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You know, as the HR Whisperer, I’m really enamored with the whole idea of creating top performing organizations through positive behavior change. One of my favorite mentors, Cesar Millan, says, “A dog that doesn’t trust its human to be a good pack leader becomes unbalanced and often exhibits unwanted or antisocial behaviors.” It struck me that the same is true for people in organizations. We need to have strong leadership because in many cases our very business survival depends on a stable, organized and motivated team. Business survival instinct is perhaps one of our greatest natural motivators in the workplace and if a person is not guided well, it can not only result in unwanted behavior but total chaos in the long run.

So, I’m digging this concept and working it through in my brain as to how this relates to human capital and wouldn’t you know, I web-stumbled across an article recently published by Harvard Business Review (September 2008). Written by Daniel Goleman and Richard Boyatzis, “Social Intelligence and the Biology of Leadership” discusses new studies of the brain that show that business leaders can improve team performance by understanding not the psychology, but the biology of social intelligence. How cool. It struck me that scientists have discovered a biological underpinning to what makes a good leader great, which could toss more fuel on the fire in the “leaders are born, not made” camp. (Which I don’t subscribe to, by the way. I believe that anyone, given time and effort can change their behavior – even interpersonally. That’s why I’m in the business I’m in. Oh, I feel another blog topic coming on! <huge grin>)

More on the biology of leadership from Harvard Business Review:

“The salient discovery is that certain things leaders do—specifically, exhibit empathy and become attuned to others’ moods—literally affect both their own brain chemistry and that of their followers. Indeed, researchers have found that the leader-follower dynamic is not a case of two (or more) independent brains reacting consciously or unconsciously to each other. Rather, the individual minds become, in a sense, fused into a single system. We believe that great leaders are those whose behavior powerfully leverages the system of brain interconnectedness…If we are correct, it follows that a potent way of becoming a better leader is to find authentic contexts in which to learn the kinds of social behavior that reinforce the brain’s social circuitry. Leading effectively is, in other words, less about mastering situations—or even mastering social skill sets—than about developing a genuine interest in and talent for fostering positive feelings in the people whose cooperation and support you need.”

Wow. The idea that leaders need good interpersonal as well as functional skills has certainly been around for quite some time. As a matter of fact, Goleman coined the phrase, “social intelligence” to discuss this very thing. But what he and Boyatzis are talking about here is different – they’re saying that we have these things in our brains called mirror neurons that mimic what another person does. As social beings, when we “consciously or unconsciously detect someone else’s emotions through their actions, our brain’s mirror neurons reproduce those emotions and allow us to instantly share that experience.” Ever notice when two people are deep in discussion they tend to hold their arms the same way or cross their legs at the same time? That’s the mirror neurons in action. 

So, how can leaders take advantage of this brain interconnectedness? If it stands to reason that followers will create a social connection with their leader, it also stands to reason that they will emotionally feel whatever it is the leader is feeling and behave accordingly. If leaders are emotionless, don’t smile or otherwise engage their followers, they will not take activate the mirror neutrons in a positive way, leading to distressed and nonperforming followers, and thus the potential for business chaos. Body language plays a great part also. If a leader’s body language doesn’t jibe with what is being said, the follower will go with the body language. Bodies don’t tell lies, mouths do.

The bottom line is that when people feel good about what they are doing, when they have a social connection with their leaders, when they feel part of something that is bigger than them, those mirror neurons come in handy. Reinforce the brain’s social circuitry — if you want to motivate those around you, create a positive atmosphere. If you want higher performance or enhanced creativity, be in a good mood and show you care. If you truly want the best from your followers, kick those mirror neutrons into high gear and create an environment where sincere respect, fun, laughter and performance are a serious part of your business operations. Trust me, you won’t be sorry!

Wouldn’t it be nice if there was something to make this HR thing easier to do? Maybe if there was some sort of way to meet other professionals and share ideas and trade best practice tips, then we all would feel less like we’re treading water and more like we’re making a difference. Wait a minute, there is a way to do that, and it’s your local SHRM chapter!

Everyone should be involved with a local chapter. It wasn’t until I started taking HR seriously and began attending local meetings that my career started to flourish (and no, I don’t think it’s a coincidence!). Every possible demographic of HR professionals-from entry level to experienced veteran-has something that they can gain from a membership with a nearby SHRM chapter (Find a local SHRM chapter here).

Volunteer Opportunities

In recent weeks, this is the activity that has caught my eye more and more. There are dozens of ways to get involved with a local chapter through volunteering, from planning events and helping with new member orientation to interacting with HR students and stuffing packets before an event. Email someone from your chapter to find out who to contact in your area of interest. They will be more than happy to speak with you!

Career Networking

HR people need jobs, too. And, in a unique twist, human resources is one of the tougher fields to break into. It’s the whole “you need experience to have a job, but you need a job to get experience” conundrum. However, in your local SHRM organization, there are people actively searching for highly-talented individuals. You never know who you’ll sit next to at an event or who will be working with you in a volunteer committee, and just a single contact could help you to land the HR position of your dreams.

Knowledge Sharing

Years ago, HR was a vague collection of thoughts and ideas. Today, it’s becoming more technological and strategic. It’s hard to keep up with every new topic that comes around, and you only have so much time to dedicate to any one subject. Did you realize that everyone else is in that same position? They are all trying to accomplish the same things with the same limitations. What if you took the networking contacts that you’ve made and used them to learn about EAPs, FSAs, or Twitter? Maybe someone has a vendor they would (or wouldn’t) suggest using? Knowledge is power, and sharing that knowledge makes all of us more powerful.

In conclusion, it’s very easy to see why people join, and I’ve only scratched the surface on how it can benefit you. I really didn’t even delve into the other side of the equation (i.e. how your participation helps the chapter). The experiences and potential benefits of joining your local chapter far exceed those of nearly any other tool available to HR professionals. Check out your local chapter and get plugged in. You’ll be glad you did.

Have you ever received a gimmick or trash trinket aimed at motivating you to perform some random behavior and thought, “Yeah…that’s a pretty clever idea”? The expert level of ingenuity is only reinforced when you find yourself telling your break-room lunch partner about the knickknack and repeating the accompanied slogan…marketing at its peak.

This happened to me recently with a topic that is as serious as an undertaker – health and safety. It is not only a very sober issue, but tends to be dry and directive, “Do this! Don’t do that!” The consequences of not following a safety program can be tragic. Perhaps this is why the trinket struck me as clever. June is National Safety Month and I have been reminded of our Zero Accidents safety goal with a Zero candy bar in my work mailbox! I had never tasted a Zero bar before and now, in addition to being introduced to the scrumptious world of white fudge over caramel and nut nougat, I’ve been programmed that if I am safe I will receive sugar deliciousness in return. Extrinsic motivation works wonders, as do Behavior-Based Safety Programs.

A concept rings true here that one person’s trash trinket is another person’s thorn in the side. I no sooner read the magic words “white fudge” when it was robustly brought to my attention that this gimmick cost the company money. In a big company, it might cost a pretty penny and we all know current budgets are waif-like slim. But, this motivational reminder is an investment…a marketing ploy that is part of a bigger, proven program aimed at shaping behavior. Safety education and motivation must be continuous. In the words of Zig Ziglar, “People often say that motivation doesn’t last. Well, neither does bathing – that’s why we recommend it daily.” Even when significantly cutting back costs, a company still has the right to do fun things when these things have an important purpose and make business sense.

Another thorn pricking some skin is the idea of using a food that is void of nutritional value as a reward. Yes, obesity and diabetes are rampant in our world and Weight Watchers at Work is the newest daytime sorority, but that debate will be saved for another post. I don’t know if we should insist on skinny-focused motivation or if vending machines should be outlawed, but I do know that even in these tight-walleted tumultuous times, we should continue with our motivational programs where they make sense and have a chance at making an impact.

To help counteract the sugar rush of the Zero, here is my favorite ‘skinny’ Gumbo recipe:

Skinny Chicken & Shrimp Gumbo

• 2 whole chicken breasts (can use rotisserie chicken if in a time crunch)
• 1/2 pound shrimp, boiled, peeled and deveined (I cut the tails off so they are easier to eat.  Can also use small, cooked frozen shrimp)
• 2 tbsp olive oil
• 1 stalk of celery, diced
• 1 bag of frozen gumbo vegetables (okra, corn, tomatoes, onions, found in frozen foods)
• 1 pint of mushrooms, diced (canned works too)
• 3 cloves minced garlic, diced
• ½ small onion, diced
• 48 oz cups chicken stock
• 1 sm 6 oz can tomato paste
• 1 14 oz can diced tomatoes
• 2 bay leaves
• 1 tbsp hot sauce such as Crystal or Louisiana (If you have Tabasco add ½ tbsp)
• 2 splashes Worcestershire sauce
• 1 tsp Old Bay seasoning
• Salt and pepper
• 2tbsp cornstarch, dissolved in a tsp of cold water (optional, for thickening)

Season raw chicken breasts with generous amounts of salt and black pepper.  In a large stock pot, heat olive oil on medium high (do not allow oil to smoke). Sauté chicken on med/high until no longer pink; remove chicken from pot, set aside and allow to cool, then dice.  In same pot with remaining oil, turn heat down to medium and add the diced onion, mushrooms and garlic and cook for 2-3 minutes.  Add shrimp, chicken stock, bay leaves, frozen vegetables, Old Bay seasoning, and Worcestershire. Bring to a boil and cook for 5 minutes.   Add diced chicken, tomatoes and tomato paste.  Place on medium high and cook until hungry (or at least 15 minutes)…the longer the better. Add salt/pepper to taste.  If needed, dissolve cornstarch in water and add to pot to thicken.  You can eat as is or over rice.  Makes about 7 servings.