#HR #RRHH Making love and making personal #branding #leadership

Remember your kindergarten report card, when you were evaluated on things like your ability to follow directions, name the colors, and sing the alphabet? It also included an early assessment of a skill that would influence your success for the rest of your life: the ability to "play well with others." The criteria were pretty basic at the time: share, wait your turn, don't hit or yell, help when someone is struggling. As you grow up, many of the same basic principles apply, but situations can be much more complicated for adults to play well together and still achieve desired results.

Context and personal needs often create internal conflict when trying to weigh the needs of the few against the good of the whole. And as a leader, sometimes you have to make a conscious choice to make others unhappy. Still, with a little finesse, you can meet objectives and still all play in a happy sandbox. You may not satisfy everyone all of the time, but then working together to resolve conflicts, rather than just being pleasant all of the time, can make a team stronger.

These are Daley's tips for creating a collaborative culture.

1. Play musical chairs. When 4moms started, marketers, engineers, supply-chain managers, and industrial designers sat in their respective departments. But soon they began to rearrange themselves into project-focused, cross-functional teams. Rather than send them all back to their offices, Daley says, the company embraced the idea, because it brought conversations about product form and appearance into the process earlier, a "big part of making a product successful. We're tripling our lab space because this is the way people like to work."

You want a team full of motivated employees and a rocking company culture. You're doing everything you can, but somehow it's just not working. Turnover is still high. Employees look good on paper, but seem to get demotivated no matter what you do. What could be going wrong?

Your human resources team could be the culprit. It's time to take a hard look at your company's interviewing practices.

Sometimes HR wants to "sell" a really great candidate on the position. So they start telling them all of the great things about being a part of the company or fulfilling the role they're trying to fill. There's nothing wrong with that on the surface. The problem arises when HR starts making promises on your behalf. Promises you can't keep, or won't keep, for whatever reason.