We recently connected with Mindy Honcoop and have shared our conversation below.

Mindy, thanks for joining us, excited to have you contributing your stories and insights. Can you tell us about a time where you or your team really helped a customer get an amazing result?

During my time working with the VP of Total Rewards at a software company, I had the opportunity to help his team overcome a significant challenge they were facing. The VP of Total Rewards had attended a presentation I gave on the use of Agile principles in HR, and he believed that I could assist his team in organizing and prioritizing their work. The team was constantly overwhelmed with the volume of tasks and found themselves stuck in a never-ending cycle of reacting to urgent matters, leaving little room for proactive and strategic work.

To address this issue, I took a methodical and collaborative approach. I began by gathering data asynchronously, allowing team members to provide insights and share their experiences at their own pace. This approach ensured that everyone had an opportunity to contribute and that their perspectives were taken into account. Additionally, I held two meetings with the team, where I actively listened to their concerns, asked probing questions, and offered valuable insights on how to address the challenges they were facing.

The impact of this collaboration was significant. Firstly, the team felt validated as they realized that their workload was indeed exceeding their capacity. This acknowledgment helped alleviate some of the frustration and stress they had been experiencing. Furthermore, they gained practical tips and strategies to improve their efficiency and better organize their work. These insights provided them with a roadmap to navigate their workload more effectively and regain control over their time and priorities.

As a result of our work together, the VP and his team made the decision to hire a project manager. This addition to their team would facilitate the implementation of both short-term and long-term solutions to the workload issue. By bringing in a dedicated professional to oversee project management, the team could focus on their core responsibilities while ensuring that strategic initiatives were not neglected.

Mindy, before we move on to more of these sorts of questions, can you take some time to bring our readers up to speed on you and what you do?

I have over 20 years of experience in People Ops. My journey into this work began with a passion for positively impacting our communities.

I started my career focusing on social work, aiming to impact people’s lives directly. However, during an internship, I realized that the limitations of being a social worker hindered my ability to help individuals as I had envisioned. This led me to explore other avenues to make a difference.

Through conversations with my husband, who was experiencing frustrations with HR practices at his workplace, I saw an opportunity to bridge the gap between social work and human resources. I recognized that the principles and skills I had learned as a social worker could be applied to HR to create more effective and empathetic approaches to creating people-centric workplaces that increased organizational capability (people, processes, and systems) and productivity. I saw how caring for people and running a successful business could be possible.

I pursued a career in HR, starting as a contractor at Microsoft and eventually becoming a full-time employee. This experience allowed me to develop a deep understanding of HR operations and the importance of aligning talent needs with business goals. I fell in love with the field and realized that I could make a significant impact by helping organizations optimize their workplaces and create environments where employees can thrive.

As a Fractional People Leader, I offer various services to organizations of all sizes. I offer the expertise of a full-time People Ops Leader at a fraction of the time and cost. This allows organizations to reduce costs, increase talent retention, and improve business productivity.

I also provide HR operations advisory services, guiding organizations on all aspects of the employee lifecycle, including onboarding, talent management, internal communications, L&D, change management, and employee engagement.

Additionally, I am passionate about people technology and helping companies make informed decisions about their HR tech stack. I support clients in developing their digital workplace strategies and optimizing their use of technology to support their goals.

My unique combination of social work principles, HR expertise, and a focus on agility and human-centered design sets me apart. I believe in personalized service and understand clients’ unique needs and goals. I bring industry expertise and out-of-the-box thinking to develop tailored solutions that drive measurable results.

I am here to guide and support organizations on their journey to success.

Have any books or other resources had a big impact on you?

I’ve always had a deep love for reading, ever since I was a young child. Books have been my gateway to new worlds and endless knowledge. They’ve fueled my curiosity and hunger for learning, allowing me to challenge my beliefs and grow as a leader. My list of favorite books keeps evolving as I continue on my leadership journey. It is hard to just list a few. Here are some that have had a lasting impact on me:

“Traction” by Gino Wickman: This practical guide provides valuable tools and strategies for achieving business success and gaining traction in your organization.

Brené Brown’s “Atlas of the Heart” and “Daring to Lead” are transformative books that delve into vulnerability, courage, and authentic leadership, offering profound insights into building empathy and meaningful relationships.

Adam Grant’s “Hidden Potential” and “Think Again”: Grant’s research on motivation, creativity, and challenging assumptions have shaped my management philosophy, inspiring fresh perspectives and questioning conventional wisdom.

Eric Ries’ “Lean Startup”: A must-read for aspiring entrepreneurs, this book introduces the concept of lean agile methodology and offers practical guidance on building and scaling successful startups.

Patrick Lencioni’s “The 5 Dysfunctions of a Team”: Lencioni explores common pitfalls that hinder team performance and provides actionable strategies for building cohesive and high-performing teams.

“The Work of Leaders” by Julie Straw, Susie Kukkonen, Barry Davis, and Mark Scullard: This insightful book delves into the core principles of effective leadership, offering a framework for developing essential leadership skills – Vision, Alignment, & Execution.

Simon Sinek’s “Infinite Game”: Sinek challenges the traditional notion of winning in business, advocating for a sustainable and purpose-driven approach to leadership.

Erin Meyer’s “Culture Map”: This book explores the impact of cultural differences on global business and provides practical strategies for navigating cross-cultural interactions.

Daniel Coyle’s “Culture Code” reveals the secrets of highly successful organizations and the key elements that shape their culture.

Christina Wodtke’s “Radical Focus”: Offering a practical framework for goal-setting, this book helps individuals and teams stay focused and aligned.

Jeff Patton’s “User Story Mapping” is a valuable resource that provides an approach to product development that prioritizes user-centric solutions, helping teams create impactful products. These insights can be reframed and applied internally to a workplace’s people, processes, and tools.

Kim Scott’s “Radical Candor”: Scott explores the importance of feedback and communication in building solid relationships and driving team performance.

“You, Me, and We” by Morag Barrett, Eric Spencer, and Ruby Vesely: This book offers practical insights and strategies for building effective teams and fostering collaboration.

I highly recommend exploring them to gain new perspectives and enhance your leadership journey. Happy reading and continuous learning!

Any insights you can share with us about how you built up your social media presence?

Building my social media presence began with finding HR communities to join, particularly those seeking panel speakers. Participating in the community and on panels provided an excellent opportunity to get comfortable speaking and interacting with audiences. Through these interactions, I began to understand what aspects of my unique experience and story resonated with people. I was surprised to discover genuine interest in what I had to say.

Initially, I didn’t think I had anything new or groundbreaking. However, a mentor helped me realize that my perspective and journey were unique. No one else has walked in my shoes or experienced the same path. This realization made me understand the value of sharing my story. Not sharing it might be missing an opportunity to impact someone’s life positively. Someone in the audience may need to hear my story to find the motivation to take their first steps, to build something that didn’t exist before, or to make an even greater difference. My mentor’s words resonated deeply: “By not sharing your story, you are missing an opportunity to help others”.

For me, building a social media presence was not about promoting myself. It was about coming from the standpoint of being a guide and starting a dialogue. I wanted to spark conversations that could support others and ultimately contribute to creating healthier workplaces. I firmly believe that healthier workplaces lead to a healthier society.

To build my social media presence, I actively engaged with others by commenting on their posts, offering support, and sharing valuable insights. In turn, others supported me and engaged with my content. It was a reciprocal process of building connections and fostering a community.

I suggest those building their social media presence find communities or platforms where your expertise and unique perspective can shine. Seek opportunities to speak or participate in panels, as they can provide a comfortable space to share your insights and connect with others. Don’t underestimate the value of your story and experiences. Remember that you have something valuable to offer, and by sharing it, you can inspire and support others.

You can approach social media with the mindset of being a guide and starting meaningful conversations. Focus on building connections and supporting others rather than solely promoting yourself. Engage with the community, comment on posts, and offer valuable insights. By fostering genuine connections and providing value, you can gradually build your social media presence and make a positive impact.

Remember, building a social media presence takes time and consistency. Be patient, stay authentic, and keep sharing your unique perspective. Your voice matters, and there are people who need to hear what you say.

Contact Info:

• Website: https://www.agileinhr.com/
• Linkedin: https://www.linkedin.com/in/mindyhoncoop/