#SHRM19

#SHRM19 Q&A: Jonathan Segal on HR & Sexual Harassment

#SHRM19 is just around the corner, and one of the speakers I always make time to see is Jonathan Segal. This isn’t just because he is a genuinely delightful human being who also is a champion for animal rights. It’s also due to his exemplary knowledge and wisdom in the field of gender bias and sexual harassment and his ability to clarify complex issues for an HR audience.

I spoke to Jonathan recently to hear more about his session Sexual Harassment Case Studies.

Tell me more about why you wanted to speak about sexual harassment case studies?

We all know now that harassing conduct is both severe and pervasive. No industry is immune. Responsible employers have done even more to prevent and remedy harassing conduct since the “great awakening” in 2017. This includes strengthening policies, complaint procedures, training, etc.

Now, however, I fear that HR may have some #metoo fatigue. After all, it has been the topic de jure for more than a year. While #metoo is not the only issue for HR, it must remain top of mind. This means focusing not only on compliance but also on culture.

This program will provide guidance to HR to assist other leaders navigate the gray, receive complaints, respond to potentially harassing behavior, avoid retaliatory conduct, etc.

What motivated you to get started in law?

I grew up in a family where social justice was very important. Dr. King remains my hero. I became interested in how law could increase equality.

When I went to law school, I became particularly interested in employment law. Originally, I had considered being a plaintiffs’ lawyer. But, for many reasons, I decided I wanted to try to make a difference by working within the system, that is, for employers. A recovering litigator, I focus entirely on maximizing compliance and managing risk with an eye toward culture. I love what I do. I am quite fortunate.

What has been your most valuable lesson professionally so far?

There is no such thing as risk avoidance. In HR, it’s all about managing risk.

Avoid risk by hiring a questionable applicant? You may have a riskier termination if things do not work out. Avoid risk by not terminating an employee who should be separated? You may be creating a bad “comparator” when you terminate someone else for same or similar reasons. Plus, what damage can the employee cause while remaining employed?

Somethings are legally mandated or prohibited. But where there is legal risk rather than illegality, we must get comfortable with the gray. Afterall, sometimes the greatest risk of all is to take no risk at all.

What is your favorite part of attending SHRM?

I love the short and not-so-short conversations with HR professionals, scheduled or impromptu. I like listening to what issues HR people face day to day. I think I am a better business partner as a result.

But it goes beyond the professional. Annual is a great opportunity to meet up with people I don’t see often live but really like. It is also an opportunity to meet people I “know” from social media and get to know them the old fashion way.

What do you think attendees will be most interested in in your session?

I suspect people will be interested in how to respond “in the moment” to harassing and other unacceptable conduct, even if no complaint. This is so important and so much room for error.

I anticipate there may be questions on navigating the gray. I never expected that a large part of my counseling practice would be the “when and how” of hugs and compliments.

What sessions are you most excited about attending yourself?

So many great sessions but here are but 5 (in alpha order):

1. Steve Brown, HR Rising! From Ownership to Leadership

2. Sol Adrianna Echeverría, Doing Business Globally with Multicultural Teams: Strategies to Manage Integration

3. David Edelman, The Emotional Connection Between Your Brand and Employees

4. Jim Reidy, When Smoke Gets In Your Eyes: Legal Issues and Hiring Strategies in Era of Legalized Marijuana

5. Allison West, He Said, She Said- Now What? Tips for Effectively Assessing Credibility

What do you do when you’re not at work?

My passion outside of work is animal rescue. I have been a hands-on volunteer virtually every week for more than a dozen years. Thank you Montgomery County SPCA. In the interest of full disclosure, I am now a Board member, too.

No feeling is better than getting a shelter cat or dog adopted. I have a soft spot for the older animals, so I push a bit harder for them and, by a bit, I mean a lot. We cannot save every animal. But we save a universe with every animal we save.

To quote Anatole France: “Until one has loved an animal, a part of one’s soul remains unawakened.” In addition to the shelter animals, Scotty, Finny and Larry awaken my soul every day.

What’s the most important lesson you want attendees to your session to walk away with?

That the problem of harassment remains, and that HR plays a critical role in ensuring that our workplaces are respectful, safe and productive.

We can make a difference. We must! I hope to support HR by sharing some practical tools to make this happen.

AHRI, Career, Human Resources, SHRM

Finding My Tribe & The Power of Multipliers

This morning I sat down for breakfast with Greg Hawks ahead of presenting at the Illinois SHRM 2018 Conference – #ILSHRM18. A completely random occurrence: both Greg and I were speaking at the equivalent Ohio conference (a fabulously run event), and upon seeing we were both going to be in Chicago, Greg suggested we have breakfast.

Greg, myself and 110 mousetraps sat down, main-lining coffee, chatting about how we’d both ended up at the Hilton Suites ahead the conference kicking off. We just didn’t shut up! We discussed conferences (how well run was #OHSHRM18?!), kids, HR, business, speaking, American hospitality (it’s disconcerting how polite everyone is here), and the amazing people we’ve met along the way.

If you asked me a few years ago whether I’d be here, bouncing around ideas with a phenomenal speaker (do make sure you check him out) in the restaurant of a hotel in Chicago where I’d been invited to speak at a conference the answer would have been a resounding hell-no!

But here I am. And the unreal nature of the situation has not been lost on me – I’m incredibly fortunate. Yes, it’s taken hard work to get here, but much of how this has all come about has been because I’m surrounded with a tribe of smart, successful, kind people, like Greg, who have been generous with their knowledge, friendship and time and paid it forward.

I worked with a wonderful human, also called Greg (Jennings), in Melbourne at the YMCA – it was this Greg (perhaps there’s a consistency with the name?) who introduced me to the concept of ‘Multipliers’ (from Liz Wiseman & ANOTHER GREG (McKeown)). Multipliers are people who believe in the concept of plenty and are all about helping others, encouraging growth and creativity in the workplace. I took to this concept quickly as it immediately resonated, providing a reference point for all those people I most admire & the way they work.

As I sit here in my hotel room I reflect that the tribe I’ve got gathered around me are all multipliers. Colleagues, past and present, friends, random acquaintances-turned-good-friends, mentors and of course the incredible #HRTribe, many whom I first met via social media, have all helped me grow, learn and be more confident in my work. There are far too many to name, but I am particularly excited that over the next 3 days at #ILSHRM18 I get to spend some time with a few of these multipliers – who probably don’t really understand the impact they’ve had on me, and others, with their approach to life.

Who are your tribe? Are they multipliers? How do you prioritise learning from, and spending time with them?

So without any further ado, a bit of well-deserved gratitude:

Thank you so much to Dave Ryan, Steve Browne & John Jorgensen who I get to hang out with this week! Thanks to Julie Doyle & the whole Ohio SHRM team for my past few days. Thanks to Andrew Morten & Mary Kaylor, the SHRM crew & SHRM Bloggers for everything (there’s a lot). Thanks to Mardi Versteegen, Andrea Martinez, Brylee Neyland & the Widex group for being a fabulous, supportive & scary smart team to work with. Thanks to every single person I worked with at YMCA Victoria – there are far too many to name here – but you’ve impacted me more than you’ll ever know. Thanks to the AHRI team for all the the education, support & leadership you show in the HR space. Thanks to the incredible network of Melbourne-based business & HR leaders that are so generous with their time and gifts.

Disclaimer: This list is by no means exhaustive, as there are many, many other people who have had a huge impact on my professionally. I’m just quite jet-lagged, forgetful and am happy to trot out the excuse of being a mother to a 1-year old to explain my forgetfulness.

I’m really looking forward to the next couple of days at #ILSHRM18, I hope that I am able to do half as much for others as they’ve done for me. I want to thank the committee, volunteers, speakers and attendees ahead of time – as it’s the hard work that you all are doing that allows me to learn from each one of you.

Thank you to my #HRTribe!

Australian HR, Human Resources, SHRM

MORE SHRM CONFERENCES! (Tips & tricks from a conference pro)

With a matter of days until heading to #ILSHRM18 & #OHSHRM18 I figured it was high time to share some tips & tricks of how to get the most out of attending a conference. From 19-21 September I’ll be at the Ohio SHRM Conference and then 23rd – 25th I’ll be at the Illinois SHRM Conference – I’m at both to speak about HR in Australia. So much conferencing and so much to learn! I now consider myself a seasoned conference pro and, having learned a few lessons along the way, (never, ever wear heels to a conference unless you’re a serial-wearer and can stomach the foot pain,) thought I’d share some of my favourite tips.

 

seasoning

Seasoning for seasoned-professionals

 

Conferences are what you make them. Yes, amazing headline speakers (of which #ILSHRM18 & #OHSHRM18 deliver in spades) are often the major draw-card, but the real value I believe they deliver is having an opportunity to get yourself out of your day-to-day headspace, creating opportunities to think about problems and solutions differently, and sharing the awesomeness of your profession with other attendees. It’s incredible what you can learn waiting in the line for the bathroom!

 

What are some basic do’s and don’t’s for a HR Conference?

Do: bring a phone charger, find out where to get the best coffee and talk to as many people as you can. Have a look at the agenda ahead of time and mark your ‘must sees’. I like to have an element of flexibility but if there’s a have-to-attend you don’t want to miss out because you decided that was the best time to line up at Starbucks!

Don’t: wear new shoes (very important) or get hung up on planning out every second of your experience. The gold always comes from something you didn’t expect.

 

I get the most out of conferences when I talk to as many people as possible, although I find it daunting to rock up to new people and strike up a conversation I know that when I do I meet the most interesting people.

An easy way to start that conversation? Asking people about what brought them to the conference – often there’s a particular challenge/area of interest where you can find common experience. If that fails, find out whether they’re a cat or a dog person. You can then dismiss them entirely based on their response (you know there’s a correct one).

I’m also excited about the opportunity to visit Ohio (I’ve never been) and head back to Chicago (favourite city ever).

Suddenly realised you didn’t book? Head to Ohio SHRM Conference or Illinois SHRM Conference and get on it!

Hope to see you there!

 

 

 

SHRM18, Training

How to Build a High Performing Global Workforce: A Q&A Charles Jennings

Charles Jennings

Charles Jennings is a co-founder of the 70:20:10 Institute and is widely renowned as one of the premier experts on building and implementing 70:20:10 and organizational performance strategies.

For those who have heard the ‘70:20:10 model’ referenced, it’s a learning model that describes the optimal sources of learning to be 70% on the job, 20% from interactions with others an 10% from formal education/events – a well understood core component of many learning and development approaches the world over.

I had the pleasure of meeting Charles when we were on a PSK Performance Fishbowl panel together in Melbourne – to have the opportunity to hear him speak on how to build a high-performing global workforce is absolutely unmissable. To see Charles speak in Chicago at SHRM18 is a must for any HR professional who wants to deliver effective, evidence-based people solutions, on a global scale.

After a 40-year career focusing on how to help people “just do their jobs better’, Charles has a wealth of experience and notes that he’s seen a real sea change in how people view organisational learning over the past 15 years.  He says that we’ve have “moved from a world where learning and ‘doing’ were separate. In the past the focus was exclusively on ‘learning to do’ rather than also focusing on ‘learning from doing’… So, one of my key motivators is to help HR and L&D professionals navigate their way out of the straightjacket of formal learning.”

Who has influenced your understanding of learning in the workplace the most?

Many people have influenced me over the years.  To name just a few:

Jay Cross, whose book ‘Informal Learning: Rediscovering the Natural Pathways That Inspire Innovation and Performance’ was a ground-breaking insight into the art of the possible for workplace learning. It should be required reading for every HR and L&D professional.

Jeffrey Pfeffer and Bob Sutton, whose 1999 book ‘The Knowing-Doing Gap’ exposed the fallacy of knowledge-based training as a universal solution to today’s problems.

Gloria Gery, whose 1991 seminal book ‘Electronic Performance Support Systems’ is another one that should be required reading for every L&D professional when they start out on their career. Gloria opened eyes to the practical ways (which are usually more efficient and effective than training) to help people ‘do their jobs better’.

Additionally, I’ve been influenced by many conversations I’ve had over the years, and many articles and books I’ve read.  Thinkers and practitioners such as Roger Schank, Marcia Conner, Ellen Langer, Charles Handy, Joseph Stiglitz, Harold Jarche, Jos Arets and others have all helped my own understanding that learning is a natural process that occurs mostly in the daily flow of work, and that learning alone is not a destination, but a journey with waypoints to higher performance.

Where have you seen a high performing workforce be most improved?

At the 70:20:10 Institute we have worked with organisations that have demonstrated huge organisational performance improvements.  Friesland Campina, the world’s largest diary co-operative, is one example. By implementing our 70:20:10 methodology, just one project at Friesland Campina delivered a saving of EURO 248,000 for a EURO 1,000 input plus some work from the L&D team. This won the Gold Award at the 2018 Learning Technologies awards. Friesland Campina also reports that more than 90 percent of training demands are now re-directed to other solutions which deliver greater impact.

There are many other examples of improved organisational performance across all types of enterprise – government departments, hi-tech, energy companies and large financial institutions – by re-focusing on learning beyond the classroom and eLearning module.

Do you think what they’ve created is transferable?

Absolutely. They are transferable. No two organisations are identical, which is why I find the cry for ‘best practice’ a futile one, but we can learn ‘good practice’ from other organisations and then mould it for our own needs.

The research analysts Bersin by Deloitte and others have reported that organisations with strong informal (workplace) learning capabilities are 300 percent more likely to excel at global talent development than organisations without those capabilities.

The Corporate Leadership Council (now part of Gartner) reported a study across a number of organisations that showed an increase in employee engagement of more than 250 percent and an increase in employee performance of 300 percent where people engaged in learning activities ‘integrated into manager and employee workflow’.

In other words where people focused on learning from their daily work and sharing their learning with colleagues rather than just relying on training to build capability.

What do you see HR practitioners most often get wrong when it comes to understanding learning in the workplace?

The most common mistake I see HR practitioners maintaining a ‘command and control’ mindset. In the past when we focused almost exclusively on formal training and development, it was possible to control and manage all the activities that we designed to improve learning. In the new world where we also need to support and encourage workplace learning that’s simply not possible.

The question I am asked frequently is “how can we be sure people are learning the ‘right’ things’ if we add support for workplace learning to our job?”.  The answer to this is that adults learn best through experience, practice, conversations and networks and reflection, and that if we try to control those processes we’re likely not only to stifle effective workplace learning, but to create a culture where self-empowerment will shrivel and people will expect learning to be ‘done to them’.  That’s an environment that sounds a death knell for innovation and agility. It’s also a death knell for capturing and sharing exemplary performance across our organisations.

We also often leave measurement metrics until last.

The metrics HR professionals should be looking at are their stakeholder metrics. These are often gathered as a matter of course in the daily business workflow. If you want to understand if some interventions and solutions HR has co-developed with your customer support team, use the CSAT (customer satisfaction) data that your stakeholder will surely be gathering.

What are you hoping to get out of the #SHRM18 conference?

As with all large conferences I have attended over the years, I’m looking to meet new people and learn as much as I can from them.

At SHRM18, I’m looking forward to hearing some great stories about successes and lessons that have been learned.  We learn as much, if not more, from our failures as we do from our successes.

I’m also looking forward to hearing how the wider HR community at SHRM18 is approaching the challenges of helping to build resilient, high performing workforces through exploiting the principles behind the 70:20:10 approach –  supporting learning from working, learning from others and learning from high-quality structured training and development.

 

Career, Human Resources, Leadership, Reflective practice, SHRM, SHRM18, Uncategorized

The Disruption of HR

Disruption doesn’t happen from the inside.

The founders of Invisalign weren’t dentists. Uber wasn’t created by Taxi drivers. Airbnb wasn’t created by hoteliers. And yet now they dominate their industries after completely upending them.

The digital disruption means that everyone’s specialty is at risk of being toppled by someone else. Someone that doesn’t know your business and industry as well as they did. But it turns out that’s an advantage. Because they’re not constrained by the same limitations you place on yourself.

I’m fascinated by speakers in the disruption of HR, of how we treat people within business.

Over the past month I’ve been soaking up some gems from a few people who are the very thought leaders (without making you sick with an over-used term) who I believe will take HR where it needs to go to deliver on what the world of work needs in the future.

The futurist

I am lucky enough to know the fantastic Alex Hagan – Alex is the founder & CEO of Kienco, a workforce strategy consultancy based in Melbourne who works all over the world and as well as being generally excellent at what he does, is a lovely human. We got talking about the future of HR the other day.

The discussion centred around the ‘old guard’ (AKA those who live for policies, procedures, control and to say ‘no’), and the opportunity and responsibility of nurturing those who see the real value-add: to provide strategic people counsel and guidance to help organisations flourish along with the people within them. The ones who will guide the HR profession into the future, when the ‘no’ crowd’s value is superseded by apps and automation.

The Dr of Change

I went to a fascinating breakfast learning session the other week (often an oxymoron) where Dr Josephine Palermo spoke on the cultural disruption an exceptionally large telecommunications company in Australia – Telstra – is facing as it expands over borders and moves into becoming a technology company – rooting it’s change in the customer experience. I know. Customer experience. It’s so overdone. But what got me excited about hearing Josephine speak was this was real.

The key takeaway for me? That we need to move away from ‘best practice’ – there’s no such thing when you’re looking at such new concepts and changes. What you should be aiming for is ‘emerging practice’ and knowing your business well enough to create a fail fast safe environment.

This really resonated with me – it speaks to the core of what HR needs to understand, live and breathe and then teach others to do. If we’re all about people – then we should be modelling great change, understanding the people in our organisation (and by extension, our customers), and helping the business deliver on what’s required to meet our goals.

The Social Movement

I’m so fortunate to be a part of the #SHRM18 blogging crew – but what’s cooler about this than me being stoked to be a part of it is the company I get to keep. HR is a social beast and to continually improve we need to surround ourselves with people that do it differently, people that do it better, and learn and adapt and share what we know to help make work better – because isn’t that what we all want?

To be a part of the social movement making HR better I’ve got some brilliant recommendations of where to go:

  • (self promotion alert) check out the phenomenal crew of #SHRM18 bloggers – they’re all on Twitter and there’s also some great individual blogs that you can follow. It’s easy to set up a feed rather than subscribe to them all if that’s your thing? Feedly is a great resource to get all your blog/article/website articles in an easy-to-read magazine style one stop shop.
  • Definitely get onto HR Open Source. They are freaking awesome. What could be better than a community of people just like you (if you are also fantastic) who want to make HR and work better for everyone? There’s a tonne of crowd-sourcing of HR challenges, sharing of resources and just a great sense of community.
  • Soak up some podcasts. On your way to work? You can totally learn while you’re doing that. Check out:
    • Drive Thru HR (so good – and heaps of content!) hosted by @MikeVanDervort it is seriously good stuff.
    • HR Happy Hour – hosted by some of the best in the business @SteveBoese & @TrishMcFarlane.
    • Impact Makers from @JenniferMcClure – this is a new one but Jennifer is AWESOME and you should definitely check it out.
    • We’re Only Human – HR is about people, and Ben (@BenEubanks) is a phenomenal interviewer who has one of the longest histories in HR/work podcasting out there. Highly recommend.
    • Business, Life & Coffee @joeyvpriceHR, the CEO of Jumpstart:HR is an excellent interviewer and really expands your horizons with some really interesting business leaders and a wide variety of experts.
    • Talking People & Tech from @DaveGass & Jared Cameron looking at the intersection of HR & Technology.

(There are so many more I could go on about – but often I find out about a really good one from listening to another – it does become a bit of an addiction).

  • Get into the HR Book Club – it’s not too late! From the HR-famous (yeah, that’s a thing) @LRuettimann herself. Laurie also has an excellent Vlog series that you can access on her website.

So what do we need to do? Keep asking questions, soak up all the knowledge you can, and as you’re figuring it out make sure you share so we can all learn from you too!

Career, Formal learning, Human Resources, SHRM, Uncategorized, Working in People & Culture

Investing in Yourself

L’Oréal says ‘you’re worth it’

Nike says ‘just do it’

And I say ‘what they said’.

 

It’s easy to go through life, be content in your job, hope for something better to work out one day but think ‘it’ll happen in time’. But it’s not that easy. Good things don’t always come to those who wait. Sometimes you need to back yourself – because if you don’t, other won’t either.

This week I spoke as a part of a panel to a fantastic group of university students about transitioning from university to their career of choice. These students had made the admirable decision to invest in themselves, and put in the hard work (and expense) and attain a graduate or post graduate degree.

Formal university education is often what we think of in relation to getting the career we want, but in a competitive employment market, it is never enough. In my years in HR it has never been the letters at the end of an applicants name that have stood out. It’s when I can clearly see how much they’ve prioritised their own learning and development, beyond what is offered in tertiary study or as a part of their employment.

When giving advice to new graduates and people looking to take the next step in their career, my advice is always similar:

  1. Study can be your friend. But consider all options.

    Many hiring managers highly value the right letters from the right school – and without knocking that, I think it’s important to consider your industry, where it’s headed and what your goals are. Want to be seen as an employment law expert? Then a Masters in HR with law as a major might be for you. If you’re not sure and just think it will be easier to land a job with an MBA? Proceed with caution.

  2. Don’t undervalue your professional association.

    I’m a big advocate of professional associations, upon relocating to Australia from New Zealand five years ago AHRI was a magic bag of opportunity and learning. Likewise, over the past 3 years I’ve been a member of SHRM I’ve been exposed to a HUGE amount of learning and professional development. Don’t forget, it’s not just the professional development you may have access to, or the certification you may achieve (both worthy elements though) – but it’s the people who will share with you and help you grow that I think are the most valuable element of a good professional association.

  3. Use social!

    You’re reading a blog right? There are so many better ones out there than this! I’m an (enthusiastic) amateur, I’ve learned so much from people in my field who share freely and offer advice, support – and sometimes even resources. The beauty of the internet? You don’t even have to attend a conference to be able to learn from it and connect with the attendees thanks to Twitter.

  4. Get outside your comfort zone.

    Scared of public speaking? Think you can’t hack a secondment within the operations of your organisation? Afraid to put yourself out there by writing an article on LinkedIn? Just do it. Getting outside of your comfort zone is the perfect way to learn new things, whether you succeed or ‘fail’ (read: learn an important lesson about how to be more effective next time).

  5. Chase brilliant people.

    The times that I’ve learned the most? When I’ve been partnered with great minds on pieces of work – an experienced nonprofit executive, a dynamic CEO, a GM who ran rings around everyone they worked with. Grab hold of roles and opportunities where you are surrounded by people who know their stuff. Because their smarts do rub off!

  6. Most importantly – provide opportunities for others.

    Good things come to those who put their money where their mouths are. Want to take the next step? Provide assistance to someone who needs theirs. My most successful moments can all be traced back to someone else believing in me, offering my advice or an opportunity (and I’ll forever be grateful).

 

 

#SHRM17, Career, Human Resources, Working in People & Culture

Heading to #SHRM17 as an International Attendee?

Last year I attended SHRM for the first time – it was spectacular!

Attending as an international delegate, the scale of the conference was mind-blowing – much bigger than anything I’ve attended in Australia or New Zealand. I was surprised with the number of international participants, but to be honest the biggest takeaway for me was the calibre of attendees and speakers alike.

This year the conference is in New Orleans – somewhere that would be amazing to get to!

SHRM17StreetSignLOGO

It wasn’t just the keynotes either (although they were pretty spectacular all round) – the value I got from the other attendees – in particular, the organisers, volunteers, bloggers and the people I met in the lunch lines was the absolute highlight. Being able to share in their enthusiasm for rethinking how we engage with people in our organisations and witness the evolution of HR was career changing.

As a first time attendee I relied a huge amount on the SHRM Blogger articles and the guides published on the conference website. The scale being much bigger than anything I’d interacted with before was a little (edit: a lot) daunting: multiple streams, concurrent sessions, a large venue, all meant that relying on advice from the experts in planning my time was invaluable.

Things to consider for international attendees?

  1. Check out the international lounge – you will meet a huge variety of people and it’s nice to have a ‘base’ to work from.
  2. Read up on the SHRM Blogger articles. These are the people to take advice from, veteran SHRM attendees and new additions alike, they’ve scoped some of the hottest speakers and expo attendees and will point you towards all the hidden treasures of the conference.
  3. The Smart Stage is absolutely the place to be when you’ve found yourself with a bit of time (and there’s undoubtedly a number of speakers that you want to schedule into your conference time too) – but the ‘aha!’ moments I had when just sitting down for half an hour were some of the highlights of my SHRM16 time.
  4. Plan plan plan! No you don’t have to plan down to every minute (unless that’s your thing – then go nuts!) but make sure you’ve had a good look through the schedule and find your top picks – the venue is big and if you have a must-see you don’t want to miss out because that session was at the other end of the venue or you got lost (see step 5 for getting lost).
  5. Make use of the friendly volunteers. Unless you’re a conference location savant you will be thanking your lucky stars for the hundreds of volunteers who will point you towards the bathrooms with the smallest lines, direct you to your next session and let you know where the lost property stash is for that bag you left behind!
  6. Get on to the message boards – there are the official SHRM ones you get access to with your ticket, but there will also be numerous Facebook groups spring up where people will organise dinners and you’ll hear about events happening over the time of the conference. If you’re not one to normally get out of your shell make this the exception – I’ve never met such a welcoming group of people as at these events, some who have become wonderful friends.

The most important thing to do though? Have fun! Open your mind and listen to a few speakers that have different points of view than you. Make it a mission to speak to as many different people as you can and make the most of what will be one of the best professional learning experiences you can hope for.

 

This blog post was first published at the SHRM blog for the #SHRM17 conference.

#SoMe, Human Resources, Social Media & Learning, Working in People & Culture

12 good egg HR & people people to follow

New to HR or new to the wonderful world of free resources that is the net? I was introduced to the wonderful online community of HR & people professionals on the net about four years ago and can’t even tell you what a difference it’s made to my own professional practice.

From keeping up to date on the latest trends (and sometimes hearing about why they’re a load of rubbish) to having a ready-made community who are always keen to help out with a challenging scenario or provide you with a different perspective, I’ve gained so much from this generous online community.

A bit overwhelmed? Wondering where to start? Check out these amazing people! (in alphabetical order, because who on earth could possibly begin to play favourites with these legends???).

 

  1. Colin Ellis @colindellis
    At first glance you might not think you need to be following a project management guru. You do. Colin is phenomenal. If you can ever hear him speak in person do not miss the chance. If that’s not in your near future check out Colin at www.ColinDEllis.com (and sign up for his newsletter, its fantastic), so you can apply great leadership to projects and initiatives that you manage.

 

  1. Dave Ryan @DaveTheHRCzar
    Dave is the Director of HR at Mel-O-Cream Donuts and also an avid cyclist (don’t hold that against him). More importantly though, Dave is a SHRM fountain of knowledge, and is a great sharer of employment law (USA) that makes for excellent reading.

 

  1. Dr Jason Fox @drjasonfox
    Head of www.cleverness.com Jason is a wonderful author, speaker (youtube him and you’ll see what I mean) and is probably the most engaging ‘business’ speaker I’ve ever had the pleasure of engaging with. I say ‘business’ because invariably, people that label themselves this way are overly exaggerated and ineffectual, but I don’t know anyone who hasn’t heard Jason speak who doesn’t think he’s the bees knees. #bumblebeescanfly

 

  1. Greg Savage @greg_savage
    Want to hear about recruitment from someone who has been there, done that and done it better than anyone else? Look Greg up. You can read his take on the world of work at www.gregsavage.com.au and I’d also highly recommend a twitter follow as what he shares is fantastic.

 

  1. Jeff Waldman @jeffwaldmanHR
    Jeff is the founder of @SocialHRCamp and a massive advocate of HR, social HR, recruiting (the smart way) and employer branding. On top of all this (because he needs to be great at more things?) Jeff is a riveting speaker, if you ever see him on a conference line up make sure to get along to hear what he has to say!

 

  1. Jessica Merrell @jmillermerrell
    Jessica is the founder of @Workology and is an awesome source for a tonne of business & HR related thinking. On top of this Jessica is an absolute love and the website www.workology.com is a great source of a range of different writers discussing all things work & HR.

 

  1. Joey V Price @joeyvpriceHR
    Joey is an absolute HR superstar, he’s smart, entertaining (you can also catch his podcast @bizlifecoffee via goo.gl/PEJZ1S or via iTunes) and has a wealth of HR knowledge specially catered for a small business audience. On top of all this Joey is also a big advocate of inspiring the next generation of HR pros and his quick videos are always worth a view.

 

  1. Lars Schmidt @Lars
    Lars is a contributor for Fast Company, Forbes and Tech Co HQ, Lars has written the book (literally) on employer branding (Employer Branding for Dummies), he’s an advocate for the creation of great workplaces (not just workplaces that just sound great), and another fascinating person to follow!

 

  1. Sharlyn Lauby @sharlyn_lauby @hrbartender
    Sharlyn was one of the first people I ever followed in the online world of HR and I must say I find her content to still be amongst the best there is. Sharlyn is all about setting up managers for success in HR and the management of people. She always has practical, easy to understand advice and assistance ready for what seems like a million different scenarios. Highly, highly recommend.

 

  1. SHRM Research @SHRM_Research
    I love SHRM! And SHRM (Society of Human Resource Management) Research is the best place to get your latest HR news. There’s a lot of US-specific information there, but if you’re not practising in the USA don’t let that put you off, there’s also a wealth of employment research and great transferable studies that you can apply no matter where you work. On top of that, www.shrm.org is a fantastic resource, and they put on the best HR conferences in the world!

 

  1. Steve Browne @sbrownehr
    Steve! What can I say? If you want to connect with the person that, without a doubt, knows the most people globally in the world of HR, is possibly the nicest guy on the planet and also has an encyclopaedic knowledge of all things HR then make sure you follow Steve. He’s definitely not one to brag but he’s one of the most wonderful speakers and sharers (is that even a word?) of HR knowledge I’ve ever met. To top it off, Steve also produces HR Net, a weekly HR newsletter (available from www.sbrownehr.com), which is a great source of HR know-how.

 

  1. TLNT @TLNT_com
    Interested in what’s new in the world of HR? www.tlnt.com is the spot to find well-written articles on every aspect of the profession, from culture to remuneration and benefits, it’s all here. You also get a great spectrum of writers so you may find some new bloggers to follow too!

 

If you have any other must-follows I’d love to hear about them – the amount of my own professional development that is purely from the generosity and sharing of others online I am truly thankful for.

 

 

 

Difficult Conversations, Human Resources

Getting Uncomfortable in HR: Adapting to our Changing World

This article was first published at Blogging4Jobs.com

We hear it a lot: the world of work is changing. Often we hear it at the beginning of a big sweeping statement about how we need to become more ‘responsive’, more ‘agile’ and that because Google, Facebook and Snapchat are doing something new with their approach to employment then you should be too.

At first I thought this was another one of those ‘Death of HR’ things (google that phrase – you’ll have fun for hours) – but then after a bit more research, reading and interviews I realised that I’d been looking at it all wrong.

We shouldn’t just throw the proverbial baby out with the bathwater because everyone else is ditching their performance reviews (or whatever everyone’s talking about at the moment) – we at least need to look into what they’re replacing it with, how they’re supporting their people in the change and does throwing the baby out work for us in our context? But when the research stacks up we do have to start thinking differently about how HR happens and what value we add as the people-people of the organisation.

I recently spoke to Michael Haywood, co-founder of LiveHire, about the changing world of work and how HR needs to adapt. It was really satisfying to speak to someone who, instead of waxing lyrical about an inevitable need to change (really? Of course we need to change and evolve, calling it out as a new trend is decidedly old) he focused on what has already changed, what changes are probable, and what the world of work, and HR, needs to think about to respond.

Michael and the team at LiveHire are part of a new wave of antipodeans taking on the world through innovative solutions to changes in the world of work, joining HROnboard, Atlassian and Culture Amp in global domination. Much like the globalisation of the workforce, HR solutions are going international too, proving that geographic location is in no way a barrier to the world of globalising HR.  As a New Zealander, it’s great to see colleagues in the USA be able to access some of our best and brightest (well… some of Australia’s best and brightest, but we’ll take some of the credit due to proximity,) as we’ve enjoyed HR solutions from the USA for years.

Globally our issues are similar – managers are worried about the next generation and how they ‘just don’t get it’ #socratessaiditfirst, we have increasingly diverse and contract-based workforces, and we’re all transitioning from wanting to do HR differently to needing to do it differently.

Social media & the internet are great playing field levellers: knowledge-based workers can now be in far more control of their destiny through identifying potential employers, being able to find the good, the bad and the ugly out about them online, before using user-centred platforms to register their interest and put the ball in the employer’s court.

HR practitioners in knowledge-based workplaces need to respond accordingly. It’s not just a matter of using a few new buzzwords, it’s getting comfortable with changing some of our fundamental assumptions born from the way we have operated in the past. And then, advocating for, and leading change within those organisations that are slower to adapt to make sure they don’t get left behind.

 

Career, PKM, Reflective practice

I’m a hypocritical so-and-so…

Because I’m always going on to others about the importance of self-reflection and have seen huge benefit in using the practice myself.

Usually my morning ritual looks like:

  1. Wake up earlier than my alarm (99% due to my child-like bedtime on weeknights).
  2. Reflect on my learning in a journal. Possibly translate some of these into a blog post – some for sharing, some not.
  3. Catch up on business news. Schedule my Buffer account to share my top finds on Twitter.
  4. Wake my evening-owl partner up so we take take the dog for his morning walk. This is both good for our health and helps ensure there are no tantrums during the day resulting in suspiciously wet ripped up cardboard on our return from work.
  5. Get ready for said work.

Lately though I’ve been slack. Oh I’m full of excuses (“It’s cold this winter!” “We’ve just moved” “It’s hard acclimatising on return from holidays”… whine whine whine) but I don’t have any excuses that stick.

Along with the demise of my morning routine I’ve noticed:

  • It takes me longer for my brain to ‘switch on’ once I’m at work, and a lot more caffeine.
  • My lack of exercise is meaning I’m more sluggish  and far more inclined to pig out on junk food during the day.
  • I’m finding excuses to get out of other good habits – mainly exercise related although my study schedule is also suffering.

What to do? Well I could continue to whine about it and be a hypocrite when stressing to others the importance of self-led learning. Or I could reflect on a conversation I had with a skateboard-riding pirate last week and not ignore the importance of my own learning journey.

Challenge accepted.