consulting

Why Difference is Such a Great Teacher

Posted on by Seniye Groff

I recently recorded my first podcast with an interview with Unstoppable Mindset’s Michael Hingson. Not only was it a good challenge for me, Michael is a force to be reckoned with. Look up his story and sign up for his podcasts. He interviews a very diverse, eclectic cast of professionals and I was lucky to be invited to share my perspective. I will say after the recording (done in one take) I, of course, thought of a million other things I could have said…we really are our own worst critics. Anyway, I thought I would write a few posts on my site about the various topics we discussed…and so the title of this post.

Difference forces us to ask questions. For example, if someone does a task differently from you, it is a great opportunity for you to learn another perspective and then ask questions to continue the learning. We often jump to, “that’s the wrong way to do it” when instead we should relish the fresh perspective and lens.

Traveling is another great opportunity to ask, “Why?” To immerse yourself in a new culture and the joy of the unknown alley is where growth happens. Hang out with a toddler for even 30 minutes and you will get asked “Why” a million times. Why to we stop asking, “Why?” We should keep our eyes that wide and that question in our back pocket for our entire lifetimes.

I love trying new foods, not knowing the language and the general discomfort of not knowing what is around the bend. That doesn’t mean I don’t get sweaty palms and perhaps an increased heart rate, but those reactions certainly prove I am ALIVE and fully immersed in the task at hand.

The Post-Pandemic World

Posted on by Seniye Groff

I was recently asked, “What’s different now that the pandemic is behind us (hopefully)?” As people professionals, we are often on to the next crisis and don’t have time to stop and reflect on the tsunami of the last two years. So, I really appreciated the question and the invitation to pause and consider this important question.

First and foremost, I think employees got comfortable with advocating for what they need. They are no longer afraid to say, “Timeout, that doesn’t work for me any longer.” I also believe that the conversations around mental health are super healthy. In essence, mental health is now considered a health issue similar to a routine physical or having a baby. It is long overdue that the stigma of mental health disappears. This translated to believing it is okay for employees to use their benefits. Previously employees were afraid to use their PTO as it might indicate a lack of dedication to their job, but now taking PTO is a health imperative. Relaxing and rejuvenation is indeed exactly what the doctor ordered!

More than ever the employee experience is key. This starts with leadership. Employees are not in the child role, while leaders are in the parent role. Work is a partnership so leaders you are now on notice that employees expect collaboration, respect and transparency. The employee experience starts with the job posting and carries all the way to retirement or termination. Words on a wall are not enough…ask the difficult questions about what candidates and employees want and what drives employees away from your organization when they decide to leave.

Values, inclusivity and belonging are here to stay. These are not catch phrases or a check the box effort. Employees want to make sure the organization they join or work for are aligned to their “why”. If there is no alignment, it will just be a “job” and you will not get the employee’s passion, which is where true performance happens. And for those companies that think the focus on diversity, equity and inclusion (DEI) are a passing flavor of the month, I am happy to inform you that is not the case. It is here to stay and employees expect identifiable action and results.

So I challenge each leader, regardless of the role or title, to lead with empathy and advocacy. Build skill development plans not only for leaders, for all employees. After all, work has changed and the skills needed to be successful on the job (and life) need to evolve, too. And finally, ensure your company’s values are aligned with the daily actions that employees are accountable and rewarded for to ensure a robust employee experience.

What others things have you seen that are different post-pandemic?

The Beginning and the End

Posted on by Seniye Groff

Similar to the joy of seeing the first spring flower or the first snowy, winter day, the beginning and end of a consulting assignment is most exciting for me. I can set the stage for success or failure by specific actions I take at both critical points in any engagement. The bookends of a project are your client’s impression bank, long after you are onto another assignment. Throughout a consulting assignment, ethics and strong communication skills are keys to a successful engagement. Unless you do what you say you are going to do and communicate along the way, the outcome will not be seen as success in your client’s eyes.

So what can you do to ensure a strong beginning and end to any of your projects?

In the beginning, the client wants to confirm to himself (or even the entire organization) that hiring you was money well-spent and that the time SMEs will spend with you (instead of doing their own job) will be a sound investment. Ultimately, will you solve the problem that you were hired to solve? By rolling up your sleeves, asking good, thought-provoking questions and listening, you can confirm to your audience that you “get it”. Don’t jump to conclusions and presume you have all the answers. Listen to the real problem to determine the root cause of the issue you are asked to solve. On the other hand, you must move fast. Unlike an employee, there is no “on-boarding” time for you; you need to put in the hours to understand the environment, culture, players and issue as quickly as possible. You were hired because you are the expert and you must demonstrate that expertise quickly in the relationship.

Assuming you met your deliverables and solved the problem (and perhaps a few additional issues) how do you end the assignment successfully? I firmly believe that you thank your stakeholder personally–either in person or with a hand-written card. I realize that in this day of email, it is easier to hurriedly spew of a few lines, but I believe it is much more meaningful to do it in person. Secondly, write up a transition plan prior to your departure, highlighting what you have accomplished, where documentation is located and any follow-up activities to ensure what you suggested or created remains active in the organization. Finally, make sure you connect on LinkedIn and even ask for a recommendation, while your success is present in the client’s mind.

What have you done to ensure a strong beginning or end to projects you have worked on?