Who Is Your Mentor? Where Is Your Mentor?

I could have turned out a tramp, a school dropout, or a "street-urchin" popularly known in Nigeria as "Area boy". Don’t get it wrong, I wasn’t a truant in any shape or form. Never been, and never will be. I was well raised, by my great (Pastor) parents. Nevertheless, I could have settled for less, but for God and my mentors.

Listening to Jim Rohn on my way to work this morning (Audio book: "Designing Your Life, Rather Than making a Living"), and how his relationship with John Earl Shoaff helped in his dramatic “turn-around” in life; my heart then remembered my mentors, again. 

 

As the story goes, Jim Rohn was a farm boy from Caldwell, Idaho. He went to college for a year and a half before dropping out and joining the work-force. At age 25, according to his accounts, he was working as a stock clerk for Sears collecting a weekly $57 paycheck. He wasn't broke but struggling financially, unable to see a way that would lead to his personal ambitions. Around this time, a friend invited him to a lecture given by John Earl Shoaff, an entrepreneur who impressed Rohn with his wealth, business accomplishments, charisma, and life philosophy. At that time, Shoaff was VP of Sales in a nutritional supplement company called AbundaVita. In October 1955, Rohn joined AbundaVita became a distributor of the company's product line and began a process of personal development that culminated in his becoming a millionaire by age 31.

As Sidney Poitier is to Denzel Washington (Read the “Hand to Guide Me” by Denzel Washington). As Marcheline Bertrand (Mom) was to Angelina Jolie. As Apostle Paul was to Timothy. As (his uncle) Sanusi Abdulkadir Dantata is to Alhaji Aliko Dangote. As Joe Lewis was to Tiger-Woods. As Miriam Makeba was to Yvonne Chaka Chaka. And as Batman is to Robin.

 

Who was your career mid-wife? Who gave you that old cassette, CD, Mp3, or that little book that changed your philosophy, your thinking, your paradigm, that set your sail towards a positive life? Who helped you to quit smoking? Who was that manager that never gave up on your career, inspite of your many mistakes? Who tongue-lashed you into the right path of righteousness? Who was your Chief-whip? Who taught you how to read and write? Who corrected your metaphysical notion on the concept of “Ojuju Calabar”? Who read you story books that opened up your faculties at a tender age? Who taught you how to sing, dance or cook? Who paid for your first internet browsing experience? Who bought your Jamb, waec or Neco form?

 

How can anyone ever claim to be a “Self-made millionaire”? or "self-made" anything for that matter?

“If you find a tortoise on the wall, you can bet it didn’t get there by itself”-Chinese proverb.

 

Who is your mentor? and where is your mentor today? Was it your math teacher who dramatized mathematics into your heart? Or your Chemistry lecturer who was a magician Chemist? Your Pastor who’s metaphors and deep knowledge of words steered your mind towards a positive life? Or your former boss who was more of a leader than a manager?. Who was it that gave you the midas touch? Your Dad or mom?. Where are they? Can you call them to say "Hello" and "Thank You"?

 

 

I think you should celebrate them: Especially if you're lucky they're still alive today. When was the last time you called that Super-Aunty or uncle of yours? Life is short you know.

Indeed, there are angels among us.

Today, I celebrate you my primary & secondary school teachers (Especially Mrs. Gold). My pastors (past & present). My best boss/manager/leader ever! (Mr. XoXo-Name withheld). My best Authors (Jim Rohn, Brian Tracy, Zig Ziglar, Steve Covey  & J.C Maxwell).
I celebrate you all. (My siblings, uncles, auntys, in-laws, friends, colleagues, mentees, children and my great wife).

And most importantly the world’s greatest Dad: My Dad.

Thanks to everyone who ever used "kobokos" (Horse whips) on my back! Thanks to the man who let me watch my first coloured TV. Thanks to all the actors & actresses who kept their clothes on when i was a child. Thanks to every great song writer and musican that ever lived. Thanks to whoever invented "cut and paste" (You've helped my career and learning in no small way-Lol). Thanks to every great company out there, with life changing products. Thanks to everyone who ever wrote or spoke words of wisdom, insight and encouragement. Thanks mom for not flushing me down the toilet and for teaching me about "Hard-work", how to cook and how to pray.(I'll see you in heaven).

 

I celebrate you all this day. And, I hope to contribute my little quota. To make my mark for my children and my generation.  

“On my honor, I will do my best

To do my duty to God and my Country and to obey the Scout Law;
To help other people at all times;
To keep myself physically strong, mentally awake, and morally straight”- Boys Scout.

So help me God.

Leke Oshiyemi

On 3rd Mainland Bridge.
October 30, 2012

 

 

HR Competencies that Impact Your Effectiveness

As HR professionals we may struggle with perceptions regarding our effectiveness in the workplace by line managers, top management, and even the employees we serve. We may even find ourselves trying to “sell” what our value is to the organization or combating a role that has historically been seen as administrative and regulatory. As we strive to enhance our roles within our organizations, we find many challenges associated with HR leadership. How do we cultivate trust from our workforce? How can we be seen as more effective in our roles? Trust and perceptions of value and effectiveness are cultivated in a number of ways. Here are a few ways you can build trust and effectiveness in HR.

Demonstrate your business and HR knowledge

Most importantly, demonstrate that you know what you are doing and have exceptional HR and business knowledge. Continue to learn more in your field by attending training and engaging in developmental opportunities. People tend to trust those that are knowledgeable about their area of expertise. Research also seems to suggest that having strong HR competencies, particularly displaying skills such as business knowledge, delivery of HR, and management of change (Ulrich, Brockbank, Yeung, & Lake, 1995), is linked to greater perceptions of HR effectiveness. A survey just released by SHRM (2010) suggests that the five key competencies HR professionals must have include:

*Effective communication

*Strategic thinking

*HR knowledge

*Integrity

*Ethical behavior

In order to demonstrate these competencies, however, you’ll need to make decisions and implement programs that generate positive results and outcomes for your business. This involves having reliable data and information to back up your decisions. After all, your decisions have major costs for your organization and you need to make sure they are effective.

Integrate the perspectives of your top managers.

In order to be a leader of your HR function, you need to see the big picture and learn to see the perspectives of other leaders and communicate with them on strategy, market competition, sales, finance, and technology – as it relates to HR and talent management. Always be prepared with answers to the following questions:

*How do our HR practices fit into the strategy and objectives of the organization?

*How do our HR practices compare in the market (against our competitors)?

*How do the costs of a particular program or initiative compare to its return in productivity, performance, etc?

*How can we employ HR strategies to enhance the effectiveness of our sales force or other key areas necessary for profitability?

*How can technology play a role in streamlining HR functions?

Walk the talk.

Comply with the same rules of conduct, policies, or behaviors you expect of your employees. Apply policies and procedures in a consistent manner and follow-through on what you say you are going to do. Integrity and ethical behavior are viewed as some of the most important competencies for HR professionals, and walking the talk will help you express those competencies more fully.

Be responsive and accessible.

Remember that your job is to provide HR services to your employees, managers, and business.  Others’ view your effectiveness, in large part, by the quality of HR services you provide – recruitment, selection, on-boarding, compensation, benefits, performance management, training and development, and more. Your responsiveness to employee and line manager needs cannot be underestimated. Providing exceptional internal service involves knowing and anticipating the needs of your customers and responding to them accordingly.

In order to increase your competencies as an HR professional, consider using resources and training provided by ERC to enhance your skill sets and enhance your knowledge of current HR practices.

*Professional development: Increase your knowledge of effective communication and HR practices by enrolling in HR University. Sometimes we need more training, education, or skill in the field of HR to address a problem accurately and appropriately. For new knowledge on HR topics such as compensation and benefits, orientation and performance management, staffing and recruitment, and communication.

*Research: Use ERC’s research (Surveys, HR Help Desk, Research Library, and Online Member Center) to help you make important decisions. Click here to log into the Member Center and access these free resources.

*NorthCoast 99: Many NorthCoast 99 winners have demonstrated their effectiveness and value to their organizations and as a result have developed workplaces that attract and retain top talent. To learn more about this program, please visitwww.northcoast99.com.

Source: http://greatworkplace.wordpress.com/2010/03/16/hr-competencies-that-impact-your-effectiveness