The Lost Art of Thank You

Have you ever tried to do the right thing, and have it come back to bite you? Understanding that there is always a right way and a wrong way to do something, because of your character you elect to take the high road and treat others the way that you would like to be treated. You embrace a standard of professional courtesy and choose to build something special on a foundation of principles, values and ethics.

However, when you step back, you honestly have to ask yourself two questions.

1.) At what cost?

?2.) Does it matter?

There comes a point in time when there’s a need for self-reflection, it’s a process that allows you to either stay the course or, alter it in pursuit of what matters. The end result is quite often a steadfast commitment to those things that you are truly passionate about. In business, what usually factors in are the variables of give-vs-take, and things, whether you like it or not, that are simply out of your control, such as the preconceived views of others.

Today there sits a high price tag on those with exceptional EQ, a desirable trait sought in candidates from companies of all shapes and sizes. But I recently found myself asking, due to recent circumstances, where does it exist within corporate leadership? From those who represent the company and the promising future that it has to offer?

It is increasing evident in this day and age that we take every imaginable step to remove “personal” from business. Striving for a world reliant upon process with the introduction of AI and Machine Learning. But we, as members of the recruitment community, both third-party as well as those within the corporate environment, ARE the human element of business. Therefore, it is even more essential for those within HR and TA to not only possess the trait that they so desperately seek in candidates; but apply it in their day-to-day interactions and business practices with others.

Studies have shown high EQ correlates to effective leadership, perhaps it’s due to an individual’s ability to connect their personal experiences with those of others, AKA, putting themselves in someone else’s shoes. Which is precisely the reason for my initial question regarding whether EQ actually exists within corporate leadership. In many cases it does, it is reflected in the character of these nurturing professionals who embody what it takes to pursue such a profession at an elite level, as we outlined back in March in an article entitled: Authentic HR Leaders – You Know WHO “You Are”… Stand Up And Take A Bow.

In my view there is a fine line between a business decision and an emotional decision. EQ is the point where I believe they intersect.

Unfortunately, the majority of those in our space have done irreparable harm, by berating companies with phone calls and relentlessly bombarding them with emails to the extent that those with respectful business practices get painted with the same brush.

The effects of which we experienced loud and clear just recently.

We had made attempts on a couple of different occasions over the course of the last few months to reach out to the HR Executives at two select companies. We had carefully been following the ebb and flow of their actions, breakthroughs in the market as well as advancements and movement in their space. In our correspondence, we proactively extended our views and offered insight to some possible areas that could be leveraged both internally as well as externally to their benefit, and expressed our desire to spend ten minutes on the phone with them in order to share how we could bring extreme value over and above the norm, and provide them with the opportunity to capitalize on the information that we had gathered in order to greatly impact their current recruitment efforts. However, unfortunately our efforts fell on deaf ears and garnered no response. 

Then two weeks ago, during the course of a conversation, a colleague handed me a data sheet and said… “here’s some food for thought.” I said to myself “THAT’S IT!” I thought that perhaps if I went out of my way to demonstrate just how much I valued their time as well as the opportunity to speak with them, that they might see their way clear to extend me a few minutes. So, the next day I rolled up my sleeves and called around the area where their offices were located searching for the best pizza joint in town. After several calls, I actually found the pizzeria that they commonly order from, and had enough pizza delivered to feed their entire team. On top of one of the boxes, I had them place a note that said – “Lunch is on me! Steve Diedrick.” Upon delivering the pizza, I was told that the person from the shop said… “This is from Steve Diedrick.” To which the HR Executive replied – “Oh Redmond!”

After a few days went by, I followed up with an inMail here on Linkedin that read… “Last week I wanted to take the liberty to buy you and your team lunch as a sign of my appreciation for a brief amount time that I’m hoping you can put aside for me this week. Think of it as food for thought, because I truly believe that you will not only find extreme value in what I have to share, but it will offer you a considerable amount of leveraging possibilities to think about. I hope lunch hit the spot! Best Regards, Steve

Keep in mind that I did this for each of these companies two weeks ago and sent them the follow-up inMail on November 19th. To this day – not a word. Not a note saying thank you for the pizza, not a message from an assistant saying so and so wanted me to follow up with you. – Nada. I spent around $200 to buy them lunch, and they couldn’t even give me the time of day.

Was I making an attempt to buy their business with pizza? Of course not, that’s ridiculous. I was simply seeking a way to cut through the noise, to creatively connect in a way that would allow me to stand alone, and at least for a moment garner their undivided attention and possible consideration.

The truth of the matter is, if we were meeting face-to-face, there’s a good chance that we would be meeting over lunch. So why should the fact that I’m located halfway across the country cost them a slice of the area’s best pizza? The problem is, HR is constantly under attack on a daily basis from outside vendors, to the point that even the most genuine gesture is severely questioned.

If this sounds like I’m taking it personally – I am. Business is extremely personal to me, perhaps to a fault. What is equally important is the way that you conduct business, which should be in a courteous and respectful manner, something we make every effort to do on a daily basis.

Is there a company that has ever been berated with phone calls or emails from Redmond? Not likely. It’s just not our style nor is it the way that we would want to be approached – so why do it to someone else.

To demonstrate what differentiates us from other firms, we instead elect to express our thought-leadership and value in our articles, addressing the needs of elite professionals as well as providing insight from our unique position to the HR community that we serve.

However, this doesn’t void the fact that reflected in EQ in its most basic form, is common courtesy and professional consideration. Makes you wonder though. Whatever happened to simply saying thank you?

So… Have you ever stopped to consider why you as a HR or TA professional get harassed by search firms? It would appear fairly obvious, because if they waited around for you to call them, they would eventually die on the vine and go out of business. As I said, at Redmond it’s never really been our style, but I can certainly understand why it takes place.

I understand that there is a stigma associated with search firms. In fact, most view them right up there with used car salesmen and lawyers… at times a necessary evil. And though everyone would like to lump us all together, the truth of the matter is, we’re not all the same. Each one is a company unto itself, with their own set of standards and practices that define them. All I ask is that Redmond be judged on its own merit and not by the characteristics of those who elect to tarnish an industry by their own unsavory actions.

What we at Redmond have established as a company, is an extremely unique product, and I say that with conviction. I say it because for one, you can’t go to college and get a degree in Executive Search, as you would in say – Accounting. It’s not a turn-key franchise that can offer a standardized quality product overnight, and it’s not software that comes out with a new update every quarter in order to maintain a generic value that applies to practically everyone. What we have developed, is a product that has been crafted through decades of experience, that has been forged by leveraging not only the successes, but the failures of those companies who came before you, refined over long nights and tireless weekends.   

What we’ve built is a reputation for excellence, of thought-leadership and a true commitment to caring about the individual that transcends that of a search firm, because we are more than that. We are a company founded on principles, values and ethics with a passion for playing a role in the betterment of peoples’ lives. It’s an incredible responsibility, and one we don’t take lightly.

Of course, you have a choice who you do business with, just do me a favor, don’t lump us in with everyone else in our space. We work damn hard to be respectful of your time and to maintain a level of integrity that we can only hope will be appreciated.

If by chance we reach out to you and ask for a few minutes of your time, you may want to strongly consider it, because odds are, there’s a very good reason as to why. A reason the two aforementioned companies unfortunately may never know.

If on the other hand you would like to have a long-distance lunch together and perhaps take 15 minutes to talk a little shop, just drop me a message and let me know. Lunch for you and your team is on me!

About Steve Diedrick...

Steve is the founder of Redmond, a global executive search firm whose clients include world renowned brands and start-ups that are shaping tomorrow's world. As a highly respected authority and pioneer in the field of human capital with close to three decades in the space, his progressive ideas on search-excellence reflect a profound understanding/passion for the global economy and the ever-evolving mindset of the unique talent that propels companies forward. He has personally reached out to more than 100,000 professionals and interviewed over 35,000 potential candidates throughout his career. His personal drive, perspective, discipline and focus is a culmination of his life experience living abroad and the 27 years spent mastering the Martial Art of Qi Gong. His Mantra: There is nothing like direct experience that takes you from knowledge - to knowing.

Email me at: [email protected] or Text me at: 947.222.9200 and let's discuss how Redmond can help you.

? Redmond Research, Inc. 2019