Alan Collins’ Post

Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

Per SHRM, 31% of new HR leaders FAIL within 12-18 months.  🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻   👉 1. Be Crystal Clear on Your Expectations:   • Ensure everyone knows what success looks like.  • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel.   👉 2. Be Ethical. No Excuses:   • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule.   👉 3. Be Forgiving:   • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly.   👉 4. Be Rational:   • Explain your decisions, esp. when people disagree • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them   👉 5. Be Open.   • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you.   👉 6. Be Transparent as Hell:   • Don't hide information, the imagination runs wild.  • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team.   👉 7. If You Mess Up, 'Fess Up.   • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust.   👉 8. Stay Positive and Follow Your Passion:   • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it.   👉 9. Over-Reward Great Results:   • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done.   👉 10. Praise Publicly, Criticize Privately:   • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment.   👉11. Remove Barriers:   • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics.   Thanks for reading and your continuing support.   Thoughts?   --- 📌 P.S. - HR Leaders: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below.   Comment: In the SHRM study, the 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either. 

A successful individual often starts by focusing on their own development. They learn new skills, build their network, and strive for personal excellence. But when they transition into leadership roles, their priorities shift. Their success becomes inextricably linked to the growth and development of their team.

Per SHRM, 31% of new HR leaders FAIL within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR Leaders: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below.

Per SHRM, 31% of new HR leaders FAIL within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts?

Per SHRM, 31% of new HR leaders FAIL within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. Comment: In the SHRM study, the 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

Looking for a Sunday Read? Here are 7 books to help you get ahead of 99% of your competition: 7. Good to Great by Jim Collins Examines what it takes for ordinary companies to become great and outperform their competitors by analyzing 28 companies over 30 years, who managed to make the transition or fell prey to their bad habits. 6. Primal Leadership by Daniel Goleman This book delves into the importance of emotional intelligence in leadership. It shows how resonant leaders create positive environments and dissonant leaders create negative ones. 5. The Essential HR Handbook by Sharon Armstrong and Barbara Mitchell The Essential HR Handbook is a quick reference guide that sheds light on the issues that keep managers up at night. It is filled with information, tools, tips, checklists, and road maps to guide managers and HR professionals through the maze of people and legal issues 4. Beyond Discomfort by Nadia Nagamootoo (she/her) A practical guide for leaders aiming to foster true inclusion in their organizations. The book introduces a new model of inclusive leadership, which identifies four belief systems and their associated emotional responses to Diversity, Equity, and Inclusion (DEI). 3. Dare to Un-Lead: The Art of Relational Leadership in a Fragmented World by Céline Schillinger Schillinger argues that the conventional top down leadership style, rooted in industrial era theories, is outdated and often harmful. Instead, she advocates for a leadership style that emphasizes liberty, equality, and community. 2. HR Disrupted" by Lucy Adams The book builds a case for change by introducing innovative approaches to HR. It emphasizes the importance of leadership, culture and technological advancement and explores the trends that will shape the future of HR. 1. Irresistible: The Seven Secrets of the World’s Most Enduring, Employee-Focused Organizations by Josh Bersin This book explores the practices of organizations that excel at creating a great employee experience. Bersin distils decades of research and management theory into seven practical yet profound management principles. And if you're looking for some practical help with boosting your career, book a call with Juraj Lovas. https://lnkd.in/dfAWJ4iZ #hr #leadership #selfhelp #careerboost #oppurtunities #selfdevelopment #skills #thoughtleader #selfhelpbooks

HR LEADERS - Are you YOUNGER than the team you're leading? Here's the BRUTAL REALITY you should know...   👉 First of all, you're not alone…   -- According to SHRM, 27% of HR pros report to someone a few years younger.   -- This trend will continue because many older HR professionals are working longer, deferring retirement, and will continue to be led by those younger.   👉 You may feel "imposter syndrome."   -- It's natural.   -- The solution: BELIEVE that you deserve your role   -- Otherwise, your leadership wouldn't have put you there.   -- So don't doubt yourself.   👉 Bring your own style and approach.   -- You don't need to emulate your predecessor.   -- And you don't need to be the polar opposite, either.   -- People will sense if you're masquerading or being inauthentic.   -- So be yourself...everyone else is taken.   👉 Focus on earning the trust of your team.   -- This is crucial to your success, whether you're age 25 or 75.   -- However, gaining trust & credibility may take longer than you want.   -- But you can speed things up by simply showing RESPECT.    -- Show that you value others' experiences by soliciting their advice.   -- Getting their input on important decisions that affect them is crucial.   👉 Avoid trying to make yourself look good.   -- Instead, focus on making everyone’s job easier is 10x more effective.   👉 Make it so that, after your first 100 days, they’re wondering how they ever managed without you.   Just a few thoughts from a friend.   Your thoughts? 📌 Graphic is complements of Johnny C. Taylor, CEO of SHRM!   --- 📌 P.S. - HR MANAGERS, DIRECTORS or VPs - Want more seasoned advice, wise counsel, and ways to hit the ground running if you're a new HR leader? Then check out "The New HR Leader's First 100 Days" at the link in the first comment below.

Navigating professional relationships can sometimes be tricky. If you're finding it hard to manage conflict at work, here's some great advice from My Smart HR & Leadership 's Ingrid Vaughan: https://loom.ly/g0C4Rkw