Lisa Rosendahl is a Human Resources Leader with 15+ years’ human resource management experience in health care and manufacturing organizations. She is a Veteran.working in the function, having served her country as an Officer in the U.S. Army.
When Lisa is not leading her human resources team or providing a sounding board for senior leaders in her organization, she is thinking about leadership, writing about leadership or inspiring leadership in others.
1. Most job postings cite “X” years of relevant work experience and specific education criteria as requirements to be considered for the position. With this in mind, what prior work experiences and degrees/certifications/training helped prepare you for your current role?
Nothing prepares you for day to day HR! Seriously, I am the Director of Human Resources for a federal health care system. I brought HR experiences as a human resources/organizational development intern with an international paper company and as an HR department of one for a rapidly growing, family owned manufacturing company to this role. Both of these positions provided me with a strong technical foundation for the role. However, the technical skills only get you in the HR leadership door. My experiences as an Army officer were truly the most valuable to me in building foundational leadership skills I use, and build upon, every day.
1B. What (if any) additional knowledge or skills that you don’t currently have would make you even better at your job?
I really enjoy learning and this year am focusing on succession planning, delegating and my leadership.
2. Some jobs require the incumbent to be very analytical. Others require one to be a strong communicator, and others still require traits like patience, the ability to multitask, self-directedness, comfort with ambiguity, and exceptional attention to detail. Are there any behaviors and/or attributes that you would say are essential to performing the work that you do?
Aside from ensuring consistent delivery of services, success in my position requires communication and relationship building skills. Much of what I do is to manage emotions and being able to offer reasoned options is critical.
3. Jobs guru Lou Adler says there are only 4 job types of jobs in the world (producers, improvers, builders, and thinkers). Which type of job are you in?
My position can be a bit of each at one time or another. Right now my emphasis is on Building. We’re coming off a number of years of rapid growth and while we are still hiring at a steady pace, I now have the staff necessary to manage the workload while also being able to look to the future. We’ve identified areas where we can improve and add capabilities and services. So, we are building.
4. Does your job involve either directly or indirectly supervising or managing people? If so, how many direct (or indirect) reports do you have?
I lead a department of 20 exceptional HR professionals. I directly supervise 10 staff members and my Assistant Chief supervises the rest. In addition to my Assistant Chief, I am fortunate to have a senior HR Specialist (an attorney by trade) to oversee our labor relations and employee relations programs.
5. How does what you do impact the business? Think complexity (different types of impacts) and scale (degree of impact). Put another way: Who and what would be impacted if your job wasn’t being done well, and why would it matter that they were impacted?
Let me sum it up in four words: people, purpose, passion and power. If I am not providing the leadership I am expected to provide, it will have a negative impact on one of these areas somewhere in the organization.
6. Is your job safe? Rate its safety on a scale of 1-10 with 1 being “seated all day in an air conditioned vault” and 10 being “I’m an astronaut going into space”. If your job isn’t safe, what working conditions (specifically) make it hazardous?
My job is safe. I work in an office setting. And, I have thick skin.
7. Is there anything I missed that people should know about your job? Is there anything else you want to say about what you do?
My one piece of advice is to focus on building positive, accountable relationships. Give up the idea that you can make people do what you want them to do and learn how to lead. I have a manifesto on ChangeThis, Grow Up and Lead, that may be the kick in the pants you may need some day. You can read it here.
As always, please share your thoughts in the comments section below.