Michael Savage, Dr Carol Rich, Iraq discussed on Breakfast Leadership


This is the breakfast leadership podcast boundaries. Super Out you make the choice. Here's euros to Michael Savage Welcome back I've got Dr Carol Rich on the line carry. How are you good? Thank you Michael. Thank you so much for having me. Thank you for being here you are. You've got a dramatic career and I'll have it in the show notes and all of that because we could talk for an hour about your Iraq starting your career but hr obviously has been a huge part of your career and We were talking on the pre show about covert nineteen and what's going on with work and went up but This yeah give us a little bit of a background about you. Know the work that you've done and you're doing and and then we can segue into what we're seeing right now in the workforce and covert nineteen and what we anticipate might be the new normal going forward. Yeah sure that sounds great. So quick background I always have a hard time with a quick background. So let me see a year. I didn't think I would get into. Hr I was more on the therapy and psychology track and that was really getting a doctorate in psychology. And GonNa do that and then I have found the organization can be so dysfunctional that no matter how you help individuals the organization is so broken that it doesn't help so it almost felt like you're you're just helping one person at a time whereas an organization you can help three thousand at a time as that really kind of hooked to me too okay. How can I balance this helping? Individual and helping the organization in Asia was perfect. Interplay of that. It's also as I like to say. Very subversive psychology because people aren't prepared and yet you are practicing psychology everyday in HR so worked in a corporation worked in big giant machines fortune. Five hundred working in HR in various things of generalist and talent management. Tell imagine is where I where I did most of my work but then was able to do a generalist work where we had fifty thousand employees or fifty thousand associates out day. So you can imagine the funds stories that we had Those are another book just hr stories which are lovely and hilarious. No one can believe him and so then really was into the change management talent management. And what I liked about being a generalist is you could see both sides in so I understood what it was like to be a specialist. And how hard that work is but then also it. How planning it getting people on board but then on the generalist side how actually difficult your world is. Because you think you're going to have a nice Monday and then something like cove nineteen happens up your entire month's work so doing that and then just realized that. Perhaps I'm not the best person in a corporate environment I more entrepreneurial spirit more let's break rules leads Push boundaries. How can we do different things so at that same time? My Co author of my book. Monica Freidy we're talking about. Hey you know what we need better. Hr representatives the profession isn't respected very much which is a real bummer. Because it's an amazing profession and we also have some people who don't have some fundamental skills so we thought well you could complain about it or you could do something about it so we wrote a book about fundamental skills foundational skills for HR people. It's called the way the HR warrior so with that plus realizing I'm probably not the best. Corporate Girls Sometimes We at a we meeting Kelly Gunther and I start our own company. Called the BRACI group. Were really help the HR profession trying to educate and do a lot around hr warrior skills as well as helping organizations around change management strategic hr even if they don't have hr we help them set the fundamentals of HR and do some executive coaching for people so that is still not short. My goal but probably way shorter than I than I typically am so. Congratulations you gotta vast career in a minute or two. That's it's not easy. I don't but does sleep the framework and it you know. There's so many things you dive into that but the Cova nineteen thing and corporations is such a interesting dynamic becomes in talking with people. Everyone's wondering okay. What's things gonNA look like wants? All of this is kind of behind US and I. I sense that you know where it's going to be a few months of things it's GonNa you know. Change the trajectory of everything forever. And I and I think from a working standpoint on what work looks like and how work is being done is is GonNa look a bit different and I think I had a conversation earlier today with somebody about this as well and we talked about on. How remote work in something? Get your insights on remote work. Such an interesting thing because for organizations that use to micromanage their employees a lot. There's an element of trust in remote work. You don't get to see people unless you force them to be logged in on their chat. Twenty four seven and available for zoom. Call every two seconds or things like that. Which if that's the case people I mean. This is just guidance. It's not advice. Don't hold it against me. But UPDATE RESUME DOT DOT GOV. I think because a this this whole thing I is flushing out How bad some managers are but that could be a completely other series of conversations about that but remote work and what. It was like before sit existed. It wasn't this brand new thing but you know some organizations did it not as much as was going on right now but from an HR perspective. What is that? Like to get that setup into buying from management to create the environment to do it now of course now they. They really didn't have much choice in the matter. It's like you either do this. So your close so So most people elected say well. We're going to do it and but I'm just curious on your thoughts about remote work in house set up before and in what you see. Your works can look like in the future. Yeah it this one is so fascinating to me because this one. I don't think they can kind of undo it right so that that were the term. You can't put the genie back in the bottle. I feel lake. This one is out there and it's GonNa be really difficult for managers and leadership teams to now say no. We can't do it anymore. So if I worked for you my call and I've been begging you to do remote work and you said No. No no no no no no and all of a sudden now do it right. It was forced. And I've done it and now I come back to you. You say no. We still can't do remote work and I'm like but I've been doing it for three months. It's been working really well. Why can't I do it Oh now what It's interesting I was talking to someone. Who's she's moving for a job to Atlanta and her spouse also wants to move and he works for a company that is very old school when it comes to remote work however course like everyone. They've been forced to do it. And so he's now thinking good I can do my job from Atlanta. He's originally from there in the Mid West now and I think it's going to be four months ago. His manager said NOPE WE DON'T DO REMOTE WORK. You don't have this job will now. How are they going to say that? He's been really successful. They've been hitting other metrics in their goals. And so. I think this will be so difficult for managers to take back because it's been done relatively successful at most companies and so if you look companies yeah like you said Michael. It's not a new concept. Many companies have been doing this. Many companies have been struggling to do it as well so it reminds me of when a lot of the retail stores like up. Should we do ecommerce because bricks and mortar is might go away and there were some who we're going. GonNa do ECOMMERCE. We're GONNA figure out how to hybrid this. We're GONNA is evolution. Were moving forward and some are like now. We're not GONNA DO ECOMMERCE to remote work is relatively the same thing. Are you going to move forward to with what employees want and this is not just I mean yeah you can look at the generations of it but there's a lot of people in all the generations who are very happy with working remotely? They have a different lifestyle. They get a live somewhere else. I live in a cheaper place because I get a do remote work versus living downtown Los Angeles or something like that so there's a lot of benefit and it cuts across gender and race and and generation. So you have lots of people wanting to do it. Companies who have been on the forefront were very well equipped to deal with this. They could manage it. There have been lots of companies who have been struggling. I have worked at a company in it. All goes back Michael to exactly what you said trust. That's really it. That's really it if I trust that you're going to do it and if I can't see you I can't trust you. And so the one company. I was working with the leaders. Just they don't trust that it's GonNa get done. And so they drag their feet and drag their feet and drag their feet and now of course. They're all forced to do it. So we really interesting to see how people are going to try to either go back which. I don't think you'll be able to because like you said your people are going to update the resume or they'll put weird tracking things on their computer. But it really comes down to trust. And it really illustrates poor management. And yet we can have a whole nother series on the poor management. But you know in a crisis you're kind of your original might professors to say this. I love it. Your original cultural programming comes out raid so under stress. If I'm working so hard not to be aggressive in assertive and that takes a lot of energy but now I'm under stress boy. I'm going to be super aggressive and assertive because I can't even even hold back that the filter anymore as Obama manager. Who doesn't really trust you in this crisis. Just GonNa get worse. So you're going to see some bad managerial. Behavior is exposed with this too. Because they can't they can't touch in and be controlling for everyone so I just think this remote work. This is one where it it won't it's not GonNa go away. Leaders are really going to have to take a good look at themselves to say how Megan it managed through this and h r really needs to be flexible and HR sometimes isn't the most flexible they liked policies and procedures. And you need to have those. But how do you manage the flexibility within that? And how do you help? People really think through remote work. I worked with a company and they were so lovely with remote work. They're like okay. Here's you know. I don't know how much it was. But they gave a certain amount. Just set up your Home Office. They expected certain things But it was very well documented but still flexible so it felt very fair. It wasn't I worked for Michael. I work from home and Man. I get just work two hours a day..

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