Who Will Speak For Me ??

As you go into work this week, the first thing on your mind will most likely be a problem or challenge you’re facing. It could be a deadline that is looming or a myriad of other things that genuinely need your attention. I doubt, however, that employees will be the first thing you think about.

If they are your focus, chances are that you’re only thinking about the employees who are causing a problem. The people who are awesome and doing their jobs well are overlooked. I don’t mean to sound harsh. It’s the reality I’ve experienced in the past, and also the observation I’ve had when I hear my peers talk about their work experiences. It’s ironic that in a field that has “Human” in the title, we actually give our attention to a very small percentage of people who work with us.

If you would ask employees who HR represents, they’d say management. I’m not talking about a poor “us and them” culture either. I’d venture to say this reflects most workplaces. I think this is because people see us step in on situations where it’s not going well with someone as the example of what it’s like to interact with HR. Doesn’t that tire you out? Seriously. If you’re only practicing HR to handle people who are problems, it has to be discouraging. This limits what HR can, and should, do for organizations.

HR needs to develop relationships with employees at all levels. Whenever I’ve brought up this concept, my peers get defensive and state how difficult this is to accomplish due to their company’s size or number of employees. I work for a company that has 17 different business units and 1,200 team members over a regional geographic footprint. The vast majority of our team members work on a part-time basis and over different shifts. The challenge to know everyone is real.

So, this is how I’ve approached my current environment. I don’t try to reach every person on my own. That’s not feasible. However, it is realistic to teach others that HR is willing, visible and available for everyone regardless of when and where they work. That message has to be consistent and then followed by behavior. I will go to different locations at different times and dates that don’t always match my regular schedule. I needed to alter when I work so that I could reach others when they work. It’s changed how HR is viewed because they’ve seen that I don’t show up only for problems. There needs to be another important shift to make sure that representing all employees is the norm for HR.

Stop talking ABOUT people, and start talking TO them !!

We’re in a unique position as HR professionals. We have the ability to talk with everyone. Honestly, the majority of my day is spent talking to others. In the past, I’ve had people question the “value” of this approach. Over time, those people are now the ones who talk to me the most. We are the one function that can listen, evaluate, counsel and connect others. Doing this clears the air on items and feelings that may have been long held in silence and frustration. Allowing people to perform has both intrinsic and real value for organizations. This may be hard to quantify on the bottom line, but I contend it impacts it more than people think.

I recently was enjoying some John Mayer, and I think he captured how employees yearn for HR to act when he wrote:

“Show me something I can be, Play a song that I can sing, Make me feel as I am free – Someone come speak for me.”

It’s time for HR to change and speak for others. Trust me that when you do this, you’ll enjoy your role more and you will be making a tangible difference for your team members and your company as a whole. It’s worth the effort. Make the shift !!

 

Exist or Thrive ??

Another work week is upon us. How does that make you feel? Seriously. What’s your attitude going in?

I know the realistic answer is “it depends” because I can’t understand or cover all of the life situations everyone is facing. These probably run the gamut from bleak to awesome. The circumstances we find ourselves in are a heavy factor which influences our approach to work and to how we interact with others. I don’t want this to be some pop psychology piece that tries to analyze your current state. That’s not fair or even possible.

Let’s get back to the first question. How do you approach a new work week?

It’s important to take time to do this because I think it frames how we approach our work more often than not. I don’t think it’s the “Monday Blues” that bring stress and unnecessary negativity. I think we dread going in to work because we have chosen to exist vs. choosing to thrive.

Don’t believe me? I think people float because the culture of the company allows them to. I don’t think people want to float, but since we’ve taken the majority of direct human interaction out of work, they can’t help it. People want to be challenged. People want to stretch and tackle situations they can affect. However, we blow things up into dilemmas so that when an answer comes to light we get more recognition. It’s true. We can’t seem to break out of the doldrums of our roles.

Please note that this blahness isn’t at one level of an organization. It can occur from the most senior executive down to the front line. Don’t assume that people are just getting by who work below you by position. It’s a vicious myth that we keep perpetuating (again – to make us feel better).

Now, this will sound bold, but it’s something I know because I’ve experienced it myself. You can THRIVE in what you do currently in your role as well as throughout your organization. To do this though, you need to make a choice. The choice is simple, but the implementation is difficult.

The choice is that you personally will no longer settle. Ever.

This past weekend I went to visit my parents. My Dad is a quote machine. Whenever we’re in any situation, he’ll quip, “Write this down . . .” and then he whips out a quote. One that has stuck with me is, “To lower the standard is to give up the fight.” He said this when I’d choose to do something less than my best. It is strong encouragement to keep in mind when the next wave of negativity or cynicism hits.

Choosing to thrive is not some slogan on a wall. It’s a way to exhibit your behavior and a method to lift up and encourage others. HR has the opportunity to see the best in themselves and all employees who work in their company. How do you think your Monday would start if you had that intention and approach going in?

This week make the choice. Stop settling yourself first. Then, go talk to others you see who are not thriving. Work with them and get them to break out of their funk. Fight against the people who choose to tear things down with a better, and more sustainable, stance. Thrive !!

What You Say . . .

. . . matters.

This may seem like an overly obvious statement. However, I don’t think we believe it because we are extremely careless with our words – especially when it comes to people.

It’s so easy to get frustrated with how others treat you, or the situations you find yourself in. Words that describe your immediate feeling and reaction usually aren’t positive. And, if we’re honest, we feel “better” by taking a shot at someone else – at least for the moment. I think we do it so often that we’ve become desensitized to how we casually describe others. It has become an expected response . . . and that is sad.

Now, trust me, I’m not pointing fingers at others because this is something that I struggle with as well. It’s not something I’m proud of, and it’s actually something I’m trying to turn around.

People don’t deserve to be called names that belittle or degrade. No one. Ironically, most of this happens out of earshot of the person we’re frustrated with which makes it even more underhanded. On top of this, we unfortunately highlight name calling and labeling almost incessantly in our social media forums or in the news. The juicier, or more vicious, the better. The response to when these barbs are thrown about is to take it up a level so it gets more and more harsh. I want you to note something.

Tearing someone down has NEVER improved a situation or a circumstance. Not once.

I mentioned before that I’m working on this. That’s the truth. I don’t mean this as an HR professional. I mean this as someone who’s a husband, a father, a friend, a volunteer and a co-worker. I observe that the ease at which others are torn down is the norm, and I can’t accept that. I understand people can be frustrating. However, what I think gets completely glossed over is that we’re ALL people !! I have to be someone who frustrates others. So, is the same name calling being used towards me when I push someone’s buttons? Of course it is. Even if I don’t hear it directly.

I had a conversation recently with a friend, and we were letting off some steam about a person who wasn’t in the conversation. It wasn’t positive. I’m embarrassed to say that. Afterwards, I decided that this isn’t how I want to behave. It’s an easy excuse to justify venting, but it isn’t how I want to see others treated, or be treated myself.

I believe we can, and should, be encouragers of people. This doesn’t count just for people we like. It’s for everyone because it honestly doesn’t happen enough. I know that when a kind word is given that is has meaning and impact. It matters. Now, it may be the exception in what people hear, but that means that kind words should be used even more regularly !!

We will all still be critical and there is value in that. We should be critical of the behavior we see and experience and not the person. Most people reading this will not agree with this position because it takes effort and grace to not bundle the human in our response.

This week I’m asking you to join me in changing the tide. Take time to encourage people and lift them up. When you’re faced with the urge to lash out, don’t do it. Breathe and then assess what was said. See how to respond positively and then act. It’s not what we’re used to doing in our interactions with others. What’s cool though is that people won’t be expecting a positive response either.

What we say matters. I choose to encourage and I hope you will as well !!

Send a Note !!

When I went to high school . . .

(Yes, I know I sound like my Dad, but hang with me)

. . . you used to write notes to people to get their attention. It was like a spy movie because you didn’t want to get caught, or have someone read it who was not the intended audience. People wrote notes so often that some came up with their own “language” so that any intercepted notes seemed like gibberish. You always were hoping to get a note because it meant that someone wanted to communicate something cool, or ask you do join them in some activity. There were countless people who made dates this way and probably became people’s parents !!

Writing a note takes thought, intent and emotion. You didn’t want something to be seen as dull or meaningless. People weren’t careless with notes. Sending a note took some risk to put yourself out there because you weren’t sure what the response would be.

Flash forward to today. Now, if someone sends you a message electronically, they expect an answer almost before you actually send it. If someone doesn’t respond, we think the worst possible scenario for the reason(s) we were shunned. Electronic messages are also often not reciprocal. Tons of people post, snap, tweet, etc. about their lives and don’t really care if others do the same. Oh, we long for the affirmation like or emoji to our posts, but 90% of them are about ourselves, our experiences, or our interests. I’m not bashing these messages because I’m as active as the next person when it comes to being visible on forums.

I miss the days of notes because they were going TO someone and asking them to be involved. There were also notes that would tell someone how you felt about them, and some were even notes of encouragement. I played basketball all throughout my Jr. High and High School years and I had a secret person who would write notes before each game to wish me luck and that the team would play great. Every player had these spirit sleuths for each sport. It was amazing !!

Today’s society, and workplace, yearns to be more “human”, but we don’t incorporate personalization much at all. We’re so concerned about being politically correct, that we’ve ceased sharing “notes” with people to encourage them in their work and take steps to see the best in what they do. I’d like to see that change.

HR needs to come to terms with the fact that workplaces will never become more human unless HR becomes more human itself. Never. I get a sense that all employees are longing for a genuine connection and path to engage with someone with whom they work. So, I encourage you to step in the gap. You may not be the final connection, but you should be the person who initiates this and starts the process.

This week, send a note to someone. It would be awesome if it was handwritten !! However, if it’s electronic, make it a note. Check and see how someone’s doing. Write someone and tell them how much they make a difference in your life and the lives of others. Be positive and encourage others on purpose.

Then . . . send another one.

Keep doing this until it becomes a habit. Be a person who’s willing to break through the mire of negativity and the noise of the endless rush of life and send a note. When you do, you will change the direction of someone’s day. It may be the exact thing they need at the right time.

I need to go now because I have some notes to write.

Doors

I’d bet a significant amount of money that if I looked in your company’s employee handbook I’d find a statement that says you have an “open door policy.” This infers that people have access to anyone at any level at any time. I’d love to say that this is really the common practice in organizations, but it often isn’t. That’s because being an open door is tough.

Doors can exist in one of two positions – open and closed. I know that sounds obvious, but doors play a bigger part of our careers than we recognize. You hope that people would be willing to communicate openly, but we hesitate, or think that people have some hidden agenda, when they meet with us. That may happen every once in awhile, but it isn’t the norm. The challenge is that negative experiences have such a huge impact on us that they override any positive ones that we have. We end up communicating less than we should or we give partial messages to folks hoping they can come to the conclusion we have in our heads.

I find this to be the case with HR peers as well. I understand that we work with people at all levels and that it can be challenging. However, shouldn’t we be the ones who set the standard and expectation of being accessible? If you ask people in your company who work in other departments, I think you’ll hear that we’re not as accessible as we could be.

So, how can we become open doors?

The easy answer is practice. The hard reality is that it takes courage, patience and a willingness to meet and listen to ALL people. This includes the people that you tend to interact with only when you have to. We all spend more time with people who we’re comfortable with. It’s human nature. Well, we need to fight human nature. Every employee deserves our time and attention. You may be the only person who’s giving an employee an audience. It could keep them engaged, and even better, understood so that they know they’re connected to your company.

Secondly, I think you need to open doors for others. Too often HR is categorized as the group that shuts people down. That may be needed in certain situations, but it’s an awful moniker to carry with you. We live in a time that is extremely self-focused. I’ve never seen this work long-term. You may see short-term success or visibility, but you can’t sustain it. Opening doors for others is something you can do for your entire life.

Recently, an HR friend of mine was in transition. She contacted to let me know. I wanted to make sure she was okay and let her know she had someone willing to make connections for her that she may not be able to do on her own. I also encouraged her to see if she could create her own role and position within a company. I told her to share that she could open doors for their organization by bringing her knowledge, skills and experience. I reached out to two dear HR friends who lived in her area of the country and asked them all to meet each other and network with each other on purpose.

At SHRM17, she was able to share all that had happened after our conversation. She is now a close connection with the two folks that I introduced to her, she found a few new HR roles to consider and convinced a company to allow her to create a role that they had not seen in the past. I was geeked to hear all the great things that occurred from a phone call and two e-mails. Three opened doors.

This week, take a look at two things: (1) Are you truly an open door at work for ALL of your employees and (2) Are there folks in your life that you could open doors for?

When others shut doors on you, and they will, don’t get discouraged. Just look for the next opportunity where you can step in, reach for the knob and pull open a door. It may change your life and the life of others. Trust me. Opening doors is worth it.

Be the Change !!

SHRM17 just wrapped up this week in the midst of tropical storm Cindy knocking on the door as everyone finished the conference and headed home. Ironically, the energy that emanated from the event was almost as moving as the storm !! The vibe this year was positive, collaborative and you could feel a sense of togetherness throughout the entire week.

I had a lofty goal to meet every attendee, and I fell a bit short. It wasn’t for a lack of effort though. I was astonished how many people I observed that continued to move from session to session without meeting a single person. Please note that I don’t think people had to meet me, but I did hope that they’d connect with someone !!

I noticed this continued “eyes forward” approach while people were waiting to hear me present. As I saw this, I asked the AV folks to turn up my mic, and I implored the people who were kind enough to choose my session to look up from their phones and meet the people around them. The energy jumped through the roof, and I actually heard from someone later who said, “I appreciated the reminder to meet others because I was caught up in the stuff at work, and lost sight of others sitting right next to me. I liked meeting everyone.”

I may sound like a broken record, but, taking a page from Patrick Lencioni, I will keep reminding people of what seems simple – because people aren’t doing it. I find it so hard to grasp that HR pros almost refuse to meet their peers. They seem so set on getting to a class or training session to wait to see the person at the front of the room speak. I hope that those speakers rock and that you learn from each of them. But, what if the person sitting next to you was facing the same issues and challenges you were, and all you had to do was say, “Hi, my name’s ________. And you are?”

I closed my session this year with my most favorite quote from history. Ghandi said, “Be the change you want to see in the world.” I don’t mean to overstate, or simplify this, but I truly want to see HR become a global community that is connected though people – on purpose !! I know that if this happens, then the desire for us to look at our field, and the people in it, positively won’t be some aspiration, it will be a fact.

I loved meeting the new folks that I did during SHRM17. The ranged from a room full of students and young professionals on Sunday, to HR folks who were from Cincinnati (where I’m from) whom I hadn’t met in the past, to people from Guam, Australia, Canada, India and Brazil. Each one of these HR pros is now a connection and I hope we stay connected for years to come !! In fact, I wish I had more time reconnecting with some of my friends who I get to see more regularly, but our paths didn’t cross as often as I’d hoped.

I ask those who attended SHRM17 to not let the energy and vibe of such a massive event slip by as we all return to our regular roles and duties. You experienced a shift and not it is up to YOU to be the change in your world. I plan to keep the movement going, and hope you join in !!

Paperback Writer !!

Did you ever know someone who always seemed to have their head in the clouds? They seem to see the world from different angles and make observations that may not seem congruent with others around them. They may be seen as contrarians, but they’re good with it. They don’t seem to fit a category because once you try to put them in one box, they’re off somewhere else.

I’m one of those dreamers. It’s a bit unnerving to even talk about it because I want you to know that this post is much more about ideas and an approach than it is about me as a person. I’ve never felt comfortable when someone self-proclaims something because it brings about skepticism and doubt. We have a “prove it” lens we use, and we honestly wait for people to fail versus expect them to succeed.

For several years, I’ve been fortunate to share my thoughts on this blog, as a guest writer for other HR related blogs and as a speaker. It’s something I truly enjoy and look forward to. It’s nice to have a platform to take the ideas that keep rattling around internally, and get them out to share with others and see if they stick and have merit. There’s a risk in doing this because you need to be willing to be vulnerable and know that there may be those who absolutely disagree with you. That’s cool because dialogue and conversations should be welcome instead of forcing someone to just take your side.

After having many opportunities to share my perspectives and approach on HR, I had some friends say, “You know what? You should write a book and capture this. I’d read it.”

This is very kind and humbling. When I first heard people say this to me, I was intrigued with a mixture of cautious anxiety. All of the voices that pull at you questioning whether you should move ahead or not on a venture like this are powerful and loud. I’ve never been someone who feels comfortable in the status quo or staying stuck in a pattern, but the urge to just continue what I’ve been doing was attractive.

Each week I go to a local haunt called JTaps which is close to where I work. It’s great because there are not many people there and you can get away from the buzz and pace of the world and the workplace to think. I opened a journal and started writing down themes, ideas and thoughts. One week I took my laptop, opened a Word document, looked at my journal, ordered a Gyro, chips and a Diet Coke and started typing on a blank page.

After awhile, words became paragraphs and paragraphs became chapters. I had the beginnings of a book and decided to share it with a few close friends to see what they thought. They liked what they saw and so I reached out to see if someone would consider publishing it. As most of you know, I’ve been active with SHRM for almost 20 years as a volunteer leader. I mentioned that I was trying to create a book about HR and they asked to see it and then put together a proposal for them to consider.

(Here’s the exciting bit . . . .)

They chose to publish the book and this week at the SHRM Annual Conference in New Orleans, my book – HR on Purpose !! – launches.

It’s so surreal and I’m so geeked that I can hardly contain myself !! The book looks at HR from a positive viewpoint and gives you examples, real-world stories from the trenches and encourages people to own and thrive in human resources.

The book captures the belief that I have, and live, that people have value and that HR is the best profession that anyone could ever be in. It shows how you can enjoy HR . . . on purpose !!

I’ve shared before that I’m a music freak. I have some playing now even as I type this. This week, I get to live out one of the songs from my fave group, The Beatles, because now I’m a paperback writer !!

I’d be geeked if you took the time to check out my book, and I hope you enjoy it and enjoy HR even more !!


The Beatles Paperback Writer Rain 1966 by moss3516

Get Rid of the Can’ts !!

Have you ever reflected about your perspective and approach on things in life? Do you tend to look at things logically or emotionally? Are you someone who sees the worst in others or the best?

Chances are you’re a blend. Most people are. I tend to start from a positive perspective on life, people and the situations I face. It’s interesting that being positive is unnerving to some. I’ve had people wonder if my approach is genuine or something that just comes on when I’m surrounded by others. Sorry, that’s just not the case.

It’s appropriate to write about this because I honestly can tell you that my approach was built over years by watching . . . my mother. My mom is the case study for positivity. She sees the best in others the moment she meets them. There’s no cautionary period or gauntlet that she requires people to struggle through before they earn her favor. The other amazing aspect of my Mom’s approach is that she isn’t over the top. It comes natural to her and people are drawn to her. She also is comfortable with people regardless of their background, status or heritage. She’s sees others in one way – as humans. So, growing up with this role model set the stage for who I am and how I view others as well.

My Mom also taught me to look at what you “can” do versus what you “can’t.” I never realized how critical this was going to be throughout my career. You see, the majority of people tell you what they can’t do when they are presented a situation. It’s our first instinct to look at obstacles. I don’t know why that is what we do, but we do. Once this stance is established, the dialogue continues to drum up more and more obstacles. The “cant’s” just pile up on top of each other. Then, when we hit a certain level, we feel that we can finally take things on to fix them.

It amazes me that the majority of people who go to work feel that their only true worth is when they are fixing problems. I don’t understand that. Do we go to work to perform or to repair? If everything is messed up, how does anything ever get accomplished? It’s seems to be a defeatist approach to work.

The folks who tend to say “can’t” the most are the people in HR. I say this with assurance because of how I was taught to practice human resources, and how I hear many of my peers discuss what we do. This has to stop along with one other thing. I know that many people state that HR says “No” too much. I disagree. You see, we’re supposed to say “No” because one of the primary values we add to organizations is to reduce liability. Saying no doesn’t curtail things moving forward. It allows people to move in a direction which has fewer chances to fail !!

We have the ability to be encouragers in our roles and throughout our organizations. We need to be the ones who show others how they CAN perform. We need to be the ones who believe that people CAN work from their strengths. We have to be the ones who are positive first. Every time and in every situation.

You CAN do it !! I believe in you !!

Not Sorry

The title of this post is not something you’d typically see from an HR blog. It comes from a recent lunch I had with a friend. She was talking about working with a new co-worker who said, “I’m sorry . . .” before every response she gave in regards to her work. I asked her how she was trying to change this behavior, and she calmly responded, “I’m beating the sorry out of her !!” I almost spit out my water with laughter. What a great saying.

Please don’t mistake this as asking people to not show empathy in how they practice HR. Empathy is an essential skill we all need, but apologizing all the time isn’t. When I think about how I hear HR peers talk about what they do, “I’m sorry” (or something like that) is usually the lead in phrase. Have you heard (or said) these?

“I’m sorry that our benefit costs are going up . . .”

“I’m sorry that wages are being frozen this year . . .”

“I’m sorry that your supervisor is difficult to work with . . .”

You could continue this list of apologetic phrases for hours. I understand that part of our role is delivering difficult news and/or dealing with challenging employee relations situations. However, we don’t have to state how sorry we are to try and ease into how things are occurring. It seems trite, defensive and lacking confidence. We may think we’re showing a softer side, but if you listen to it from the receiver side of the interaction, it sounds wishy-washy.

One of the marks against our profession is that people see us as indecisive within organizations. We may be great “support” functions, but we aren’t viewed as others are when it comes to leadership. I’m tired of seeing this happen. It also doesn’t make sense that downplaying who we are and what we do is a position that should ever be taken. We can’t just hope that someone will bestow the mantle of leadership upon us.

Leadership takes action and being intentional. That doesn’t mean you need to be a jerk or some hard head in order to he heard and taken seriously. However, we can’t keep coming in with an apology either. The shift that is needed isn’t difficult to adopt, but it does take discipline and a willingness to step forward in confidence in the decisions for which you are responsible.

The two best ways to stop apologizing include your approach and the use of context. Approach is something that you control personally. How you assess a situation, how you react and who you involve are factors with every interaction. We should address people who are involved in HR related situations directly and not in hallway gossip. Being direct (with empathy) is what employees would love to see on a regular basis.

The other aspect of approach is context. “Because that’s the policy” is not context, it’s a crutch. It may not feel great to give the hard answer on the reality of circumstances, but it’s needed. Know this – if you give up being the person who brings context to employee relations, then someone else will. It will most likely be their version of context, and it won’t be the truth. We can’t afford to keep forfeiting an area of culture which we should own and lead.

This week stop apologizing when you start talking. State what you want to say and move forward. People may be shocked at first that HR is using a new approach. Trust me though that they’ll appreciate this new HR so much more than what had been there before !!

All In !!

In two months, the largest annual gathering of HR professionals happens when people come from around the world for the SHRM Annual Conference and Exposition. This time we’ll be convening in New Orleans for SHRM17 !!

If you’ve never been to the this event, it’s a true spectacle in regards to its size, scope and scale. The room that hosts the keynote speakers is massive and seats thousands. The resource partner hall takes literally days to traverse through if you visit every booth (which you should). The Smart Stage is fun and give people a series of quick hit presentations that are full of energy and content. The SHRM Store holds a plethora of great books and resources with a mix of HR swag for your office or team. The Blog Squad  has a broad mix of social media folks who are great to know and interact with throughout the conference. Also, there are many phenomenal concurrent sessions ranging from solid technical trench HR material, to relevant legal updates, to folks who are stretching and reshaping the boundaries of the profession.

Each one of these facets would be enough to attend the event on their own. However, I go for one primary reason – the people. Seriously. I want to meet my peers who are in HR from around the world. There are thousands of people who attend the SHRM Annual Conference.

Most attendees come on their own without many connections when they arrive. It can be completely overwhelming if you’re not connected to others. There is a never ending sea of people who move from one room to another. Ironically, most of this movement is also done in an isolated manner. People are either looking at their phones or are rushing to grab a seat at a session.

I plan to break through that maneuver and intentionally meet people. Too many HR practitioners are on their own enough as it is. They are trapped in organizational silos or work with the rest of the company only when someone comes to them. This is unacceptable in my opinion. There is no reason for separation personally or professionally.

So, I’m going to step across whatever invisible boundary people put up and interact with them. I plan to network, connect and take time to get to know others as people. I want other HR folks to be encouraged and know that someone believes in them. To make this successful, I want to encourage other attendees to do this as well. Let’s make sure everyone is engaged and welcomed. You’ll still get to experience every facet of the conference, but you don’t have to try to do it on your own.

When I first got into HR, I didn’t even realize there were others who were in HR. I know that sounds a bit naive and myopic, but it was my point of view. I don’t think it’s much different today. I know that there is social media, SHRM itself, local SHRM chapters, etc., but the majority of HR professionals continue to exist separately and in a state of disconnection.

No more. It’s never been a good practice, and it needs to stop. We need to be “all in” to bring our community together locally, nationally and globally.

If you’re going to attend SHRM17, I plan to meet you. Every. One. Of you. It will be great and I hope you’ll help me make this happen !!