Work With Me People!

Thursday, May 28, 2015

Be Proud!

Do you remember high school football games?

If your experience was anything like mine, students wore their school colors, made banners, and chanted at the top of their lungs in support of their school’s team.  I remember the feeling of excitement as the band played our fight song and you could feel the energy in your chest with every beat of the drums. 

We had serious school pride!

Last week, I beamed with pride again.  

Throughout the week I had opportunities to learn about the amazing work several of our departments are doing for our organization.  I get to attend their meetings, tour their units, and observe our teams in action.  We truly have great talent here at All Children's Hospital!  

I can feel the passion of our employees like it’s the drum beat of that high school band.  If you haven’t lately, take some time to look around today and be PROUD!

Work With Me People! 

Jessica Hollis
Professional Recruiter
All Children's Hospital

Monday, May 18, 2015

I’m NOT Here To Be Average! I’m Here To Be AWESOME!

How long does it take for a new employee to be fully engaged in the organization?  90 days? 1 Year? 5 Years? 

How long does it take for a new employee to become the status quo? Meet the expectations? Fall In line with the 
rest of the team? Assimilate?

The answers to the first question really depends on how well we do as recruiters, hiring managers, and leaders to on-board and bring the employee up to speed on the job, the company and understanding how the work gets done. Of course the aptitude and the attitude of the employee 
certainly adds to that –lest we not forget.

The second set of questions is an entirely different conversation – however most definitely related to the first 

Confused? Let me clarify.

Bringing a new hire in to the mix is a process that takes their colleagues, leadership and communicating to them our processes, policies, partnerships and competitors. Understanding the entire landscape of their work environment is critical. As managers and leaders, we need to be open to questions, sharing insights and sharing the vision and culture consistently, frequently and with vigor! We should be the model for what success looks like in their role! This process can take time depending on availability of the team and the ability of the new team member to absorb it all.

The second set of questions is really about what expectations we have set for our new employee?  

Think about how many times you've used these phrases;

“This is the process and the sooner you are able to understand how it works, the faster you will understand your job”

“Once you are up to speed on everything you will be one of us”

What you are doing is ensuring that your new team member falls in line with the rest of the group. You are telling them that success in your organization means being just like the others and follow the same process, rules and procedures.

This is not Star Trek and you are not the “Borg” – no one needs to assimilate here.

My guess is that we hire talent because of what they can bring to the organization that maybe the organization currently does not have.  My guess is that they are unique, have different experiences and can bring a perspective that others may not have and the value of those past experiences will be invaluable to the organization.  That’s what Talent Acquisition is all about!

We can hire the same types of people all day long who will do the same thing the same way and get the same result. It’s called the Stepford Wife Syndrome.

So my three key pieces of advice:

Don’t be “The Borg”

You are not a “Stepford Wife”

And, strive to be AWESOME, not AVERAGE.

Work With Me People!

Carol McDaniel
Director, Talent Acquisition
All Children's Hospital Johns Hopkins Medicine

Thursday, May 7, 2015

Keep The Noise Down!

Have you seen the movie “Date Night”?  It’s a comedy about a busy working couple with children in a romance rut who decide to spice things up with a date night out on the town in Manhattan.  Of course all kinds of comedic mayhem ensue in the movie on their date night.  

There’s a scene in the movie that struck a chord with me where the husband, played by Steve Carrell, asks his wife to disclose her secret fantasy and she, played by Tina Fey, discloses that her fantasy is to go to a hotel room by herself and eat a sandwich with an ice cold Sprite with no one talking to or touching her.  He’s totally surprised that this is what she fantasizes about. 

I thought to myself “YES!”  I can relate!

We live in such a noisy world that sometimes it can be downright overwhelming!  We encounter noise on the way to work in the form of traffic and aggressive drivers.  We encounter noise at work with competing priorities and the opinions, needs, and directives of our work place.  Then we go home at the end of the day and care for our families, more noise. 

How do we stay grounded, stay the course, stay sane at work in the midst of it all?  How do we manage to hear what matters in the midst of all the noise? 

It’s about grounding yourself in what truly matters and then mastering the tools to bring you back to that grounded place even in the midst of the craziest noise.  If you work in healthcare, maybe what matters most is quality of care.  As a recruiter, what matters most to me is the candidate experience.  I ground myself around ensuring that candidates experience the best of what our organization has to offer for their career, and I minimize all the other noise. 

When it’s really noisy, you need tools to remind you of your grounding place.  I would suggest 3 tools:

  1. Write down and post what grounds you as a reminder
  2. Take deep breaths to clear your mind when things get really noisy
  3. Take some quiet time daily to reflect on what matters
You can stay grounded, stay the course, and stay sane even during the noisiest of times.

Work With Me People! 

Jessica Hollis
Professional Recruiter
All Children's Hospital Johns Hopkins Medicine

Thursday, April 23, 2015

Why I am Rocking My Rose-Colored Glasses
If you find yourself feeling negatively about your work environment, you may not be able to change your situation, but you can change your perspective.  We each have our own unique perspective and no one can truly understand what it's like to view the world through the eyes of another. It is the reason two children can grow up in the same household and glean such different lessons from the experience.  It is the reason why some people triumph over great tragedy or trauma.  They perceive themselves as strong overcomers!  While others perceived themselves to be doomed to a life of misfortune.
It is also the reason why two employees can work in the same environment and have such opposing attitudes about their workplace.  As a Human Resources professional, I observe these opposing perspectives often.  One person perceives a change in management as a bright new start.  Another perceives the change as signaling job instability and thinks about whether it’s time to look for a more stable work environment.
We are attached to our perspective.  It is our truth!  We even find people to affirm us.  We form perspective affirming work cliques!  We side with those who have the same views, and avoid those who have an opposite view.  Those who have similar views, reinforce our perspective and make us feel more secure, confirming that our view is accurate.  People with opposing views challenge our perspective and make us feel unsure of ourselves and uncomfortable.   
We boldly act based on these perceived truths.  Like the employee in my previous example who starts applying for jobs after the management change, which he perceived to signal an unstable work environment.
Perspective can seem really difficult to alter, but, good news, it is a choice!  It requires the decision to stop and bravely ask "What if there was another way of looking at this situation?” 
If you are feeling negative about your current work situation, what if you chose to see the positives in your work situation?  We can put on rose-colored glasses and always assume the positive.  How would that change your actions and alter your outcomes?  How would it change the way you feel about your work environment?  How would it impact your work relationships?
On your way home this evening think of the color red.  Notice how all of a sudden all of the red cars stand out, there a red sign you never noticed before, and you notice the red button on your car’s dashboard.  You know this game! 
When you change your perspective, the positives in your situation will become more apparent.  What if you thought like this…
1) The work I do is meaningful!
2) I am in the exact place I am meant to be on my career journey!
3) The people around me want to help me!
Make these 3 perspective altering assumptions and watch your work experience change for the better!
Work With Me People! 

by Jessica Hollis
Professional Recruiter
All Children's Hospital Johns Hopkins Medicine

Tuesday, April 14, 2015

When The Honeymoon Is Over…

Those first 30, 60, 90 days of your new gig really feel like a honeymoon don’t they? You are meeting new people, shaking hands of the executives and getting office furniture setup in your new place….it’s a magical time. 

In fact studies show that this particular stage of a new job is super important and how you “on-board” new employees can make all the difference in retaining them – especially those who you want to retain.

Often times, the honeymoon extends into the first year – that’s a great thing. You are clicking with your co-workers, understanding how the work flow happens and who you need to collaborate with for your initiatives.

At some point though, this honeymoon phase ends.  It’s hard to pinpoint exactly when it happened, but you find yourself facing obstacles, rude coworkers and others that seem to generate a sort “drama” that you’re glazed over honeymoon eyes didn't see before.

This is the time when couple of things can happen; You can decide that, wow, this is not what I expected and this fairy tale opportunity has now revealed its ugly head and make your departure; Or you can decide that this is the time when you can really shine and show all the reasons why you were brought in to the organization.  

Choosing the latter for some people is the most difficult. I mean who wants to wage a battle every day to get your work done?

I would suggest that choosing to stay and work with the challenges that you might face is where you will do your best work.  During the honeymoon period, you had the chance to meet those work colleagues that either hold the purse strings to funding projects or are the gateway for approving initiatives.

Now is the time you begin build upon those relationships and with your understanding of how the workflow happens, use that to your advantage working within the parameters given, and launch the ideas and initiatives you talked about during your interview.

Am I suggesting you “work the system?" No, but I am suggesting that now you know how the work gets done, so go do your best work!

Work With Me People! 

Tuesday, February 24, 2015

"Leaders Rise By Lifting Others"

Have you ever had a dream that you are standing alone on an island and the waters are infested with all sorts of dangerous creatures – sharks that will take a bite out of you without a second glance? There are amoeba’s that get into your system and wreak havoc internally and you've got to figure out how to get off the island, survive and thrive on the mainland? 

Corporate America can feel that way, right? We think we have a good grasp on the process, people, technology and then BAM! There is a huge shift and we find ourselves trying to navigate through unfamiliar territory and the waters aren't always so friendly.  Often times that's when you see newer employees throw their hands up and say “I Give, You Win” or others who dig their heels in and refuse to budge. Neither are good measures of a successful 

Well, with the risk of using an overused and misused term, we like to assign our up and coming leaders mentors or a career coach. 

That person should be their guide through the corporate spider webs and try to keep them from becoming prey to the ugliness and pettiness of office politics. 

I do believe that having someone in the workplace that helps you get through the office “politics” is critical for early assimilation, and frankly continued success.  Mastering the technology and procedures of the job function are the easy parts – its knowing how the work gets “done” that helps the new employee get settled and on the road to a productive time at work.

Does that mean that the sharks stop circling? The amoeba’s go away? Absolutely not!

Call them what you want, Mentors, Coaches, Work Buddy or just your “go to” person – this should be part of your on boarding strategy assign with any new employee and, the sooner the better!

Oh, how about someone who can actually help them not just survive,  but thrive?

What a concept, right?

Work With Me People!

Tuesday, January 13, 2015

The Life and Legacy of Dr. Martin Luther King Jr.

This month, we celebrate the life and legacy of Dr. Martin Luther King Jr.  This holiday is the only federal holiday in honor of an American civilian. 

Dr. King’s leadership in the nonviolent fight against discrimination earned him the Nobel Peace Prize in 1964, making him the youngest person who has ever become a Nobel Peace laureate. 

In honor of his legacy, All Children’s Hospital Johns Hopkins Medicine is sponsoring a light breakfast and presentation on January 16th  at which James Page Jr. will be the keynote presenter. 

If you do not know James, let me tell you a little bit about him.  James currently serves as the newly appointed Vice President and Chief Diversity Officer for Johns Hopkins Medicine. 

In this role, he is responsible for diversity-based initiatives for the medical center, the medical school and the greater hospital network.

James also serves on the Corporate Advisory Committee for the Congressional Black Caucus Foundation in Washington, DC and on the Disparities in Healthcare subcommittee. 

In addition, he is a featured contributor in Public Speaking in the Age of Diversity (Prentice Hall).

Please join us in celebrating Dr. King’s legacy and contribute in making his dream a reality.   

Enjoy your week!

J. Conrod