The show they’ll never forget (also why I love Lady Gaga)

I absolutely love concerts.  I have seen many during my time on the planet – starting with Madonna in 1987 for the ‘Who’s That Girl’ tour in Detroit.  (Yes, I was 8 years old and my parents are awesome.)  Since then, I have been a regular concert attendee.*  Just this past week, I was in Vegas with my daughter Avery to see the opening show of Lady Gaga’s Mayhem tour.  And what an amazing, beautiful, energized show it was!  I was so glad we were able to be there. 

Concerts are awesome for many reasons.  No matter what is going on in your life or the world, a good show will make you feel better.  My mom always says she is refreshed and renewed after a good concert (she and my dad go a lot).  I definitely felt that after the Gaga production.  She is a true talent – how she sings so amazingly while lying down I will never understand.  Lady Gaga is also an advocate for all people to be themselves.  It was wonderful to be surrounded by such loving, positive energy.  And now I am ready to plan my next show. 

As I was traveling home, I learned some folks also had an interesting experience at a Coldplay show in Boston.  When I first read the story, I thought, of course it was the head of HR.’  It couldn’t be another member of the c-suite; it had to be the people leader.  Sigh…there’s a concert they will never forget. 

In keeping with such a situation, there have already been a number of posts that make a lot of assumptions and attempt to mirror the incident to the entire HR industry.  It’s unfortunate that any of my peers would feel the need to write such articles.  First of all, there are a lot of unanswered questions here.  We don’t know the facts surrounding the situation, the when/where/why/how, who was involved, and the implications to the company and its employees.  As good HR professionals, we know to start with questions first.  Seek to understand.  Astronomer has issued a statement that they will be conducting an internal investigation, as they should.  Much more information is coming.  In the meantime, it would behoove all of us to not make assumptions.  This is a delicate situation with the potential to bring upheaval to many lives. 

Second, this situation is not a reflection of the entire HR industry and function.  To suggest so is preposterous.  Do similar situations happen often in the workplace?  Yes, they do.  Are the topics of power positions and gender roles in business hot topics?  Yes, they are.  Is HR single-handedly responsible for ensuring there is no nonsense, no foul play, and full compliance with standard and ethics by all employees?  Absolutely not.  While we earned our capes during the pandemic, HR pros do not possess superhuman or magical powers.  We have the ability to educate, inform and influence but not to change and control others.  There is a significant difference. 

As a practitioner who has worked directly with small business owners and leaders, I can tell you from first-hand experience that attitudes, beliefs, and behaviors are born and bred early in people.  Once a CEO/president/owner shows who they are and what they believe in, it sets the tone for the company culture.  Actions speak loudest.  From constant swearing to smoking weed during the workday to taking employees to the local strip club – I have seen all of these and more.  And when an organization has been operating in this manner for 10/20/30 years…forget it.  Those who desperately want to fit in and climb the corporate ladder are hesitant to raise any objections.  They usually just go with the flow.  It doesn’t take long to see others mirroring the behaviors.  And the cycle continues. 

I am in no way saying that any of this is okay.  I am simply saying this is our reality.  When an HR professional goes into an organization, they usually have all the good intentions possible of wanting to help the company progress forward.  The ability to see those plans through is another matter entirely.  It is not uncommon for a company to say they want to establish a solid HR foundation and create a great culture; however, they may not be prepared for what that actually means.  When I told a former client that the prints of scantily clad women hung on the walls of their ‘lounge’ may be offensive to employees, they couldn’t believe what I was saying.  They also refused to take them down, claiming historical significance.  Well, there’s your culture.  No single HR person is going to change any of that. 

So what does this mean for Astronomer?  They have a tough road ahead.  I will say that I sincerely hope there is no coercion or harassment involved, and I hope and pray that no other employees were involved.  It will take time for the company to bounce back from this.  What becomes of their culture is TBD.  They have a tremendous opportunity here to come back better than ever…especially if they build a strong HR foundation.  Will they take it? 

What does this mean for HR?  It certainly doesn’t have to mean everything.  This is not a reflection of the industry.  People make mistakes; that is never going to change.  If anything, we need to take a more realistic perspective of what HR is and what it is not.  We also need to give grace and show empathy for those involved in this situation.  That is how you practice people-first. 

When in doubt…buy the tickets.  Go to the show.  Life is short. 

*Concerts I have attended: Madonna, The Jets, Richard Marx, Mary J. Blige, KISS, Rod Stewart, Styx, REO Speedwagon, Journey, Night Rider, Aretha Franklin, Ariana Grande, Lady Gaga, Taylor Swift, Fleetwood Mac, Sarah McLaughlin, The Pretenders, Dave Matthews Band, Destiny’s Child, Alanis Morrisette, Chicago, Celine Dion, Janet Jackson, Violent Femmes, Foreigner, Toto, MercyMe, TobyMac, Zach Williams, Mariah Carey, Hall & Oates, Train, En Vogue, TLC, Pat Benatar…I may be forgetting some but I think this is the list.  😊