‘Intentional’ Articles at Everyday People, Page 17

Belong !!

This past week I was fortunate to attend one of my favorite events – the SHRM Volunteer Leader Summit. It’s a great event for many reasons, but the main draw for me is being with other HR volunteers. We have a common bond. It doesn’t matter if you are attending for the first time or have been attending for several years. There is an instant recognition and affinity because we share some commonality in our experiences.

The sessions are great. The chance to visit Capitol Hill and advocate is amazing !! However, when you talk to people in the hallway they share about the people they’ve met, the connections they’ve made and the experiences they’ve had throughout the conference. They focus on how they “belong” to each other. This is more than some sappy emotion. It’s a tangible factor that draws people together.

I know that many HR bloggers write about “engagement” because it is something that also is a really and not some Kum By Ya spirit circle. However, I think we’ve overlooked a key component and that is that people want to belong. I’m not talking about belonging to SHRM or a local HR Chapter, but those are great examples of where this can happen.

Belonging, I believe, is a human desire. We want to be part of something that is bigger than ourselves, and we want to do it with other people. It could happen in many arenas from churches to civic groups to professional associations.

One quick side note on this . . . Belonging is not generationally exclusive. People of all ages want to belong. Different ages may choose to belong in ways that we haven’t traditionally thought of, but they all want to connect. People naturally want to connect and not be alone.

As HR professionals, what are we doing to make sure this happens for our employees and within our companies? You see, if people feel they truly belong in their role and at your organization, then you’ve tapped into something that is much more powerful than merely being engaged.

The challenge of belonging that often keeps people outside of groups is that we don’t ask people to join us. We get used to being a part of a group and enjoy it so much that we lose sight of the fact that someone once asked us to belong. We should never become so comfortable that we don’t reach out to others to have them become part of something. The moment we start forgetting that new people could add to our place of belonging, it will become stagnate and shrink quickly. In the end, people will make a decision to go somewhere else. They will find another place to belong.

This week make sure you are doing some things to make belonging a reality for yourself and others.

Belong Yourself !! – You need to quit trying to do HR on your own. It will never be effective for you. Connect with your peers. I’m asking you to join me. Seriously, if you do nothing else, reach out to me and I will make sure you’re connected !!

Ask Others !! – Don’t let people shift in the wind hoping to land somewhere that has value. Be intentional and ask others to join you where you belong. With so many social media platforms, you can get someone to belong with you easily.

Do This at Work !! – Make sure that your employees know that they belong. Don’t assume this is happening. Reach out and be intentional to evaluate where people see their sense of belonging in their position and within their department and the company as a whole.

I love belonging. I know you do too. Let’s make sure that occurs !!

Don’t Be a Bobblehead !!

Everyone has their quirks. Most of the time we keep them to ourselves, but I’m cool with you knowing one of mine. I’m a collector. Not a hoarder, a collector. I have always collected things that interest me. When I was young, I was even trying to get a world record collecting bottle caps with my younger brother !! We ended up with over 20,000 bottle caps that we stored in an old console TV box, but I digress.

Since then I’ve curbed my collections (somewhat). Now I only have collections of marbles, fossils and rocks and . . . bobbleheads. Now I know there are bobbleheads for all sorts of things now like TV shows, movies and even cartoon characters. I am more of a “purist” and collect them from my favorite sports teams. They capture a point in time and players that were popular or legends from the organization’s history. Living in Cincinnati, I am a Cincinnati Reds fan. I try to get to several games a year and especially if it’s a bobblehead game. Here’s the collection so far.

I’m very cool with collecting bobbleheads, but not being one. Unfortunately, I feel that many HR pros act like bobbleheards in their organizations. Very often we find ourselves nodding acceptance from Senior Management because we don’t want to rock the boat. We may not agree with what is being said, but we don’t push back. We just do our best to make things happen. HR folks are great implementers when we should be great instigators !!

Acceptance for acceptance sake diminishes our role and what we could be doing in organizations. Ironically, great leaders in senior management don’t want people who just say “Yes” and bobble their head up and down. They expect people to give their input and have meaningful discussions as well as potential solutions. When HR continues the myth of receiving some special invitation from senior managers to engage and be strategic, we are fooling ourselves.

I want to encourage you to take on a new posture as an HR pro. There are many reasons that we need to quit saying “No” to people. Also, there is just as much harm in blindly saying “Yes.” So, the posture to take is where we perform best . . . “It depends.”

I know that people hate this, but hear me out. The only reason people want that instant “Yes” or “No” answer is so that you agree with their take and position on what they’re presenting. Now, if you say “it depends” only to buy time and hope things get better, that’s poor as well. Using “it depends” allows you to look at all sides of a situation. The key is to follow that response with a decisive stance base on your expertise.

The stance we should all take is to be daily strategic in all that we do. It is a stronger position to lead from. Yes, lead from. HR has the obligation to lead in organizations and not settle for being a support function that nods its head. You see, the bobble heads I have are kept on a shelf and we have been on the shelf for way to long as a profession !!

This week get off the shelf and start anew in your role. Bobbleheads are cool to collect, but stop being one professionally !!

Shadowcasting !!

I’m a fairly tall HR pro. I’m 6’4″ tall and have always been one of the tallest folks in a crowd all the way back to Kindergarten. I mention this because I notice this more when I attend HR conferences. As I lurch down the hallways of the conference centers, I see the crowd mill around me and I wonder what they’re thinking and experiencing as they head from session to sessions.

One other thing you need to know about me. I dig HR conference sessions. I really do. I tend to go to see speakers who stretch and challenge me to look at things differently. Over the past few months, two speakers really stuck with me – Mary Faulkner and Jennifer McClure. Mary presented at the SHRM Annual Conference on leaving a legacy as a leader and used an analogy of a shadow. Jen just did a presentation on building your personal brand and noted that you have a brand whether you cultivate one or not. As I mulled over these two presentations, a new thought came together !!

You see, everyone can cast a shadow as well as have a personal brand. I think that HR misses out on this because we tend to be great workers, but not folks who intentionally stand out to impact others. Aren’t you tired of just existing around others? What if you stepped back and put together a plan to live by and revolutionize HR for yourself and your workplace?

I think it’s possible and within your grasp. However, in order to be a shadowcaster, you need to take some steps that are guaranteed to make you uncomfortable.

Get out of the Dark !!

Shadows need light. Too often HR wallows in the dark underbelly of organizations. There is a reality in this face because we are tasked with addressing difficult situations between people. These situations can either consume you, or you can take them head on. There will always be difficult situations because there will always be employees in the workplace !! When you bring light into your approach, you’ll see how differently the outcomes become. You’ll also see that HR is a field where you can thrive and not just struggle through.

Be intentional !!

People want to connect, but they typically won’t take the first step to make that happen. You’ll hear people say that they don’t care if they’re connected to others, their jobs or the company, but that isn’t true. You need to be the person who initiates those connections. To me this isn’t a matter of being extroverted or introverted. You’re in HR and that means that you are in the midst of people on purpose. Be the one who cares. Be the one who casts their shadow over others and engulf them to let them know that they matter to you and the company.

Act Now !!

Remember, you have a brand and a shadow already within your role and your company. The question is, what does it look like? I’m pretty sure most people don’t know because this type of personal reflection is counterintuitive with how HR usually functions. We ask others to focus on development, but we don’t take care of ourselves. It isn’t selfish to take care of yourself personally and professionally. Having a direction and a vision for who you are and how you’ll practice is essential. Don’t keep wishing for this transformation to occur. Take steps to make it happen !!

The pic above is my tall shadow. I want to be an HR professional who lives in the light and influences others. I have this radical goal of pulling all HR professionals together globally into one community. I know that I can cast my shadow at home with my family and in my community as well. Being intentional takes time, energy and determination.

I’d love to see you join me and step into the light yourself so that together we can bring HR out of the shadows and start casting our shadows positively on others !!

Give It Up !!

As you head into work this week, how does your plate look? I’m sure it’s full. I’d be surprised if it’s not. Knowing that’s the case, how are you going to start the day? Are you going to pull your big boy/big girl boots on and jump into the fray? You probably will and it will have limited success. It will probably lead to frustration and a feeling that you’re never getting ahead.

I’m not being critical because you may have things all together. I’m not one of those folks. I get distracted often. The distractions are a mix of what is natural in HR by being pulled in several directions at the same time, and the reality is that I can follow a shiny object if it gets into my field of vision. I think it’s important to be reflective and honest about how you’re wired. However, I don’t think it should be an excuse for being effective in your role.

I recently attended a great training class at work on Planning. The reason that it rocked was that it wasn’t about “method,” it was about components. I have struggled with the idea of planning my entire career because it has always been presented to me as a series of must do steps and endless to do lists. This training broke things down into components that emphasized focusing on the “big rocks” in front of you and work from there.

Interestingly enough, one of the tools that helped you keep your eyes on the big rocks was delegation.

Ah . . . the D word !! We espouse that it’s necessary, but we struggle to do it with any sort of consistency. There are many reasons for this that are myths, and it’s time we faced why we choose not to delegate.

Loss of Control – We’re control freaks, especially if you work in HR. We are so protective of what we do. Some of that “close to the vest” approach is needed, but we are way too overprotective. We make the assumption that others can’t handle certain aspects of HR because of confidentiality. The problem is that even though that may be the case on some issues, our profession is so broad that there is a ton that we can give to others. We need to quit thinking that HR is a cloak and dagger job.

They won’t do it “right” – Yikes !! This is said many times a day in the workplace. We state we won’t delegate because we know others won’t do it the way we do. There are so many things wrong with this outlook. First of all, you are assuming that others will underperform because we do it so well. Who gets to judge that? Secondly, we assume that when people do things differently than we do, then it’s wrong. If you take away anything from this post, please remember this HR !!

Different isn’t wrong – it’s just different.

How can we claim to value diversity in our organizations if we think that doing things in alternative ways is wrong? Seriously. Examine this because if you allow this thought and behavior, you can guarantee that you aren’t genuinely diverse. Diversity is a strength and delegation would show you that it is.

We’re afraid – Whenever you give something up, there is a feeling of uncertainty. You can’t shake this. It will happen every time you delegate. However, you can reduce this anxiety if you give expectations and clarity to others when you delegate. That doesn’t mean that you do 90% of the work and then “allow” someone to finish the last 10%. Practice makes perfect with delegation. Keep doing it regularly and you’ll be more comfortable with it over time.

It was great to learn the power of delegation and how it relates to planning. I wanted to add one more perspective to this. Delegation is a powerful way to develop your staff. Giving them projects and tasks allows them to stretch, grow and perform.

So, this week change your view and start emptying your plate. Take a breath, calm your nerves and take a step to give it up !!

It’s Not What We Do . . .

Last week I attended the Ohio SHRM State Conference which has been a staple of my professional development for several years. I enjoy it because I get to hang out with some of the most engaged HR professionals that I know from all over the State. I’ve seen some friends who come year after year, but I also was able to meet a ton of new HR pros which were attending the conference for the first time.

The location of the event always lends to the feel of the Conference and Kalahari Resorts located in the rural outskirts of Sandusky, Ohio is just perfect !! The African motif, the spacious halls, the INCREDIBLE staff and the subtle touches of art, décor and music keep the theme together. You completely forget your office and melt into the resort. It clears your head and allows you to take in the sessions, the vendor hall and the chances to network.

I learned something new, or received a fresh reminder, from every session !! The programming was spectacular from the opening session to the early birds to the closing keynote. I noticed something that occurred throughout the entire conference, and especially after sessions. I listened to attendees and the question that was asked almost instantly was whether they “liked” the speaker or not. It was true for every speaker.

I understand this question because I’ve asked it myself often. What doesn’t make sense to me though is that we rely more on judgment and opinion instead of content. If a speaker is liked, then he or she smart and had something to offer. If a speaker isn’t liked, then whatever they shared wasn’t good. The more I look at it, we could miss many resources just because of delivery.

What if we tried to look at things from a different filter? Instead of asking whether we like or dislike a presentation, we ask – what did you notice?

I’ve been trying to do this over the past few years and I’ve come up with something I’ve noticed as a professional in HR.

We’re more focused on what we do . . . . and not enough on who we are !!

This feeling was confirmed when I heard this theme showing up over and over throughout this year’s Ohio SHRM Conference. It’s time for HR to come to terms with “who we are” because it affects “what we do” and not the other way around. I was geeked to hear so many speakers talk about the positive impact of HR in organizations, in individual roles and especially in the lives and performance of employees. There was VERY little talk that tore down HR, and this was honestly refreshing. It seems the tide is turning, and the next step is coming to terms with our identity.

The shift in focus that you can use in looking at conference presentations needs to occur in your role and throughout your company. Whether we are liked or disliked isn’t important. I know that it matters personally because no one wants to be disliked. However, we need to get people to notice who we are first. This can happen only one way. We need to be authentic and genuine. I can’t define how that looks for you, but I know that’s what people seek.

Too often we see people who put up a façade in order to be liked. It’s not what’s needed. The mold has to be broken and it’s personally up to you to make that happen. You can’t preach it to others and not model it yourself.

This week strip away the function of what you do and start being who you are first and foremost. It would really make a difference to everyone !! Try it and see !!

Listen. Respond. Repeat.

How many people do you encounter in a regular day? Do you meet the same people every day, or does it vary greatly?

I know that I have hundreds of interactions every day and they are rarely the same even it is with some of the same small group of people. I understand people’s desire for these conversations and situations to have some commonality, but they rarely do. The differences may be significant or they be just a slight nuance that adds something new to the mix.

This constant variety is often a challenge and source of frustration for HR pros. We want to take some time to breathe or synthesize one interaction when another one happens on top of what we were just responding to. Since this is the reality of human resources and not the exception, we need to have a method that better prepares us to work through situations instead of facing a constant start/stop pace every day.

I have found that the longer I practice HR that deconstructing works for me far more often than creating something bright, shiny and new. So, I’d like to introduce how I handle the beautiful myriad of interactions I encounter. This is what I do . . .

Listen. Respond. Repeat.

They are three simple words, but in order for you to be consistent in taking this approach, you need to address some things that are in our way. I was talking with a great friend this week and he was sharing the challenge of the perceived motivations we think people have. We do our best to guess what will drive and engage people and this lends us to making assumptions about them without talking to them. Having this approach leads to more misses than hits. It’s true that you can “know” your people, but the circumstances of life are constantly moving. Therefore, people exist on a continuum and not in set places.

If you use listen, respond, repeat as your approach going in to interactions, you will eliminate those assumptions you may have because other’s are sharing first. Please note that this suggestion isn’t listen (sort of) and then come up with a solution while people are still talking !! I say this because we are so consumed with getting things done and moving on that we see our time as being wasted by the interactions we have.

If you think interacting with people is a waste of your time, then you may want to get another career.

Trust me. If you follow this approach, your employees won’t know how to react initially because it’s not what they’re used to from anybody. Most managers and supervisors also have perceptions that try to keep their employees in boxes versus taking the time to get to know them. Wouldn’t it be refreshing to see your employees surprised by you? It is very cool to see how they respond.

This coming week I hope you try this simplified way of practicing HR. Remember the first two steps work when you use the third. Take the time for your people and repeat it over and over. You’ll soon see that you take each encounter with people as something you’ll enjoy !!

The Wisdom of Tide Pools !!

I am a big fan of Social Media. I use most of the well known forums liked Twitter, Facebook and Linked In. I dabble in Instagram and Pinterest, and am always interested in watching other platforms to see what they offer. I think they’re an incredible way to communicate with people globally and they provide avenues to connect that we didn’t have in the past.

I know there’s a negative side to Social Media and the way I look at it is just like all areas of life. If you want to find the dark side of something, you’re sure to find it. I choose not to – ever. I use the great wisdom of Eric Idle from Monty Python – “Always look on the bright side of life !!” (double exclamation points are my addition, always wanted to be a Python)

The biggest challenge for me is taking note of how I use my time on Social Media. It’s easy to get bombarded with friend requests, likes, invitations, retweets, etc. It can grab your attention and take it away from other things. Let me share a story . . .

This past week I was on vacation with my family in San Diego. It was our first time there and we rented a condo that sat up high enough on a hill to see the rolling waves of the Pacific Ocean. We took in the phenomenal San Diego Zoo our first full day and I took tons of pictures of the animals and the park. The second day we went to Coronado Island and the beach. Again, incredible and tons of pics. I felt compelled to post a few !! The third day we ventured to Cabrillo National Monument which is a National Park.

We decided to see the tide pools before the monument, lookout and light house. To get to the tide pools, you hike up and down the cliffs alongside the Pacific as the waves do their best to erode the shoreline every few seconds. It was physically challenging, but I wouldn’t have missed it. The views were panoramic and inspiring. We took our time and were careful as we worked our way over to the area where the pools were formed inside a rock ledge. As the kids and my wife were taking pics of their own, I leaned over one of the pools and said to my wife, “Debbie, you have to see this !! It’s beautiful !!”

And . . . then I slipped and slid down into the tide pool. I panicked and tried to push off the bottom, but never felt it. I was up to my chest (and I’m 6’4″) when I grabbed hold and pulled myself out of the tide pool. The kids yelled “Phone !! Camera !!” I yanked them out of my cargo shorts, but they were blank, black rectangles. My “swim” took less than 30 seconds.

I was safe but drenched. Everyone around asked if I was okay, and I was thankful I was. I’ve seen many posts from my friends about the need to be unplugged from Social Media and I agree with them. I’ve taken breaks, but I’ve never had one taken for me. It seems that my slip broke the chain I didn’t know I had.

When we got back on the trail to see the rest of the National Park, Debbie reminded me that I lost a phone and camera, but she could have lost me. I was only a few feet from dropping down into the ocean. A sober reminder.

The break was what I needed because it was life before Social Media and technology. The rest of the trip was better than the beginning !! We saw one of my past Eagle Scouts who is training with his brother at the Olympic Training Center in Chula Vista to try and make the Archery Team for the 2016 games in Rio. We climbed the California Tower at the San Diego Museum of Man and saw the Museum of Photographic Arts in Balboa Park, and we enjoyed delightful food and picturesque sunrises and sunsets.

I was missing the reason that I post, blog, tweet, etc. in the first place and that’s the people in my life. I learned a great lesson from that tide pool. It’s not the technology that’s a problem, it’s how I choose to use it.

I plan to take this lesson to heart from now on.

The Silent Trap.

The work week starts and I’ll bet you do things in a certain pattern that has little variation. It’s great to be organized and have methods of doing your work. It keeps you efficient and allows you to perform.

The problem that creeps up on all of us ever so silently is complacency. Most people don’t even recognize that they’re trapped. We continue to do things the same way and never think that stagnation occurs. How many training sessions state that people won’t make change happen because things have “always been done this way”?

The other side of this spectrum is change. There are countless articles and books on being a “change agent” or some other catchphrase. If change was normal and regular we’d never have the need for the term “out of the box” because it wouldn’t seem like an anomaly. Doing something different takes effort and energy. It’s not easy and never has been.

Staying stuck in an endless rut is a real concern. HR is a master at this because the nature of the majority of what we do is to reduce variation. There’s no consistent reason for this, but it has become the traditional way to practice. We seldom shift in any dramatic way when it comes to our systems. We may edit or tweak things annually because we’re “supposed” too, but it’s insignificant. Most people strive for comfort themselves and want the environment around them to be comfortable as well. This isn’t wrong, but it is narrow.

I like being uncomfortable. I really do. I don’t like to stay in the same patterns if I can avoid it. Please understand that I think that being uncomfortable is a personal choice, and I try to keep it in how I approach life. I’ll travel different ways to work, order an entire menu over time, and other little things that keep things new. I also surround myself with others who are comfortable in being uncomfortable because I learn from their diverse perspectives and outlooks on many different areas of work and life.

There is so much that can, and should, happen in HR. We have a natural playing field because people are fluid and moving. They may seek stability personally, but when you work in HR, you work with a vast array of humans who are all different and unique. This is one of the main draws of the profession that keeps me energized and passionate. The idea that you can encounter another person who is distinctly different than you every day is fascinating !!

Do your systems have cobwebs? Have you taken a risk and blown something up in how you practice HR? How is your department, role, approach designed? Do you know . . . or do you just follow the same steps you ALWAYS follow?

If you keep doing things to be comfortable, you will miss the variations that are occurring all around you. It’s not that you’re negligent, you just won’t see the changes because they will fall out of your line of sight.

This next week be intentional and do something uncomfortable. I don’t know what that is, but you do. If you consciously do this on a regular basis, HR will remain alive and colorful for you. Isn’t that better ??

It’s time to act because the trap will silently grab you if you don’t.

Do Something Meaningful !!

A few weeks ago as I was leaving for some activity or another, my wife grabbed my hand as I was heading out the door and said, “Do something meaningful today !!”

I stopped for a second and asked her what she just said. “You heard me,” she said. And, then I headed out to my activity with this thought guiding my way. I’ll be honest it threw me. I was in such a rush to go that I wasn’t even thinking about why I was doing it. I had fallen into a pattern of just going to participate, that I hadn’t even remembered what motivated me to do this in the first place. Now, fast forward a few weeks . . .

I was fortunate to speak this year at the SHRM Annual Conference. I enjoy speaking to my peers at HR events. You could say I get Geeked about it !! I never quite shake the nerves you get before a presentation starts, and this was no different. Before anyone came to the 7:00am session, I stared at a vast room filled with 1,200 empty seats. The thought of, “I wonder if anyone will come?,” crossed my mind once or twice. Slowly the room began to fill, and I felt less anxious.

The next hour and fifteen minutes flew by !! We laughed together and talked about how to make your company’s culture rock. I’ve always been someone who thinks HR is simply the best field ever to work in, and I shared that with the group. This message was one of encouragement. I believe in what HR folks do for organizations and for employees individually.

During the presentation, I pulled out my favorite HR tool available – my Magic 8 Ball. Yes, this is the toy from the 1970’s where you ask it a question and then turn it over for it’s response. I usually ask, “Are you going to keep your job?” Shake the 8 Ball, turn it over and see “Doesn’t look good.” It’s fun because you get to mess with your employees and there’s nothing that says you can’t do this !! At the end of the presentation, I make sure to give out a Magic 8 Ball to make sure that someone has a new tool to take on HR in a different way.

The same anxious feeling you get before you give your presentation you have after it’s over. You don’t know if what you covered mattered or not. Was it meaningful?

The reality of this is that it isn’t in your control and it’s a humbling factor of speaking. I’m good with this though because doing something meaningful shouldn’t be self-serving, it should help others. This runs contrary to most everyone today because we still keep focusing on the “what’s in it for me” approach. We build entire systems to make sure that we cover the WIIFM factor.

Is practicing HR meaningful for you? Are you focused on others? What happens when you practice every day and you’re not sure it matters to others. You honestly may not hear if what you do every makes an impact. It’s hard to keep going, but I want to encourage you to not give in.

Since the presentation, I’ve heard from several people who say they’re Geeked about HR again. Two people told me they bought Magic 8 Balls and they’re already “using” them at work. I also was humbled when two young HR pros from Utah called me to talk about their ideas on benchmarking HR to improve their culture !! There were many others that talked to me and I loved meeting each one of them.

As you start the week, I want to leave you with the encouragement my wife gave me – Do something meaningful today !!

What Happened in Vegas . . .

. . . shouldn’t stay in Vegas !!

I just returned from the SHRM Annual Conference (SHRM15) in Las Vegas, Nevada. It was a great even from start to finish. I enjoyed the Bloggers Lounge, the Smart Stage, the SHRM Store, the vendor hall, the keynote speakers, Jennifer Hudson, the concurrent sessions, being on TChat with Kevin Grossman, Callie Zipple and Chanel Jackson, the No Kid Hungry Poetry Slam and especially meeting the great attendees throughout the week !!

Tomorrow, I return to work and the great folks I get to be with most of the time !! Please note that I don’t HAVE to go back to work, I GET to go back to work. I have great new information on how to work with my Team Leaders from Marcus Buckingham, how to build my team from Coach Mike Krzyzewski, how to develop leaders that leave a legacy from Mary Faulkner, how to drive strategy through HR from Jennifer McClure and much more.

I have information that I can use immediately to make my role better and more effective. I’m sure that everyone who came also gathered information that they could use in their HR roles. The question is – will that information stay in Vegas or make it back to your workplace?

People tend to get all geeked up at HR Conferences which is fantastic and needed !! It is a great release from the day-to-day functions we perform. We don’t get that release often enough and it’s fun to decompress with your peers. In sessions, we find tons and tons of takeaways that we promise ourselves that we will use the moment we step back into the office.

Then . . . Monday hits and the pattern that we have been following every day takes over. The first “fire” of the day bursts into flame and it builds from there. The excitement we felt at the Conference rapidly fades and all of our good intentions never come to life. Aren’t you tired of that? I know I am !!

Break the past and hit Monday running and take it head on. Be intentional about changing how you’ve been practicing HR, and implement the takeaways that mattered to you into your day right of the bat. Also, reach out to the people you connected with during the Conference and build your network. Refuse to go back to the days of practicing HR on your own. The people you met will be the best HR resources you will ever have. Keeping in touch with each other will make you an even better HR professional !!

Trust me when I say that these hints are things I practice myself. I met hundreds of new HR folks and have already reached out to them to make sure we’re connected. I’m going to introduce the takeaways I had in my department and with our Team Members. I used to go to HR conferences and left everything behind me. They were great fun, but they weren’t very sustainable.

That never seemed to work, and I changed my approach several years ago. Once I brought things back on purpose, my love for HR grew and grew even more.