HR: Sounds like...

Songs reflecting HR for me in this moment.

Once again, Twitter is the trigger for a blog. This time, this blog, is thanks to Mark Hendy (a fellow CIPD blog-squadder), who invited/challenged our #PLN* to come up with 5 songs that reflected HR for us. It should have been kind of easy, given I'd had to pick just one song for my reflections of my ODPP with Roffey Park. After all, I could now choose 5 songs and there were no limitations. But just like the #7booksin7days challenge I'd done recently, its not as simple as it seems...


...Some songs have silly statements and sound meaning ("The world is just a great big onion"!) and others initially sound good but are light on meaning or heavy on swearing and so on! And that's before even thinking about genres or artists, how the overall message fits or if you even like a song related to the (rather open) subject!


Whilst I'm still wrestling with my choices I'm embracing the Sunday chill and just going for it. On that basis here are the five that get this blog out and a glass of wine in hand....


1. "This is Me", from The Greatest Showman... because everyone should be encouraged to bring all of themselves to work, it's about diversity too and if you've seen this video you'll get the power of a lightbulb moment which feels very L&D to me! https://www.bing.com/videos/search?q=this+is+me+rehearsal+song+youtube&view=detail&mid=D52DC2E2E2BD00D17752D52DC2E2E2BD00D17752&FORM=VIRE


2. "Everything must change", Oletta Adams does my fave version* (just pipping Nina Simone) but its a rework. That in itself talks about iteration and variation. And let's face it, (coping with and helping others to cope/adapt to) change is a topical and constant theme to address for OD and L&D, and HR.
*Here are allllll the versions: https://secondhandsongs.com/work/4541/all


3. The theme from The Office ("Handbags and Gladrags") - clearly the link here is the show and not the song itself. If ever a show gave HR a purpose, this is the show! It should remind people the value we can add.

4. "Lift you up" by Ryan Stephenson is likely to be the least known song on my list, but oh how it resonates for me and my passion for L&OD. Themes include: trust, teamwork, support, diversity, passion, purpose and persistence.


5. And, despite what I said, I just couldn't rule out Marvin and Tammi's "Onion song" - its actually a great song with some relevant lyrics because as HR tries to get back to it's People core, lines like: we got a great big job to do, reach for a higher goal, every one single soul's got to do their share' and 'come on and plant love seeds' all fit for HR in my humble opinion. Just don't let the onions make you cry!
One last thing, what action would you take based on the first songfact here? (Answer not really required!): https://www.songfacts.com/facts/marvin-gaye-tammi-terrell/the-onion-song


I hope my choices make some sense, but more importantly that something on this list made you reflect, smile and/ remember why we're in this profession.


*Lifts the vinyl off the turntable*


Denise x

For more:

• Contact me using the 'Contact form' above right
• Follow me at: @DamsonHR (Twitter)
• Call direct on: 07887 643807
• LinkedIn: Denise Sanderson-Estcourt, FCIPD

* #PLN = Personal learning network.

They think it's all over... It is now!

What can we LEARN from this year’s Premier League table?

In the third and final instalment of my blogs looking at the 2011/2012 season, I'm finishing with a group that in business/HR terms is often the most overlooked - those in mid-table. Whilst they are neither the stars (who often get either left to get on with it or developed up) nor the poor performers (who take up most of managements time day-to-day), this group can have a massive impact on what happens either side of them. In football they can cost a team the League, and at work they can either be developed up, slip down or do a great job where they are and influence/support others around them.

So, this season what have we learnt from them? 

My three mid-table team lessons:

• 7th: Everton - They never let you down when it comes to showing integrity and fight. In a defining match (against Manchester United) they kept playing when they had little to play for, and possess a manager who just gets on with it. They usually finish mid table but always strive to improve year-on-year. In fact, this season they finished above their biggest rivals. Whilst they don't have headline grabbing stars they work like a tight unit, are consistent and dependable. Just like a team should be.

• 11th: Swansea – Swansea were great to watch and did not compromise their style which to me is how we should be about our values. A bit like Wolves once relegated (see part two) they performed with a degree of freedom because results were not critical - no one expected them to stay up anyway, so they played without fear. As such they finished above teams who were expected to do much better and were the highest placed Premiership newcomers. I'm informed by Ken Brown (a lifelong Swansea fan) that the club have strong principles about how they operate and about retaining talent. And in their young manager is the proof that it can work if youth (in years or experience) has good support and structures behind, above and around them. 

• 15th: Wigan – From Wigan we learn never listen to the doubters and don’t be afraid to be David to the Goliaths. Wigan beat a number of top teams to beat the drop, and they went about their business quietly confident. Their manager remained calm and optimistic; and when there seemed to be trouble his boss dealt with it respectfully and behind the scenes, maintaining faith and support.

• Best Mid-table Manager(s)

Picking a boss from mid table – despite the number of them – was easy for me but only because I'm going for two! - Brendan Rodgers and Roberto Martinez, both ones to watch for the future, especially as both are in the frame to replace Kenny Dalglish at Liverpool.

Question: Who is your business one to watch, and what are you doing to make sure they stay with you and rise to the top in good time?

And that’s it.

Roll on the Champions League (which may result in another footballing blog if Chelsea win!) and the European championship. And then, the Olympics before we kick off for more fun next season.

In terms of the Premiership 2011/2012 - They think it’s all over, It is now!

They think it's all over! Part two.

What can we LEARN from this year’s Premier League table?

I began this series of blogs by saying how often the ‘negative’ issues in football were often the focus when learning lessons . One of the points I raised was that of conduct issues being ‘ignored’ etc because of capability.

And yesterday it was highlighted again as Manchester City’s parade was marred by one of their talented players wilfully, publically and inappropriately (to say the least) doing something bad and stupid. Furthermore - how did he get on the bus without his boss or colleagues being aware of what he had/was going to do? – Does this highlight my point about ‘team members’ helping manage each other because surely, if they had known (even if the manager didn’t) they would have stopped him?

To add to this another player, who we understand will be heavily disciplined for his actions, said that all that mattered was that his team was not relegated. What a fabulous example for a captain to set, but hey – results are what matters eh?!

In both instances the managers have already let go of prior misdemeanours, so what does that say to their credibility, and how do they now handle these players?

Anyhow, moving on... We’ve looked at the top three in the table, but (as should be the case) here’s a look at what we can LEARN from those who don’t do so well. In business we should be try to find what our ‘poor performers’ bring (they got in somehow) and analyse why things are as they are.

• Relegated in last place - Wolves:

Interestingly there was something that applied to both the top and bottom teams - it certainly applied to Wolves that, once the pressure was off they started to enjoy some better performances and results – a lesson in motivation perhaps.

We also a lesson in terms of ‘sackings’ and recruitment: Were the club too quick to sack their former manager? Did they not think through available successors? Was there another way?

In terms of the manager there seems little doubt that Terry Connor is a nice, dignified person with  the support of his team, but that didn’t matter because whichever division you’re in one thing remains – in a results business, what matters are results.

On the plus side - Perhaps, Wolves can go on to be a big fish in a little pond (a lesson in positioning) having gained experience playing in the premiership. 

• Second from bottom – Blackburn:

A lesson in recruitment and laying the groundwork for a new appointment! Blackburn really struggled because the manager at the helm had no support from his ‘customers’ – he was doomed, in part, because the fans had big issues with the club (leaders) in general. Recent research by the CIPD has shown that staff issues increasingly relate to ‘leadership’ not ‘management’.

The positive - during the season, the manager handled himself with dignity and got himself a mentor/supporter who is himself an experienced boss.

The negative - It has to be added that, just yesterday, a damaging video surfaced of the manager which will now call into question his judgement and integrity. How long will he keep this job, and how long before he gets another one? Judgement and integrity are critical attributes.

• Just in the relegation zone – Bolton: 

Bolton had the toughest season without doubt and were relegated on the last day by late results. But bigger than that was the near tragic situation they had to manage concerning Fabrice Muamba.

I have nothing but praise for the way they handled the situation – leadership, management and the team were together; the clubs communications were excellent, they showed compassion and support for each other, kept going and were a shining example for us all.

• Worst Manager:

Sorry, to end on a negative note (until the next instalment anyway), but I'd be cheating to do a Best Manager and then not do a worst. Below is just my opinion:

Despite recognising the Villa manager has gone already, and the plight of Terry Connor and his side (who I have some sympathy with as their manager who was put into a role he wasn’t fully prepared for, under the spotlight, and in a side with some existing challenges), they were not the worst managers. 

In my opinion because (in my best mothers voice ‘he should have known better'), my nomination for ‘worst’ manager of the season goes to the Liverpool Manager. Granted, Kenny Dalglish was loyal (a positive trait) but when certain matters got out of hand, he let loyalty cloud his judgement/handling of the Suarez situation and needed the club owners to step in and make some amends. Unfortunately for him, the club’s results (other than the Carling Cup) did not mask his management failings. 

That's part two done! Next: Let's not forget the middle ground.

They think it's all over!

What can we LEARN from this year’s Premier League table?

I’m a big football fan and during each season I find myself making comparisons between what’s going in the League, and employment situations in the real world! 

As if often the case, much of what took up my interest were the employee relations type issues - from race allegations, interpersonal relationships to unauthorised absences.  This year there were also discussions around religion (eg Match winners champagne), handling serious employee illness (Darren Fletcher) and keeping a team motivated through it (Bolton and the Fabrice Muamba situation). And that's on top of the lessons about motivation, management styles, getting results and teamwork.

The press, of course, focus on all the drama but when it’s all over what can we actually learn (good and bad) from the top, middle and bottom of the League this season. 

In part one, let’s start by focussing on the top of the table, especially as in the real world many managers (and parents for that matter!) find themselves focussing their time and energy on the ‘poor performers’.

Winners: Lessons from Manchester City

1. If you want to succeed, you have to invest.
2. However, you can have talented individuals but they have to work together. Team players can even in help in 'managing' challenging individuals (in City's case that meant calming down a sometimes volatile Mario Balotelli on the pitch where the club manager couldn't be!)
3. If the results are all important and your values can stand it - you may have to choose to put talent, winning and performance above conduct and attendance!*

* Note - this one doesn't sit comfortably with me, but they did win the League so it had to be said :(

Runners Up: Lessons from Manchester United

1. History is just that... you cannot become complacent or switch off – ever!
2. Earn respect and have a good relationship your team, past and present... you need them – Paul Scholes came out of retirement and nearly helped United to a 20^th title.
3. Keep going – At one point, it looked as if Manchester United had already lost the league and suffered an unexpected and embarrassing defeat to their nearest rivals. Despite this, unsettled team members, and lots of illnesses they just kept going. Already, the club (well the manager, at least) having grudgingly congratulated the opposition are already licking their wounds and planning for next season.

“Failing is not in the falling down, it's in the not getting back up” - Chinese proverb.

Final guaranteed Champions League spot: Lessons from Arsenal

1. A slow start, big losses and intense criticism can be overcome. 
2. One star can carry a team - it shouldn't be that way, but sometimes it just is, but... 
3. Be careful not to overburden your star, or you might not keep them. The question is: how do you keep your star performer happy when it is so often said that if you want something done, give it to the busy person?

 Top Manager: Lessons from Alan Pardew 

Well done to Newcastle’s  Alan Pardew who was voted Premier League Manager of the Year, and deservedly so. Some of the reasons I agree with the choice include:

• He quietly went about his business getting in quality players who he was prepared to develop and let shine.
• He didn’t moan about his challenges (eg moving up North where he wasn’t wanted)
• He showed bags of passion and wasn’t afraid to apologise/take responsibility when things got heated or went against the gameplan.
• He motivated his team by making them believe they could win a big prize, and still celebrated them even though they didn't
• In terms of results, he improved his team’s overall position.

It might be 'just a game' but we can LEARN so much from it.

Enjoyed part one? Next: What we can learn from the bottom teams.