Category Archives: Employment Brand

Video Interviewing for Cavemen

Posted on by
Reply

When I start to think about adding something like Live Video Interviewing or Video Screening to my HR/Recruiting Toolbox – I instantly go to about 100 reasons why we can’t do that in our environment!

It’s too Technical!

It will take too much time!

It will cost too much!

I’m not smart enough to make this happen – and I don’t want to look like an idiot in my organization!

The Kris Dunn and I are two 40ish white guys – who normally struggle changing the clocks on our VCR DVD players – so we get it – we get your feelings – this HR technical stuff, is well, at times, just too technical!

So, we decided to do something about this for our fellow HR/Talent Pros – we’re doing a free, live webinar on the 5 Ways to Use Video to Raise your HR  & Recruiting Game.  Our intent is to break this down so even your Mom and her iPhone can show you how to add video into your HR Shop – whether you have a 1 person HR shop or a 100 person HR shop – we’ve got some ideas for you.  If you haven’t used any video let in your HR Shop – this is a must see Webinar – it will blow your hiring managers away and help you fill reqs so much faster – and the value proposition is ridiculously cheap!

Kris and I have gotten to play around with this and through trial and error, and a few IT folks yelling at us, I think we have some simple ideas that can help you begin.  Plus, for all those who register for the Webinar – we’ll provide you with a Tool Kit to help give you some step-by-step instructions to get started – again For Free. Why do we do this for Free?  I would ask myself – well we don’t!  We have a sponsor – HireVue – who pays the technology bill to allow us to provide it for Free!  Win-Win for you.

Sign Up Today – unfortunately we have a “Technology” limit of how many people we can accept and our last Webinar filled up very quickly!  (isn’t that such a cheesy sales line!)

 

The Value of Returning Moms to your Workforce

Posted on by
3

I overheard on the radio about this Australian company who is rewarding returning mothers to their workforce by paying them Double their salary when they return to work, for the first 6 weeks.   My first impression was – “Oh hell No – don’t let any of my female employees find out about this!”

For those who don’t know I run a very young company – not young on experience – young on average age of employee.  It comes with the territory – most 3rd party recruiting companies have a fairly young workforce.  Get new recruiters right out of college, train and grow them into your culture – make them part of the “family”.  There’s something else that comes with all the fun and energy of a young workforce – a ton of weddings and a ton of babies!   We have the standard punchlines – “Don’t drink the water here!”, etc.  But the reality is, in the last 10 years – there hasn’t been a time when someone in the office hasn’t been pregnant.  It’s now part of the culture.

The Australian company got me thinking – no, not about paying my returning moms double – that’s crazy talk! It got me thinking about how valuable my returning moms are to my company.   It’s a huge worry I have every time one of my employees comes in to share their awesome news.  “Hey, Tim I’ve got something to tell! I’m pregnant!”  My response – “Awesome! I’m so happy for you!  Who’s the father?”  The “who’s the father” line is joke – I usually the know the father – remember – we’re a family – not much happens that we don’t know about.  I honestly feel so excited for them.  Internally, though, I’m going “Oh, Shit!”, because I know I’ve got a realistic 50/50 shot at getting that person back after they deliver.  That’s nature – I love my job, but once I hold that baby in my arms – I love it more and I’m finding out a way where I don’t have to leave them all day.

So, now I understand why this Australian company is rewarding returning mothers.  Give them a little extra incentive to return – knowing how hard it is to pull them away from their baby and start this new life as a mom and an employee.  Life just got doubly hard – we’ll give you double the pay!  You deserve it.   As HR Pros and Organizations, we tend to struggle to really understand how difficult this transition is.  We welcome the people back, we understand the sleep deprivation and the separation anxiety – but we honestly have no idea how hard it is – unless you’ve gone through it yourself.

I love returning moms for these reasons:

– They get hard work and sacrifice! 

– They can juggle a hundred things at once!

– They have perspective of what is important!

– They work doubly hard to maintain a balance in their life!

So, what is your organization doing to ensure your returning moms are going to return?   I know if I could afford it, I would pay them double, but beyond that what else?  Think of what new Moms need – a transition plan to ease back into their “new” life, flexibility, encouragement, understanding and maybe a big bottle of wine and a sitter every so often!   When we talk about the cost of retention and engagement – this is what we are talking about.  Finding ways to keep your best – in my world – My mommies are my best!

 

HR Strategy for Dummies

Posted on by
2

In HR we have to have a strategy for everything.  What’s your employment brand strategy? What’s your orientation strategy? What’s your open enrollment strategy?  It’s not really strategies for most of these – they’re processes – but we get hit over the head so many times in HR we stopped calling our “processes” – “processes” and started calling our “processes” – “strategies”.  It makes us feel strategic when we have strategies!

Unfortunately, it’s rare that I see a real strategy for an organizations talent – their people.  We strategically have many strategies in HR – our strategic benefits strategy, our compensation strategy, our recruitment strategy, etc.  These really aren’t strategies either – these are more, what I call – HR operational initiatives – it’s the crap we do on a daily basis – it’s our jobs.  It’s not strategy.

What is strategy?  It’s a plan of action designed to achieve a vision.

We do really well on the plan of action!  We usually fail on the last part – achieving a vision – because usually we really don’t have a vision – unless you consider doing the job a vision!?   It’s not.  The vision part of your strategy is by far the most important part – it needs to connect to the heart and minds of your HR group.  They need to truly believe in it – it will shape decision making at all levels in your department – or at least it should!

Your HR Strategy needs to speak to what you truly believe on the people side of your business.  It’s alright if your strategy and your current reality are not yet at the same point – you need to have a vision to be able to reach it.  Very few organizations design their strategy based on their current state – unless they’ve already reached that pinnacle of excellence they desire.  Too often I see HR departments go to design an HR Strategy – and it breaks down because people try and throw reality into the mix – “Wait, this isn’t who “we” are – we aren’t what you are saying…”  I love realist – but they usually aren’t the best ones to draft your HR Strategy!  You obviously need reality in your strategy – but not so much that you just regurgitate your current state.

I can’t tell you what your HR Strategy should be, but I can tell you some elements that better be a part of it:

  • The level of talent you need to achieve your organizational strategy
  • The type of talent you need to achieve your organizational strategy
  • The personality traits your talent will need to be successful in your organization

Not every organization needs high energy, go-getter, experienced individuals to be successful – some do.  Some need calm, mild manner, entry levels to be successful.  Many organizations need a large mix of talent, traits and experiences – heck – most of us do!   In the end – we all need great talent that cares about their personal outcomes, they care about organizational outcomes and they believe both of those things can be accomplished under our roof.

Lastly, make your HR Strategy simple – so simple everyone in the building can spout it off in under 5 seconds.  That will be hard to do – but that will make your strategy lasting and effective.

Recession Fallout in HR

Posted on by
Reply

I have a feeling I’m about to preach to the choir.  I can’t tell you how many conversations I’ve had with hiring manager lately – that just don’t get it! (I hear you saying “What do you mean “lately” – did hiring manager “ever” get it!)   The Recession has made our job very hard – Today – especially if you are currently trying to hire anyone with technical skills (engineers, designers, IT professionals, Scientist, etc.).   During the Recession we had candidates coming out of our ears!  Today, it seems like, almost overnight, technical jobs across the country have turned on like a fire hose!  Everywhere companies are trying to find technical talent – in all industries – all at the same time.   Remember that baby boomer Tsunami of retirement we were suppose to see?  This feels like the first waves are hitting the shore in terms of technical hiring!

I’ve spoken to engineering schools that 100% graduation hires, plus companies now paying for engineering seniors, senior year of tuition!   I’ve spoken to companies that have had to double their payroll projections – mid-budget year, just to have enough money to hire the same amount of projected hires at the beginning of the year.  In HR and Recruiting we get this – the market moves, sometimes very quickly, and organizations have to be prepared to adjust and move with it – or risk causing some very bad outcomes to our operations.  But, do our hiring managers get this?

I’m hear to say – not enough have gotten the message!

Over the past few months, it seems like we are having daily “conversations” with hiring managers who are still wanting to see the same 20 candidates they saw during the recession, and turning down candidates for minor things like “he seemed a little shy”, “she was from Tech and I like State grads”, “he’s had 2 jobs in the past 10 years!”   I’ve had hiring managers have interviews, come back and say they like both candidates really well, but would like to see some more – when there aren’t any more!   It all sounds familiar doesn’t it!  The Recession did this to them!  It made the greedy – it made them ultra picky – it made them believe there is a never ending pool of great candidates who only want to come work at your company.   Ugh! I hate the Recession!

So what?

In HR/Recruiting this is where we become marketers – we start selling – and what we are selling is an idea.  An idea that the world is different, they sky is falling and there’s only one person left to hire.  That person – is the stupid candidate I just put in front of your face!!! (wouldn’t that be great if we could say that!?)  Look, I understand you and your hiring managers “only want to hire the best talent” – BTW – so does everyone else.  But times are changing – if you want to hire the best – you better be paying the best – or at least offering the best value proposition as compared to your competitors.  Lines of candidates are out their just waiting for calls any longer.  It’s simple addition – more technical job openings than candidates + baby boomers now beginning to feel like they can retire = our job just got a lot tougher!

 

Tell Your Critics To Suck It

Posted on by
1

In the corporate world everyone is a critic!  Everyone!  We’ve gotten really good at a learned behavior – no longer can we send out a final product the first time. Why?  Because everyone wants to trash it and change it – so it can be this really nice piece of Vanilla!  Welcome to Corporate America. But you know what – this isn’t new – critics have been around since Jesus – and critics have been wrong since before Jesus!   I wanted to share with you some famous things that critics got wrong:

Symphony No. 9 in D minor, Op. 125, by Ludwig van Beethoven (1824)

What the critics said in 1825: “We find Beethoven’s Ninth Symphony to be precisely one hour and five minutes long; a frightful period indeed, which puts the muscles and lungs of the band, and the patience of the audience to a severe trial…” –The Harmonicon, London, April 1825

Moby-Dick, by Herman Melville (1851)

And the critics response: When Melville died in 1891, Moby-Dickhad moved a grand total of 3,715 copies…in 40 years! The below was typical at the time of the book’s release:

“…an ill-compounded mixture of romance and matter-of-fact. The idea of a connected and collected story has obviously visited and abandoned its writer again and again in the course of composition…Our author must be henceforth numbered in the company of the incorrigibles who occasionally tantalize us with indications of genius, while they constantly summon us to endure monstrosities, carelessnesses, and other such harassing manifestations of bad taste as daring or disordered ingenuity can devise…” -Henry F. Chorley, London Athenaeum, October 25, 1851

Animal Farm, by George Orwell (1945)

What the critics said about the book we all had to read in high school: “It is impossible to sell animal stories in the USA.” –Publisher’s rejection

Here’s what I know – true creativity in what we do, does not come from running our ideas through everyone and their brother for approval.  If your organization wants your employees to be truly creative and innovative – stop pushing teams.  Teams don’t make masterpieces – they can do some pretty cool stuff – but pure creativity isn’t one of them.  We push “Team” so hard in HR and in most organizations it sometimes makes you think like this the only way everyone in the world must work – but it’s not.  An HR Pro that can determine the proper work structure throughout their organization is truly valuable – “team” isn’t always the answer – and you should have other tools in your toolbox.

 

You hear artist all the time say “I don’t listen to my critics”. This is valuable in that they know listening to a critic will hurt their art.  Unfortunately, in business, we don’t always have the ability/decision to not listen to our critics (who could be bosses, peers, friends, etc.).  In business telling your critics to “Suck It” could be a big career derailer!  So, when do we go all “Suck It – It’s my project” in the workplace?   First, I wouldn’t suggest you approach it, beginning with “Suck It” – although you will get their attention – I think we all have the ability in our work environment to push back appropriately when you truly know you have something that will make a difference.  But, it’s about having the conviction to stand behind it and not let it get changed.  That’s your marker – “am I willing to put my career/credibility/bank of influence on the line for this idea/project/etc.?” If you are – it’s time to pull out the “Suck It” card and push forward.  For most of us, this might never happen in our work lives – maybe once – but it’s rare.

 

I think what we learn over time is that not all of our critics are bad – and some actually might help truly make us better.  The key is to continue to have confidence in what you do – without it – your work critics will make your work life less than artistic.

Look Who Got All Brand New

Posted on by
1

Acting Brand New: (definition via Urban Dictionary):

When a person displays that they are better than their friends, or treats their friends indifferently, especially where there has been a relationship of good standing previously; hence the term ‘new’. i.e. without any history with you. Or,
Using it in a sentence:  “Why Jamie acting brand new like he don’t know nobody? Just be cause he got a car don’t mean shit, we practically grew up in the same house and yesterday he said he couldn’t come over my house because it has a garage. I was like, well what about all those other 1000’s of times.”
I was reminded of the concept of “Acting Brand New” this past week when speaking about a client we use to work with.  We don’t work with them now because the value equation just didn’t work out for the two of us (meaning: we weren’t making enough money for the work they were willing to give us!).   The company was tough to recruit for because they had a super bad reputation and nobody locally wanted to go to work there, on top of that, they willing to be pay leaders to make up for their terrible reputation.  I’m not in the business of providing bad talent – it won’t keep me in business long – they could only afford average talent – and average talent doesn’t want to work for horrible companies, unless you pay a premium – so what you’re left with is bad talent.
The reason this past client came up is because they went through some re-branding – new name, new logo, fresh coat of paint, etc.  They still have the same openings and they are trying to “act brand new” – like somehow the people in a local market will forget who they were and want to come work at the “new” company.  They don’t – still have bad culture, bad leadership and bad wages.  BTW – that’s the triple threat of not getting any talent!   You end up with people who couldn’t get jobs anywhere else.
Which leads to the concept of – how do you get “brand new”? If you’re unfortunately at a company like our previous client mentioned above, how do you turn this around?  You can only become “Brand New” by actually being something new.  Name changes and new logos don’t do the trick – you have to have leadership that actually act different, that model the behaviors you want to become, that are willing to cut out some cancer and not allow it to grow back.  It’s tough!  Too many of us want to change our Name and Logo first – I get that – Signs and Symbols.  But that’s completely backwards when getting all brand new – you do that last.  That way when someone comes back to see if you really are all brand new – your exterior matches the interior.

5 Things That Demonstrate You’re Not Getting Paid Enough

Posted on by
2

I was reading an article recently, it was one of those “Best Places To Work” type of articles.  Since I run a company, I’m always looking out for good ideas on how to take care of your employees without spending a dime – unfortunately – “Best Places” companies that make these lists usually don’t give you these type 0f ideas!   What you get from “Best Places” articles are all the over the top crap – gourmet cat food for your in cube pet-mate, free liposuction for your spouse and discounted tattoo eyeliner coupons.  I would love for my company to be on the top of every single “Best Places” to work article – but we probably won’t.  I care too much about my employees to make that happen.

What?!?

Yes, you read that right – My greatest weakness is I care too much!

It costs an organization a ton of money to make a “Best Places” list – not in actually applying to make the list (oh yeah, they are chosen randomly – you have to apply – the Top 100 Greatest Places to Work isn’t really the Top 100 Greatest Places to Work – it was the Top of the companies that applied for the award Greatest Places to Work), but in doing all the silly crap they do, so they sound like a great place to work.  Many of the best places to work, will never be on a list, because they are spending their time, money and effort – on their employees!

Here are some things that “Best Places to Work” companies and You Not Getting Paid Enough have in common”

1. If you’re company has unlimited gourmet free breakfast, lunch and dinner provided – you’re not getting paid enough.  Cut that crap out and pay me $10K more per year – I’ll bring in my own Greek Yogurt and granola.

2. If your company pays to have your laundry done and your house clean – you’re not getting paid enough.

3. If your company is taking you on luxury vacations and dinners that cost more than your monthly home mortgage – you’re not getting paid enough.

4. If your company spend more on marketing themselves as a great place to work, than on your employee development – you’re not getting paid enough.

5. If your CEO flies to work on a daily or weekly basis – you’re not getting paid enough.

So, how do I show my employees that I care and that we have a great place to work?  I don’t waste money on things that ultimately become a negative when I need to take them away because we aren’t making the money for our shareholders.  All great places to work, eventually become average or crappy places to work – because sustaining luxury programs that you put in place when your doing well – become negatives to engagement when you tighten your boot straps.

Pay your people fairly. Meet their needs as adults. Treat them professionally and with respect.  That’s a great place to work.

Recruiting is Worthless

Posted on by
4

Paul DeBettignies recently had an article over at ERE – Where Have All the Recruiters Gone – which gave me the idea for this post.  In Paul’s post he wonders why recruiters are networking face-to-face anymore. I think many of us in the recruiting field who have been in the field pre-internet, probably wonder this and many more things as we look at how the industry has totally transformed over the past 20 years.  A person today can get into recruiting, sit at a desk, have great internet skills, marginal phone skills and make a decent living.  They probably won’t be a great recruiter – they probably won’t make great money – but they’ll survive – they’ll be average or slightly above.  It’s why the recruiting function in most organizations gets a bad rap!  In corporate circles I’ve heard it called “worthless” many times – and for some this is their reality.

Recruiting is Worthless, if…

…you’re a hiring manager and you never have face-to-face conversations with your recruiter when you have an opening, and when you don’t have an opening.

…you’re recruiters believe it isn’t there job to find talent, talent will find them.

…your organization believes it’s the recruiting departments job to find talent.  It’s not, it’s the hiring managers job to ensure they have the talent they need for their department, recruiting is the tool that will help them.  This “ownership responsibility” is very important for organizational success in ensuring you have the talent you need.

…your recruiting department acts like they are HR – they aren’t – they are sales and marketing.  Too many Recruiters, in corporate settings, don’t want to recruit, they want to be HR – which makes them worthless as recruiters.

…if your recruiters have more incoming calls then outgoing calls.

…if your recruiters believe their job begins Monday thru Friday at 8am and ends at 5pm. The best talent is working during those times and most likely won’t talk to you while they are at work.  That’s not a slam on you or your company – they are great employees, it’s what we expect from a great employee.

…your senior leadership team feels they have to use an “executive search” company to fill their higher level openings, because our recruiting department “can’t handle it”.

…if they are victims – “it’s not my job”, “we can’t do that because…”, “marketing won’t allow us to do…”, “our policy won’t allow us…” etc.

…if they just send hiring managers resumes of candidates that have come to them, without first determining if the person is a fit for the organization and a fit for the hiring managers position – before sending them on.

…they haven’t developed the organizational influence enough to change a hiring managers, hiring decision.

Recruiting is worthless if in the end they have failed to show the value of their service back to the organization.

Recruiting is the one department in the organization, besides sales, that truly has the ability to show ROI back to the organization, yet so few of us take advantage of the opportunity we have!  There is nothing more important, and have a bigger competitive advantage, than our organizations talent – and oh by the way – THAT IS US! We control that.  Recruiting isn’t worthless, unless you make it worthless.

 

 

10ish Questions with Cynical Girl – Laurie Ruettimann

Posted on by
4

So, I completely stole this idea from Erica Moss’s 10 Questions with Laurie Ruettimann: HR Chick and Blogger at The Cynical Girl, partly because it was a great idea and partly because I know Laurie, a little – we jumped off a building together – Laurie’s Jump(notice Laurie’s Mission Impossible style landing, My Jump – and I know some other HR type Dudes who know Laurie (Steve Boese, William Tincup, Lance Haun, Matt Stollack and Kris Dunn) who have snarky humor like mine and would love to ask Laurie questions – but not the type of questions that Erica asked!

Erica’s post on Laurie was great – they both played it straight – it was nice and safe.  I thought we could have a little fun with Laurie, if she was game – and she’s almost always game!  So, here’s my 10 questions for Laurie Ruettimann – to protect the guilty I won’t tell you who asked which question:

1. How often do your interns write your posts?

(LR) Not often enough. They would be better if I had a few interns dedicated to writing about Human Resources and recruiting. Because I’m short-staffed, you get shitty posts about cats and hoodies.

2. Do you ever get tired of being sarcastic and/or cynical?

(LR) Tiger momma gotta wear her stripes, yo. Honestly, I am more of a hyper-introspective Debbie Downer than I am cynical or sarcastic. Much of my negativity is turned inwards. And yes, it’s a burden. Years ago, I told my husband that I wanted him to say ‘I love you’ more often. He laughed. He thought I was being ironic. And maybe I was. I don’t even know, anymore. So, uh, yeah, my tough-girl act gets old.

3. What will your next blog be called? Cynically Punk or The HR Cat Lady?

(LR) My next blog will be called ASK THE BLONDES. I’m working on it right now, actually. I have a writing partner. You just got the scoop. (That how we role at The Project – Sometimes you have to slap the interns around to get the best news – but it’s always worth it!)

4. If you were the head of HR at Jos. A. Banks (Laurie’s favorite Men’s store – Holla Sponsors!), how would you find people that can innovate the “Buy one suit – get three suits, five shirts and eight ties for free” discount space?

(LR) Easy. I’d look to China. Cheap labor makes anything possible. Just ask General Electric or Apple.

5. What role in HR could disappear tomorrow and no one would notice?

(LR) Payroll. In fact, its all but disappeared. We get paid through the power of computers and magic. (Do you hear that sound? That’s the silence from all those Payroll speaking engagements Laurie just gave up!)

6. F – Marry – Kill:  Jennifer McClure, Sarah White and President Obama?

(LR)  Marry Jennifer McClure because it’s easy to be with her. She brings me treats. F*%k President Obama because he’s a black guy. Kill Sarah White but only because she likes recruiting and HR technology a little too much for my tastes.

7. How do you reconcile the fact that you are neither punk nor cynical – but just a cat-loving former HR practitioner?

(LR) I used to be young and fun. Now I’m a hardcore punk rock feminist anarchist who drives a Volvo and does Pilates just to have a hobby. Sometimes I binge eat Ben & Jerry’s and think about my 20s. Thanks for reminding me of my sad and pathetic adulthood, Timmy. (Editor’s Note: that question wasn’t from me – you’re welcome!)

8. If you die, can I be your ghostwriter for The Cynical Girl?

(LR) You can be my ghostwriter now. I’m short on interns.

9.  From you professional HR perspective, what was the deal with Skipper and Gilligan?

(LR) I never watched that show but I’m pretty sure he was doing her in the copier room. Wait, do corporate offices still have copier rooms? (Editor’s Note: Clearly you never watched the show – they were both male stuck on a island after a 3 hour tour)

Thank you Laurie, tell the interns they did a wonderful job answering the questions and for the photo they sent!

Thanks again to Erica – for such a wonderful idea!

Check out Laurie and her writing at The Cynical Girl – she’s a fantastic writer and I love her take on all things HR and Corporate!

Make HR Suck Less

Posted on by
10

Are you working in a HR department that sucks?  You know if you are, it’s alright, you can admit it – it’s the first step of changing it.

I bet I talk to over a hundred HR Pros a year that begin the conversation with – “our HR department sucks!” or “my company doesn’t get it when it comes to HR” or “Our HR department is terrible”.   It’s not the outlier, it’s the norm.  So, many HR Pros working in HR functions where the organization has the feeling that “HR” sucks in our company.  If you’re not in one now – great – but chances are you have either been in one before, or eventually you’ll make a “grass is greener” decision and put yourself into this situation.

You know what?  We have the power to make HR Suck Less.  Yes, you do.  Stop it, you do.  No really, you do. Alright that’s enough, just play along with me at least!

Here are the 3 steps to making HR Suck Less:

1.  Stop doing stuff that Sucks.  But Tim! We have to do this stuff.  No you don’t – if your HR shop blew up tomorrow – your organization would still go on.  Over time you’ve “negotiated” to do all this sucky stuff – thinking it would “help” the organization, or give you “influence”, etc.  Stop that.  Give it away, push it out to other departments – start doing stuff that doesn’t suck, more than doing stuff that does suck.  It’s not easy, but it can be done, little by little.

2.  Get rid of people in HR who Suck.  Some people get real comfortable with sucking.  They wear their suckiness around like a badge of honor.  You need to cut the suck out of your department – like cancer!

3. Stop saying that you Suck.  We brand ourselves internally with everything we do – and if you say that you suck at something – the organizational will believe you suck at something.  If you say we are the best in the industry at recruiting our competitions talent away from them – you’ll be forced to live up to that – and little by little you will live up to that and the organization will begin to believe it as well.  Signs and Symbols!

Every single HR Shop who feels they suck – doesn’t have to suck.  If you feel you don’t suck, but everyone else tells you that you suck – you suck.  You’re just delusional and you keep telling yourself things like “we have to do this stuff”, “it’s the law”, “we don’t have a choice”, etc.   This is the first sign you’re comfortable with sucking – you aren’t listening to your organization.  No one has to suck – you can decide to do things in a complete different way. Perception is reality in terms of sucking.  You need to change perceptions, not reality.  You can still accomplish the exact same things, just do it in a way that people think you rock.  Start saying “Yes” to everything – not “No”.  “No” sucks.

Sucking less is a decision – not a skill.  You all have the skills – you just need to make the decision – to stand up and believe – Today we will no longer Suck!