My First 90 days #first90 – A repost from linkedin

I wrote this piece a couple of days ago on Linkedin and thought I would share it hear as well.

http://www.linkedin.com/pulse/my-first-90-days-just-yourself-first90-paul-rasmussen

 

#First90

It is really tempting I think whenever you are starting a new role to want to show yourself in the best light, to be the best person you can be, to try and really fit and become part of the company culture. The problem is that sometimes what we end up doing is giving people a false impression of what we are like, of how to approach us and of how we work.

My single biggest piece of advice is that from day one follow just one simple rule

Be Yourself

Why? You are either going to fit or you are not, and the company hired you so they must have at least thought there was a good chance you were going to fit and in the long run if it is not going to work out for either you or the organisation would not it be better if everyone realised it as early on as possible when everyone can cut there losses with the minimum of damage.

There is also another much stronger reason for adopting this simple rule as well. You just might find that your job becomes far more than that, it becomes some where where get to enjoy what you do, form strong relationships and most of all actually have one.

 

HR and Diversity

Another really good post from Sukh. My organisation is one that has a huge level of diversity across most of it areas of work, including HR, which I have noticed for us means that we don’t often talk able diversity, simply because it is part of our day to day life, our corporate DNA so to speak. What I do find interesting is that Sukh has hit the nail on the head, when I think about my networks and connections and the conferences I attend outside of the organisation. We are all for the most past, either white middle aged men or women. I am not sure however that this means that diversity doesn’t matter to HR or that if diversity did matter HR would look very different. It might mean that as a profession we are not working hard enough to encourage people from diverse backgrounds not only to enter the profession but to want to share their experiences at conferences and such and work towards leadership roles. I agree that we should reach out more and do more to encourage people from diverse backgrounds and not just for legislative reasons or the like, but because highly diverse workplaces can really encourage different ways of thinking and doing things.

Thinking About Learning

After an enjoyable couple of days at the CIPD Annual Conference and Exhibition, I’m quite buoyed about the growing understanding amongst HR professionals to innovate their practice, and how to make their practice more human centred. There were great stories from companies who insist on their managers being of the same level and with no extra pay than the people reporting into them, stories of companies who gave their staff breakfast everyday, stories of purposeful mentoring programmes to help women achieve senior levels, and stories of how to cultivate managers to be their best authentic selves.

And as I reflect, I’m struck at just how far down the agenda diversity is. Not in terms of the conference or exhibition – there were a good range of topics to address diversity, and a good number of exhibitors who were concerned about raising awareness of various topics about diversity.

Here are the…

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