‘Human Resources’ Articles at Everyday People, Page 40

Ride the Waves !!

This past week was truly wonderful !! I was on a beach with my family enjoying vacation. Overall, the week was fairly uneventful and relaxing. We did the things we enjoy like playing Euchre, tackling an impossible 1,000 piece puzzle, rounds and rounds of miniature golf and time with our feet in the sand.

I don’t do well just sitting on the beach. I need to move and be a part of the flow of the environment around me. I love watching all of the different people walking by and sincerely wanting to talk to each of them (if it wouldn’t creep them out) and learn about who they are and what they do. I don’t do that . . . much, but the throngs of people fascinate me. I tend to roam up and down the beach to search for shells, look for unique things and take in as much of the experience as I can.

This year we were actually in a condo on the beach. And I mean ON the beach. The endless pulse of the Atlantic Ocean was a constant melody if we were splashing around in the waves, or listening to them as we fell asleep at night. It was a hypnotic symphony that I loved hearing and watching.

My kids and I love bouncing up and down in the waves for hours and hours. We happened to be out in the surf in some rather active waves. In fact, you had to really try to maintain your footing. After fighting this force of nature, you were worn out. We’d catch a breath, grab a drink of water and head right back out into waves.

It reminded me of HR, work and life. It may seem like a stretch, but hear me out. Life comes at all of us in waves. And, like the ocean, the waves never stop. I love it when we expect our employees not to “bring their life” issues to work because that is a flat joke. You can’t wish that people would do this because it’s not possible. Instead, I think we need to have a characteristic that should be in every HR role – resilience. It’s something that we don’t teach, and it’s even hard to think about it. This attribute is needed because waves of different sizes and intensity come at all of our employees every day. Instead of being pulled out by a rip tide, or having the waves of life bury us, we need to be there to pull people up and get them on their feet once again.

Too often we bemoan the circumstances of life that people share with us. We want everything to be just perfect and smooth and get frustrated when it’s not. Being resilient is what is needed instead. If we are the people who can be the example to others, then they will understand they have support. Support is something lacking in most workplaces for our employees. If HR could step in consistently, then people would appreciate this and not be overwhelmed by what comes at them.

Tomorrow, I jump back into the surf, but this time it’s at the office. I can’t wait to be in the waves with all of those around me !!

I Need a Bucket !!

Before you think this is a post about Monty Python’s The Meaning of Life, it really takes a different twist (even though I’m a devout Python fan !!)

There has been a recent trend in blog posts that came to life at work for me this week. I first came across Susan David‘s fabulous post on Harvard Business Review on engagement and meeting employee’s needs. Secondly, I read one of my faves Paul Hebert on Symbolist and his take on finding out what employees want. If you take nothing else from this post, make sure you connect with these great folks and resources !!

This all came to life for me through one of my favorite Team Members. Greg has been with us for over 30 years and he started when he was 16. Greg is fantastic because he has always done the work that most people look down upon or consider below them. Greg started with us as a dishwasher taking care of all of the various dishes from our guests as well as the kitchen equipment. It really is one of the key positions in our pizzerias !! A little over a year ago we asked Greg to try something new and clean the parking lot for our anchor store as well as the parking lot for the Corporate Office.

Greg has always taken great pride in his work, and he welcomed the new opportunity. A few weeks ago he asked me for a new bucket. I didn’t think much of it because he had a bucket, but something seemed wrong. He seemed out of sorts which doesn’t happen that often. When Greg saw me, he’d check in and see if I had found a bucket yet. I asked Greg what kind of bucket he wanted and he said, “Something big and colorful.”

I took Greg’s request to heart and found a beautiful, blue bucket at Lowe’s. I walked it over to the pizzeria and asked the GM to get Greg and have him meet me at the restaurant. He thought something was wrong, but his eyes lit up when he saw me with the new bucket !!

He explained to me that someone had ruined his last bucket and it was great to have something new !!

You need to know something fantastic about Greg !! He is a Special Needs Team Member who is flat awesome. In fact, when we had a group of sixth graders visiting us, Greg asked if he could speak to the class. He was absolutely captivating because he spoke from his heart about how much he loved working for us, and he encouraged all of the kids to make sure to apply to work for us when they turned 16 just like he did !!

A bucket. Something that seems to be insignificant and simple to most, changed Greg’s day. I can see him now across the street as his blue bucket bops up and down as he walks joyfully through the lots.

What’s something that’s staring you in the face which may mean little to you, but would change an employee’s life ?? We make HR so layered and difficult, and miss people’s needs that are right in front of us.

This week, strip off the layers and look for those “bottom shelf” needs that you have been missing. Recognize that it’s important to someone else and then fill their bucket !!

Walk a Dog !!

After returning from SHRM14, I was faced with the reality of a very full plate at work and at home. I’m sure this is no different than all of the attendees as they made their way back to their non-conference lives. It’s very easy to jump back into the incredibly fast pace of life and have things seem overwhelming. Nothing ever seems to fall into place even for those who are phenomenal planners. The reality of things moving in and out of each day means that you have to react and respond because people expect to be heard.

So, like most of us, instead of just going back to what I already had in front of me, I volunteered to watch our neighbor’s dog while they went on vacation. Normally, my great son watches the dog, but he was going to be in Atlanta, Georgia for a mission trip with his youth group. Now, you have to understand that Piper is an extended part of our family. We are very close to our neighbors and have known Piper since he was a puppy. Did I mention that Piper is gigantic ?? I’m a big fan of large dogs, and he definitely fits the bill. Piper is a Labradoodle, and he can easily put his head on the kitchen table just to check out what happens to be “available.”

I used this opportunity to start my wellness program by walking Piper early each morning. We went for it by walking 1 1/2 to 2 miles each day. It has been magnificent !!

What in the world does this have to do with HR ?? Everything.

You see, I’m a person who is constantly on the go. I am a person who says “Yes” all the time because I feel I have the capacity to take things on and I enjoy being full all the time. In doing this, I rarely take time to reflect and clear my mind. This isn’t a good approach, but it is what I think everyone practices. People are always bemoaning how busy they are, but we don’t take steps to do anything about it. We may go on vacation to break away, but even those trips are filled to the max to “enjoy” our time off.

Taking a walk allowed me to start the day unencumbered because Piper was the focus. He knows how to start the day !! First of all, he can’t wait to see you. As soon as you hit the door, he’s excited that you showed up. Secondly, he can’t wait to start the day and be with you as you share a walk together. Every day the same path is new to him. He doesn’t complain about ritual or pattern because it’s never the same. When he sees fellow dogs, he greets them and can’t wait to talk to them regardless of who they are, where they live, how they look or how they act.

How would your HR role look if that’s how you approached each day? What if everything was new and exciting instead of mundane and repetitive? What if EVERY single person mattered for who they are, what they do and what they bring to work each day? What if you were so excited to see everyone each time to encountered them?

Clearing my head on these walks actually improved my perspective on people. I’m going to keep walking every morning, even without Piper. Having some time just to break the pace is healthy for all of us. I hope that each of you find your own way to break out of the pace. Trust me it’s worth the walk !!

Lava Lamps in India !! #SHRM14

I am slowly, and I mean slowly, coming down from my high state of euphoria I experienced at #SHRM14 !! I really don’t want it to end, but it will have to suffice as my HR peer fix until the next great event.

The entire event was a whirlwind of interactions at a level I hoped would occur. To get jumped in the hallway outside the Exhibition Hall by Simone Carroll saying “Hello Steve !!” in a beautiful Australian accent followed by a hug to exchanging music, ideas and insights with the SHRM HRblog Squad, my time at the Conference was never dull.

I enjoyed the Keynotes for various reasons. I don’t expect them to “hit” or change HR because they are brought to the Conference to give it some “star” power. My fave was David Novak, CEO of Yum! Brands because he was Geeked about people in his business and I truly connected with his approach to HR – especially in the restaurant business.

I loved the concurrent sessions I saw with Jennifer McClure, Jason Lauritsen and Clint Swindall. Each of them had takeaways on how to do things like build the business case for HR and leadership (Jennifer), Become a Social Architect in HR (Jason) and how to become a Weekday Warrior (Clint). Yes, I went to sessions to try to improve humans around me. I just can’t get enough of it to be honest !!

The Exhibit Hall rocked !! I loved the SHRM Store and the Volunteer Leaders lounge was a great place to rest and catch a snack with friends who give their time and efforts to SHRM at the Chapter and State Council level.

The event that sent me truly over the top was the opportunity to speak myself. It was a rush to be opening the activities on Monday at 7:00am to a full room. I am thankful that friends came to show support because I love seeing them all the time. I was even more excited to see a room of unfamiliar faces (at least when we started). I met HR peers from Uganda, Saudi Arabia, Denmark, Nigeria, Turkey, the Cayman Islands, Bermuda, Canada and India all in my session. Having a chance to share HR from a different perspective and also reach folks from across the globe . . . . amazing !!

I think the attendees at my session weren’t quite ready to be jacked up that early in the morning. To be able to show HR people that you can have fun, mess with your employees and truly impact the business you work for seemed new to most there. I thought everyone was a bit tentative to start, but by the end of the session people were laughing, smiling and learned what it’s like to be Geeked about HR !!

I challenged the attendees to do something completely radical and say, “Hi !!” to all of the attendees at SHRM14 who weren’t in my session for the rest of the week. I told them I would check on them throughout the week to see how it was going. Amazingly, they told me that others were wondering why they were greeting them. I asked if that discouraged them, and they began to glow with excitement !! They eagerly told me, “No, I keep saying ‘Hi !!’ to more folks now. This is awesome !!”

You see, I think a lot of HR needs to be simplified. People want to engage and be connected – but the difference is that WE have to be the ones to do it instead of expecting folks to just “get it.” One thing to start this is making your office fun. At my session, I closed everything out by telling folks I was adding them to the HR Net (a free resource open to all HR folks) to keep them connected, and I gave away a lava lamp.

When I pulled the name, I stumbled. It was a longer name and I didn’t want to mispronounce it. I got the name out and a wonderful, young lady quietly stood and said, “Yes, that is me. I won.” Meet Jaya from India !!

How cool is it that the 1st time I get to speak at SHRM National, I can plant a cool, hippie HR vibe in another country ??

You see HR – It’s time for us to shine our light within our organizations, our profession and with each other. Well, I’m geeked again just by writing this !! I hope the Conference was fab for everyone who went – and I hope to see YOU at another great HR event sooner than later !!

All MAC’d Up !!

Sitting in an airport terminal gives you a chance to jot down your thoughts if you build in a bit of time. I’m trying to contain my excitement as I get ready to board my flight to SHRM14 in Orlando !! The actual conference doesn’t kick-off until Sunday, but I’m fortunate to head down early as a SHRM volunteer and member of the Membership Advisory Council (MAC).

The MAC is made up of five volunteer leaders who work with five regions of ten states each throughout the US. I am the 2014 Rep for the North Central Region which is basically the upper midwest section of the country. The MAC meets with SHRM State Directors and volunteers throughout the country and listens to their feedback, concerns and suggestions. We get to take their great input directly to the SHRM Board of Directors as well as other SHRM staff. It’s an incredible opportunity that had a very intentional beginning . . .

You see, I have been a SHRM member for many years now. However, when I began getting involved as a volunteer I was someone who commented on the sidelines about all the things that were “wrong” with the association and my local chapter. I was facilitating a monthly HR Roundtable in the late 90’s and was being more and more vocal about my disdain. Now, you have to know, that I had yet to go to a chapter meeting or SHRM event in person. It was just easier to join the negative throng because people seem to get jazzed about it.

One month after a Roundtable, a very engaged member of the Greater Cincinnati HR Association (GCHRA) confronted me. In fact, she pinned me against the wall !! Now, I’m a fairly tall person and this person was not. It didn’t deter her in the least. She said, “Hey Steve, I’m tired of you taking shots at what we do. You aren’t even involved yourself. In my opinion, you need to either get involved or shut up !!”

I was flabbergasted. This is not stereotypical behavior for an HR person. I admired her fervor though and took her up on her challenge. I decided to run for Vice-President of the chapter even though I’d never been to a meeting. I won. From that time I’ve been fortunate to be the Chapter President, State Conference Director for Ohio and State Council Director. I also still run the HR Roundtable each month and am entering my 15th year of being the facilitator.

I wanted to share this because I keep seeing other HR pros who sit on the sidelines and aren’t connected in their field. You may pay your membership dues, but that only gives you access to a website and a myriad of white papers. The National Conference is now upon us and you have a chance to act. So, consider this me pinning you to the wall.

When you go to SHRM14 – get fully immersed in everything that the conference has to offer. Be intentional in choosing your sessions and get great information that will help you be better in your role within your organization. Go into it seeking the nugget that will transform your approach to HR. Don’t just attend. Be active !!

Hit the Exhibit Hall, the SHRM Bookstore, the various events happening every night and take in all that you can !! Most importantly connected with the other HR pros who will be at the event. You can develop meaningful, professional relationships that could last your entire career. You will be surrounded by people. Be different and engage others instead of rushing from one event to the next.

When that volunteer pinned me to the wall years ago, she lit a fire in me that only continues to grow !! I know that SHRM has its faults and can do things better, just as most organizations do. However, I can only make a difference by being involved. I hope this gives you the spark you need to get involved in HR where you are !! If you get connected to other folks, join a chapter, start an HR blog, etc. you’re taking that next step.

I honestly can’t wait to see each and every person who is going to SHRM14 !! I’ll be the one on fire who will be geeked to meet you !! See you there !!

I Am HR !!

In the classic film Spartacus, Kirk Douglas leads a revolt against Rome. He and his fellow slaves are face-to-face with the Roman troops when the commander demands that Spartacus reveal himself. All of his fellow slaves stand and declare that THEY are Spartacus until the entire throng claims to be Douglas. He stands defiantly facing his enemy while everyone rallies around him. It is timeless and a call to arms for people to support a just cause and overthrow the empire !!

This past week a true revolutionary in our field of HR, Laurie Ruettimann, released her new e-book, I Am HR: 5 Strategic Ways to Break Stereotypes and Reclaim HR. To put it simply, it is magnificent !!

Laurie has been a trendsetter in Social Media and HR for several years. Her punk rock approach to what we do is edgy, challenging and intentional. She hasn’t settled for HR to remain in stasis, and that doesn’t always sit well with people. In fact, I know that people tend to either be hot or cold with Laurie since she rarely takes a stand in the middle of the road.

I respect Laurie for being a boundary stretched in a field that cries out so desperately for this. For too long HR has bemoaned how it “isn’t this” or “isn’t that.” We are the ONLY profession that does this by the way !! Laurie and I have different approaches to being passionate about HR, but I consider her a dear friend who makes me think and not accept the norms that are often set as standards for our industry.

This e-book takes the stereotypes of HR and peels them back. It doesn’t pile on or reinforce them, but it does ask you as the reader to face what we’ve become.

The true appeal to Laurie’s work is that she offers some tangible solutions for each of these stereotypes to be addressed and thwarted. Some HR books give lofty theoretical models filled with catchphrases and false motivation to get you jacked up to “act” into yet another phase of corporate ambiguity. This book doesn’t do that. In fact, Laurie gives real world examples of HR professionals that she has observed as people who break these stereotypes. You can find each of these HR pros active in all facets of the field and from all types and sizes of industries. Ironically, each of the people she lists are also visible and active in Social Media trying to move the entire profession forward as well as where they work.

This book will push you to look introspectively and then ask you to stand and proclaim. I know that when I read it, I readily exclaimed, ” I AM HR !! ” as if I was rallying with Spartacus. I encourage you to download the book, keep it on hand, refer to it often and join the throng to proclaim that YOU ARE HR !!

I Can’t Wait !!

In a few weeks, I will be heading to Orlando, Florida for the SHRM Annual Conference. To say that I’m Geeked would be an undersatement !! It’s a chance to break away from the daily norms and be with 14,000+ of my HR peers. Some may find that overwhelming while I see it as welcoming.

There are many reasons that are making this year’s conference even more intriguing. The obvious item that will gather the most attention will be the next steps in the SHRM Certification transition. I want to see where things will go and it will be great to see and hear things first hand. I also have the great chance to meet with the SHRM Board of Directors as part of the Membership Advisory Committee (MAC). I’m fortunate to be a part of a great team of other volunteer leaders from around the US who are seriously intentional and engaged HR pros.

To top all of this off, as if that wouldn’t be enough already, I get to speak !! When I heard that was going to be a part of the program, I was humbled. I truly was. You see, giving the presentation will be a thrill in itself, but even more than that I’ll be talking to my peers. I have been at many conferences and hear that HR folks want to hear from fellow practitioners. Now I get the opportunity to do that. Wow !!

Conferences give you a chance to meet great HR pros from all over, develop lasting professional relationships and get connected to resources that help you do your job better. If you’re going to SHRM14, I’d love to see you and connect !! I mean that. I try to meet as many folks as I can because I find that I have learned more from these great people over the years than I ever would have on my own.

I know that there are several reasons why people go to conferences, but for me it truly is all the people. It’s fascinating to realize that there are so many others who practice HR and have a chance to do it in various ways !! I also plan to see other sessions from people that take a different look at HR. I look for sessions that stretch and challenge me because I want to bring back items that will allow me to improve HR in my workplace. I don’t want to settle for something or sit through a topic just because it gets a certain level of credit.

So, as my level of excitement continues to grow, I hope to see you !! It would make my Conference to get to see you, meet you and experience it with you. Geeked !!

Image courtesy of blogworld.com

Listen.

Human Resources is often written about in vast layers and fantastic catch phrases !! When I see posts about “harnessing the synergy of human capital” I start to twitch. One of the shortcomings of what we do is that we try to make it harder than it needs to be. I think that HR has fallen into the trap that if we sound like we’re more intricate, then people will give us more credibility.

Weaving a broader web of terms and efforts that keep the “mystique” of HR as our brand lends itself to more confusion than clarification. When I talk to many of my peers, they share that many companies just “don’t get” them. This has to be frustrating for those practicing HR and those who work with them.

I’d like to show you a simple alternative. Listen.

It’s an overlooked skill and attribute that we don’t practice in HR, or in organizations for the most part. Please understand that I’m not talking about the different “types” of listening highlighted in communication models. It’s much more simple than that.

Our employees want people who will take the time to hear what is on their mind. We tend to think that these requests are such a hassle because we have so much more that is important and needs our attention. I have to work myself to not fall into this approach. I think that we consider the request to listen to people difficult because our mind tends to think the worst will occur. If we were honest about it, we tend to be more negative about people than positive. Our minds start to formulate all the “what if” scenarios that are sure to come up when the conversations occur, and they never come true.

Just this past week I had several requests from both Managers and front-line staff to meet with them. This wasn’t on my schedule or in my planner. The fact was that I had some fairly large projects in front of me that were due. I chose to fight the urge to put these requests to the side and went to meet with each person. I’m glad I did. In each situation, I was able to be the sounding board that was needed at that time. The conversations ranged from personal issues outside of work to difficultly with a manager who seems to be ignoring his staff.

Honestly, it was the best use of my time because the challenges that these employees were facing were only going to grow if someone didn’t listen to them. I think there are three keys to making listening work:

Be Available – That sounds simple, but as I mentioned before, we put other things in front of people all the time. Being available takes discipline and a ton of effort. If you do this, you’ll honestly differentiate yourself from most HR practitioners !!

Don’t Seek Solutions – This goes against the grain of who we are. We don’t feel we’re being good professionals if we don’t come up with the perfect solution to everything we face. You may get a chance to offer a solution, but just listen first. Seriously, listen and see where things go before formulating what could be done.

Be Consistent – You’ll do better to listen to all of your employees and not just those who are problems. The more you listen to people the more you learn. This will allow you to be closer to your team members, and chances are you’ll hear things early on and be able to anticipate how things will move.

Listening is something that has taken me years to learn. It’s tough to admit that but it’s true. I know it makes a difference. This week start listening and see what happens !!

Those Who Serve !!

Today is Memorial Day and I was fortunate enough to spend it with my parents and my brother’s family. As we all get older, it’s harder and harder to get all of the kids (now young adults) together with everyone. We were able to grill out, share stories, see how fortunate we are to have such great kids. I cherish my family and this day, more than most, makes this even more true.

You see, one person wasn’t able to be at our gathering, my biological father. My dad, John Browne, was a veteran of the US Army. He served during the Vietnam War and went on four tours during his service. The Army was really the only choice at the time for my dad. He was an average high school student and the Army was a way to have a career and develop skills to use later in life. He entered as a private and rose to the rank of Staff Sergeant. He ended up being a highly decorated person for his bravery, valor and leadership of his troops during the war.

If you notice, I keep noting these things in the past tense. My dad passed away in 1968 after losing a battle to Hodgkin’s Disease cancer at the age of 26. It’s amazing to me that he survived the difficulty of battle only to lose to a disease.

I’ve heard that my dad was caring, gregarious and had a deep laugh that came out easily and often. He was a dedicated friend and loving husband and father. I was only four years old when dad died. I have a handful of memories of him, but wish I had more time to have been with him. From what I’ve been told, he and I are very similar !! We look the same, have the same voice and I guess I even walk like him. When I laugh (which is often), my family has said, “That’s just like John.” I’m sure he loved life and lived it to the fullest !!

One other thing that gives me pride . . .

My dad volunteered to be in the Army. Just when the draft was going to come into full force and be a dividing factor in our country’s history, my dad chose to serve. He knew that he could be called to be in harm’s way, and he signed up anyway.

Today, there are thousands of men and women who are just like my dad. They weren’t drafted into service. They chose to serve, and they continue to do so in both times and circumstances of war as well as humanitarian efforts around the world. We are so comfortable in our day-to-day lives that we take for granted these folks who protect our freedom. That’s a shame and something none of us should take for granted.

Without these thousands of people willing to step in and serve, I wouldn’t be having a picnic with my family this Memorial Day. So, I wanted to say “Thank You” to all the people of the Armed Services – not just on this day, but every day. When you see someone in uniform, thank them in person. They deserve this and so much more !!

I hope you join me in being thankful for those who serve !!

What Matters to Me . . .

The past few weeks have been full of change in the world of HR with the announcement from SHRM and its new certification effort around HR competencies. I have been reading about this on various HR blogs, and talking with many HR folks directly about this daily since the announcement.

I have my SPHR and am very proud of holding that designation. I was like most when I heard the news about the change. There was a mix of emotion, confusion and a desire for clarity of why, how, what, etc. I happened to be at SHRM Headquarters when this happened as a member of the Membership Advisory Council (MAC).

Since the announcement, I’ve been trying to have conversations with people to listen to their concerns and feelings about what’s happening and the change that is in front of us for both HRCI and SHRM.

Here’s a different perspective . . .

This week, my amazing daugher Melanie (pictured here) came back from Ghana, Africa. She went there as part of a school class/mission trip for the University of Indianapolis. While she was there, she and her fellow students had a boat sink with them on it, floated in a lake surrounded by gasoline, had a runaway truck run into their van (all of them are safe), walked through fire ants and also got to meet a ton of fantastic kids who loved being with her every single moment !!

When she was back home in our living room, I asked her how she was and she said, “Well, I’m not sure.” I was confused by this answer. “What’s wrong?,” I asked. “Dad, I know I’m back home, but I’d rather be in Africa.” I was humbled by her answer.

After going through adventure after adventure that most would see as harrowing or disheartening, she was drawn in by the challenge, the environment and the experience.

What does this have to do with the changes in the certification system we’re facing? Everything !!

What matters to me . . .

is faith, family and friends. In the conversations I’ve had with HR pros, I’ve asked how they were doing first. Not their opinions on this change, but how THEY were. This has been an emotionally charged 1 1/2 weeks ranging from anger to disgust to frustration because of a lack of information and clarity.

I understand that and have experienced it myself. It matters more to see how people are doing because I’ve heard stories about the challenges folks are facing personally, at work and with their employees.

There is so much life going on around us. In no way do I want to diminish how people feel. I value my certification and my affiliation with SHRM as deeply as the next person. It is, though, just one aspect of who I am as a person and as an HR professional.

What matters to me . . .

is passion. I think both bodies have overlooked that this decision is more of a people decision than a system change. Those of you who know me know that I am fiercely passionate in most areas of my life. I appreciate that people are exhibiting this passion now, and I hope that both SHRM and HRCI see that. It’s great that we care about this. My hope is that this passion is also what all of us exhibit in our roles as HR pros all the time and not just in reaction to this change. We work in a fabulous field because we get to work with other great people – who are also passionate !!

What matters to me . . .

is you. In the end, and after the dust settles, the most important factor to me in the situation we are addressing is people. That’s why myself, and others, have been reaching out to have conversations and provide context as well as listen to others. It’s really practicing HR to work through a significant change. I consider myself fortunate to have the opportunity to have the relationships to have these conversations. I would encourage you to reach out and have these too.

I know I’m taking a chance by posting this and that comments could come that say ” I don’t understand.” I do. I’m trying to work through this to see solutions and a resolution occur. I want to see both bodies, HRCI and SHRM, succeed.

I appreciate you letting me share a different perspective !!