You’re Involved !!

This past weekend I had the opportunity to attend the SHRM Regional Business Meeting with all of the State Council Directors from around the country.  It is one of my favorite events to attend in my role with the MAC.  It’s a fave because the group of volunteer leaders that attend this are “all in” !! They help provide direction for their State Councils as well as the SHRM HR Chapters throughout their State.

There’s real value when you’re around people who share the same experiences you are having.  This year the entire event had a positive vibe because people came wanting to have their voices heard, share their ideas and opinions with each other and the SHRM Staff, and see movement.  There was definite movement and I’m geeked to see the Society listen and act.

A quick side note . . .

If you aren’t a member of SHRM, or a local chapter, and you’re in HR, you should reconsider.  Getting involved yourself is how things get better.  The more you’re engaged, the more you can share your insight, advice and experiences.

We had a great example of how being involved helps you both professionally and personally.

One of the presentations was with the SHRM Public Affairs folks about Social Media. It’s funny, but as someone who’s fairly active in social media forums, you fall into the trap that others are as involved at the same level you are.  I know that isn’t the case, but you lose sight of this.

There’s been a real wall put up by those of us in HR involved in social media pointing towards those who aren’t as active.  We’ve done one of two things – we’ve either tried to engage and embrace them, or we chide them for not being as “fully” involved as we are.  Social media should NEVER be an obstacle to HR.

90-9-1 RuleAndrew Morton, who heads up the Social Media efforts at SHRM, gave the attendees a refreshing and different perspective.  He told us about the 90-9-1 rule of social interactions in communities and forums.  It states that 90% of people on Social Media observe (lurk) as their level of involvement in social media. 9% comment (edit) the posts and content they see out on these forums and 1% create content.  He used a great video (The First Follower) to make his point.

His contention, and I absolutely agree with him, is that it’s great to be in the 99% when it comes to Social Media because you are still involved !!  You don’t have to be the 1% who creates and shares content.  It’s a misconception and shouldn’t keep you from being active in the 99%.

The video talks about the Lone Nut and his First Follower.  It shows that there’s more power in stepping out and connecting where you feel comfortable. You may always stay in the 90%.  You may move to the 9%.  And, who knows, you might be one of those lone nuts who creates and shares content !!

The key is to remember is that you ARE involved already !!  So, relish that, leverage that and make social media a part of how you engage, learn and advance HR !!


Being Heard !!

I just returned from #SHRM14 in Orlando.  This was the best experience I’ve personally had at a SHRM Annual Conference.  I got in a bit earlier than the masses because I was there as part of the Membership Advisory Council (MAC) of SHRM.  One of the facets of this role is that we meet with the SHRM Board of Directors as well as the board of the SHRM Foundation.

Our job is to share the feedback, concerns, ideas and pulse of the SHRM Members.  It’s really an extremely cool volunteer position to hold because it’s like practicing HR for your Association.  We listen to our members and then share with Senior Leaders directly.

I knew that we’d have this opportunity and the other four great ladies I serve with had met with the Boards last year.  There was some anxiety because I wasn’t sure what to expect.  I’m a huge believer in experiential learning and this was going to be a great experience.

What I found was not only reassuring, but gave me confidence in an organization that I sincerely believe in because we were heard !!  When we met with both bodies they listened to what the SHRM members had shared with us, especially about the new SHRM Certification.  The feedback we shared was candid, emotional and forthright.  It was even described as “unvarnished.”

HR Business Case StepsThere was a key distinction about how we approached this opportunity.  You see, we made the business case for the feedback and broke it into the areas that fit all of the comments we received.  I happened to go to a session led by Jennifer McClure later during the actual conference where she shared the steps to consider when making an HR business case to Senior Management.  It looks like we followed the steps well because we gave recommendations for the Board to consider around the next steps of the SHRM Certification evolution.

I want to clear something up that I heard at the Conference as well.  I understand that people may not feel the SHRM Board hears people, but I know that not to be true.  This is, and will continue to be, a highly emotional issue.  The Board Members heard that directly and when we discussed the issue, it was on both a tangible and strategic level.

In the end, we took the first step.

I truly think that is how this work should continue.  People are demanding absolutes which is too narrow of an approach.  Details need to come – and they will.  Communication needs to be better and consistent – and it will be.  People need to stay engaged in the process as it rolls out – and they will.

You have to know that I am not someone who is trying to only tout SHRM.  This situation allowed the MAC to practice HR.  We listened to our constituents and then brought that data to our leaders wrapped in potential solutions and recommendations.  We acted as a bridge to not only bring things together, but to move them forward.

For those that know me, I am one of the most fiercely passionate HR pros you’ll encounter.  The great folks I serve with are also fiercely passionate business people.  We always yearn to be heard and taken seriously as HR professionals.  I can tell you that it happens because we experienced it firsthand.

I’m geeked about the level of involvement I experienced and also in working with the leadership of SHRM while being connected to its volunteers.  We have hit some bumps and shed some tears.  We have raised our voices . . . and we are being heard !!

Behind the stage . . .

Next week an event over one year in the making takes the “stage” when the 2011 Ohio HR Conference, HR Rocks, comes to life !!  It looks like the hard work will pay off because the event offers phenomenal HR Rockstar speakers as well as 17.25 HRCI hours.  This post isn’t about the event so much as it is a sincere “Thank You” to the crew – my fabulous OHRC Committee.

Too often in today’s lighting fast society, we pay attention to those that are the most visible.  We make our judgements as to whether we like them, or not.  And, we judge what they do to see if it has value or credence based on every move.  This is a shame because behind the most visible people are a group of people who truly are the stars and make things come together.

The Ohio HR Conference (#OHSHRM on Twitter) is planned, designed and executed by HR volunteers – 100% !!  This can’t ever be the work of one person, nor should it be.  When I see so many questioning SHRM and it’s Board, it’s position on things and transparency, I think too many HR professionals forget the amazing work of State Councils, Chapters and State Conferences !!

Remember, if you want to find something negative in anything, you can.  It’s easy.  But, to find and thrive in something positive takes more effort which, in the long run, is much more worth it !!

So, I want you to meet, and get to know my crew this year.  Each of them is a successful and forward thinking HR practitioner who want to see HR excel and be relevant.  That is why they work so hard (along with their full-time jobs, families, other civic activities, etc.) to put together such an amazing event !!

They are listed and linked with their Linked In or Twitter profile so you can connect with each of them (which I highly recommend): Fred Eck, SPHR and Heather Speer-Edwards, SPHR(Programs); Katrina Plourde, SPHR and Kara Kilby (Registrations); Ashley Patterson, PHR and Sheri Caldwell, PhD, SPHR, CIR (Resource Partners) ; Clay Morris, SPHR, Sandy Manjura, PHR and Julie Stephens, SPHR (Arrangements); Mike Medoro (Marketing), Karen Luther, SPHR (Treasurer), Chris Henning, SPHR, (Secretary), Martine Scheuermann, SPHR (Past Chair) and Andrea Gurcsik, SPHR (Ohio SHRM State Council Director).

I’ve been on the State Conference Committee for eight years with a vast majority of these folks and I consider them dear friends.  I have been with them through life events, job changes, tears and tons of laughter !!  They are the reason that #OHSHRM will be great next week !!

So, when you come as an attendee to the Ohio HR Conference, I want you to stop each of these folks to say “Thank You” along with me.  They are extraordinary and unparalleled in the HR profession !! I am thankful to be their friend and humbled to be their Chair.

See you in a week when you will see how HR Rocks !!


Image courtesy of Stage Crew