The falling leaves — announcing the changing of the seasons — have brought to mind the question of “wrapping up” certain activities and preparing for what’s ahead.
Tidying Up the Sidewalk
Earlier this week, I stepped outside to stretch my legs and enjoy a moment of the beautiful autumn afternoon, the sunshine giving off a golden glow. Passing a row of twin homes near our office, I exchanged greetings with an older gentleman I often see on my walks. A distinguished fellow of dignified bearing, I noticed that he was attending to the manicured patch of grass and sidewalk in front of his home with his usual care.
It struck me that my neighborhood friend’s task was symbolic of good advice for all of us this time of year – tidy up, and prepare for the next season.
Wrapping Up … Doesn’t That Feel Good!
I would venture that most of us have a few things on our I-haven’t-quite-gotten-around-to-it list. Things that aren’t necessarily the most pleasant nor enjoyable to do – but which if we finally got them done, would take a mental “load” off our minds. No one ever gets to everything on their list, of course … but here is some encouragement to check off a least a few items! (C’mon … you can do it!).
Keeping things on the professional side (but realizing we all probably have a similar list in our personal lives, as well), below are a few examples of things-not-quite-done. The list will vary amongst HR generalists and VP’s, front-line supervisors and CEO’s, of course. Regardless of position, though, there are still 6 or 8 weeks left before holiday parties and celebrations with family and friends are upon us – time enough to make a dent on things like …
- HR Generalists: the I-9, or COBRA, or FLSA audits that need to be done but – since “we haven’t gotten sued yet” – for which higher priorities have arisen every time we “meant” to tackle these tasks. Checking one of these off the list will help protect your organization in a very meaningful way.
- Recruiters: the hard-to-fill job for which you’ve almost convinced yourself qualified candidates don’t exist. Taking a fresh look and making a renewed effort on this opening would take a great weight off of two people – yourself, and the hiring manager who really needs the position filled to move his or her operation forward.
- HR VP’s/Leaders: the global PHR certification exam that you’ve been meaning to sign up and sit for. You’ve been dealing with international issues for years. You’re confident in your knowledge. You know it would be a nice final element to cement your professional credentials. It’s true that the XYZ project is coming to fruition right when the exam is scheduled. Sign up anyway.
- Organizational Leaders: the under-performer on your team you need to address. You know you have a highly-competent, exemplary leadership team … except for Harry, who’s a great guy and a trusted friend – just not a skilled manager. You’ve been meaning to have “the conversation” with him. They’ll never be “a good time” and it’s impossible to “let him down easy.” Have the conversation any way. The team will improve; so will everyone working under Harry. You’ll feel better … and so will he.
If we don’t take a few moments – or hours, or days – when the time is available, we risk having snow cover the fallen leaves, making it all that much harder to clean up, put in order, and clear a path for the future. Consider this a huge dose of friendly encouragement – and a nudge or two – to do what we need to do.