‘SHRM’ Articles at Everyday People, Page 22

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

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 !!

Is It Inside You ??

I love to write. It’s cool to have a blog to make this happen. But what if there’s more? Are there ideas that have been percolating and they are just aching to get out?

Have you read other’s people’s work and thought “I could do that !!” Well, what hold’s you back? How do you go from a wish and make it come to life? What if you wrote an entire book ??

I have a few HR friends who have done this and put out some amazing content !! I would recommend you picking up Dwane Lay’s Lean HR, Jason Lauritsen and Joe Gerstandt’s Social Gravity and Dr.Daniel Crosby’s You’re Not That Great. The took the jump of making that inner voice public. All of them are great resources !!

Another great resource is the new book by Cathy Fyock and Kevin Williamson entitled On Your Mark: From First Word to First Draft in Six Weeks. They provide the perfect starter to get your words down on pages and into a book. You see, they wrote a book on how to write a book. Brilliant !!

Cathy is an accomplished author, with this being her fifth book, and a fabulous HR pro. I’ve known Cathy from my work as a fellow SHRM volunteer at the State level. Kevin is an editor with incredible experience. (His Style section at the end of the book is worth the book alone !!)

I loved this book because it demystifies what most would think is a daunting task. Don’t get me wrong, it’s still a huge amount of work which takes intentional effort and discipline. However, Cathy and Kevin give tangible examples and break down the process into manageable pieces. The exercises at the end of each chapter will help you build the discipline you’ll need to create your book.

I’ve been seeing a flurry of blogs later that are saying that HR seems to be stuck in an endless loop. The thought is that people aren’t coming up with creative ideas, but I disagree. There is still so much to learn, share and generate.

More and more people are joining the blogosphere from HR. It’s great to see new voices and I still make sure to read the myriad of posts which come out each day. I think it’s better to be positive about what’s being said. You can always learn from what others have to offer.

Make sure to get Cathy and Kevin’s book. After reading it you’ll see if you want to take that next step. They make writing a book seem not only attainable but also inviting. I know it peaked my interest !! Now to get that voice out to see what hits the page !!

Friends.

After a great Easter weekend, it’s easy to come back to work because I had the chance to take in something that I value more and more. I hope that I have always valued what I experienced this weekend, but I would have to say that sometimes I take it for granted as well. What am I talking about? Friends.

This weekend for our Easter gathering, my family got together with two of our closest families. Our children are now all young adults and we have been together since the birth/infancy of each of the seven kids. We aren’t related biologically, but these two families are as close and as dear as any family member could be. There was nothing unique, magical, or overwhelming when we got together. We went to church, shared an incredible lunch where everyone pitched in, played outside, laughed, shared stories and memories and ended the day with warm hugs as everyone went on their way.

So, what in the world does this have to do with HR ?? Absolutely everything !!

You see, many HR pros continue to struggle and practice in what they do because they try to gut it out on their own. You can be somewhat effective in this approach, but the key word is “somewhat.” Now, I’m not talking about having a “network” or your own personal “Board of Directors.” Those are important, but this is something more basic and essential.

Because HR folks are in a field that has more challenges than rewards at times, you need friends. Friends are people you can open up with and not fear about being judged. Friends are people you can laugh with, share with and encourage through all types of situations. Friends may have answers for you as a resource. At other times, they might just be present for you when you feel no one else will.

For far too long, HR has been taught that you aren’t supposed to develop relationships at work. You’re supposed to keep an arm’s length distance from others in the event that you have to be the negative voice sometime in the future. This stance has put a dark mark on our profession and the people who practice it. How in the world can we say we’re in a field to care for people, but we’re not allowed to be close to them? It seems way too out of kilter for me.

I do my best to develop as many friendships as possible as I can with other HR folks. I want to make sure that people have at least one person who wants to know who they are, what’s going on in their lives, how things are in their corner of the HR universe, and what they love to do. I usually call folks every night on my long commute home just to check in and see how they’re doing. I don’t schedule it or make it formal. I just call them to let them know that I’m there for them and can’t wait to hear what’s happening in their lives.

When I go to conferences, I do the same thing. I want to meet and get to know as many humans in HR as I can. We need friends. It’s something that keeps us grounded. It’s something that needs to be the norm and not the exception.

So, this week as you head back into work, reach out to someone else in HR. Check in to see how they’re doing. Be a friend. Trust me, you’ll love every moment !!

Image courtesy of Oozie

What’s Your Approach ??

At times Human Resources feels like it moves at an amazingly fast pace !! There may be some peaks and valleys, but each day is more likely a blur. I know many folks who have to double-check their Outlook calendars just to remind them what day it is.

With things moving so quickly all the time, there is the possibility that the field we should love becomes the job that is more drudgery than joy. If you don’t think this is true, go to an HR Conference and listen to the conversations in the crowds. Most of them are not positive and are laced with unending frustration.

There’s a way out of this constant drain of negativity. It does, however, take a huge intentional effort which many aren’t willing to do. It’s not “hard” but it is different from the norm.

It’s all about your approach . . .

Your approach to your life. Your approach to HR. Your approach towards your employees. And, your approach towards others around you.

Let me share an example that just happened. We are entering the SHRM Conference season. There are phenomenal regional and State events that you should check out and attend. I just attended and spoke at the 48th Annual Northern Ohio HR Conference (NOHRC) in Cleveland. It’s a great event full of great programs, business partners and, most importantly, HR pros.

Often when folks go to Conferences, they are much more focused and concerned with which sessions have Strategic Credit, where are the best seats, who should they go see and what is going to happen . . . every . . . single . . . minute. They willingly walk past every other attendee to get to their session without even greeting each other. The session is FAR MORE important than the other attendees.

Having experienced this more often than I like, I opened my session by asking all of the people who came to take 30 seconds and meet the people around them. The energy level in the room jumped !! People started smiling and they shook off the full day of sessions and activities. Their minds were clear, they were ready for something different and we launched.

I shared with everybody my observation that we struggle with HR because of how we approach it. Just like the conference setting, we are so much more concerned and focused on systems, policies and procedures than we are the people who work with us. People who come to work and want to do great work, be recognized for it by person-to-person feedback and also want to see their company succeed !!

The other example I shared at my session was that when I attend an HR conference, I spend my time almost primarily seeking out friends, meeting new people and getting connected to them. I also attend sessions, but usually to meet others. When people go to conferences with me they better get used to delays because I will get, and give, countless hugs, handshakes and hellos.

You see, PEOPLE are my approach !!

This isn’t an admonishment, it’s an opportunity. People make us who we are as a profession and it’s the most fulfilling approach I know. So, this week, drop one system. Ignore one policy. Skip one procedure.

But . . . approach EVERY person with a new view !! I guarantee you’ll love it !!

Image courtesy of Dragyn Studios

Mr. Browne Goes to Washington !!

This seems to be a “bucket list” kind of year. I was fortunate enough to be elected as part of the Membership Advisory Council (MAC) for SHRM. I get to speak at SHRM National in Orlando this June !! And then, there was this past week . . .

A few weeks ago, I was sitting at the Xavier University men’s basketball game with my wife when I got an e-mail from the SHRM Government Affairs group asking me if I’d consider testifying at a Congressional House Committee. I was very moved and humbled that I was asked in the first place. After I got over the rush of the moment, I had to consider if I should do it or not.

I believe in Advocacy by HR professionals and have done this at the State and Federal level for the past several years. I think we forget that we live in a country where we are allowed to share our viewpoint and participate in our government. It’s somewhat intimidating, but I have found that the representatives and their staff are longing to hear from our community because they don’t hear enough from practitioners. They do hear from many lobbyists with various special interests, but they don’t get our perspective nearly enough.

So, after clearing it with my incredible employer, I said, “Yes.” I went through an interview with staff from the Committee, and last Wednesday morning I was sitting in the Rayburn Building at a long, wooden table in front of a microphone, a timer with lights and my remarks about to testify on behalf of SHRM. As Chairman Kline called on me with “Mr. Browne,” I took a deep breath and began to share my testimony. The questioning from the Representatives was heated at times. I tried to represent my employer, SHRM and HR the best I could. When it ended, I was relieved and still incredibly excited !!

Trust me when I say that I didn’t take this experience lightly at all. To be a citizen sitting in front of members of Congress is something I’ll never forget. This wasn’t something where you had to side with political ideologies. It was a chance to give a business perspective from an HR pro. I hope that people can see that we are a BUSINESS voice !!

I also hope that SHRM, and our community as a whole, can see there are Sr. practitioners who are involved, are engaged and want to move us all forward.

Here is my challenge to all of HR . . . Make your voice heard !!

If it’s in the context of your department, be heard. If it’s with your employees and your Executives, be heard. If it’s in an advocacy role at the local, State or Federal level, be heard.

A wise person told me once – If people don’t hear from you, someone else WILL be heard !!

HR, your perspective matters. Be confident in who you are and in what you do. This is a chance for you to set the example that you want others to follow. Being passive and hoping that things will change, or evolve, isn’t effective.

By the way, as I walked out I asked if I could take my name tent. The staff wondered why I’d want a piece of paper. I told them that today mattered, at least to me. I took it back and put it in my office so I can always remember when “Mr. Browne” went to Washington !!

Be Relentless !!

This past weekend was phenomenal because I spent it with the 50 SHRM State Directors at the Regional Summit. It’s great for so many reasons such as developing leaders, sharing best practices, learning what successes others are having and the most recent news from SHRM itself.

The true highlight for everyone attending was learning from Jason Lauritsen and Joe Gerstandt as Talent Anarchy !! They showed everyone a valuable tool with the Hack Lab. Hacking isn’t “new” to the business world, but it is lacking in HR and in volunteer leadership roles. The level of energy and creativity was incredible !!

They also highlighted their great work from their MUST HAVE book Social Gravity which break down the immense value of our social capital. When this session was completed, there was a sharing of take aways, and a vast majority of the group shared that they were going to work on being more connected to each other.

In fact, my favorite response came from the North Dakota State Director, Stephanie Winterquist, when she said she was going to BE RELENTLESS at improving her social capital !!

It made me wonder if others in HR would be relentless too? I know that “connecting” is an overused plea in HR blogs, but it keeps coming up because people just aren’t doing it !! As soon as the conference was over, and before I caught my flight home, I sent a Linked In invitation to intentionally connect with the folks from the SHRM Leadership Summit that I hadn’t yet. This isn’t to gather more “friends” or “followers.” It’s to find others who can be resources for you and for you to be a resource to others.

HR will sustain its relevance the more it’s connected !! That is an undeniable fact. So, you have to ask yourself – will you be relentless too? I think it’s time for all of us !!

My Fellow HRians !!

This past week the President of the United States gave the State of the Union address. Regardless of where you stand politically, it amazes me that we live in a country where it’s leader addresses the nation with his plan for the coming year. There are companies who never fully communicate the Strategic Plan for their company let alone an entire country !!

While the address occurred, there were several of us who participated in a chat on Twitter that was coordinated by Lisa Horn, SHRM Director of Congressional Affairs, and Chatrane Birbal, Sr. Advisor of Governmental Affairs for SHRM. It was fascinating to hear people’s takes on things, but the underlying trend of the majority of the entire speech was . . . HR !!

Seriously !! You can break it down like this – Employment and job creation (HR), Immigration (HR), Education and Training (HR), Retirement programs and MyRA (HR), Minimum Wage (HR), Equity in Pay (HR), and hiring the long-term unemployed and veterans (HR).

That’s amazing !! When I read countless posts and articles about how HR is going to disappear or be irrelevant, I have to chuckle because we were the entire fabric of the COUNTRY !!

How much will get done? Hard to say. Will politicians get in the way and muck things up? Probably. Do we have to fall into that same trap of inactivity and infighting ?? NO !!

This is a real chance for HR to have its voice heard within the walls of their companies, their local communities, their states and the US as a whole !! If you aren’t advocating for these issues so they actually hear the perspective of HR professionals, then this is your chance to shine. Look at what’s before you instead of sitting in the shadows and complaining about more things that are forced upon you due to regulations and legislation. I’ve personally advocated at the State and Federal level and it’s invigorating !! Legislators want to hear from people who actually do the work instead of only hearing from lobbyists.

The key you have to remember in all of this is that if you choose not to advocate or raise your voice, someone will who is on the opposite side of what you believe. I’ve seen this personally happen.

You can be an example as well by modeling positive behavior in how you practice HR in your company !!

Look at how you compensate your employees. If there is inequity, address it and be consistent.
Look at the long-term unemployed and veterans groups as pools of talent and experience versus thinking about what they “don’t have” for your company. Investing in people who WANT to work for you is often more valuable then a pretty resume !!
Be knowledgeable about the impact of immigration, minimum wage, retirement programs and training have on your organization. Be the business voice to Sr. Management about these as an expert and stop waiting for someone to come to you. Be proactive !!

I hope you can tell that this jacks me up !! I hope you see the signs that are extremely visible in front of us. The landscape is wide open and it’s a chance for us to step up, be heard and move an entire country forward. I’m geeked and hope you join me, my fellow HRians !!

Why You Should Contribute !!

A few weeks ago, my friend Ben Eubanks asked if a few of us would be interested in having new HR pros guest post on our sites. It’s part of the North Alabama SHRM Mentor University program and I really dig this. I think ALL HR pros should mentor future HR folks and allow them to learn from you . . . and YOU from them !!

The following guest post is by Kirsten Stutts, PHR. Kirsten is an HR Manager for a company is Huntsville, Alabama and she is encouraging HR pros to understand the value and contribute to the SHRM Foundation. Check out her 1st blog post ever !!

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SHRM Foundation’s Support for the HR Profession

I have been a member of North Alabama SHRM (NASHRM) for several years, and this year I finally decided to volunteer. In June, I was invited to join the NASHRM Board as their SHRM Foundation Director.

What is the SHRM Foundation Director you might ask? Well, I didn’t know either. Luckily SHRM has a webpage called the Volunteer Leaders’ Resource Center (VLRC) dedicated to answering many of your questions about your new volunteer role and offering a host of resources for you to utilize. Really, the SHRM Foundation Director role serves two purposes:

To raise money for the SHRM Foundation, and
To educate people about the Foundation and how it supports the HR profession.

Did you know that . . .

You can apply for a scholarship to pay for your tuition towards an HR degree or certification?
The SHRM Foundation offers complimentary resources such as DVDs, Effective Practice Guidelines, and Executive Briefings that you can use personally or as a program for your Chapter?
When used as part of a 1-hour educational session, the DVDs even qualify for HRCI credit!
SHRM Foundation is also the leading funder of HR research!

I didn’t know any of this before I accepted the role of SHRM Foundation Director. So what can you do to get more connected and involved?

Click here for their home page, SHRM Foundation, to check out the resources that the SHRM Foundation has to offer!
Support the SHRM Foundation when your local chapter has a fundraiser or donate to the SHRM Foundation directly; and
Volunteer to be a part of your local chapter of SHRM. You may get more out of the experience than you think!

I think people will benefit from knowing more about the SHRM Foundation and how it helps us all as HR professionals and as an entire profession.