#SHRM18 Speaker Spotlight: Pamela Meyer, PhD

pamela meyerI took some time to chat with Pamela Meyer, Ph.D about her #SHRM18 session Agility Shift: People Practices, Models and Metrics to Create a More Agile, Competitive Organization. Her session title caught my attention because ‘Agile’ is a term that comes up often in my recruiting work and I’ve always been interested in how we can leverage that in the HR world. Pamela and I discussed so much around this session and I want to share a little bit of that discussion with you! If you’re like me and you want to know how you can apply this approach to the HR function for the business you support then you should check out her session on Wednesday at 10:00 a.m.!

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Pamela shared that she is excited to talk about the capacities of agility with a captive HR audience because it’s time to translate the agile approach from a software environment into business units to stay competitive and successful. Agile is not a new concept by any means, but the implementation of it in the business side of work still has a ways to go. Specifically considering the humanistic approach, she shared the fact that as humans we are wired to avoid uncertainty! Think about your workplace: you have policies, procedures, risk assessments, etc. to ensure you lower your organizations risks in difference scenarios. We regularly carry out practices to reduce uncertainty, but we have to consistently view challenges as opportunities and treat them accordingly.

This session is going to spark your interest and show you how to find ways to apply the transferable lessons that can be applied widely (even if the whole company doesn’t adopt an agile approach), but what is it going to take? First things first, a mindset shift. Any of us can implement the most wonderful process, but without the “why” it will be wasted. The goal is sustained business success and that requires responding to changes internally and externally, agility is central to being able to do that. The agile approach is going to help you widen your lens past the HR piece of the pie, and quite frankly we need to be challenged to do that.

If you don’t know where to start, this session is for you. If you get it, but don’t know how to get more buy in, this session is for you. If you want a preview of some of the Agility Shift concepts take this 5 minute complimentary Agility Shift Inventory (ASI) and receive a report on your current agility capacity here.

Guess what else I learned? Pamela has the scoop on Chicago for us! Here are her recommendations for something fun to do outside of conference that also happen to be a great way to see agility in action while enjoying a night out in Chicago-the home of contemporary improvisational theater:

o   iO: https://www.ioimprov.com/

o   Comedy Sportz: http://www.cszchicago.com/

o   Annoyance Theater: https://theannoyance.com/

 

If you’re looking for more on Agile for the business side look here and here.

Because Pamela is excited about meeting people at #SHRM18 and the conversations that will be had I want to encourage you to connect with her today! Here’s how you can connect with Pamela before #SHRM18:

 

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Author: Kristina H. Minyard, SHRM-CP, PHR

My goal is to challenge the way we view, measure, and utilize HR and recruiting in a positive and encouraging way. I love working in HR and value the network of HR professionals that I also call friends. I'm always learning from my fellow HR pros and find comfort in their expertise. I'm an active member of my local SHRM chapter (NASHRM) and a total HR enthusiast! My HR related knowledge is a mix of recruiting, retaining, engaging and just plain helping people discover their passion. I'm a follower of Christ, Wife, Mom, Corporate Recruiter, Blogger, problem solver, runner, Sports FANATIC & Razorback surviving amongst the [crimson] tide! You can find me on twitter & Instagram: @HRecruit Snapchat: kminny32 Google+: https://plus.google.com/+KristinaMinyard LinkedIn: http://www.linkedin.com/in/kristinahutto/ Thoughts here (and on all my social media channels) are mine and do not represent the thoughts/beliefs of my employer. Why would I name my blog HR Pockets? Read about it in my first post years ago!!

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