Tag Archive for conference

Join Us for #truBatonRouge

truUNCONFERENCE300x300We’re holding an event in Baton Rouge on January 29th and I hope you’ll join us as we explore topics related to talent, recruiting, HR, culture and technology. This free event, planned by the community for the benefit of the community, is for YOU! Join us if you’re interested in meeting and connecting in order to share, learn, build relationships, and have conversations.

#truBatonRouge is an unconference and there will be no speakers, no presentations, no pitches, no name tags and no podiums. We won’t be there to collect HRCI recertification credits (because there will be none) and we won’t sit quietly in orderly rows dutifully taking notes.

Rather we’ll have track leaders who will start a conversation around a topic in order to drive an interactive and engaged conversation. While track leaders will have the ability to decide exactly what they want to talk about, we’ll focus on topics like sourcing strategies, hiring the right talent, building your recruiting capabilities, organizational culture, social recruiting and all manner of talent/people strategies. Whether you’re looking to apply some new techniques or share what you’ve done or are doing (big or small companies!) you’ll find the conversations happening at #truBatonRouge. Scheduled tracks include:

  • The Internet IS your Friend: Tips from a Corporate Recruiter
  • Your Company Culture is Crap …. and You Know It
  • Fear and Loathing in Succession Planning
  • The Problem with ‘The Job Interview’
  • Are YOU the only one who cares about your Performance Management Strategy?
  • and.. a (mini) Hackathon – “Innovation in HR”

Each track leader (and you can be one! let me know if you’re interested!) leads a ‘track’ on their chosen topic and anyone can contribute, offer an opinion, tell a story or, if they wish – change the entire conversation all together. Track leaders moderate, facilitate and keep the conversation going – oftentimes by challenging the others with questions and ideas.

There have been 175 #tru events around the world since Bill Boorman founded #tru in 2010 and this is the second event to be held in Louisiana (we held #truNOLA in 2012). In the spirit of #trumunity this is a FREE event – planned for and available to ALL in the BR community!

We’ll be holding the event at Success Labs and I hope you’ll make plans to join us.

Contact me if you’re interested in leading a track – and register soon as we have a limited number of tickets available.

Note: #truDublin, organized by Ivan Stojanovic (@IrishRecruiter) and being held at the Guinness Storehouse, is happening on the same day as #truBatonRouge. We’ll be doing something fun with our friends in Ireland during #tru!

Exploring Art AND Science #KronosWorks

testtubeI’m in Las Vegas attending KronosWorks 2014 which is the user conference for Kronos customers. There are about 2,500 global attendees here (including IT, HR, and Payroll professionals) making it to the top of all-time attendance numbers for the event.

Yesterday’s opening general session featured Adam Savage, co-host of the TV series “MythBusters” speaking on the topic “Art vs. Science: Not a Contest.”

His talk took us through a discussion about how we often view art and science to be opposites; one is liberating and warm, while the other is methodical, rigid and cold. His assessment however is that art and science are not opposites and in fact they are dependent upon each other.

I thought this was a fascinating conversation starter for attendees at a technology focused human resources conference. Prior to heading off to sessions about configuring workforce absence alerts or mobile solutions (a bit methodical, no?) we in the audience thought about inspiration and talent and the formation of ideas.

I liked it.

After all, an HR professional, in my estimation, will be successful when she allows imagination and creativity to co-exist with pragmatism and analysis. And I’m not sure if we, collectively as human resources professionals, do that very well. We compartmentalize what we view as conflicting personal skill sets: “I’m a numbers person so I work in comp” or “I’m creative so choose to work in recruitment marketing.” 

This has taken us to a point where HR practitioners and leaders often believe that creativity is only allowed – or valuable – for certain activities: employee recognition or, occasionally, recruiting initiatives. The approach to other HR/people activities – the foundational, functional areas of HR – is often in lockstep with the past as we end up maintaining the status quo: rigid, unchanging, disciplined and structured.

But new discoveries await. Yes…even in HR. Adam Savage put it this way:

  • Start with an idea.
  • Develop a hypothesis.
  • Test it.
  • Learn from it.

Thinking further about this, what it means to me is:

  • Begin with your knowledge.
  • Expand what you know.
  • Question it.
  • Explore it.
  • Don’t limit yourself to art OR science.
  • Let your mind wander.
  • Be curious.
  • Question everything.
  • Ask “what if we do……?”
  • Ask “what if we don’t……?”

It’s neither art nor science exclusively.

They’re complimentary. And they’re both necessary.

“Culture is a conversation and art and science are the mechanisms by which we have those conversations.” Adam Savage

Conference Culture and Local Flavor

Flavor FlavLast week I was fortunate to attend 3 separate SHRM conferences right here in Louisiana; the SHRM Diversity and Inclusion Conference and Exposition, the New Orleans SHRM (chapter) Annual Conference and the Greater Baton Rouge (chapter) Annual Conference. All were excellent. And all were different.

I posted my thoughts on Facebook at the end of the week and, in a side conversation with someone, got accused of being mean-spirited and harsh in referencing particular aspects. Look…I’m not Gallup or Nielsen running a poll; I’m a gal who happened to go to 3 conferences in a week and noted the overall conference experience – as-I-saw-it. I merely pointed out how these three events differed, in my opinion. It’s why I write a blog for god’s sake.

Here’s what I said:

SHRM Diversity & Inclusion Conference – great energy and excitement; people from all over the country/world who “knew” each other; cutting edge conversations; provocative conversations that push the profession forward; networking and connecting highly emphasized

NOLA SHRM – strong existing personal connections among attendees; friendly and welcoming crowd; standard HR content (mid-level and senior level content) with nuggets from each speaker that offered opportunities for “ah – I never thought of it that way” moments; lots of humor and fun; vendors drawings were for gift baskets of booze; attendees stayed until the end; scheduled networking event afterwards for cocktails with a batch of HR folks and speakers who hung around for it

GBR Society for Human Resource Management – serious business with lots of suits; less personal connections amongst the wider group as people danced (sat) with those they came with; standard HR content (geared to entry or mid-level pros); less humor; a number of attendees left mid-afternoon; vendor drawings were for Starbucks gift cards; no scheduled networking or social

 

Every event was superbly executed by the organizers and appeared to meet the needs and expectations of its intended audience. The folks who came to see Daymond John and Chaz Bono would not, I’m venturing a guess, have been interested in attending a session on Labor Relations (NOLASHRM) or updates on the ACA (Baton Rouge).

And that’s…OK. The organizers at all 3 events knew the type of content their attendees expected and delivered it. I have friends who head to recruiting conferences who would have rather jumped in the Mississippi River than attend the vast majority of these sessions but you know what? They don’t come to HR conferences; they head to the events that provide what they need.

What intrigued me about the week is that the events all fall under the SHRM umbrella; we’re all part of the same ‘family’ yet Uncle Joe is a bit different than Uncle Sam. There are 60 miles that separate the cities of Baton Rouge and New Orleans, but, as anyone who lives here can tell you, it’s more than mere miles down the I-10.

And that was my point with the observations.

It’s a bit like working for a geographically dispersed company with a well-defined and articulated culture. The company’s mission, vision and values may be in alignment with employee behavior but, at the end of the day, there are variations in implementation by micro-groups. The needs and wants of sub-groups differ – even as they go about aligning themselves with the overall.

  • “Our company has a casual environment and culture but we still like to wear suits here in the Chicago office.” 
  • “Sure, we socialize here in Jackson. We go out to lunch as a team but I would never head to Happy Hour with my co-workers. I just want to get home at the end of the day.”
  • “The GM for our site added a foosball table in the break room for weekly tournaments. It’s a lot of fun and I go to support everyone but I’m just a bit more serious than everyone else so I never sign up to play.”

Mea culpa to anyone who thought I was ‘slamming’ their efforts or results.

It’s hard to sell snow shovels in the deep south and there’s really not a market for pirogues in the midwest.

And that’s…OK.

Changing the Conversation about Diversity & Inclusion – #SHRMDiv

s_HomeI had the opportunity to attend the SHRM Diversity & Inclusion Conference and Exposition in New Orleans on Monday and was just enraptured; it was my first time attending this particular SHRM conference.

I could tell, right out of the gate, that this event was going to be a bit different than the typical HR event (SHRM or otherwise) geared towards the masses of HR practitioners trying to scoop up re-certification credits. It was small (500 or so attendees I would estimate) and the energy, passion and excitement was palpable. Smart, authentic, honest and human conversations were happening all around me as soon as I walked in and sat down for the opening general session.

During the session, after we all did a brief activity with the person sitting next to us (talking about unconscious bias), a few people shared their thoughts with the larger audience. When an HR/D&I pro stood up and said “As a gay black male here is what I experience everyday….” it was confirmed for me yet again that this was not your mama’s HR conference. I’ve been to HR conferences with your mama (and your daddy). Sometimes she’s racist, homophobic and judgmental; she quite possibly would have rolled her eyes at this guy’s honesty.

And it was the honesty I appreciated so much at this conference; people (HR people!) were their most authentic selves at every turn. No one was afraid to point out the absurdities of some of the residual attitudes they encounter every day in their D&I work. In a session I attended the speaker said “I’m a white middle-aged male. My friends don’t understand how it came to be that I’m speaking at a Diversity conference.” (and all of us in the room chuckled knowingly).

We didn’t hear chatter about EEO-1 reports or affirmative action. We didn’t sit through sessions run by the EEOC. Rather we had the chance to discuss “Building an ROI-Focused Diversity Scorecard” and “Assessing and Developing Passion for Global Diversity.” There were session offerings about religious diversity, using Six Sigma to link innovation with diversity, and how to address the biases that exist against the unemployed.

As Dr. Shirley Davis (SHRM’s former VP of Global Diversity & Inclusion and Workforce Strategies) told me during a video interview we did “we have changed the conversation about what diversity and inclusion is.”

I agree. We have. But our continuing work is getting all HR practitioners invested in that conversation.

Here’s the deal: I’m a SHRM member, former chapter president, and long time volunteer leader at the state level and I travel around quite a bit and see activities at the chapter level far and wide. Many SHRM chapters and state councils now have a Diversity Director position on their board and quite a number of chapters (and state councils) promote “Diversity Awards.” Yet I can tell you that the old conversation still reigns supreme as race and gender (with a smattering of generational diversity) continue to be the overwhelming topic of D&I talk. Compliance and coded keywords are prevalent. Too often, in my estimation, when HR practitioners say “we have a diverse workforce” they are merely doing a mental tabulation of their workforce demographics: white vs. black, old vs. young, males vs. females.

How do we disrupt that?

The Monday afternoon keynote speaker Daymond John, said something that is wildly appropriate to everything we do in HR but especially in our approach to building and embracing inclusion:

 

“The world is getting smaller and there is disruption in every industry.

We can either take advantage of that … or we will fall by the wayside.”

 

Let’s not fall by the wayside.