Who are you, not as a leader but as a person? Where are you in your life, what do you value and how does this impact or inform your leadership? It's not a question of "if" this impacts or informs your leadership, it is a question of "how." Really, it is.

In her post, Be Who You Are, writer Becky Robinson shares her life today and her three beautiful daughters and writes, "As I write about leadership, I bring all of who I am." She writes, "discovering and defining who we are includes understanding and accepting our unique life circumstances, values, preferences, and limitations" and asks, "who are you?"

I am Lisa. Lisa Anne to be exact although my friends call me Lisa Marie. My Twitter bio says I am a wife, mother and HR professional. I have an amazing husband and the absolute-without-a-doubt-twinkle-in-my-eye-smile-on-my-lips-and-pride-in-my-voice is my daughter. I choose to work in HR, but that's not really who I am. It's just my job. 

A good friend commented the other day that she felt outside my "inner circle." I laughed. I don't have an inner circle. I have triangles: me, the husband and the kid; work, school and exercise; cooking (ok, take out), cleaning and homework.

I  traveled a bunch back in the day and stick close to home now, am not aiming for the coveted "top" of any one's organization or list, am defining success my way (definition still in progress), and will stop in my tracks for bagels, tiramisu, and bear claws. I work too much, don't exercise enough and haven't read a book in months. Some days it's sorta pitiful but in the big picture, it's all good.

Oh, and I envy the extrovert. I am an introvert. If there was ever any doubt in my mind (and there wasn't), reading Introverted Leaders: Gifts and Cautions by Mary Jo Asmus, reconfirmed it for me, gifts aside, when she wrote this caution about how introverted leaders. . .  

Can become stressed when they don’t pay attention to their need for time alone: Pay attention to the physical symptoms that indicate that you are draining your energy and not recharging your batteries.  Finding strategies that help you to maintain this balance are important to avoid stress-induced illness. For many introverts, actually scheduling solitary activities or hobbies into their calendar may be helpful.

That about says it all. It's me, it's part of who I am and it's what I bring to the table. No matter how much I wish I was different, I am not. I am the way that I am for good reasons and the reasons continue to show themselves in different ways. Be it a thank you from an unexpected source, inner strength to make (and communicate) a tough decision - compassionately, or a cry for confidence from my little girl - the reasons are there.

So, can you really capture the sum of a person in a few words? Not really, but this is a bit about who I am and what I bring to my family, my friends and my leadership. Who are you?

Photocredit iStockphoto

Right around the corner is Veterans Day, Thanksgiving and the countdown to Christmas - do you believe it? Well, believe this - the November Leadership Development Carnival is up and you won't have to look far - I will take you there. Who is the host? Well, none other than Dan McCarthy.

Dan is hosting this month's Leadership Carnival at Great Leadership. And what a host he is! Dan says, "There's no bottom of the treat bag dum-dums in this edition - nothing but full-size snicker bars." And he has that right! From role models and team leaders to costumes and personality, this carnival delivers.

"So grab your candy bag and get ready to fill it up with some sweet advice, opinions, and ideas from some of your favorite leadership bloggers."

Next month's Carnival will be December 6 , 2009, hosted by Mark Stelzner, at Inflexion Point. Use the Carnival Submission Form to submit your post.

Knowing how to make a decision is a key leadership trait. More important than making a decision however, is knowing when NOT to make a decision.

Tired, overwhelmed, underwhelmed, reactive, or on the defense? Feeling let down, put down, or simply down and out? Want to make a point, create some noise or grab the control you feel like you have lost? Feeling the pressure to make it quickly, yet your inner voice is telling you to wait?

Listen to your inner voice. Take 5 (or 24), tend to yourself and don't make that decision until morning.

Photo Credit iStockPhoto 

I started the week at the Talent Management Summit in Chicago learning from others who have their spot light on talent retention. From focusing on performance management systems and talent reviews to high potential discussions (you do have them don't you?!), the presenters shared their positive experiences and lessons learned. I met twitter and blog friends Charee Klimek, Sharlyn Lauby, Jason Seiden and Michelle Cardinal in real life - and I met two new Twitter friends, Ann Farrell and Keri Fagel. I met a bunch of others and have their business cards to prove it. Note to self: bring cards next time! 

If you haven't heard, our friends at Fistful of Talent and HR Capitalist, published their October Talent Management Blog Power Rankings. I am thrilled to be included on the list and love the company I am in. The HR/Talent Management community is into some amazing things. Simply amazing! The power blog rankings is an labor of love for the community and if you haven't been over to Fistful of Talent or the HR Capitalist, click over. Stay a while, check out their sites  - it's all good. 

Belly up to the Halloween Bar with the hrbartender with the Halloween Spirits Version of the HR Carnival. This carnival is loaded with great writing and new ideas, served up with a host of drink choices to soothe your soul. Not frightful at all, the blogging goblins brought their "A" game (lots of treats, no tricks) to this one. Grab a beverage of choice, sit back and enjoy, you won't be disappointed.

Before I go, I wanted to send a public, "HEY YEAH" to my friend, HR Maven, for her presentation to 800 MBA students in South Carolina on using technology in the job search. The moment was put there just for her. You go girl!

So, with that, I'm heading to work today to see what the rest of the week holds for me, hanging with the family over the weekend and getting ready for HRevolution next weekend.

Have a good one all.

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He has had an amazing recovery with his capstone achievement last month - completing his first in-line skating marathon, the Northshore Inline Skate Marathon from Two Harbors to Duluth. It follows the Grandma's Marathon route. He finished it in 1:48 with an average speed of 15 MPH. His goal was to beat 2 hours - goal met!

Below is what I posted last year: 

My husband had open heart surgery this week. He had a valve and part of his aorta replaced. A congenital defect discovered in an otherwise healthy man. A big deal, a very big deal.

All turned out well and he is coming home today - 4 days post-op. Amazing how quickly the body can recover from such trauma. Unbelievable what a great surgeon can do. Gratifying what support a solid health care organization to provide to the family.

 

 Amazing then. Still amazing now.

Corporations, large and small, have eliminated thousands of positions. Each of us has either more than likely been in an organization that eliminated positions, know someone how has lost a position or thinks this may still happen to them, a friend, or a family member.

Talent management - it's all about people. It's all about THE people and having people in your organization that feel valued, amongst all else, is the heart of retention strategies.

I am moderating a panel on "Setting the Organizational Pace through Employee Engagement" at the 12th Annual Talent Management Summit today. I have a wonderful panel and we are going to offer the audience a glimpse inside their organizations. We'll discuss the business issues they are facing, what they are doing to inspire confidence in their organization's leadership, and how they are inspiring employees in this down economy. Because these are businesses after all, we'll also talk about the tools they are developing or using to drive productivity.

You have to know, my biggest fear is running out of questions. I opened the floor for talent management questions here and on Twitter. I'd like to thanks Steve Boese and Chris Ponder for their questions. 

I am psyched! Not just about my panel but get this, after my panel, I get to sit on a panel moderated by the HR Bartender herself and watch Jason Seiden in action the next day!

So, turn your cell phones off, keep the back channel positive and wish me luck!

Social media is in HR. We live in a connected world and with the click of a button or stroke of a key, social media allows us as HR Professionals to connect with others both in and out of HR.

When I talk with others about social media, the responses range from blank stares to reluctance to energy. As a group, HR professionals are reluctant to embrace what technology offers and as Jennifer McClure discusses in her interview, I can understand the hesitation. I am (was) one of the HR professional she references. You know, the nose to the grindstone type who focuses one the tasks at hand and can't imagine having the time to do anything else.

I couldn't imagine having the time, but I made it. I made the time to start using social media for my professional development. Why? Kimberly Moritz, Superintendent of Schools, says it so well in her post Blogging as Professional Growth:

Here’s the amazing thing about blogging for me. When I go home to my family or talk to friends, no one really wants to talk about education, or my ideas, or drop out prevention, or student achievement. My standard response to “how was your day?” is “great” and that’s about it. But I still have my students, school and it’s challenges swirling around in my head a substantial percentage of the time. So now I find blogging and it’s an instant connection to others who are interested in the same thing.

My primary responsibility at work is to solve problems. Some small, some big. And I don’t have all of the answers. Some days I wonder if I have any of the answers. But I now have a place to post the questions and amazingly, answers come back to me. Thoughtful, helpful answers. How great is that?

While it is not always easy, it is always worth it.  Like Kim, the people my network inspire my thinking, provide me with new ideas and are often my source of news and happenings. You will meet HR professionals in different sectors, business, and time zones. You will meet HR students, HR people just out of school, well established in their careers and anywhere in between. You'll have opportunities to connect with members and presidents of state and local SHRM chapters as well as leaders in SHRM itself.

I am using social media to network outside of the workplace. I've had this blog for 3 years and have been on LinkedIn about as long. Twitter and Facebook have been part of my network for just about a year and most recently, I entered into a joint venture (blog) with my daughter a few months ago.

It's been a progression over time for me and at times, it does feel overwhelming. And I know that I am not alone. If you are hesitant, know that you are not alone.

Many are feeling overwhelmed by what's happening, the pace of change, and the fears about transparency. In most cases you don't need to be and shouldn't be everywhere. And, you may even decide to be nowhere, but make sure that's a conscious decision and not just resistance to inevitable change.                                Susan Burns on ERE.net

Social media is here to stay. Jump in and join the conversation. It's time.

So here's the deal. I am going to paraphrase this post for my panel introduction. If you read this before you hear me speak - let me know how I did!

This carnival is absolutely amazing! Leadership, strategy, measurement, reward and engagement, people and more. This is an awesome round up of ideas, perspectives and some very great writing. There are many new writers for me this time around and I am thrilled!

If you haven't been there yet, pop over and be sure you have some time to sit and click. You won't want to miss any of it!

The next Carnival of HR will be on Oct. 28th and hosted over at HR Bartender. Liking what you see and want to be a host yourself or be added to an email reminder list? Easy. Just drop Shauna a note at hrminion@gmail.com and she will take care of you.

Who would have thought the Government could be cool? The method: social media. Because that is where an important target audience congregates. Check this out: Facebook boasts more than 250 million active users, while 88 percent of Twitter users are 34 years old or younger. And all of them may be interested in a career or a career change. Do these sound like channels you'd like to share with your prospects?

Now you can. VA Careers has established a presence on both Facebook and Twitter. Our Facebook page features videos, links, advertisements, and the ability to have a digital conversation with those people we most want to talk to – the potential VA prospect. And our Twitter presence allows us to instantly update our followers.

The second step? Granting social media access to HR offices. Most specifically, my office, because it is all about me - isn't it?! And here is where I need your help.

What is the one BEST post, article, comment, reason or thought you can think of - off the top of your head - that supports the need for HR to have workplace access to social media?

It's been time for a title change for a few months now. I recently asked for a vote on some new titles. With 76 votes placed, two names came out on top and  there were some great write-in suggestions too. It all got me thinking and yes, I will spare you the details.

Bottom line - what was HR Thoughts, then Lisa Rosendahl's HR Thoughts, then Lisa Rosendahl, is now Simply Lisa. Change complete.

The two top vote getters were "Thoughts in Action" and "Simply Lisa." The write-ins that caught my attention were "HR Inspiration to Transform You," "On Leadership and Human Capital," and "Lisa on Leader/Lisa on People." Thanks to all for sharing your thoughts and ideas - I appreciate them all.

I changed templates to something simple and will keep my eyes open for other customizable ideas (read: save money to have someone do for me). I am not going to mess with the feeds and if I worked through Feedburner right, your current subscriptions should not be impacted - just titled differently. If you have any problems, let me know. If you are not subscribed and want to be, click here to subscribe.

Hey, don't be surprised if it changes again. Evolution right before your eyes!

Everyone in town knows Edwina. She is the dinosaur who plays with the kids. She is the dinosaur who helps little old ladies cross the street. And best of all, she bakes yummy chocolate-chip cookies. Everyone loves Edwina except for Reginald Von Hoobie-Doobie. Reginald knows dinosaurs are extinct and is ready to prove it. 

Edwina knew that, in the eyes of others, she was extinct. And here is the cool thing about Edwina . . .she just didn't care. So what you ask? Ok, here's the HR connection.

I don't bake yummy chocolate chip cookies and I am not loved by everyone. However, like Edwina, there are Reginald Van Hoobie-Doobies out there predicting my demise. Well, not my demise but HR's demise. And like Edwina, I really don't care. Ok, I care about the future of my profession but I don't care about the prediction.

From HR Gumbo, the Big Bend Society for Human Resource Management, 

"This is an exciting time to be a human resource professional.  Whether positive or negative, there is a huge spotlight on our profession, forcing our leaders to ensure all the 'ducks are in a row' so to speak.  From monumental changes in employment law to health care reform, HR pros are on a first name basis with the business community."

No doubt about it, HR is in the sea of change. The sea of change is pretty rough these days and not for the faint of heart. What is an HR professional to do?

EVOLVE.

You've heard the conversations and the predictions. When that little voice in your head says, "What the heck do they know?" "Sounds great for you but that's not happening in my organization - ever" "Don't tell me how to do my job" or some version of the same theme, quiet it down. Tuck away the fear. Listen. Consider. Try it out. Challenge, question, research and counter. Do something. And don't do it alone. Bring others with you. Share.  

Is HR dying? asks Laurie Ruettimann, Punk Rock HR. HR is not dead yet responds Mike Vandervort, The Human Racehorses Blog. Read the posts, read the comments (all of them!) and add your voice to the mix.

Together, let's show the Reginald Von Hoobie-Doobies of the world just how evolutionary HR can be and maybe, just maybe, they'll be making chocolate chip cookies for us.

While you are thinking evolution, think about joining me at HRevolution where we can continue the conversation.

To sum it up in one word, this book is about moments. Marcus writes, "Moments matter most. They matter more than dreams, goals, values or relationships. Moments make all of these things real." And it is in these moments that choices are made.

Never before have women been faced with so many options and never before have the choices been more difficult. Drawing on years of research, Marcus presents a simple, yet powerful, strength-based practice a woman can use to quiet the noise and, in the face of many choices, guide her to the choices that build upon her strengths. 

Find Your Strongest Life is written in an easy to read conversational style.  Emails, quotes and stories from women at various points in their lives joined together by a common desire added a lot of value - and validation - to the book.  

Marcus does not promise to have all the answers but what he does promise, and deliver, is an opportunity for women to view the moments of their lives - differently.  

I am reviewing this book as a member of Thomas Nelson's Book Review Blogger program.

Hosted by Becky Robinson, this carnival is loaded with leadership ideas and principles that you will want to remember and put into practice. This is my first submission to the Leadership Carnival and I am honored to be included amongst this great group of bloggers.  Like what you see? Becky created a Twitter group with a link to all of the blogger's pages. And, did you know, you can follow LeaderTalk on Facebook too!

So grab a cup of coffee and enjoy!

The down and dirty details: you must be involved in the HR function in some fashion and reside within the United States. If there are multiple blogs submitted for one state, you will face off.

If you are interested in being featured for this project, please email Jessica directly at jessica@xceptionalhr.com with the subject  USA HR Blogger Project.

Please help her spread the word by posting this information on your website, Twitter, and Facebook to help further and promote the HR industry. 

Photocredit iStockphoto

Hosted by Jessica Miller-Merrill, this edition of the Carnival of HR highlights current and future economies, engaging employees at all levels of the organization and much, much more.

It's about change. It's about opportunity. It's about resources. It's about being in the game.

Check it out - you won't be disappointed!