HR Carnival – Summer heat

I have not hosted an HR Carnival for about a year. I am happy to do it again. There are some great posts in this edition. I did not specify a theme but most of them seem to have a leadership theme. Hmmm… I wonder what that may be related to? So without further ado here is the lineup.
Ben Eubanks submitted a post about Uber. While you might think “Yawn”, this post has a very interesting take. It is about how the workers are “gaming” the system because they are working for an algorithm rather than feeling like they are working for people. Ben says “People want to interact with people. That’s not Uber’s business model, but we’re seeing now yet another strain on the company based on a fundamental fact that humans are social creatures.” There is a lesson for all companies in this post. As we proceed in to a more AI driven world we may want to keep this in mind. Check out Your Uber Drivers are Cheating Because They Don’t Want an Algorithm for a Manager.
In his post on critical thinking John Hunter says “A management culture where the best defense against criticism of an idea is to make the claim that such a criticism is a personal attack and therefore doesn’t show “respect for people” is a poor culture.” In The Importance of Critical Thinking and Challenging Assumptions John says “Knowing the difference between choosing short term benefits over long term consequences and a failure to comprehend the long term consequences is important.” It is all too easy to see just the short term. Read John’s post for some tips on critical thinking.
Melissa Fairman tells us why curiosity is so important in today’s world. In a world where robots may eventually take over curiosity may be one of those human skills that may keep you employed longer than others. So check out her discussion in Lack of Curiosity is Killing Your Career.
In today’s world of talent shortages and candidates that quickly disappear from the marketplace Yvonne LaRose tells us why a “process” in hiring is critically necessary. She says “The economy is no longer a soft cushion where people have a huge luxury of time. There are obligations that require attention. There may be changes in conditions that require adjustments and change of employment situation. There are many factors in addition to someone else was able to pull their act together in a more timely manner and extend the offer.” Read Yvonne’s post on The Hiring Process to learn how you may avoid the mistakes of others that result in candidate loss.


The leadership related posts start off with one from someone I consider the “Dean” of leadership, Wally Bock. He tells us, in Leadership: Crucibles, Consolidation and the Power of a Journal, about an important tool in the development of his leadership skills. With so much wisdom available why would you ignore the opportunity to be a better leader?
Linda Fisher Thornton tackles the subject of ethics in her post. Always a sticky subject, and one critically important today, Linda explains why we need ethics rich leadership. She says “We need leaders who do the work required to understand complex issues so they can make good decisions.” Who doesn’t see a need for that today? Check out Ethics-Rich Leadership: Why We Need It.
Jesse Lyn Stoner reminds us of something that many leaders tend to forget… their responsibility as a leader is to develop their team. Too often as a consultant I run into leaders who really don’t do any development. She says “…there’s a common misbelief that the best way to get talent is to go out and hire ‘winners.’” In her post Team Development Is a Key Leadership Responsibility provides us some tips for how development can occur.
An oft overused term is that Millennials are our future. That always elicits a big “no shit Sherlock” response from me. Unfortunately, it seems that many people forget this and thus are not doing anything to prepare these workers for what it takes to be leaders of the future. In his post Millennial Managers: 7 Skills for the Next Generation of Leaders, Davis Jones provides us with some guidance for managers of millennials and for millennials themselves on how to acquire leadership skills. Davis says “While 44% of Millennials view themselves as being the most capable generation to the lead the workplace, only 14% of all surveyed agreed.” That is a huge gap and we need to follow his advice in order reduce it.
Lastly in the leadership space is Mark Fogel who talks about leaders abdicating some of their responsibility in order to protect companies. He says “We shut up victims, sometimes with a lot of money, to avoid bad publicity and lawsuits…. How sad.” If that is not enough to entice you to read Politically Incorrect, Burning Bridges and Telling “All”, then I am not sure what will.
Also along the lines of some leadership advice is a post of mine where I talk about some things that you can do to improve the excellence of your organization. Check out my post called Some top “Have you” questions to ask yourself. You may get a tip or two that may help you improve.
That wraps up this Carnival. I hope you have found it productive.
Here is an omission on my part, from Robin Schooling. It is about culture. Robin knows culture. Read IS CULTURE FIT A MYTH?

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