Time For Celebration!

When is it time to celebrate? Many moments deserve celebration: from success to retiring through self-assessing. If you loose your ability to celebrate, then you loose sight of the values of things. It always feels good to indulge on chocolate, cake, or a nice meal, or maybe a glass of bubbly. And, well, it is the month of July, time for celebration in the US on the Fourth, and soon on the14th in France. It is time for that BBQ or pool party, or parade, and of course fireworks!

It is amazing how my interactions since last week have converged to, and evolved around that theme. Fireworks come in so many beautiful colors...and lots of noise! Good or bad? Well, you celebrate the good, the bad and the ugly, because that's what make you what you are now.

For that I love Hillary Clinton's personal observation as you could read in my previous post on fallibility.
A major leadership quality is the ability to constantly assess oneself for a constant renewal. If you are at all-times self-content, something is wrong. Things cannot be static. It is an imperative that you learn.  You must move along times and changes, as Ben Eubanks puts it all so clearly.

Lack of Confidence or Simple Arrogance?

Insecurity can transpire as overconfidence, if not arrogance, especially when it comes to managing people. It does not matter if HRM is 25% or 100% of your job; remember, it is a HUMAN Resource, individuals' lives that we get to hold on a daily basis. No matter what your position is, HR, Manager, VP, ...never loose sight of the fact that people's lives are at stake, in the palm of your hands, in your decisions, in the timeliness, or lack of, your actions. A title or a position does not make you a leader...moreover if you cannot adjust to each particular circumstance. Organizational ethics must be reflected by each manager. Ethics are paramount to HR, and HR cannot be a cookie cutter.

So, we need to "unlearn our helplessness, and rewrite our professional stories". We cannot take each factual statement as a personal attack. Insecurity, lack of confidence often translates in personalization of simple observations made by third parties, whether employees or colleagues. Pretending to be above any mistake? Thinking only in terms of "loosing"or "winning"over somebody else? ...leadership material? I wonder...

Today, I saw an emerging leader! How refreshing! A millennial: charming, articulate, compassionate, passionate about what he does, aware of threats and opportunities, focused on his goals, conveying a great personal brand. That's a future leader!! Born that way? Maybe...Molded to become what he is? Certainly, and mostly through his own making: learning! When you see a leader or a potential one like Josh, you recognize it....

And as I said to a mentor that I learnt to respect despite disagreements, years of good and bad times (together) call for celebration. Listen, learn, adjust, correct gears if needed so that you too can celebrate!

En Synthèse....

En Synthèse

Un leader se reconnaît au premier abord. L'on ne se proclame pas leader. Si l'on prend toute observation comme une attaque personnelle, eh bien est-on vraiment un leader? Les RH c'est toucher à la vie des gens. Mais lorsque l'on arrive au point où l'on peut faire une introspection et ajuster ses propres tirs, alors, il est temps pour les feux d'artifices!
Je célèbre les hauts et les bas  vécus au fil des années de mentorship et qui font de moi ce que je suis à ce jour...Et à ma propre grande surprise, hier, un collègue qui est venu me faire ses adieux après une demande de transfert m'a dit: "Collaborer avec vous a été un honneur. Vous êtes une grande dame. Ils devraient réaliser la chance qu'ils ont de vous avoir ici". Alors, oui, temps de célébrer! Vous de même?


  1. La modestie nous cache parfois nos vraies valeurs , mais d'une manière ou d'une autre nous sommes tous " un Leader" . Nos collaborateurs devraient nous considérer comme de vrais partenaires , et cela est la clef d'une collaboration saine pour la réussite de l'organisation . Essayons d'ajuster "nos propres tirs " et de lancer les feux d'artifice !!!

    1. Eliane,

      Merci du commentaire! Pas plus tard qu'aujourd'hui le nouveau leader d'une organisation dont je partie a élaboré sur l'importance de partnership. Bien entendu nous pouvons être leaders à différents niveaux à un moment ou autre de notre vie, mais toujours est-t-il que les vraies qualités de leadership sont spécifiques et comme vous le soulignez, inclue la capacité d'auto-analyse et auto-correction. Que certains individus soient porteurs du titre ne les rend pas nécessairement "leaders" au sens du terme, i.e avec les qualités requises. Mais je suis absolument d'accord avec la notion de partnership comme une qualité sine qua non de leadership Tout comme il est crucial de développer un partneship avec ses collaborateurs, il est vital d'en faire de même vis-a-vis de ses "compétiteurs". Après tout, cela fait partie de l'Emotional Intelligence, un facteur essentiel du succès.

      Thanks for the comment, Eliane! And yes, I agree with utmost importance of partnership as a condition to organizational success.


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