Coming Out of Transition

While I can't release details yet, I will be coming out of transition November 26th working as a Regional Director of Human Resources for a company in Indianapolis.  I signed a contingent offer letter last week and am awaiting the criminal background check and reference checks to be completed and the contingency to be removed from the offer.

I want to thank each and every one of you for your calls and notes of encouragement, your prayers, and your friendship.  I assume that everyone who offered to be a reference for me will follow through with a positive reference, and I know my own clean background, so this should be over for me soon.  Vonnie and I will take a much-delayed 30th anniversary cruise in early November and then come back preparing for what comes next.

This job lead came from a friend whose career I had helped a few years ago.  Almost every good lead I had came from someone I had helped at some point.  This was instructive for me and I pass it along to you; if you want to prepare yourself for transition in the long term, and make friends along the way, help everyone you can.  I don't think its unchristian to believe in good karma and intend to start this next phase of my career the way I ended it; showing everyone I know everything I know and helping everyone I can.

Again, thank you one and all for everything you did to support me during this transition.

Comments

Brian Bishop said…
Congratulations, Jim. Very happy for you!!
4:47 PM
Ms. Elaine said…
Hey Jim...this is great news! Will you be relocating or since it is a regional postion will you just commute from time to time. I am excited for you and your new opportunity...Take that cruise and relax!
10:30 AM
Unknown said…
Thanks Elaine. I will be relocating to Indianapolis right after Thanksgiving but keeping the house here since I probably can't sell it right now. I will be able to do some commuting out of Nashville when I cover the west coast. Hope things are going well for you there.
11:41 AM
Unknown said…
Thank you Brian. Hope all is well with you.
11:41 AM
Post a Comment

Popular posts from this blog

On-Line Streamlining

On Friday of this week I will shut down both my Facebook and Twitter accounts. In place of communicating via those outlets I intend to be a more consistent and diligent blogger. There are several reasons for this move which I will explain just briefly. I usually check all these accounts after dinner. That process entails checking Nelson email, personal email, Twitter updates (both reading and writing), looking at who added or dropped me on Twitter, checking Facebook updates from my "friends", and leaving comments. I could set up a link that combines Facebook and Twitter updates into one process, but that only saves a few moments of what takes about 45 - 60 minutes. My other personal interests, be they gardening or guitar or a few home improvement projects slated for the spring, suffer from the time taken up with living in the on-line world. Every so often my wife would like for me to just sit down and watch TV with her and I rarely ever do. After slacking off for the winte...
Read more

Employer Response to Feb 17 General Strike

If you are an employer and have employees participating in today's called General Strike here are a few tips.  The demands of the General Strike are not employment related: they are political and are not about to your workplace's specific terms and conditions of employment.  As such this is not subject to the "no strike" clause of your collective bargaining agreement (if you have one), and is not a non-union "wildcat strike".  As such it is not NLRB protected concerted activity in my opinion. You can take corrective action in accordance with your policies. But be careful: this "is" protected First Amendment speech so terminating for absences related to this event could prove problematic.  Still you probably don't want people walking off the job without consequences and/or disrupting your workplace. Here is what you can do.  Insist that the strikers leave your premises, not block your entrances and exits, and not disrupt your business. You c...
Read more

Managing Through the Micromanaging Myth

It is the ultimate derogatory comment among the 20-somethings in your workforce. It has replaced race and gender slurs as the lowest form of workplace insult. To be labeled a micro-manager carries with it a level of disdain somewhere just above sexual harasser. It is also largely a myth and an excuse wielded by some on your staff who lack the experience to know mentoring from meddling. That so many middle managers (and higher) buy into this corporate urban myth is disappointing; but it will one day go the way of all other ill-conceived management fads. Let me go out on a limb here and call out that labelling your supervisor as a micro-manager is a handy tool to escape supervision and accountability and that buying into it as a supervisor cheats your new hires out of needed coaching. The theory of the micro-manager is simple; close supervision is equal to a lack of confidence in the person you supervise and is therefore poor leadership. Moreover, if you've selected someone for your ...
Read more