Musings on HR in the Public Sector

[hrblackwidow-blog]

The Elephant in the Room

I'm currently reading Humane Resourced, and the picture on the front it of an elephant being dragged into the room. Early on the author declares that this is the role of HR. It is certainly a role I feel I have played repetitively in my career and whilst it is often my biggest moment of fear, it is also where I know I have earned and gained respect in my work. I worked for an organisation through an incident that was front page news for weeks. Frankly the media took a non-issue and twisted it into something apocalyptic, but the company did an incredibly bad job of managing their communications and engaged badly with their staff. To be totally clear, the HR team were ignored through most of this. That in itself should be a lesson to the leadership team, but they're stifled and certainly won't be reading HR blogs. However, I think in the middle of this crisis I had my first prominent elephant in the room moment. After probably a 10 day PR nightmare an emergency management meeting was called. I was left off the invite list (why would HR need to be there) and therefore was summoned to attend late, I sat at the back and gathered my thoughts. The consulting firm that had been engaged were to present their findings on the current scenario, including the employee perspective. The CE was horrified that the employees were proud of the processes they followed and felt the media approach was over the top. I could have told him that, and the reasons for it, but still I'm sure it was a good investment ... What I could also have told him was the fact that he was horrified by this was an indication that he was out of touch. This was due to the fact that he had barely been in this building in the last 5 years, never communicated any vision or expectations, let alone any response to or politics around the crisis. This was the first meeting I'd attended with him. The climax of the meeting occurred when he said, in total desperation: "Who is in charge here?" And walked out. Priceless. The room was silent. I looked around and asked: "Just out of interest, who does think they are in charge here?" Silence. Eventually, someone I didn't expect put their hand up. I think the room breathed a collective sigh of relief. The conversation moved, something changed, the group made a plan and someone opened the wine. The CE returned at some point. I don't think he added any thing else. I don't think I ever saw him in another meeting ... He's still there. Maybe I'll blog about "Leadership and the Old boys club" at some point. Sometimes asking the obvious question, curiously, is our role ... Take a deep breath and speak it, no-one else will ... But everyone will thank you for it.

[hrblackwidow-blog]

Ladies who lunch, high maintenance women and me

Some days, when I'm slammed at work, up against (normally unnecessary) deadlines, I'll dream of being a "lady who lunches". You know the type. This dream has lessened recently, mainly having had more exposure to one such group. Now even when I'm slammed, I know I'll get through it, achieve, move on and know the satisfaction of the moment. Maybe that's just experience and wisdom, but it's also because I no longer dream of the other way of life. My exposure and ability to observe a group of ladies who lunch was disturbing. I listened to their "world" and it scared me. My parents are, and have been for some time, transitioning into the world of being retired and their world is shrinking. What they seek from life is getting smaller, the where, then when, the who with, the what's important, it's all shrinking. It appears that for the ladies who lunch, their world has already shrunk. With my parents I think it's too soon, but I get that this is what they have been aiming for for over 40 years, they have made it, so whilst I worry that they will be bored I understand they feel they have earned it and they have worked hard for this. Ladies who lunch ... Not so much. Occasionally, I glimpse a desire for something else in this group, and I wonder whether the afternoons on G&T are their drug of choice to alleviate the boredom. Many of this group are highly educated, and I find it painful when they enquire about when I will join the ranks of women who lunch, which to means giving up all that I am blessed to be given authority to lead and steward. I practice HR in a complex environment, high demand industry and many people regularly question why I do this ... Well here's the reason, I need the intellectual stimulation, the challenge, I'm not ready for my world can shrink ... I can't imagine wanting it to shrink. I see the benefit of increasing my understanding / learning continually. I meet too many people who are frustrated by their careers because they are bored. I've been there, I wonder whether it led me to the edge of depression, I choose complexity and challenge. So to those ladies who I feel are looking at me as if I am challenging their world, I am, you look at me as if I am letting the side down, sorry you're letting me down ... I'm not suggesting you need to work at all, but I am challenging you to consider what your contribution should be to this global community, I'd like you to consider this question, discuss it over lunch, then do something, anything ...

[hrblackwidow-blog]

Limbo ... A cold glitter of souls

Seamus Heaney wrote the poem Limbo, I remember studying it at school, it pierced my heart. It talks of the dilemma of those bairns who, according to Catholic theology, can neither reach heaven or hell because they have neither sinned or been saved ... Limbo is where they will remain ... Stuck betwixt and between. Stuck betwixt and between or limbo is also the word for my current state. I have resigned, but not left yet, and I have signed a contract, but not started yet. My thoughts shift between finishing well and starting really well. I have moments of doubt, were the reasons to look elsewhere really enough, can I succeed in the next role, the next season will be draining why was I thinking I wanted that? On and on ... Rationally I know this just part of the change process. My reasons to seek this opportunity were and are numerous. I hope that in 18 months I'll have a great team, ticking like clockwork, achieving at work and in a good rhythm of life outside work. I know there is a journey to get there, the experience I have already makes me realistic about the challenges ahead, so now I am seeking to enjoy the journey. So I try to rest in the limbo, to enjoy being on one level free but with a certainty ahead. I'm excited about the journey and hopeful I will find what I've been looking for in work for some time to come.

[hrblackwidow-blog]

Experience & time, no way round it

I love seeing HR people grow in their roles, I am brutally honest with fresh faced HR Advisors at interview: 'This is the toughest and most complex environment you could practice HR in. You will hate it, probably for 12 months, after this you will either love it or leave. It is the complexity and demanding nature of the sector that will either keep you coming back for more or spit you out. You will make mistakes, you will learn faster here than anywhere else, you will have access to every HR experience you could dream of at speed, you will be part of a great team, who will support you through it all. This sector will either enthral you or drown you. You must manage the expectations of others, and you must have a life outside this place, I want you to work hard but I also want you to go home with the energy left to enjoy life. I hope you will succeed, thrive and flourish. I welcome you to the show. There are no books to help you navigate through this sector, you must find your own path. Look for allies, for those wise old beans who've been there, done that got the t-shirt. They are invaluable, listen to their wisdom, let them tell you the real temperature of the organisation. They know. Gently test your thoughts / ideas with them, don't expect them to be gentle with you. Enjoy the ride.' I love seeing the journeys these newbies experience. Every so often we make the wrong choice and the sector spits them out, I'm always sad when they leave bruised. I'm therefore intrigued about what makes one person resilient and another, well, not so much. The group that I find most difficult are those who really think the can fly when they are barely walking in this environment. They probably have all the qualifications you can dream of, they're incredibly productive and confident but they lack maturity and they aren't the full package yet. And the only way to the next step is experience and time ... I know I was that person, and there is no way round it. I'm currently thinking through a new development plan for an HR career ladder, and it's extensive. Maybe being more explicit about this will help, and also considering which parts / how much of the plan is mandatory to progress might be more supportive? It's not clear cut, and the maturity category is hard to define, and I am sure I will lose more people to a better title or more money in the years to come, it's just a learning curve for us all.

[hrblackwidow-blog]

A growing commitment to feminism and the quest for equality

I have already said I am a thirty something, female, senior HR professional in the public sector. I think I have mentioned I am also happily married, to a man I consider my equal, and I know this is a shared perspective. My soul mate, best friend and husband is a partner in a successful professional services firm. At varying times in our marriage we have both been the "main breadwinner", that's in inverted commas because we are fortunate enough that it hardly seems relevant and it has never been a competition or point of contention. I'm about to have the higher income, but he will likely receive dividends. Our main aim is to provide for our retirement, contribute to society productively and enjoy life to its fullest. Unfortunately though, I have recently come to realise that among his male peers, which I should consider my peers, I am not considered equal. So currently I don't consider them my peers. This realisation was crystallised when after almost a decade of supporting his business through ups and downs, I was offered a new job in a new location. A location where his business was trying to grow, so a location which could work for us both. The reaction of the other male partners astounded me: "You let her push you around too much" "You should have consulted with us over this (my) job opportunity" "Don't you have enough money" These were definitely said with a tone that inferred I am the little lady, who goes to work for fun and pin money. My wonderful husband and equal, gently enlightened his partners that my career is as important as his, that is isn't about the money, and that they clearly didn't have a scooby as to what I do for a living. It took some months for my husband to share these comments with me, and some months on from this they continue to haunt and astound me. These male partners would like their wives to contribute more, and yet they cannot see the double standard here, and we are Gen X. We were all brought up to achieve, be productive, and become fiscally independent, so I am still trying to work out when this expectation changed? If I go back to the post about "Can we have it all?", I concluded that it is all about balance and choices for no one can have it all, but on the point of equality for careers and pay I am becoming more militant. I am committed to looking for ways to break down these barriers that I didn't create and are frankly ridiculous. I want to find ways of holding up a mirror to these guys and asking "are you serious?" when they criticise my career and seekingly expect me to step aside for him. I want to ask them to look themselves clearly in the eyes when they answer that question, and see if the answer changes. I intend to further strengthen my commitment to seeing women get extra support and encouragement in fulfilling their career aspirations, as clearly equality in the workplace is still some distance away... It's not utopia, there are barriers to be removed still, but most of them are in the heads of men. So for the first time, I declare I am a feminist, and I am ready for the battle ahead. At another time, I'll come back to the point and discuss its relationship to salaries ...

[hrblackwidow-blog]

The demise of the bureaucrats in a time of cut backs

A little while ago I was in the capital for work with a couple of colleagues. We're also female, good friends, fit, healthy and high achievers, so we planned to go out for dinner. The banter on the way to the restaurant was typical, and despite an arrange of life challenges we were in high spirits. Walking towards our destination I sighted a lesser spotted bureaucrat I had previously worked with. I say lesser spotted because over the last five years or so this group, especially in the capital has been being culled (made redundant). I told my colleagues to walk on, and took the time to reacquaint myself with this ex colleague. Now it's a conundrum for me because I actually think a reduction in bureaucrats was necessary and has been beneficial. Specifically, a significant amount of clearly irrelevant work has ceased and improvements have been made in operating models. Yet, the bureaucrat I came across looking slovenly and unloved, commented how infuriating he had found the project we worked on due to the lack of vision to improve. On the other hand I had found his contribution frustrating due to his lack of appreciation for the complexity of the sector of the project, meaning his bureaucratic approach would have been a disaster. He failed to recognise that the team, whilst not always aligned, had the future of the sector in mind and a commitment that past errors would not be repeated. I guess that's the difference between a bureaucrat and a sector champion. I guess a challenge is how to transform bureaucrats to champions, because we need their knowledge but we need to engage them fully in their work. It was a depressing conversation all round, and I was glad to join my colleagues for tapas and engage in more inspiring conversation about the challenges of progress and development in the public sector. I'll continue to look for the lesser spotted bureaucrat and try not to walk on by.

[hrblackwidow-blog]

Lessons from William*

A few years ago now I had the honour of working with a guy who was terminally ill. By choice he worked till the end, until he physically could not climb the stairs. At the time this was raw and painful both for him and for the team. I wondered, selfishly, if this would destroy the team, whether people would leave. I wondered why, why he chose to work, why he seemed to be in such denial, why he hadn't told his children, why he was going to die so young, the "why" questions continued. One week after he stopped worked, he passed away, his wife rang me whilst I was out running. I knew what the call meant, I considered letting it ring out, I took the call, expressed my sympathy and exhaled a sigh of relief for everyone. The "whys" stopped. I kicked in to an autopilot of communication and moved on, including back to finish my run. A few weeks later, the team celebrated his life, marked some steps for healing collectively and we became stronger and closer. I now work elsewhere and many of that team have moved on too, but I thank William because it forced the team to be mindful together in the workplace, and we will always remain connected because of him. I have had a year of being very able to be mindful outside work, but in the next year I want to focus on being mindful at work. Keeping the goals in mind, but enjoying the process or being present in the process even when it is hard. The journey is as important as the destination. *not his real name

[hrblackwidow-blog]

Hard days, tough calls, the reality of health & safety

In the last few weeks my organisation installed some gadgetry in vehicles to monitor their efficiency. An additional feature is reporting on locations and speed. The reporting astonished me, even though after all this time it probably shouldn't, as the speeds were more than excessive. Discussions ensued around whether this was inappropriate monitoring of employees. The bigger picture is that I never want to call a loved one and give them news of a tragedy so an individuals stupidity is unacceptable. This has been reinforced by a recent close tragedy which will be a health and safety incident for another company. It refreshes my new passion for health & safety at work, every person should return to their loved ones at the end of their work day as they left them ... EVERYONE. The costs of health and safety are never higher than that of a life lost. So the challenge of a strong health & safety culture continues, it must come from the top, but I think it is also a matter of individual responsibility which is a family thing. The worlds of work and home collide here in the strongest sense and they must be part of this story.

[hrblackwidow-blog]

I am too young for this ...

Over the last ten years these words have resounded in my head over and over again at work.  Generally, this means I am facing an issue for the first time and I feel out of my depth, and because I will be the youngest person in the room.  In the last couple of years I have begun to wonder when this will end, in particular when will there be someone in the room who is younger than me. Right now that shows no sign of happening, but it must be close.  There is a big part of me hoping that when this does happen I will feel that I have come of age.

Recently however, I completed a reputable 360 degree feedback tool, and this issue came up in the initial feedback session.  This insecurity is clearly coming through in my work, and I have been encouraged to just step into my role, because at the same time I am perceived as being competent.  So I stand on another precipice, wanting and needing to step into my leadership role confidently and letting go of my own perception that I am too young for this, and probable that I do not feel qualified. 

I keep thinking that if I can do this I will enjoy my work more, and this is something to accomplish.  It would reduce my self doubt and internal conflict and allow me to focus more fully on my work.  Who wouldn't want this ... but it is easier said than done ... 

[hrblackwidow-blog]

The best boss ever

Over my last 5 roles I have been blessed with 5 wonderful managers. I consider myself lucky. There was one over that period who caused me to find a new opportunity, but then all the competent direct reports in that situation made the same choice within 6 months so enough said. Of these 5 wonderful managers though my last manager stands out, so much so that I chose to leave before he did because I knew that I didn't want to face any of the options I knew would occur when he chose to leave. I made a good choice, and the scenario I was concerned about happened before either of us expected soon after I left. I guess my decision would be considered typical of my generation, I loved my job, team, organisation and sector, but I couldn't trust that to continue. So the organisation lost out. I don't regret my choice which is good. But what makes 'the best boss ever'. He wasn't perfect, but here are some attributes: Freedom to grow Stretch through responsibility ... Occasionally with some discomfort Access and support when necessary Occasional acknowledgement Trust Respect Openness Autonomy Exploration of issues Leadership by example in the tough situations Correction of documentation only in terms of content not style My current boss is great too, and is teaching me to have the tough conversations, to stick by my convictions in an argument. The difference between them is probably experience and maturity ... The best boss ever had seen it all, been there, done that and remained calm ... Nothing beats experience I guess ... I'd walk over hot coals for them both. Just stoked to learn from them both. I aspire to lead and manage like them both.

[hrblackwidow-blog]

Can I have it all?

I can often be found out cycling listening to podcasts.  One of my favourite podcasts is the BBC's Woman's Hour.  The quality of journalism is high and the topics are intellectually stimulating and often develop my sense of purpose in my work and in general life.  A repetitive topic is "can women have it all", by which they mean can women have a career and children.  

I am a female HR professional in my late 30's who is child free by choice.  This choice remains controversial, despite the fact that medicine has been developed to both enable and prevent procreation, but that's a topic for another time.  However, in the last year that question of "can I have it all" has haunted me.  One of the many reasons I don't want children relates to the sacrifices I know I would have to make giving up things I enjoy and I find fulfilling (including the closeness of my marriage, my health and fitness, my friends, the arts, my work, and the list goes on).  However, I still fail to have it all, I no longer play an instrument, there are many team sports I no longer participate in, I fail to keep up with theatre, dance and art house cinema.  In addition, I have not achieved the academic achievements I dreamt of.  Yet, I couldn't be disappointed, my career has progressed beyond what my wildest dreams, my personal life is more than comfortable and intellectually stimulating, I have a sense of purpose and meaning in my life and my work, and I am fit and healthy.  

So, no, you can't have it all, no-one can, with or without children.  What you can have is purpose and meaning and a clear understanding of living in the moment.  We are entrusted with (to a greater or lesser extent) a role in community to progress the development of society.  This does require personal responsibility, work, commitment and acceptance that we can't have it all, but we can establish and balance priorities.  This is my leadership role, to point others to the discovery that this is the hope we can strive for and achieve.  This is also the role of the public servant.

[hrblackwidow-blog]

On being intimidating

This realisation is not a new one, HR has an interesting reputation, generally not a positive one, and added to that I am very aware that I have an intimidating presence.  

The reputation is an interesting one the profession has developed over decades from a mishmash of urban myth, old school personnel and experience including:

the role of priest / gossip / camp mother 

the inaccessible (or read alienating and unnecessary) lingo

the overly bureaucratic requirements that inhibit business operations

the confidentiality conundrum, we can’t share the actions we take to address performance problems and we can’t respond to the “stories” rogue employees tell 

the role we are bound to play in ensuring painful employee processes mitigate legal risk, resulting in the perception of bad cop

the difficulty of quantifying the fiscal contribution of getting recruitment and development right versus exiting the village idiot the organisation has carried for years

So into these assumptions and experiences the current HR professional can stumble unaware.  

Recently a number of concepts have assisted me to challenge this reputation within my current context:

Grace

Style

Being an ambassador 

I suspect that these are somewhat public sector specific, but I intend to explore and expand on these more.

[hrblackwidow-blog]

HR Marmite

Over the last decade I have worked in a number of sectors, but all of them as a public servant, including education, health, local government and utilities.  At the start of the decade you couldn't attract young HR grads into the public sector, through to having the pick of the crop.  To be honest I'm not sure where the market is right now.  Prior to this I was a corporate kid, and I credit the start of my HR career to a tech company that was ahead of its time.

Through the last ten years, my career has progressed beyond what I ever anticipated and I have clarified why I choose to be an HR professional in the public service.  I can sum this up as authentic purpose and meaning in all I do.  I get up each day knowing that my role serves my community, contributes to the development of society and I am committed to providing the right services, at the right time, effectively and efficiently, through the right people and systems.  

So yes, I understand that the perception of the public sector is not sexy or considered cutting edge, but there is no place I'd rather be.  I am not interested in serving the profits of shareholders or owners.  My passion for this has over and over again resulted in the recruitment of top class graduates.  I really don't mind if their next role is in the corporate world, because I am confident that they will learn and take what they can, but ultimately come back to the public sector to serve their country.  I might even give it a crack, but I suspect that I will only find real fulfilment in the public sector.

More importantly the complexity and intellectual horse power of those employed across the public sector can not be beaten, and I couldn't thrive without this.  So yes, I call it marmite, you love it or hate it, can hack it or head back to the simples ... If you haven't considered the public sector you should.  It may not be well funded, or have the best benefits, but it will reward you and develop you (even if this on the job, and the result of burns and scrapes).

Just my view, more to come.