Is your brand the ultimate narcissism? My grandmother, who is 86 this year, always told me, “Humility was for people who could afford to be humble,” and when I was 10, “I couldn’t afford it.” She wanted me to be more confident, brag a little bit. I’m sure she was just a proud grandma, and I love her for it. It was only after years of corporate experience that I finally understand what she meant. Of the many cold hard facts of the work-world, one of them is, “You have to ring your own bell.” I can hear some of you chuckling already. I’m sure you had a kindly boss, like I did, who might have seen your potential and wanted to motivate you. Maybe she or he was just giving you career advice as a mentor, or adviser. Whatever the case might be, my lesson was clear, don’t be afraid to brag a little bit. After all, no one in this 60,000 person organization is going to look for me under the carpet or hiding in my cubicle. Perhaps you feel that way when writing your resumes. I know I did. I thought, “Wow, that’s one hell of a claim to make. It was our team who brought in the sale, not just me.” But my HR side said, “Yes, that’s true, but you can’t afford not to ring your own bell.” I watched Julie and Julia the other day and something occurred to me. The movie is about a sad government secretary who embarks on a mission to cook all of Julia Child’s 540 recipes in 364 days, and blog about it, each day. After awhile, she becomes completely self-obsessed. Soon, her marriage is in jeopardy and she wallows even deeper into narcissism. But soon, her idol Julia Child inspires her to take a second look at how she is treating those around her. As the Dalai Lama said, the more you focus on yourself, the more miserable you will be. So, what is all this talk about “Brand-You?” Isn’t that just the epitome of self-obsession and unhappiness? I believe there is a delicate balance, a middle way, between how much we ring our own bell and how much we focus on giving. After all, we don’t live in a vacuum. As we build our brands online, writing articles, taking the voice of authority, commenting critically on blogs or LinkedIn groups, remember– We may not be good enough to be humble, but a bell that rings too loud get’s silenced.
Besides payroll, one of your organization’s largest spends is probably on technology. You spent thousands of dollars to implement your new ERP system. Years later you’re still using the same version with manual compliance-related workarounds. The ERP system needs to be kept current. What do you do?
As the business continued to grow, you struggled to make the ERP system work for you. There was no written documentation for the end-users, and you created manual workarounds. Training was done verbally so end-users weren’t trained consistently, and they ended up having a lot of dirty data. In the end, the business was expending extraordinary time and effort muscling to use the ERP system, and only getting a small fraction of value.
How did this situation happen? Individuals thought the small IT group should be responsible for all technology including the ERP system. So, the business wasn’t involved as much as it should have been.
ERP stands for enterprise resource planning—the entire enterprise should be involved including finance, information security, internal audit, regulatory compliance, and legal.
ERP System Responsibilities For Each Department
Although the ERP is a system (with a significant investment), the sole responsibility cannot be put on IT. Instead, the business needs to take the lead and own the system. The ERP consists of multiple modules and those “owner” departments have a vested interest to keep the system current and to maximize using the features and functionality.
IT is responsible for understanding how the system is intended to be used.
The business is responsible for deciding what to use.
One way to break out the responsibilities is as follows:
Departments “own” their respective modules (e.g. finance, human resources, operations), which includes the internal control system
If there isn’t a separate training department, then this responsibility reverts to the business.
In the end, the business has the most to gain (or lose) by utilizing the ERP to align with the business needs and growth. Similar to the idiom it takes a village, the entire enterprise should be involved to keep the ERP and other major systems current and maximize their use.
For more information on system ownership, follow me on LinkedIn!
Did your PTO request get denied? Due to restructurings, layoffs, and crunches, companies are now buckling down on employees and their PTO. Here's my concern...
Quitting isn't going to help your situation.
If you quit because your PTO request was denied, that will, in fact, hurt your chances of getting hired. And if the economy tanks, there will be fewer jobs, and then it's going to be a lot harder to get a reference or explain why you quit.
What You Should Do If Your PTO Request Is Denied
@j.t.odonnell when your PTO request gets denied... @workitdaily @j.t.odonnell #joblife#worklife#pto#careeradvice#careerhacks#careertiktok#edutok#learnontiktok♬ original sound - J.T. O'Donnell
When your PTO request is denied, you want to ask why.
- Why is this happening?
- What can I do to make this timeslot work?
- What would I have to do before or after?
- How can I get to the point where this could be approved?
Maybe your employer can't approve the entire time off that you're requesting, but they could approve part of it. Or maybe your boss is just worried about some coverage, but you could assist in getting that coverage. The goal is to try to work with them on that.
But if you don't get your requested PTO, I'd be really careful about taking that time off anyways or quitting, because it could hurt you and your career.
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