Category Archives: Leadership Development

What would you add to this list for a great partnership?

I recently had the honor of speaking to a wonderful group of HR professionals in Dallas, Texas about maximizing the onboarding experience when relocating an employee. The employee relocation is often the first experience for a new employee and family with the new company which makes it critical to get off to a great start.

One of the points I always stress is the importance of developing a great partnership with your vendors. The right partnership can make a difference for the person managing the program and put them at ease which will also put the employee relocating at ease too. Investing in a great partnership basically says “we care” from the moment you made the decision to join our company. 

When the meeting was completed, I was asked to share some of the traits that make up a great partnership and wanted to share with you too. When engaging a vendor, it’s like a new date. It starts with being a good listener and learning what’s most important to each other to make the partnership effective. A partnership is a two way street and both parties need to be open minded, transparent, and committed to develop a great long term partnership

Some of the partnership traits that can make a difference include:

  1. Trust… is the foundation!
  2. Integrity… always do the right thing.
  3. Open communication… allows access when needed.
  4. Collaboration… working together when issues arise.
  5. Relationships… shows you care.
  6. Values… creates alignment for things that matter.
  7. Serve… each other in everything you do.
  8. Patience… when mistakes happen.
  9. Transparent… gives you the best chance to achieve goals.
  10. Purpose… its why we are here doing what we do!

Which one do you think is most important? Who you add to this list?

Call to action: Reach out to your partners to discuss the importance of these traits and what should be focused on to elevate the experience for everyone. or share how much you appreciate your current partnership! If you don’t have a partner, then use these traits to find a partner that best aligns to support your organizational goals.

This has been a “A Relocation Minute” on “Great Partnership Traits” with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media facebook and twitter page.

Also, check out www.BruceWaller.com for review my latest leadership book “Find Your Lane” now available at Amazon!

 

What is your defining moment in 2017?

It’s not how you START, but how you FINISH”

Jordan Speith started the final round of the 2017 British Open on Sunday with a 3 shot lead and had only 5 holes left to play in the championship. He had lost the lead by one stroke to his opponent Matt Kuchar. Jordan had a terrible start and was not playing championship level golf, BUT then he catches fire by scoring a 5 under over next 4 holes to win another major championship. Jordan Spieth finished strong!

In my new book, Find Your Lane, Chapter One is titled “it’s not how you start, but how you finish” which revolves around defining moments and the importance of making adjustments for success. We all have what I call defining moments. One of those defining moments for me came when I was having a conversation with my wife early in our marriage about our future. We were driving down the highway one afternoon on our way home from visiting our family when my wife asked me if I was planning on finishing college. I had started my journey toward a bachelor’s degree about four years earlier when I decided to leave after my freshman year to get married and start a family. Now, two children later, she was curious if I had been thinking about the future or was just going to accept the current situation with no plan in mind. That was a defining moment for me because I realized that my future was in my control…

As we drive past the midway mark in 2017, are you accepting the status quo or planning to make adjustments for a strong finish? Some examples might include:

  • If you have been managing your employee relocation in house, maybe this is the time to finally engage a partner for a better experience for you and your teammates.
  • Are you personally wanting to complete a certification that you have been wanting to achieve to elevate your career? Now may be the time to include on your list of items to finish in 2017!
  • Maybe you made a list of goals and haven’t looked at them since the beginniing of the year because life just got in the way. This may be a a defining moment for you to pick up the list to get started on achieving some of these goals.

“Life comes down to a few moments, and this is one of them.” (Bud Fox, Wall Street)

Call to action: What is your defining moment for 2017? Pull over and park to reflect. Maybe this is your time to reach out to a colleague to find ways for you to make an adjustment for a strong finish in 2017!

This has been “A Relocation Minute” on “Defining moments” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com You can also follow me on Twitter too https://twitter.com/BruceWaller

“Find Your Lane” book can be purchased on Amazon, visit http://www.BruceWaller.com for more information.

Did you know? The Diane McClendon Scholarship can make Impact in HR!

In my new book “Find Your Lane”, Chapter 8 is titled “Making The Most Of Your Journey”. The chapter of the book is about serving others in the workplace and in your community. One of the subtitles is “10 ideas that can make impact. Some of these ideas include: Connecting people, Sharing resources, and Nominating someone deserving for an award. As I think about this, I think about DallasHR’s Inaugural Diane McClendon HR Scholarship.

Today, I want to share this information with you. Please review and share this post with others that might be interested in this HR award of excellence too. It will make impact! 

DallasHR, a local SHRM chapter in Dallas is dedicated to developing human resource professionals to better align their functions within their organizations with their company’s overall strategic goals. To that end, DallasHR created the Diane McClendon Scholarship, which recognizes human resource professionals who have demonstrated a commitment to the field of HR through the pursuit of professional achievement and community outreach. This award is designed to assist the recipient’s professional growth through educational and networking opportunities afforded through DallasHR membership and attendance at The HRSouthwest Conference.

The selected applicant will receive:

  1. Full registration to The HRSouthwest Conference (http://hrsouthwest.com/)
  2. Three (3) nights of complimentary lodging at an official Conference hotel during the year the award is granted.
  3. One-year renewal of DallasHR membership

The namesake of the scholarship, Diane McClendon, served as the executive director of DallasHR and The HRSouthwest Conference for 14 years, retiring in early 2016. The positive impact she has had on the organization left its mark…and all who worked alongside her are better people because of her leadership.

  • Applicants must meet the following criteria:
    Minimum three (3) years of experience working as (and currently) a human resource practitioner
  • Current member of DallasHR (at the time of submission and selection
  • Holds a current HRCI (PHR, SPHR or GPHR) or SHRM (SHRM-CP or SHRM-SCP) certification
  • Please note: current DallasHR and HRSWC board members are not eligible for this scholarship

Application deadline is Friday, August 11, 2017

You can access the application by clicking this link below… http://www.dallashr.org/DallasHR/Career_Resources/Awards/DMC_Scholarship.aspx

Call to action: Click the link, and invest a few minuted to complete the online application for a deserving HR leader in the industry that meets the qualifications listed. It will make major impact for you both!

For more information on my book, “Find Your Lane”, visit www.BruceWaller.com 

This has been “A Relocation Minute” on “Diane McClendon Scholarship” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com You can also follow me on Twitter too https://twitter.com/BruceWaller

 

10 common threads for high achievers. Which number stands out to you?

Sara Blakely, CEO Spanx once said, “the more you experience in life, the more you have to offer to others.” I have been surrounded by some amazing people in my life, people that are inspiring when they walk in the room and are often referred to as high achievers. In 2016, I experienced being around some incredible difference makers during my “BeALifter” Leadership Interview Series, 10 questions with Bruce Waller.  

I really enjoyed learning and sharing some of these great takeaways on this blog during the series, and found many common threads from these high achievers that I want to share. Many of these leaders didn’t start in their lane, but showed the courage to raise their hand to be part of something bigger. Today I want to share my top 10 takeaways or common threads found in these high achieving business leaders to help YOU or someone you know along the personal development highway of success:

1. High Achievers Serve First
2. Never stop learning
3. Tell others they are appreciated
4. Nothing is ever accomplished alone philosophy
5. Mentors are key for growth
6. Always evaluate where you are today
7. Stay humble
8. Failing makes us better
9. Add value to others
10. Surround yourself with great people

Special Thanks to Tony Bridwell, Lee J. Colan, Dr. Sandra Reid, Dave Nelson, Jim Powers, K. Earl Reynolds, Peggy Smith, Brad Shanklin, Dr. Gayle Stinson, and Rufus Alexander for sharing each of your perspectives in this leadership series. I appreciate each of you for sharing your wisdom and inspiring us along the way. It is much appreciated!

What common thread stands out to you? Are you raising your hand? Who is your difference maker?

Call to action: Let me know your thoughts on this list. What stands out to you? Let me know if you would like to take the 10 question interview. It’s a great exercise to reflect on your leadership journey. Then share to help others find their lane for success.

This has been “A Relocation Minute” on “Common Threads for High Achievers” with Bruce Waller, for more information on relocation resources, call 972-389-5673, or email bwaller@goarmstrong.com. Follow me on Twitter too!

How heavy is your glass?

Have you ever held a glass of water in front of you for a few minutes without setting it down on table? How about 30 minutes? I’m sure your arm would be getting tired due to the glass of water feeling like it’s getting heavier. How about a few hours? By then, you would probably need to call 911 due to your arm feeling like it was going to fall off. You see, the weight of the water never changes. But it continues to get heavier the longer you hold it.

This is what it can feel like when an employee receives a lump sum to relocate or provided minimal relocation support for the family. When an employee is relocating on a lump sum, the family is often the one asked to hold the glass of water. 

A lump sum relocation is not anything new. This has been around for many years and is the easiest way to manage a relocation for an employee moving from one city to another. BUT there can be consequences. The employee takes a new position, then begins the new job in the new city while the spouse is tasked with managing the relocation. Selling the home, finding a new home, coordinate the household goods move, and helping kids transition along the way. This can become a very stressful time for everyone involved when you don’t have the right relocation support.

So what can you/we do to remove the burden and elevate the onboarding experience for families relocating?

  1. Assist employee with home marketing… even if you only provide a lump sum relocation.
  2. Partner with a moving company. This is a non-taxable expense to employee when direct billed to the company and lifts the stress for a family trying to select a moving provider.
  3. Include a house hunting trip, or provide new community information to include everyone.

Call to action: Reach out to your moving partner this month to discuss strategies to help your employees this summer. If you know someone that needs a partner, please share this information with them. They will appreciate the referral and so will their employees.

This has been “A Relocation Minute” on “How heavy is your glass” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com.
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Are you pushing or pulling?

Have you ever wondered what separates the good employees from the great employees? It will often point to PERCEPTION. You may have a team of great employees but some may not be perceived great if they don’t understand the value of pushing information. We have all experienced working with an employee that didn’t understand the importance of sharing key updates before we asked for them which created a concern – even when things may have been going well. When we have to pull information, there is a sense of negative perception, as well as a sense that the employee is being micro managed, even when that’s not the case.

Creating a great customer experience is about anticipating or pushing information to others before they have to ask for it. This creates positive perception and drives a better experience for both internal and external employees. 

For example, when an airline texts the customer flight information or a gate change before the customer has to call to confirm information for their flight creates the perception of a great company and drives a better experience for the customer.

In relocation, the move coordinator and driver will call or text the customer to notify arrival times during the moving process and confirm alignment with employees expectations. However, if the customer has to call the company to ask when the moving truck will arrive, it often creates a less than great experience. Everything could have been going well, but the perception is driving the experience!

Here are a few ways for you to elevate the perception and move from good to great in any role:

  • Sending the weekly, or monthly report before your boss or customer asks for it.
  • Sharing an idea for improvement with leadership when you see a gap in the process.
  • Sharing information you learned at a recent conference to help others in your network.
  • Responding to an email even if you don’t have the information to acknowledge received.
  • Routinely updating new sales activity with the sales manager before he asks.

When we are able to anticipate questions, or customer concerns and push information they may need, we are “perceived” to be on top of our game. Employees can also be looked at negatively when we are always asking or pulling information from them during the process and often creates a concern only due to lack of awareness during the process.

When you want to move from good to great, anticipate the questions or situation before others reach out to you and watch the perception of your role elevate to another level!

Call to action: Reach out to your business partner or a co-worker to discuss strategies to help you move the perception of your role, your team, or your program from good to great… or SHARE this post with others to help them anticipate and elevate for success!

This has been “A Relocation Minute” on “pushing versus pulling” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com.

Follow me…
• LinkedIn https://www.linkedin.com/in/brucewaller/
• Twitter too https://twitter.com/BruceWaller
• Facebook https://www.facebook.com/brucewwaller

What’s on your dashboard? Check your gauges for success in 2017!

If someone asked you which dashboard gauges on your auto were most important, you would probably say the speedometer and fuel. Right? Can you imagine driving your car without knowing how fast you were going, or how much gas you had in the tank? Many cars today include light indicators letting us know when we are getting low on fuel which reminds us it’s time to gas up if we want to go further. I remember running out of gas back in college when I thought I had close to 1/8 of the tank left. What about oil level and tire pressure? Thankfully our check engine light on the dashboard appears when there seems to be trouble ahead. These gauges are critical to helping us maintain the health of our vehicles so we can travel safely each day to reach our destination.

Do you have a dashboard to help you reach your workplace or personal goals? In relocation, we focus on many gauges such as on-time pickup and deliveries by our van operators, Survey accuracy for the moving estimate, and Quality scores for best customer experience to just name a few. I know recruiters that focus on time to fill job requisitions, HR leaders that focus on employee engagement, and Sales professionals focus on number of calls made each day. Knowing which gauges to focus on will increase your chances of success. When you have the right gauge on your dashboard, you can see when something is working, or when a process might not be working properly to give you a chance to stop and collaborate with others to fix it so you can continue. If you don’t have a gauge letting you know something is wrong or there are problems ahead, it could prevent you or your company from reaching your goals this year. brucetruck

The point is that it really doesn’t matter if you are in an entry level role, or in the senior executive leadership team, you need to be watching your key gauges to stay in alignment with your business and personal goals for improvement during the year.

Here 3 strategies to consider when listing your dashboard gauges:

  1. Keep it simple. Can you imagine the process of going through all of the gauges to fly an airplane? Many of us don’t have time or the patience to do this every day. Keeping it simple allows us to be more consistent each day.
  2. Identify your top 3. I write down a lot of goals each year that I want to accomplish. Then when I have completed my list, I then write down the top 3 that I want to stay focused on these gauges during the year to help keep me on track.
  3. Review dashboard on a regular basis. Once you determine the gauges, write them down and print them off. Have conversations with your teammates to get their perspective too

“Someday is today.” -Steve Gleason

Call to action: What gauges do you watch on your dashboard each day? Write them down and include your company and personal goals too. Now list your top 3… Print them out and review each week, month, quarter with your teammates and you will see significant impact at the end of the year. Let me know one of the gauges you are watching in 2017!

This has been “A Relocation Minute” on “Dashboard for 2017” with Bruce Waller, for more information on relocation resources call 972-389-5673, or email bwaller@goarmstrong.com. Follow me on Twitter too!