Tag: OHSHRM

HR Rocks !!!

You just had to know that I was going to use this title at some point . . . .

Next week thousands of HR pros will convene in Las Vegas for SHRM11 and there are people all over the profession with differing views about the event.  But, I tend to lean more toward Charlie Judy’s viewpoint that it is a significant event for HR pros to attend.  The realization that we need to be continuously seeking professional development is a fact and not just something to comply with HRCI.

You see, if we don’t continue to learn more and be effective in our knowledge – we lack relevance.  Remaining relevant in today’s business environment is honestly our biggest challenge !!  You can cloak it in many different ways, but if we aren’t relevant, we will cease to exist.

So, what can all of us do to combat this?  Go to conferences !!

Unfortunately, I can’t attend SHRM11 and I am bummed because many of my friends from all over the country are going to attend and I am jealous.  However, I want to make sure that all of you also consider another great venue that is a viable option – the State SHRM Conferences !!

The “conferencing” opportunities after SHRM National are plentiful and I wanted to highlight a few for you to  consider:

The 2011 Wisconsin SHRM Conference happening 10/12/11 – 10/14/11 in Madison, Wisconsin.  They offer an incredible program with solid keynotes from Rich Horwath and Scott Christopher and are celebrating their 25th Anniversary as a State SHRM Conference !!

The 2011 Indiana State HR Conference on 8/29/11 – 8/31/11 in Indianapolis, Indiana features two great keynote as well – Steve Gilliland and Marcus Buckingham !!  The HR Florida State Conference & Expo also happens on 8/29/11 – 8/31/11 in Orlando, Florida.  Their keynotes include Tony Hseih, Lisa Ling and Daniel Pink !!

The 2011 Illinois HR Conference and Exposition will happen a week earlier on 8/22/11 – 8/23/11 in Chicago, Illinois.  The theme of HR Leaders: Inspire, Support and Challenge will be anchored by keynotes from Ryan Estis, Jason Lauritsen & Joe Gerstandt and also China Gorman.

And I would be remiss if I didn’t mention Ohio’s conference – HR Rocks !!

You see, I’m the Chair of this year’s Conference and I’m so excited I could pop !!  Our program has been certified for 17.25 HRCI credit hours with 9.25 hours being Strategic !!  The conference happens 9/21/11 – 9/23/11 at the Kalahari Resort in Sandusky, Ohio.  Our keynotes include Simon Bailey and China Gorman and our program features many of the thought leaders you follow in the world of Social Media !!

I hope you can attend these great conferences and I would LOVE to feature all of the great State SHRM Conferences that happen all across the county !!  We need to understand that there is one more INCREDIBLE benefit from attending these events.

HR gets more connected !!  We need to continue to do this intentionally because we are stronger together vs. trying to fight the good fight on our own.  So, I’d like to offer to all SHRM State Conference folks out there, get in touch with me so we can get further connected !!  It would ROCK !!

Peace of Mind !!

When we in the wacky world of HR talk about the importance of “engagement,” are we talking about others or ourselves?

Seriously.  I’ve been really contemplating this lately and I continue to feel perplexed when I see Conference sessions, blog posts, and white papers on the importance of engagement, but it always seems to be about someone else.

If HR isn’t engaged, why should we expect others to be engaged?  Have you asked yourself if you really love being in HR?  Don’t get me wrong, this is not a “why people hate HR” post.  This is a challenge to see if you’re truly in the field you enjoy.  I find that the people who manage their careers the worst are people in HR.  We will go out of our way to help others in their career endeavors, but we shy away from taking this and being intentional.

Remember – If you don’t manage your career . . . it will manage you !!

I’ve learned this through personal experience and also from watching others who continue to state that they struggle with being effective in our field.  Trust me, there’s no other field I’d rather be in !!

I keep seeing posts encouraging people to attend #SHRM11 and I hope that people do because events like this can be spectacular . . . with a catch.  If you aren’t going to forums like this to network, seek great professional development and also learn to be a better HR professional, then you’re just missing out.  Take these opportunities to move yourself ahead so that, in turn, you can return to your company to move them ahead as well !!

I think we all need to be comfortable “in our own skin” when it comes to being in HR and to quit apologizing for it.  I think it was captured best by one of my favorite bands, Boston, in their classic Peace of Mind:

“Now if you’re feelin’ kinda low ’bout the dues you’ve been paying

Future’s coming much too slow

And you wanna run but somehow you just keep on stayin’

Can’t decide on which way to go

Yeah, yeah, yeah

I understand about indecision

But I don’t care if I get behind

People livin’ in competition

All I want is to have my peace of mind.”

So, take some time to reflect.  Get rid of any indecision.  It would be great to look around in our field and see people who really had that peace of mind to make HR rock !!  Come on and join in !!

 

What do you see ??

Lately, I’ve been coming across a syndrome that isn’t distinct to any company or civic organization, but it is prevalent in all of them.  What is this syndrome?  It’s the “forest through the trees” syndrome !!

So often we churn and churn over the smallest issue in order to make sure it’s either taken care of or “fixed,” while we miss the world going on around us.  I don’t think this is distinct to HR, but we really do well at it !!

I try to stay connected to a myriad of HR and business folks from all types of industries on a regular basis. It amazes me that when we get to talking about work, I NEVER hear about the amazing people that work for their company, only the problems.  You hear descriptors like “everyone” feels this way, or that an HR issue affects “everybody.”  However, when you dig into it some more, it is usually a few folks that take up the majority of our time. So, is the problem those few people?  Or, is it us?  Do we relish the chance to go after the problem instead of having to focus on the majority?

It seems that we like the comfort zone of going after the problems because I think we feel that it justifies our positions.  Let me ask you this though . . . How does it feel to always muck around in the dark underbelly of the Company?  Doesn’t it get old?

I think it does.  In fact, this past weekend I went camping again with my scouts from Troop 941.  We were outside the entire weekend for our “Sporting Outing” which was a great way for the adults and kids to play team games together ranging from soccer to Ultimate Frisbee to kickball (with the regulation red ball I may add !!)  I went with a group of the boys on an 18-hole disc golf course which took us six hours to complete !! Vicious and invigorating at the same time.

After the weekend, I’m sore, sun burned and I think I have poison ivy in at least five places on my legs.  Now, the “tree” way to look at this is to focus on my run down body. But the “forest” way I truly live is that I wouldn’t trade an ache or itch for the memories of laughter, competition and camaraderie.

So HR, which is it?  Are you a “tree” or a “forest” in your organization?  Step back, reflect and then . . . change (if you need to).

The forest rocks !!  I can’t wait to find you there !!

Pump it up !!

I don’t know if you celebrated it or not, but I declared yesterday “Favorite Human Day !!”  What is this day, you may ask?  It’s a day dedicated to telling your favorite humans how wonderful and amazing they are !!  That’s it.  Pretty simple.

Now, when some of you read this, you’ll think “Why would I tell someone that they’re amazing with no other reason and/or agenda?” Or something like, “Well, if I do that, won’t they expect something from me?”

You see I think there’s a serious thing missing not only in our lives at work, but in our lives in general.  And that is . . . encouragement !!

Really, it’s true.  Try this . . . when you get/receive feedback – is it negative or positive most of the time?  I’ll pause for the answer.  It’s negative isn’t it?  In fact, the majority of our systems in HR are built on negatives including our policies, performance reviews and general employee relations when we have to “deal” with people and their issues.  Ask yourself this – do you spend your time telling people what NOT to do, or what TO do?  I think I know the answer.

How do we expect our cultures to change when we don’t encourage one another?  Why do we think that if we’re positive with people that they’ll just eventually turn on us?

Not me.  I encourage others.  I do it all the time without being asked and expecting nothing in return.

I follow the prophetic words of one of my rock n’ roll icons – Elvis Costello in his classic tune “Pump it Up” from This Year’s Model:

“Pump it up when you don’t really need it.  Pump it up until you can feel it.”

You don’t need a reason to encourage people.  In fact, if you just do it randomly and genuinely, you’ll probably be met with cynicism because people just aren’t used to it.  Don’t be discouraged.  Keep doing it.

This week I spoke at a local one-day SHRM Conference and the attendees and I were laughing (in fact howling at times) and having a great time – at a conference !!!  It was such a great relief to see HR people having fun and enjoying themselves talking about what we do for a living !!

Oh, and just so you know, my first “faves” were my wife and two amazing kids.  Then I called a few other faves and just left a voice mail to encourage them and tell them that I think life is better because they’re around and a part of my life.  Got another person today and we laughed and laughed and he even said, “Man, I needed a call like this today.”

I’m not going to list who I called or name drop.  These people mean the world to me, so I tell them directly.  Remember that all of us are humans.  Humans need encouragement.

Got a fave ??  Take time this week and let them know.  They’ll love it !!

You’ve Got a Friend . . .

The incomparable James Taylor had many hits while I was growing up, but one that has always stuck with me is “You’ve Got a Friend.”   This ballad hit home this week because I lost a dear friend, Penina Sachs, to cancer.  Penina quietly battled for five years before passing.

Penina was someone who “got it” when it came to being a friend.  She and I served together when I was the President of the Greater Cincinnati HR Assocation (GCHRA).  There were so many things that defined Penina that drew me to her as a friend.  She was candid, forthright, determined and she wanted to move the profession of HR forward.  Through her tireless volunteer efforts she did just that.  She was someone who embraced social media and was active in the forums.  She was also someone who saw the future by being an attendee at the first HRevolution.

Penina was never one for pretense and some found that difficult.  So many people spend hours and hours trying to “be somebody” vs. just being comfortable in their own skin.  That was never the case for Penina.

Her passing leads me to throw this out there for the HR social community to think about.

The reason I valued Penina was that we were truly friends.  Not on-line followers, lurkers, Linked In connections, or Facebook “friends.”  We were connected on-line, but more importantly in real life.  I know that it’s not possible to be connected with everyone we know in person, but I want to challenge those connected to me.  When I see someone who has 50,000+ followers on Twitter, I’m skeptical.  Sure, you have the numbers, but do they just want to be seen with you and not know you?  Where’s the value in that?

When people boast of numbers, numbers, numbers – I just wonder if you even know people’s names?  The influencer lists are based on SEO’s and metrics, but is that truly influence?

I don’t want to influence, I want to leave a legacy.  I want to be an imprint on others and I want them to imprint me.  Penina did that.  I will value her legacy of support and adventure in our ever evolving field.

So, if you are kind enough to read this blog or are connected with me in other forums know that I’m serious about this.  I want to know you enough that you leave an imprint on my life.  It’s just like James Taylor sang . . .

“You just call out my name and you know wherever I am – I’ll come running to see you again . . . You’ve got a friend.”

I’ll miss you Penina !!

Image courtesy of Word Collector

Do you Communicate or Connect ??

At a recent Leadership Team meeting at work, one of our Board of Advisors asked us – “As a company, do you communicate or connect?”

It was a fascinating question and we did some good work around it because the answers around the table ranged from ones that felt “communication was a strength” of ours to “we communicate in volume !!”

In looking at HR, especially when you take in all that is out in this “space,” I would tend to think that volume takes the lead.  This doesn’t mean that there is junk out here.  It just means that there is a ton of information to read, absorb, respond to, or ignore.

Often with so much volume, we tend to take in little because we want to be good stewards of what we read, and people have various capacities when it comes to communication.

What would happen if we chose instead to “connect” ??  What if our efforts regarding HR were more like the classic Conjuntion Junction from Schoolhouse Rock ??

Next week Jason Lauritsen and I are fortunate to be presenting at HRevolution2011 in Atlanta.  Our session is called “If HR stinks, what are YOU doing about it ??”  If you’re out on Twitter at all, it’s blowing up with tweets from HRevolution attendees who can’t wait to get to the event, want to see this speaker or that speaker, but most of all they want to see EACH OTHER !!

You see they want to CONNECT!!  Now, this camaraderie shouldn’t be limited to one conference or to a certain group of people.  HR has to take the step to break out of the shadows, intentionally connect with others and move the field forward.  This isn’t a call for one forum or one association or one event versus another.  However, it IS a call to get connected !!

I hope two things happen when I get to go to HRevolution.  (1) That I take time to connect with as many folks as possible and get to know them behind their “voice in the space” and (2) that our session makes that step from just communicating more about what HR should do – and move it to what I can do (and YOU can do as well) to continue to make HR a thriving, challenging, intriguing and relevant profession !!

Be forewarned . . . I plan to connect with as many HR people as I can !!

Is HR in Trouble . . . or just misguided ??

The post that my compatriot and friend Jason Lauritsen put out this week was very timely and thought provoking because he makes some extremely salient points as to why HR is in trouble.  Also, one of the HRevolution co-founders and friend, Trish McFarlane gave a great response on HR Ringleader !!  Now, I’d like to chime in as well . . .

It’s really interesting to me that folks in HR, especially the one’s in this “space,” continue to want to capture HR in certain view points, compartments and methods.  I get that.  It helps people understand things if there is more clarity.  Jason’s point that HR has to influence senior leadership is spot on.  HR without great senior leadership will flounder aimlessly in an organization.  Trish’s point that we should knock compliance out and be seamless about it – also spot on.  One of the most stinging criticisms I heard from senior management in the past is that HR doesn’t know its own field. Ouch !!

 I happen to think that an answer to this situation is honestly simpler than this.  HR lacks consistency.  In our struggle to be everything for everybody, we not only lose any sense of identity, we lack a credible voice.

I just got back from a trip to San Francisco where I met with two great ends of the HR spectrum – lunch on the wharf with Mark Stelzner and coffee withBecky Denniston and Caty Kobe from Focus.com . Mark and I share a lot of common approach to HR and I’ve wanted to connect with him. To spend a great lunch together was a highlight of my trip.  Becky and Caty are “new” to the business world compared to this author and they were fascinating !!  Truly represent a bright future for all of us !!

Because, you see, both of our conversations came back to one topic . . . people.

We talked about the people in our lives, our work, people I encountered during my adventuresome 14 hour plane ride across the country.  The common language of talking about people brought us together.

I don’t mean to sound like a simpleton.  I just believe that HR is in trouble because it continues to focus on everything BUT people !!

In the Sly & the Family Stone classic Everyday People it says:
“I am no better and neither are you
We’re all the same whatever we do
You love me, you hate me, you know me and then
Still can’t figure out the bag I’m in
Cause I am everyday people.”
 
Senior leaders and those who practice compliance – everyday people.  In HR we continue to think systems will make a difference if we just find the right one.  Won’t happen.  People are messy, complex, unique and fabulous.  HR is in trouble if it continues to look past humans in its effort to seem viable in organizations.  When I get to attend HRevolution in a few weeks – I am going to be genuinely excited – but not because I get to meet great “thought leaders,” but because I get to meet Jason and Trish (along with 100+ other great folks).  Get to learn about them, their families,their favorite rock bands/songs (critical).  I get to meet them as people.   I don’t want HR to be any other way . . . .

Have you laughed lately ??

Well, have you ??  Today’s white water rapid pace of constant information, technology and drive are a fact.  We say we want to escape it, but few really do.  This constant push leads to things like job dissatisfaction, stress, tension and makes people uptight.

How is that good for the workplace ??

I love to laugh.  Those that know me can attest that laughter is a daily part of my life – intentionally.  I know there are things that are challenges, and things that we don’t like about work.  But, does that mean you have to succumb to that way of thinking in order to succeed?

HR people are the toughest crowd when it comes to laughter because we don’t do it enough.  We think that if we’re not taken “seriously,” then we won’t get a “seat at the table” or some other catch phrase that we cling on to.  Honestly, it makes me laugh to even think about how people make themselves miserable and call it a career.

For the past eight years I’ve written a song each week that makes fun of HR.  Seriously.  I run an old-fashioned, pre-social media Internet message board that reaches a ton of people with an e-mail.  And, to start off each weekly update I write a song that pokes fun at the profession I adore.  Last week I chose I Don’t Like Mondays by the Boomtown Rats.  It’s not a song that many probably know, but it’s really a classic !!

My version was “I Don’t Like Paydays.”  I’ll send you a copy later if you’d like to join the HR Net. (covered at the end of the post).

Each week I love writing a song.  I giggle, count syllables and spend time on Rhymezone to make sure the songs match the tempo, pace and lyrics of the original.

After I send out the weekly message I will inevitably get e-mails back from people who say things like this:

” Unsubsribe !! I just don’t get this and your songs !!”

“I’ve never heard of this song and I don’t have time for this !!”

The emphasis is there every time.  It makes me sad that something as simple as an e-mail can ruin our day today.  I would bet that the people that discard things that make them stretch a little also laugh little.

I’m not saying you have to like my songs.  I just want HR to step back, laugh and not take itself so seriously.  People learn more when they laugh.  They remember situations and they develop stronger relationships.

So, as you start your Monday, try something different HR . . . laugh . . . laugh a lot !!

(Side Note: If you want to get the HR Net, then e-mail me.  I’m at [email protected] – It’s a fun resource that is meant to connect HR folks so that we can do even greater things in our profession. Just know you’ll get a song and a broader musical awareness as part of this.)

The State of the HR Union – the GenX Response !!

My co-facilitator at #HRevolution 2011, Jason Lauritsen, and I have been talking between blogs and invite those of you who read us to jump in !!  It’s so much more fun when you get off the sidelines and into the fray !!

Jason posed the question – What is the State of the HR Union?

I had to have a “party” response in order for it to ring true to those responses you see to the National State of the Union addresses.  However, my response will not be canned or spun . . .

HR is in a state of flux honestly.  People are tending to “maintain” versus lead in organizations and that type of approach hinders our profession and lends itself to the critical articles and blog posts that tear at its foundation.  When HR is risk averse, it suffers.  We are so handcuffed with the fear of liability, that we miss the chance to do what is natural for us – keep the human factor in the workplace.

HR has the chance to alter the landscape of the business environment if they would do one simple thing – turn words into action !!

HR can’t continue to be the “them” in conversations within the workplace.  We have the unique position in representing both management and staff.  We must be decisive in that role and not ambiguous.  Again, action – not words.

If HR doesn’t act, it becomes irrelevant.  Now, for those of you who are the purveyors of the incessant catch phrases of our profession (ROI, synergy, analytics, etc.) – cut it out.  This isn’t about talking about being businesspeople, it’s about BEING businesspeople !!

I for one love where HR stands right now because there are countless opportunities where practitioners are making a difference.  Companies who not only value HR, but expect them to be integrated in their businesses.

The question is – Are you up to the challenge?  Are you willing to commit, or just settle for contributing?

The thing I’ve enjoyed about getting to know  Jason is that we share passion for HR that isn’t a trite, shallow, rah-rah passion.  It’s practitioners who dig HR and want it to succeed.  So what’s next in our conversation?   One question, my friend . . .

Have we buried passion for HR in systems and methodology in order to appear to be relevant in the business world?

“MANDATORY” HR DISCLAIMER: The GenX party of HR practitioners would like to state that the views shared above were from our representative Steve Browne.  They do not fully represent the entire party. (hee, hee)

Anarchy + Lava Lamps = HRevolution !!

I hope you had a chance to see the post from my HRevolution partner and co-facilitator, Jason Lauritsen, on Monday.  We are conversing between blogs to share some thoughts, insights and give a bit of a hint as to what our session will bring to Atlanta.

You see, I’m relatively “new” to the whole social media platform thing.  Even though I’ve been in HR for, let’s say “many” years, I was behind the many voices who are going to be attending #HRevolution this year.  I knew many of the folks who had signed up through Twitter and/or Linked In, but I don’t know many of them personally.  In fact, I relied on Jennifer McClure – a fellow Cincinnatian – to get me more involved in the “space.”

When I got the call from Jason to get to know each other better, I was surprised a bit to have him ask me to consider present with him this year at HRev.  I’m a pretty laid back guy and love to meet strangers who dig HR.  So, let me answer his questions and pose a few of my own.

  • Why is it that you agreed to do a session at HRevolution with a guy you’ve never met?

    • I have this odd trait about me – I trust people immediately.  I don’t believe in “earning” trust – I believe in giving it first.  If you make people “earn,” you’re really just seeing if they fit your beliefs/filters/norms.  I honestly figured if you wanted to do a session with me, you had good intentions.  You also had been at HRevolution before and I liked your perspectives on your experience.

  • What are you hoping we can accomplish in our short session?

    • I hope we can accomplish three main things: (1) To have maximum interaction from the whole group to gather their thoughts and insights on our topic of how YOU can change HR, (2) to have people respond to a “call to action” and (3) laugh – a bunch !!

  • Most importantly, why do you invest so much of your time trying to impact HR pros?

    • I believe in our field.  I’ve never been a person to tear down HR.  I’ve been critical, but I think that people matter. This isn’t a cliche with me.  If people have met me, they know that I do everything passionately.  Someone has to believe in other HR pros.  I know I’ve had people who’ve been there for me, and it just seems natural to give to others. I’ve never done anything on a “small” scale.

    ***************************************************

    Enough about me . . . Here are my questions for you . . .

    1) Being that you, and others like you, are my “future” in HR – why stick with a field that others rip apart?

    2) What attracts you to stretching the boundaries of our field?

    3) Why should people even care about this session?

    I await your response . . . .