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5 Behaviors That Will Turn Your HR Team Into Your Biggest Fan

5 Vital Behaviors That Will Impress Your HR Team (with Video)

by | May 31, 2018 | By Karin Hurt, Career & Learning, Human Resources |

What does your HR team say about you? Does it matter?

As we engage in our long-term leadership development programs, we inevitably spend time talking to the HR team about who’s in the program, why, and how we can best help. For better or worse, we hear what they’re thinking about you. Their hopes and dreams for what you can become, and of course, their concerns.

It’s been fascinating to experience the consistency of HR thinking across industries and geographies. Whether they are in Singapore, San Juan, or Kentucky, it’s the same behaviors that drive the HR VP nuts.

And of course, their impression can influence your career. Most senior leaders have one trusted member of their HR team on speed dial–not because they HAVE to, but because they WANT to. In my time at Verizon, I’ve been on both sides of that call.

There’s no better ditch the Diaper Genie™ conversation than what happens with an exec and their trusted HR strategic partner on a talent issue.

Here are 5 Behaviors That Will Impress Your HR Team

If you’re looking to get to the next level, or even to survive tomorrow, it’s helpful to have your HR team in your corner, cheering you on. In addition to being a rock star in your day job, Here are five behaviors that can help enhance their impression of you as a high-potential employee worth extra investment and support.

  1. Be Coachable (#1 By a landslide)
    Be open to feedback, from up down and sideways. Really listen to what you hear. And show how you are integrating the feedback into real behaviors to improve. HR hears “Yup I got it” all the time, and then watch employees slip back into old behaviors. Show them you’re hearing the feedback by acting on it.
  2. Tell the Truth
    Nothing frustrates a good HR person more than half-truths. If you want them to be straight with you, be straight with them.
  3. Treat others with Deep Respect (Including Your HR team)
    This seems so obvious…and yet, I can’t tell you how many times I’ve watched a “high-potential” manager talk down to their HR team as if their role was somehow less important than a field assignment.
  4. Work Hard
    “He’s smart but lazy.” “She’s great at managing up, but doesn’t actually get much done.” “Yeah, you know that Gamer you talk about in Winning Well? That’s John.” Not the recommendation any of us are going for.
  5. Be Open to Try New Things
    Your HR team is looking to build a strong bench of talent for the long-term good of the company. They need utility players who they can count on to turn-around just about any sticky situation. HR loves the employees who are willing to take on a new challenge or make an unexpected lateral move.

Your HR team can be an invaluable resource to help you navigate your career and to get the feedback you need to grow and develop. It’s work the effort to invest in these important relationships and to ask for, and act on their feedback.

gain Human Resources support

See also 5 Secrets of a Utility Player

Want more human-centered leaders in the workplace? Share this today!

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Karin Hurt

Karin Hurt helps human-centered leaders find clarity in uncertainty, drive innovation, and achieve breakthrough results.  She’s the founder and CEO of Let’s Grow Leaders, an international leadership development and training firm known for practical tools and leadership development programs that stick. She’s the award-winning author of four books including Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates and Powerful Phrases for Dealing with Workplace Conflict, and hosts the popular Asking For a Friend Vlog on LinkedIn. A former Verizon Wireless executive, Karin was named to Inc. Magazine’s list of great leadership speakers. Karin and her husband and business partner, David Dye, are committed to their philanthropic initiative, Winning Wells – building clean water wells for the people of Cambodia.

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BUILD CONFIDENCE, TRUST AND CONNECTION WITH CONSISTENT ACTS OF MANAGERIAL COURAGE

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Be More Daring

BUILD CONFIDENCE, TRUST AND CONNECTION WITH CONSISTENT ACTS OF MANAGERIAL COURAGE

Get the FREE Courageous Cultures E-Book to learn how

7 Practical Ways to be a Bit More Daring

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