, , ,

Image Credit: <learnasyouwrite.com

Image Credit: <learnasyouwrite.com>

I haven’t really felt like writing this week.

…This pretty much never happens; even when it isn’t interesting (or useful) I more or less always have something to say.

I wrote anyway.

It’s become a sort of habit for me now. I typically start my morning thinking (and then writing) about something HR related, and until I go through my process things don’t really feel “settled” with me. Something is off.

I can point to exactly three net positives that have come from writing every day regardless of my mood/interest/energy level:

1. I’m an early riser now.

I’m up at 5 am every day… I used to struggle to be up by 7:30. What drives me to be up so early is that wear as I used to only need shower and stumble to the car 15-20 minutes before work, now I have to check my RSS feed for interesting HR info, read a few articles, write and take a shower. By the time I get to work I’m incredibly sharp.

2. My HR knowledge has increased more in the last 6-8 months than it did in the preceding 2 years.

This is because to keep writing about HR I have to keep learning. I learn from reading, learning from doing, and learn from networking/having conversations with people across the functional space that I’d never have even known about otherwise.

3. I push through more in all aspect of life.

When something is huge in complexity and/or scope it isn’t so daunting anymore. I’m in a perpetual mental state of “this is what needs to be done today, do it.” It’s how I start every morning, and it carries over into the rest of the day.

I *think* all of the above changes boil down to “discipline”.

…Let’s bring this back to HR:

I used to ask job candidates various questions designed to screen for results orientation/work ethic/”insert positive trait here” etc. but unless I intimately understood the role I was screening for I didn’t really know what I was listening for in those behavioral question responses.

Now I do, though: I’m listening for a theme. Consistency. Maybe not discipline per se, but reliability.

Universities screen for applicants that have a hook (plays the trombone, athlete, wrote a novel etc.). Executives talk about having passion as being integral to success.

…I think all of it boils down to screening for people that have a habit of performing (even when you aren’t in the mood). Hobbies (or passions) sustained across time reflect that.

…Or maybe I have this wrong.

As always, please share your thoughts in the comments section below.



If you have questions about something you’ve read here (or simply want to connect) you can reach me at any of the following addresses: 

SomethingDifferentHR@gmail.com OR rorytrotter86@gmail.com