A Powerful Idea for Giving Gratitude To People at Work

Another Thanksgiving has come and gone.

It is a unique time of the year. A time to stop. A time to remind ourselves of what is truly important. A time to reminisce the memories of Thanksgivings gone by. A time to be thankful for the people in our lives.

Food, football, parades or shopping are the rituals that come with it. These are merely the conduits for bringing people together, reliving old memories and creating new ones.

Spending time with friends and family is what makes it meaningful.

That is nothing you already don’t know.

Words Matter

Here is my question to you.  

This past weekend, did you make the time to specifically tell the people in your life why they were special and the impact they have had on you?  

I am not talking about giving thanks at the dinner table in general with everyone gathered. That is good.

What I am asking is, did you look them in the eye, speak from the heart and tell them something specific about why you are thankful for them?

We all take people, things and circumstances for granted in our lives. That is part of the human experience. We say things to ourselves like, “of course they know why they are special to me, I have told them before, I don’t always need to say it”.

Yes, actions speak louder than words, but words are very powerful in their own right.

Time is the other thing we all take for granted.

Until it runs out.

There are a few people I would have loved to tell how they impacted me, if they were still here to tell them. I am sure you had people you missed as well this past weekend.

We know life is short. We know we should make more time to do the things that are truly important.

However there is a gap between knowing and doing. There is also a gap between our thoughts and our words. These gaps help define our legacy for the short time we are here.

The Meaning of Work

So today you are back at work after 4 days off.

If you are like me, there were many days I came back after a holiday or a vacation and struggled getting back into the swing of things. Wishing for just a little bit more time away with my family. Not feeling like amping back up for the work priorities staring me in the face.  Asking myself about the meaning of work, and if it was all worth it in the end.

That lasted for a few minutes and then I went back to getting on with the work to be done. Sometimes I would think about it again on the drive home, but it became a fleeting thought in the routine of my daily life. These interruptions in my routine I have come to learn are the most important ones and should not be ignored or suppressed.

Here is something else you already know.

We spend more time with the people at work than with anyone else in our lives.

I have heard many people over the years say “work is work, and family is family”. They keep their two personas very distinct.  Separate their realities. Showed up differently for both.

I could never do it. Truth be told, I felt sad for them in a way.  I also felt that it was one of the biggest missed opportunities in creating an engaged workplace.

There have been countless people in my career that have had a significant impact on my life, directly and indirectly. Whether they knew it or not. Managers who supported and challenged me.  Co-workers who inspired me.  Senior leaders I looked up to.  All made me a better person having known and worked with them.  The lessons I learned are still with me today.

The meaning of work is the impact we have on others for the short time we are together.

Thing is, I didn’t always tell them.  Don’t be like me.

The Truth About Your Job

Here is one thing I can guarantee you with absolute certainty.  

The people you work with today will not be the people you will be working in the not too distant future.  They will come and go. Teams change. People move internally or externally.

Here is another thing I can guarantee.

You will not remember people for their work accomplishments as time passes on. You will remember them for who they were and how they made you feel. How they made you a better person.

That goes both ways.

People will not remember you for your work accomplishments either.  No matter how important or urgent your projects or priorities are. No matter your job title or your career history.

Your legacy will be how you lived your “gap” at work. How you made them feel. How you impacted them. Positively or negatively.

If you don’t believe me, just try to list your work objectives and how to performed against them from 5 years ago. 3 years ago. Last year even.  Likely, you will have to pull them out to read them to remind yourself. Now try listing the people who have impacted you at work and why. I bet you did not need a piece of paper.

Giving gratitude to people at work

A Recipe for a Better Workplace Through Gratitude


Make the time to express to people at work why you appreciate them. What you have learned from them. How they have impacted you and others around you.

I have had the privilege of facilitating many team business planning sessions in my career.  Many times I was asked to include a “team building” exercise.  “No rope climbing or falling backwards exercises please” was the usual request. I was always happy to oblige. They are all shallow, don’t really change anything and honestly, no one really likes them anyway.

The exercise I did was a very simple one.  I gave everyone a set of recipe cards with a simple set of instructions.  For each member of the team, write the answer to the following question, one person per card- “One thing I appreciate about you is……..”.  Sometimes I would give another trigger question like “The most important gift you bring to this team is….”.

Initially people would look at me with an expression of “you want me to do what?” or “this is hard”.

The next part was critical.  Instead of just handing people the card afterwards to read on their own, I asked them to stand up, look at the person, and read what they wrote. Sometimes I let people do it in a round robin format if it was a larger group with many people to speak to.  The more powerful way was to focus on one person, with everyone else getting up one at a time to read what they wrote about that person with everyone else listening. When everyone had read what they wrote about that one person, we moved onto the next person and so on.

Nothing is more impactful than looking someone in the eye and telling them how grateful you are for them and why.

The energy it created in the room was palpable. Almost everyone at the end of the exercise would say it was a great experience. I would run into people months afterwards who still had the cards people gave them.

It was real. It reminded people of the meaning and impact of your time with people at work.

Thanksgiving is Not Just a Holiday

What I outlined anyone can replicate. It does not have to be a structured exercise. You don’t have to be a leader, and you don’t need a formal occasion to do it.

This week, make time to share with people you work with or for one thing you appreciate about them, and how they have impacted you. Make it personal. Be specific. Be sincere. Do it in person, otherwise known as the “old fashioned way”.

Life is short and there is much to be thankful for. Thanksgiving reminds us of this with our friends and family.

Don’t wait for a holiday to share with loved ones why they are special to you.

At work, don’t wait for a farewell gathering or retirement party. Make the time this week for the important things. You just did with your family and friends.

There is no difference between you at work and you at home. We do not stop being ourselves, being human, when we cross the threshold of our office everyday.

The impact will be palpable.

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Falling Back In Love With Your Job

We can all get frustrated at work. Sometimes, beyond frustrated. 

Seamlessly never-ending workloads, unrealistic deadlines and last-minute “emergencies”. Days or periods when going to work can seem “soul-sucking”. 

Many people when they get to this point, believe a job change is in order, “fire up their resume” and update their LinkedIn profile. This may be the right course of action for some people, however I caution anyone looking for a change to simply change jobs for the sake of change itself.  

It is the age-old “run-to” vs. “run-from” question that we each need to answer honestly.  

“Running from” is thinking a job change itself will leave your current frustrations all behind without a career goal and plan in mind. In my experience coaching leaders and employees, people who have “run from” eventually find out it is same stuff, different location.  

“Running to” is making a career change with a specific goal and plan in mind. More importantly, it is moving you towards your purpose or passion. If this is the case, a job change is in order.

There is a third option. We can empower ourselves to take back control of our daily work lives, rekindle the passion in our career and find our “soul”. 

Connecting with your Purpose

Take a personal day, or carve out some quiet time to reconnect with your unique passions and dreams. Answering simple yet powerful questions like:

  • What are some of my proudest life accomplishments/most difficult challenges and why?
  • What have I learned about myself along my journey to date?
  • What am I good at?
  • When I am lost in the moment and truly enjoying myself I am (fill in the blank)
  • What do I want my impact to be in life?  How do I want to be remembered?

Simple, yet powerful.

The key in answering these questions is to focus on you and you alone. Not your job, your company, your family or friends. Just focus on yourself, and reconnect with the talents and passions you bring to the world.

Once you have done this, apply it to your job. How can you apply and live your purpose at work?

Most companies have a mission statement, set of values and/or company purpose statement. How do this relate you your individual purpose? How can you live your passion while at the same time advancing the needs of the company? What things would you like to be doing more in your job? How can you be the author of those changes that serve both the needs of the company and yourself?  

Then build your business case and present it to your manager.

Many people believe they do not have the freedom to alter their “job description”. Yes, there are core elements of everyone’s job that may not be able to be changed. However, in my experience, people who have completed these steps and present it to management from a “win/win” perspective many times get exactly what they wished for.

Even in the worst case scenario and no changes can be made in your job, you have clearly defined your “run to” strategy, and can start looking elsewhere to pursue your purpose. Inside or outside your company.

ideas for falling back in love with your job

“Raising a Colleague” 

As a working mother, I know all too well the demands and pressures of being a mom, wife and business owner. There never seem to be enough hours in the day, and the list of “to-do’s” gets longer and longer. 

For all the demands it places and how frustrated I can get at times, I would not give it up for anything, and I have yet to meet a working mother who would give it all up either. Why? Because the act of giving unconditionally, raising a child and seeing them develop, gives you a deep level of satisfaction and meaning.

This may sound unconventional….but why not do this for others at work? Are there millennials just starting their career you know could benefit from your experience? If you are a manager, who do you have reporting to you, and how can you help your people grow? Is there a project team that could benefit from your knowledge?

Sometimes the simple act of taking the focus off of yourself, and focusing on others can be a powerful way to re-energize yourself at work.  

This may also connect with your purpose. For example, if you like developing others and have an aspiration to get into a management position. As an added bonus for managers, the more talented and capable your team is, the more time you have to pursue other passions or interests at work.  

As the old adage goes, “it is better to give than to receive”. So long as you are invigorated by it, and it does not place another unwanted demand on yourself.  

Find your “Corporate Soul Mate”

When was the last time you had a mentor at work? Or what I will call a “corporate soul mate”.  

Actively seeking out someone at work you look up to or aspire to be like can be a motivating factor in your job. Whether your company has a formal mentor program or not, there is nothing stopping you from meeting with other women you can be a mentor. Take them out for lunch or a coffee. Have a specific topic, or set of topics in mind.  Share your experiences with them and ask them to do the same.  

My strong advice is to not make it a “pity party” and discussing what is wrong with your company, management team or other co-workers. Instead, focus the discussion on personal learning and growth. 

Many times this works better if it is not set up as a formal “mentor” relationship, but rather as an informal meeting to connect with each other.

Why stop at people in your company? You can seek out others externally as well. You may be surprised just how willing people are to help you if you frame it up the right way. Plus, you are also building a powerful network at the same time.  

Like all relationships over time, they can become stale and need to be re-energized. That does not always mean a separation or divorce is in order.  

Look for ways to “spice up” your relationship by taking these simple steps to breathe new life into your career.

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2016 Election & Insights For Your People Engagement Strategy

The day after, the day after.

No matter which side of the election you were on- or not on- I think it is safe to say the country, and the world in general, was surprised.

I am not trying to take sides, inflame people or create a discussion on who is/should have been the next President. Your Facebook page or Twitter account is handling that quite well.

Nor am I trying to get everyone to “come together and unite”. These things take time- if at all- and it a choice people need to make individually.

Like you, I have spent the last couple of days trying to digest the change and understand how the outcome was arrived. Being a bit of a political junkie and HR geek, I also asked myself if there are any lessons to be learned for HR professionals.

I believe there is.

I know elections and politics are not a 1 to 1 correlation to engaging people at work. I am trying to draw parallels, and share some important lessons we can remind ourselves of as HR professionals.

Your engagement survey results do not tell the whole story

Engagement surveys in some ways are like polls.

Most companies have a survey mechanism and/or other ways to measure the engagement of their people. Comparatively speaking, these surveys are conducted infrequently vs. polls where it seems there was a new poll result everyday during the election cycle.

In election cycles we vote once. Your employees vote everyday. They vote by showing up- and how they show up. They vote in the discretionary effort they give- or not. They vote in the conversations they have with- and how they treat- their colleagues. They vote with how well they serve your customers. You see it ultimately in your business results.

Let’s be honest. The pollsters got it wrong. Yes, in the late days they reported the race was close and was in the “margin of error”, especially in the battleground states. Yet they whiffed on several states that were not supposed to even be close. They fell in love with- and over indexed on their data- reams and reams of it. They under indexed on insights- and the real sentiment of the population- not just in battleground states. Even if you subscribe to the theory that Trump supporters did not truthfully indicate their support in polls- the fact still remains that they missed. Pollsters will tell you polls are not absolute but statistically correct in their methods. Blah. Blah. Blah.

I have worked in several companies where we did engagement surveys. All with reputable survey providers. Lots of pretty data and bar charts- too much data actually. Year over year comparisons and heat maps of percentage point increases and decreases. Big data and then requests for sub data from the big data from senior leaders. More reports, bar graphs and charts. Lots of PowerPoint presentations. Scripting and re-scripting of communications. Action plans developed. Interim pulse surveys conducted until the next big survey. Rinse and repeat. You know the drill.

I had the privilege of working at one time with a very smart Chief Marketing Officer. Marketing people love their market research data as you know. Yet he believed that people will say one thing in a Nielsen survey, and act differently at the point of purchase. So instead of relying on the data, he hired market research firms to follow shoppers at the point of purchase to truly see what their behaviors were. What he discovered was that shoppers say one thing, and act differently in store. Brilliant.

The best way to gauge employee sentiment as we all know is to simply speak with people. In person. The old-fashioned way. At times it also made me question in some ways why we are surveying in the first place?  My insights came from conversations, not bar graphs.  It wasn’t even about the questions I asked. It was simply watching and listening. Wasn’t perfect. Wasn’t scientific. But it is was real.

I am not suggesting to stop engagement surveys- but don’t rely on, and fall in love with, your data.  

Get out there. Connect with people. Be with people in their environment, not just in engagement focus groups and meetings.

The media is biased- as an HR professional you can’t be

If there is one stance I will take about the election cycle- it is that the media is biased. Every network. You name it. Biased. People watch the channel with the message they want to hear. It gets ratings. Ratings get advertising dollars.

I have spent a lot of time over the past few months at my computer in my home office with the TV on the background. I channel surfed to see what different networks had to say. Objective journalism is almost dead. Only a few true journalists remain. Ones that report the news- ask the tough questions to both sides of the aisle- and look for real insights. Most are pundits, repeating talking points, injecting bias. Playing favorites. I place the reduction of civil discourse, and the divide in the country, at the feet of the media as much as politicians. I miss journalism.

To carry forward my analogy, one of the roles your HR team needs to play is the role of objective journalist. Reporting what is really happening. Asking the tough questions. Delivering truthful insights. Even if it is not what people want to hear.

Yet at the same time, HR is also responsible for the thought leadership and execution of strategies to increase engagement. Like a campaign manager. That can be a tricky line to walk. I have seen some HR professionals become pundits for their solutions- and therefore- are not objective. They became more focused on having the right solution, their solution. They were too invested in it- they can’t be wrong.

You need to be both the objective journalist and campaign manager.  Equally.  That means seeking and telling the truth- not about being right.  Setting the strategy and course correcting along the way.

Your senior management team can’t live in the “D.C.” bubble

The ivory tower syndrome. Corporate office vs the field. 30th floor vs the 3rd floor. D.C vs the “fly over states”.

No matter what side of the election you were on. There was a general repudiation on both sides of the “Washington elites”. That is why Trump won. That is why Bernie was so popular. That ultimately is one of the main reasons why Hillary lost.

People are fed up with politicians they perceive as self-interested and ineffective. Living in the “bubble”. This election cycle, including the primaries, was fueled more by populism than policy platforms. People are fed up with with the insider crowd and wanted change. There is a clear zeitgeist- on both sides.

Back to people engagement.

Your senior team in some ways are the politicians of your engagement strategy. They carry the message. They are also viewed as being ultimately responsible for the solution. Yes, everyone has an important role to play to drive engagement. However fair or unfair, right or wrong, your senior leaders are looked to by your employees to “fix it” more than anyone else.

Ensure they are not in a bubble, and truly understand what is driving engagement. Even if that means their own dysfunction.

Get them out there in their constituencies- in the field, on the 3rd floor. Listen. Understand. Demonstrate they can make effective changes. Can get the job done. Show they care and can be trusted. Not in words but through their actions.

As campaign manager- keep them focused, on point. Deliver insights and frame the strategy to win. As objective journalist- call it like is.  

I realize the full picture of what happened during this election cycle is not entirely summarized here.

What this election cycle did reinforce for me, is that simplest ideas are usually the most effective ones. The more we are out of touch, the less effective we are. The more we talk, the less we listen.

The more we are “right”, the less human we become.

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Hacking HR Forum Tampa – May 15th 2018

Shockingly only 9% of companies are ready for the era of digital HR according to the Human Capital Trends Report by Deloitte.

Let’s change this together. Better yet, let’s hack HR together!

We want to help you and your organization be ready and lead the digital revolution of HR with technologies like #AI #blockchain #machinelearing.

That is why we are so excited to officially announce we are bringing #HackingHR to Tampa and the Florida HR community.

Hacking HR was founded Enrique Rubio in to foster innovation in the space of where HR meets technology.

WHEN: May 15th 5:30PM-8:30PM

WHERE: The Kaizen Collaborative


If you think these ideas are far fetched or not for a long time to come, we encourage you to think again. That is why you need to start preparing yourself and your organization. Now.

Some people are fearful of these technologies.  That they will “replace” us. We think differently.

Technology can also enable us in incredible ways.  Trying to resist the impending the next technological revolution is not the answer. It is coming… much faster than you can imagine. Moore’s Law has proven to be prophetic.

The future will be defined by how we choose to define it as HR professionals. We choose to see the possibility.  What will you choose?

Do you need another reason to join us?  All net proceeds will be donated to Live Fresh.  An exciting new charity that provides mobile showers for the homeless across Florida.

We welcome all HR Florida professionals to attend the event. 

Join us for what will be an incredible evening and support an amazing new charity at the same time.

Let’s learn, engage, connect and have fun.

Let’s start getting ready for tomorrow, today.

#soulifyyourhr  #hackinghrtampa

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Using Social Media to Screen Applicants

Social media is one of the most popular phenomena in today's society, facilitated by the widespread use and reliance on technology for virtually everything throughout our lives. We use technology to go to school online, making time for advancing our careers easier than ever before. Many workplace functions are carried out through technological devices and Internet connections. Places of employment also put technology to work in finding new employees for hire - including social media.

Outside of technology, including tools like cameras that capture moments in time, it's impossible to go back in time and see who did what, when, and where. We often hear our friends, family members, colleagues, and accomplices talk about others, ranging from good deeds performed for strangers to selfish acts that harmed others. However - when cameras are out of the picture - there's no certain way to tell if what you hear about people is actually true or not.

When employers look to social media, they see events, attitudes, and interactions with others on their public profiles. While it's possible to block access to one's page, some people fail to do such, providing the outward image that they don't' care about what others think of them.

Often times, this works against people that have applied for various positions at a business or organization.

Mitigating The Legal Risk

Businesses are sometimes prone to facing legal risks related to discrimination, brought to businesses by disgruntled potential employees. Carnegie Mellon University, one of the most advanced colleges across the globe when it comes to the world of business, found that entities using social media to assist in the screening process were - whether one is actively doing so, or happens to appear to do so on - more likely to discriminate against protected characteristics.

It's entirely possible to safeguard against such possibilities. You should always have a department totally unrelated to making hiring decisions evaluate applicants' social media presences. If someone that makes such decisions reviews their social media profiles, that person may be biased in their screening of applicants' profiles, causing those belonging to other protected characteristics get the job.

This can also result in not selecting the best employee for the job, as managers would be judging applicants on things totally unrelated to their expected performance in the workplace.

Leverage The Experts

What's also a good idea regarding social media screening is hiring an organization trained in such a field, like Fama, to do the work for you. They're likely to be more experienced in looking for key information on applicants' social media profiles, resulting in hiring employees that are better at their newfound jobs than other candidates would be.

Another important rule employers should follow is staying away from requesting applicants provide your business with login information to social media platforms. Doing so is likely to push applicants away, and is even illegal in some states across America. Applicants could delete information that might remove them from job contention prior to your business actually inspecting their pages, undermining the purpose of conducting social media screening on their profiles.

Using social media to screen employees is likely a good idea, but not if you don't know what you're doing. Rather than trusting yourself, contracting such responsibilities to an independent social media screening agency is a sound idea.

Customer Service Agents Can’t Keep Up – And It’s Hurting Your Bottom Line

At HR Soul we are proud to partner with thought leaders & disruptors in the space of HR, Learning & Development, OD & Talent Management. The following post is written by John Buschiazzo, SHRM-SCP – a talented and experienced HR professional located here in the Tampa Bay area.

A Shift Is Required In Your Customer Service Training

In today’s fast-paced world, customers demand more and compromise less than at any time in the past.

An entitlement mindset permeates every customer interaction, and it doesn’t take much to send that interaction into a downward spiral of anger, resentment, and frustration.

The recent spate of airline issues serves as but the latest example of this ongoing problem.

Social media is ready at a moment’s notice to capture the moment things go south, which then leads to media backlash, loss of sales, and brand devaluation.

Customer Service Agents are not equipped to deal with this new breed of customer, with new expectations, new demands, and new and shorter fuses. 

Your Customer Service Training must evolve to meet these new customer demands.

The Fast and The Furious – Keeping Up with Customer Demands

Most customer service training, whether it’s for a call center, front line staff, servers, or any customer facing role, focuses on outdated objectives that boil down to three core tenets:

  • Product knowledge
  • Company policies and procedures
  • Establishing rapport

Unfortunately, this training model worked best in an era when customers were less demanding and social media wasn’t at the ready to catch agents in a bad light, exponentially expanding every negative customer interaction.

A “one size fits all” model is no longer appropriate in today’s new reality.

Customer service must become faster, and yes furious, to meet the new demands thrust on them by customers.

From Meeting Customer Wants To Identifying Customer Needs

While the method to transform customer service training may seem simple, it actually takes a good bit of effort and energy – especially in change management practice as learning teams and business leaders must come together to define the problem and agree the way forward.

While the transformation steps may look to be equally important – recognizing and embracing the need to teach agents influence and negotiation is by far the most critical change required.

A smile and the platitude of the customer is always right won’t cut it any more.

In this new customer paradigm, agents must be able to troubleshoot, assess a situation, then act swiftly to defuse tension and satisfy customer needs.

Training Can Still Help – But A Shift Is Required

The following shifts will put your customer service training on track to deal with any fast and furious situation that may arise.

Shift #1 – From Knowledge to Dexterity

Most training tries to teach every representative every nuance of every product, the classic data dump of knowledge. In an ever-changing world, this is unrealistic.

We need to stop providing the fish, and teach them how to fish by:

  • Building and maintaining navigation tools and databases representatives can use in the moment so that product knowledge is at their fingertips
  • Teaching associates how to navigate the tools and systems swiftly

Shift #2 – From Legalese to Light Reading

Many customer service organizations believe command and control is the best way to ensure compliance. This often leads to a vicious cycle driving down engagement and damaging ability to retain talent as more and more policies are overlaid to stop the bleeding.

We need to simplify policies and trust associates by:

  • Crafting a small number of relevant policies that guide associates in their work and interactions with customers
  • Teaching associates the policies through job-shadowing and live skills practice rather than rote memorization

Shift #3 – From Niceness to Negotiation

Easily the most important transition is moving from being nice, at all costs, to being able to negotiate a situation to maintain calm and thus the relationship. As the world becomes ever more geared toward a culture of entitlement, we need to recognize and equip our agents to handle difficult customers, not simply to be nice at all costs.

We must shift training by:

  • Teaching elements of crisis management, influence, and negotiation skills
  • Allowing ample skills practice with case studies, role play, and on the job training to hone these new skills

Applying The Shift In The Real World

By leveraging these techniques for a recent employer, we were able to measure the following dramatic improvements in our KPI’s:

  • Customer service agents achieved their minimum quality standards x3 faster
  • Engagement and retention scores each approved by more than 10% in 6 months
  • Customer NPS scores increased significantly.

Because our training methodology changed to meet the required shift, we were also able to cut time to train in 1/2 with a net savings of over $1M year over year.

But that’s just the tip of the iceberg compared to the value of brand and customer loyalty tied to the customer value proposition.

The new normal of customer service impacting all of us personally and professionally. Question is, what will you do about it? Even if you “don’t do” customer service training there are lessons here for everybody.

Remember this in your next customer interaction – internal or external – and these lessons can help you make that interaction better.

Most Popular HR Blog Topics From Our Readers Poll

Happy New Year to all our readers and thank you to everyone who participated in our poll. Here are the most popular HR blog topics you told us you would like to see from us this upcoming year:

  1. Culture
  2. Employer Branding – HR/Talent Strategic Planning – People Engagement (tied)
  3. Talent Management – Coaching & Assessments – HR Analytics/ROI (tied)

When we started this blog, we made a promise you to write articles that and build a community that discusses real issues, shares real experience and offers practical advice.  An HR blog with “soul”.

We fully intend to continue delivering on that promise in 2017.

If you have other ideas about topics you would like to see throughout the year, please connect with us and we would be happy to oblige.

Our Sincere Thanks To Our Florida HR Colleagues

“As we express our gratitude, we must never forget that the highest appreciation is not to utter words, but to live by them.”

John F. Kennedy

As we wind down 2016 we would like to offer our sincere gratitude for the welcome and enthusiasm we have received for HR Soul.

In particular, we would like to thank our rapidly growing network of HR and business professionals in Florida. Your warm welcome, receptivity to our purpose, the interest in our articles and the requests to meet have been simply fantastic.

2016 was a big year for our family and business moving from the New York City area to Tampa. If you have experienced a transition like this you know that it is exciting and scary all wrapped up in one. For our business, we launched our new brand while at the same time growing our network and working with clients. For our family, we have been focused on “landing” whether it be moving, finding schools or getting settled. On a personal level, this year has been a continual learning curve from website design to SEO to advertising being your own CMO.

Although I can say we have accomplished many things, everyday I wake up with an even longer list of ideas. Yet it has not seemed like I have worked a day. JFK was right.

Our purpose is to be an amplifier of soul in organizations. Where talent flourishes, leaders foster engagement and culture is the differentiator of business success.

Whether you are a small to mid-sized business or a Fortune 500 company, we can help. We can also work you regardless of your location.

Connect with us to experience our unique approach and explore how we can help amplify the soul to your organization.

Florida HR Consultants, Florida HR Consultants, Florida HR Consultants

Welcome to our HR and Talent Management Blog with “Soul”

Welcome to our Human Resources Talent Management blog with “soul”.

First a personal note.

If you have followed us, you will know that Andrea and I have worked in the corporate HR world for many years and recently started our own HR consulting company in the Tampa Bay / Orlando area. I am grateful to be part of such a great community, humbled to start this new chapter in my career and excited to help organizations here bring what I have dubbed – “soul” – to their people and business.

Onto the blog.

The Opportunity

My aspiration with our blog is to be a different kind of HR/Talent Management blog the way we are a different kind of HR consulting company.

I completely understand that we are all busy and have extremely limited time to read.  Meetings, project deadlines, unreasonable requests and stuff you did not plan or ask for.

I get it. Honestly. I really do.  I have been there too.

The LinkedIn universe is filled with “digestible” short articles that espouse the “Top 5 or 10 Steps” to whatever you need to know about leadership, talent management, talent acquisition or HR topics.   Here is my honest opinion.  Although they try to share helpful tips, they are forgettable and surface level.  They serve a purpose.  They can be easily shared with other people in your organization/social network.  They can be a quick “how to” move forward on initiatives.  They can be a reminder of what is important.  I get that too.

However, for all the articles I read, I am always left with a feeling of incompleteness.  Their “digestibility” makes them too simplistic and ultimately not very helpful at all.

My Promise To Be Human

That is the challenge I place on myself.  On all of us.  To write articles and create a community that discusses real issues.  Shares real experience. Offers practical advice.  Connects with people in a personal way. Is Real.  Even if that means we don’t solve the problem in “10 easy steps”.

No corporate jargon here like, “we will take a deep dive to uncover the root cause of pain points to take actionable steps on the low hanging fruit that will allow us to move the needle and create synergies that will result in a breakthrough moment and gain traction in our vertical”.  We all have been guilty of it.  Myself included.  I just can’t do it anymore.  Feel free to call me out on it if I do.

I will always be a student of HR experts like David Ulrich, Jac Fitzenz and Jack Phillips in setting a strategic agenda for HR and how to measure the impact of our work.  I am inspired by people like John Mattone and Simon Sinek for being human and getting to the heart of leadership & character in the workplace.  I am grateful for people like Wayne Dyer and Deepak Chopra who will forever be my guides on this journey of life.  I aspire one day to be able to write on LinkedIn like James Altucher with such an authentic and human voice.  Lots more thought leaders and influencers I could add, as I am sure you can too.  That is the point of our blog.

My Invitation To You

So my invitation to you is simple.  Please bookmark our website or follow our social media pages.  Please comment and openly share your thoughts, experiences and challenges in a real way. Please provide me with suggestions on topics you want to hear about.  Simple.

Welcome to our HR and Talent Management blog with “soul”.

About HR Soul

We are a different kind of HR Consulting company.

Our purpose is to be an amplifier of soul in organizations. Where talent flourishes, leaders foster engagement and culture is the differentiator of business success.

We are business leaders first, with deep and broad senior level Human Resources experience which allows us to be both generalists and specialists in delivering solutions that accelerate your business performance. We have worked across a large cross-section of industries, organizations and geographies.

Most importantly, we are truly committed to seeing every client– and their people– achieve both business and personal success.

We have soul.

Connect with us today to explore how we can bring soul to your organization.

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