the office culture, if there’s something that stops you from dreading Mondays, you’ve struck career gold.

Again, any of these are good indications for you to consider maintaining the status quo for awhile longer.

All of us want to earn money, build a great career and live a happy life.

However, in your quest to move to “greener pastures” realize that your future may well be brighter where you are…and you may be standing in your own “diamond mine” right now.

———

CLICK HERE to comment on this article or provide additional insights.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is now President of Success in HR, Inc. and the author of: UNWRITTEN HR RULES: 21 Secrets For Attaining Awesome Career Success in Human Resources featuring TWO FREE CHAPTERS that can be downloaded HERE.

© SuccessinHR.com


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One HUGE Reason You Aren’t Getting Promoted in HR…

by Alan Collins

Most HR folks want to climb the ladder of success in their organizations.

HR newbies want to get promoted to HR managers.   HR managers want to rise to become HR directors.   HR directors aspire to reach the VP level.  And so it goes up the HR food chain.

Unfortunately, at some point in your career, you can expect to get passed over for that next HR promotion.   It happens all the time.  It could mean your career has dead-ended in that organization.   Or it could mean that someone more qualified was appointed and that you’ll get your shot next time.

OR…it could mean that even if you’re the most qualified candidate on paper, you lack the ONE important “attribute” needed to push you over the top…the ONE attribute so POWERFUL, that it trumps everything else you might bring to the party

Before I tell what this ONE attribute is, let me tell what it is NOT.

It is NOT…your HR competence.

It is NOT…being a top performer.

It is NOT…having a great network.

It is NOT…being a great HR leader.

It is NOT…knowing your business cold and having financial acumen.

The critical attribute…that ONE reason you may not be getting promoted is because….

(Drum roll please…..)

….you don’t have a GODFATHER!

What is a godfather?

A godfather is someone HIGHLY INFLUENTIAL in your organization…who acts as your PASSIONATE CAREER ADVOCATE operating on your behalf behind close doors where the REAL decisions about who gets promoted are made. When these discussions are happening, godfathers are there at the table lobbying for you…they are there defending your selection from those who are pushing back saying there are other better candidates for the role…they are there selling you to the rest of the key decision makers around the table…and they are there making the persuasive case that you’re THE ONE.

The higher you go, the more important godfathers are.  In fact, I would tell you that…

I know of no HR C-suite executive…and I know plenty of them…who have
reached that position without having 1-2 influential godfathers who “helped”
them attain their HR C-suite role.  If they tell you otherwise, they’re lying.

Most organizations refer to godfathers as sponsors.  I call them godfathers because they operate much like Marlon Brando (pictured above) did as the real Godfather in the movie.   Brando, as the Godfather, determined who got promoted in the “family business” and who got to go swimming with a blindfold and cement boots.

Before you accuse me of being sexist, women can and are godfathers too.

I recently read an account of the rise of Ursala Burns, Xerox’s brilliant CEO.  It is clear she would not have risen to the CEO job last year without having Anne Mulcahy (Xerox’s former CEO) operating as her godfather  behind the scenes…ADVOCATING for her as her replacement and grooming her for the job. If you read any of the interviews with Anne Mulchany, she openly shares this.  She’s talks about spotting Ursala early, navigating her career, coaching her, mentoring her, kicking her butt when that needed to happen, and pushing back on others who subtly tried to undermine Ursala’s success…in other words, she acted as Ursala’s godfather.

It operates the same way in HR.

For example, years ago, we were chartered by our CEO to reduce HR headcount by 10%, just like every other department in our company. I gathered with my fellow HR leadership team executives in our large board room. We spent two days (and nights) going through every single HR name in our organization.  As each HR person’s name was called and discussed, unless an HR executive spoke out on that person’s behalf, vouching for his or her performance, potential and value to the company, that person was canned.  Clearly, those who were poor performers or in less essential jobs were let go.  And so were those without godfathers to speak up on their behalf.

When this ordeal ended, one HR senior executive told me afterwards, “You know something that was a bloodbath. Someone’s career can get destroyed in 19 seconds in one of these meetings. If you don’t have someone in the room who can jump to your defense, put any setbacks you’ve had in perspective or advocate strongly on your behalf, your career is cooked.”

He was right. And, that’s exactly what godfathers do.

The same thing happens with promotions.  People without godfathers have a very tough time getting promoted the higher and higher you go.

If you asked me what ONE single asset I would wish for most if I were striving to reach the next rung on the HR ladder…my answer would be, without hesitation:  just give me 1-2 godfathers.   That’s all.   I’ll take care of the rest myself.   I’ll work night and day to deliver great performance.  I’ll build my business skills.  I’ll toil away relentlessly to polish my HR competences, my leadership skills, my relationships and my network.   Just give me those godfathers…and you take anything else….and I’ll beat you to the HR C-suite every single time.   Hands down.   No contest.

You might say that isn’t fair.   That it’s discriminatory.  And, I’d say you’re probably right.  But, so what.  My view is accept the fact that life isn’t always fair.  Fair is something that you pay when you jump in a taxi (i.e. fare).  There are spoken HR rules for getting promoted.  And there are unwritten HR rules for getting promoted…like having a godfather.  It’s crucial to your HR career that you understand both.

You also might say that mentors and godfathers are the same thing.

And, I’d say…not true.

Sure, it’s possible that your mentor and godfather are the same person — but this is rare.  There’s a big difference between the two.  Mentors are people you choose.  Godfathers are executives with clout WHO CHOOSE YOU!   Both are people who believe in you, have your best interests at heart and look out after you.

But here’s the REAL distinction:  when you have godfathers higher up the HR org chart, you are nearly bulletproof.  Not only can they bail your butt out of trouble, they’ll keep you from getting into trouble in the first place by offering good advice. It’s like having a life raft in place when the waters get choppy and a riverboat guide who will help navigate the rising and falling tides of the organization.

GODFATHERS have the POWER to open doors for you. You can have a godfather and not even know it.

In the Ursula Burns case, I’m sure she had many different mentors who gave her great advice in different areas of her career — but they didn’t have the ability to make her CEO — Anne Mulchany, her Godfather (and mentor) did.

Huge difference!

Since you cannot go out and recruit a godfather, you must attract one to you.  Obviously, this is a hell of lot easier said than done.  But here are some tips to get you started…

(1) Having a godfather always starts with your boss. When your boss has your back, you get the benefit of the doubt from people up and down the HR org chart. Having your boss in your corner is a great foundation for your reputation and career. However, to be a REAL trump card for you, your boss should have clear, unmistakable influence and clout with the most senior members of your organization that have the power to promote you to the job you want.

(2) If you have senior-level HR mentors already, look for opportunities to potentially convert them into godfathers. Start by being likeable, proactive, helpful and useful.  Look for ways to do favors for your mentors. Sign up for and join project teams that support pet projects and initiatives of your mentors. This could be anything from helping them fundraise as part of the United Way campaign they’re leading to serving on compensation redesign project they’re heading up.

(3) Look for opportunities to support new senior HR leaders when they first join the organization. When new HR senior executives join a new organization they are very vulnerable. They don’t know a lot. They are trying to build relationships, learn a new culture, take charge, while trying to figure out how to best make their mark. Most welcome lots of help. You can position yourself as a helpful supporter and score some early points by taking the initiative to introduce yourself, buying them coffee and share your perspectives on the organization.

(4) Become someone worth godfathering. This all starts with performing and excelling in your current role. No one wants to be a godfather to someone considered to be a “B” or “C” player. So, be open to candid feedback. Be willing to take risks. Often there will occasions when the godfather’s guidance seems risky, be willing to operate out of box.

Again, you may or may not ever know that someone has taken you under their wing as your godfather. So always be prepared to support, acknowledge, and respond quickly to requests from senior members of the organization. One, because you are committing career suicide if you don’t.  And two, he or she may be your godfather lurking in the shadows.

Note:  This article was excerpted in part from my book: Unwritten HR Rules: 21 Secrets For Attaining Awesome Career Success in Human Resources.

Feel free to add your comments on this article by clicking here.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is now President of Success in HR, Inc. and the author of: UNWRITTEN HR RULES: 21 Secrets For Attaining Awesome Career Success in Human Resources with TWO FREE CHAPTERS that can be downloaded HERE.

© SuccessinHR.com

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Listen to this Free Recorded Teleseminar: “Guerilla Job Search Strategies for Aspiring HR Executives!” Discover How 4 People Just Found Jobs 75% Faster…

by Alan Collins

If you’re an aspiring HR executive currently in the job market and you missed our April 15th SuccessinHR.com teleseminar with David Perry and Kevin Donlin, here’s great news…

…we’ve recorded it and you can listen to it in it’s entirety!

To download and listen to the entire 50-minute teleseminar…CLICK HERE!

And there’s more…

This teleseminar was just the tip of the iceberg.  If you want to go deeper and benefit even more from David and Kevin’s “unconventional” guerilla job search strategies — the strategies that really work in today’s job market — you’ll want to check out their Executive Edition of the Guerilla Job Search Home Study Course.

This is the home study course mentioned at the end of the teleseminar that has been made available at a special price just to SuccessInHR.com readers and subscribers…for a limited time only.    For more information on how you can own this course and use it to help you find your next HR job faster…CLICK HERE!

Don’t know who the heck David Perry and Kevin Donlin are and why we did the teleseminar?  Read on.

David and Kevin are the co-authors of “Guerrilla Marketing for Job Hunters 2.0,” and agreed to do a free teleseminar for readers of SuccessInHR.com on April 15.

The two of them are the only job-search experts in America whose methods are working consistently now, in the midst of the unemployment crisis.

Maybe you’ve read them in the New York Post, Fortune Magazine, or on MSNBC.com … or heard them on CBS Radio … or seen them on NBC-TV.

David and Kevin just helped 4 more people find jobs fast — they were hired in anywhere from 8 days to 7 weeks, which is 75% FASTER than the national average of 29.7 weeks.

Because of their reputation, I twisted their arms and convinced them to do a 50-minute teleseminar just for the readers and visitors of SuccessInHR.com as a way of “beta-testing” some of the information contained in their new executive job search home study course.

Here’s what they cover in this teleseminar:

When you listen to this teleseminar, you’ll discover that their strategies work for many executives and professionals — including those outside of HR.  However, during this teleseminar, we made sure that they focused on techniques that are most relevant for HR professionals and executives.

Hope you enjoy this recording of the teleseminar!

CLICK HERE to post your questions, comments or feedback regarding this teleseminar.

About the Author: Alan Collins was VP – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is now President of Success in HR, Inc. and has authored UNWRITTEN HR RULES: 21 Secrets For Attaining Awesome Career Success in Human Resources and START YOUR OWN AWESOME HR BLOG: “The Absolute Beginner’s Guide To Launching Your Own Outrageously Successful Human Resources Blog…Easily, Quickly and Simply!”

© SuccessinHR.com


Comments On The Above Article: 7 Comments »

HR Professionals & Leaders: Why You Must Blog!

by Alan Collins

I’ve posted a couple of articles on why HR professionals. leaders and consultants need their very own blog. The first one was here, the most recent one was here.

Here’s yet another perspective.   Check out this 90 second video on the value of blogging compliments of Seth Godin and Tom Peters…

For me, Seth’s makes the most compelling statement in the video which is that you should be blogging EVEN IF..

“…NO ONE READS YOUR BLOG!”

If you already have your own HR blog….none of this is new to you.  You get it.   Help enlighten us further by CLICKING HERE to post a link to your blog.  And then tell us all about your HR blog and the benefits you’ve gained…or the real hurdles and hardships you’ve faced in getting it up and going.

If you DON’T already have your own HR blog…and want one…CLICK HERE and you’ll find some help in getting started from scratch.

Onward!

About the Author: Alan Collins was VP – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is now President of Success in HR, Inc. and has authored UNWRITTEN HR RULES: 21 Secrets For Attaining Awesome Career Success in Human Resources and START YOUR OWN AWESOME HR BLOG: “The Absolute Beginner’s Guide To Launching Your Own Outrageously Successful Human Resources Blog…Easily, Quickly and Simply!”

© SuccessinHR.com

Comments On The Above Article: 5 Comments »

10 Reasons Why You Need Your Very Own HR Blog …And How To Get One Fast!

by Alan Collins

What ONE THING can you do right now to separate yourself from the rest of the pack in HR.

That’s easy.

Start your own HR blog.

Don’t know where to get started?  Think it’s too tough?  Or too time consuming?   Then, read on.

I believe having your own HR blog is an absolute must if you want to take your HR career to the next level.

Your own blog allows you to showcase your expertise, gain instant credibility and enhance your HR career. I’ve experienced this personally with this blog and you can too with your very own blog.

It doesn’t matter where you are in your HR career right now. You can be a newbie just getting started in your first HR job.   Or a 10-year HR veteran.   Or an experienced specialist in compensation, labor relations, staffing or OD.  Or an independent consultant, coach or contract professional.  Or a vice president of HR.

It really doesn’t matter.

If you know the tricks of the trade, blogging can brand you and set you apart from the rest of the HR pack. And, the exposure you get from your blog allows you to be easily contacted by clients, potential employers, hiring managers, headhunters, and others who can help advance your HR career.

However, most HR folks get stopped dead in their tracks because they can’t overcome the obstacles that keep them from TAKING ACTION.  Obstacles like:

And this is understandable.

There is information on blogging all over the internet — but it is overwhelming.  And there is NOTHING out there specifically geared for HR professionals that tells them  simply and clearly how to get started with their own HR blog.

And, there is definitely NOTHING available that teaches HR folks how to launch their own blog on the HR topic of THEIR CHOICE — in an area that they’re truly PASSIONATE about — and use this blog to enhance their HR career.

It’s true.

Absolutely nothing has been available…

...That is, until NOW!

I’ve just released a brand new downloadable book (pictured left) called:  Start Your Own Awesome HR Blog:  The Absolute Beginner’s Guide To Launching Your Own Outrageously Successful Human Resources Blog…Step-by-Step, Quickly & From Scratch!” This 61-page resource is a quick read and literally takes you by the hand and walks you step-by-step through the steps of setting up your own HR blog…in as little as 7 minutes…and then describes how to use it to help you move your HR career forward. You can check it out HERE.

To find out if this right is for you, you can also sample a FREE CHAPTER of the book called “10 Sure-Fire Reasons Why You Need Your Own HR Blog!” by clicking HERE.

You now have no more excuses!  There is no reason now for you not to set up your own outrageously successful HR blog…and use it help take your HR career to the next level.

Check it out today.

You will want to move quickly if you don’t want to get left behind.

Onward!

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is now President of Success in HR, Inc. and the author:  START YOUR OWN AWESOME HR BLOG: “The Absolute Beginner’s Guide To Launching Your Own Outrageously Successful Human Resources Blog…Easily, Quickly and Simply!” You can find out more about this book HERE. You can also check out a FREE SAMPLE CHAPTER of this ground-breaking new book by downloading it HERE .

Comments On The Above Article: 3 Comments »

12 Steps To Take Before You Lose Your HR Job…

by Alan Collins

Think you’re about to lose your HR job?

Welcome to the group.

Thousands of HR folks have been laid off in the last year.

And, unfortunately, even more of our HR colleagues may lose their jobs before the current economic downturn is officially over.

Job losses are a fact of life.  If you saw the brilliant movie, Up In The Air (with George Clooney &  Anna Kendrick pictured above), you were brutally reminded of one indisputable fact…

When the ax falls, most people are caught by surprise, become angry,
frustrated and more importantly…are NOT PREPARED!

There’s an important message in this movie for HR professionals:  if YOU are getting downsized or fired from your own HR job, chances are you WON’T know about it until happens…even if you’re in charge of all company layoffs yourself.

Sure you can pick up on little clues.  If you don’t know what clues to look for, you can find them HERE. But whether there are clues or not, you do NOT want to be caught without a game plan.

So, with that in mind, here are 12 steps to follow if you think you’re about to get let go…

To find out what these 12 steps are…CLICK HERE

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4 New Rules for Winning in HR…But Only if You’re Female, Black, Latino, Asian, Native American, Gay, Straight, Young, Old, Disabled or Not…or White Male

by Alan Collins

I recently attended a Diversity & Inclusion conference at McDonald’s in Oak Brook sponsored by the NAAAHR.

Like everything else in HR, the D&I field is changing rapidly. McDonalds along with many other companies at the conference are making awesome progress.

Here are 4 new rules for winning in HR — taken from the insights I picked up from this conference as well as some of my own lessons over the years…

New Rule #1:  Stop complaining if you’re not walking the talk yourself.

You’re an idiot with no credibility if you’re whining about your company’s progress on D&I but doing nothing to move it forward yourself.   Let me illustrate…

To read the rest of this article…CLICK HERE

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