And another thing…Her too

Another thing that unexpectedly took up a lot of brain space for me in 2018 goes all the way back to a conversation that started in 2015.

For several years now I’ve been part of the SHRM Blog team that gets a pass to conference each year in exchange for writing about the event. All other notions about SHRM aside, it’s usually a pretty great team of people and I’ve found some incredible mentors and friends through this avenue. Back in 2015 the annual conference was in Vegas and the fundraiser (back when we also had an annual fundraising event for NKH) that was organized for the group to participate in was a poetry slam.

Even though this was my third time being at annual conference, I still didn’t know a lot of the group and I kind of stuck to myself  at these events and a handful of familiar faces. One of the people who participated in the slam shared her horrible experiences from multiple conferences through her poetry. I sat so still when she was talking. It was the first time I heard someone who was in the same field as me talk about the way she was treated by males in the industry, and sometimes other females. How she was talked to, how she was propositioned, how certain things were expected of her… I very distinctly remember someone I knew at my table leaning over and saying “she and I are clearly not going to the same conferences.”

But here’s the deal, we are going to the same conferences. It’s happening at conferences that YOU and I are attending. Conferences full of HR professionals! And lawyers! And other business leaders!

After the slam was over I kept telling myself to go over there and talk to her. I was so shocked about what she shared and I truly felt for her, I could relate. I couldn’t think of any words to say so I said what really turned out to be the worst thing I could think of “Why do you keep coming back to these?”

I’m not going to share specifics of what she shared that night in front of the whole crowd because I have literally never talked to her again and did not get her permission to share the details. I’m not going to share specifically what she said in response to my question because that’s for her to share, but I can say she handled it with more grace than I probably would have. I mean, I basically asked her why she continued to come to a conference related to her field that also was a source of potential clients which ultimately turns into revenue. Her livelihood. I asked her why she came back to something that represented a connection to her livelihood.

I have replayed the poetry she shared that night and my idiotic question in my mind so many times since 2015, but most of those times were during the year of 2018.

I was part of the problem that night in Las Vegas. I asked a question that implied it was her fault that these things kept happening because she kept coming back. I asked a question that implied if she would stop coming, these things would stop happening EVEN THOUGH I know these things can happen to anyone, anywhere.

The Vegas conference was a weird conference for me. I felt that a lot of the content was “just playing it safe,” and not challenging us to be bold in our profession. We HR professionals need to hear the hard truth, and this hard truth is that we cannot sit in our offices, behind our desks, and help create a narrative that the victim is to blame. We cannot ask questions that imply a worker put themselves in a position to be harassed just by showing up.

Think about the last time you heard about someone being harassed or being a victim outside of work? How did you react? Did you ask a really dumb question like me? Did you assume the victim should’ve done something different? Were you impartial? Did you look for the facts? Were you sure you knew the victim was lying because you know something about their character already? The truth is, who we are at home is who we are at work-you can’t fake it forever.

That incident in Las Vegas in 2015 is burned in my memory forever. The good thing about that is, I learned something about myself that night and I’ve equipped myself with the resources to handle that differently in the future.

Friend, what are you going to do differently in 2019?

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Bad Training is… bad! A #SHRM18 Interview with Patti Perez

One of the things I get excited about as a conference blogger is the chance to chat with some of the speakers ahead of the event. I pick different speakers every year to, wait for it…, expand my world! Okay, that was a cheesy set-up to spotlight the theme, let me move on!

I had the pleasure of chatting with Patti Perez, VP of Workplace Strategy for Emtrain and patti perezwe had THE. BEST. CHAT.! I picked Patti because her session title, “Top 10 Ways to Make Your Harassment Prevention Training Impactful and Consequential,” caught my eye. I think we can all agree that events playing out in the spotlight over the past year have us all in a position to evaluate our training and culture so this is the kind of session I’m looking for at #SHRM18. What I wanted to find out for all of you, and myself, is Patti’s approach to this topic and I was not disappointed.

Before I tell you what I learned about her session I should pause to tell you how excited she is to be speaking at SHRM again. This time she is most excited about connecting with attendees because the last two times she presented at the big show she didn’t take the time to do any intentional networking! I want to encourage you all to go ahead and follow her on twitter @patticperez to help her with this goal (You can also find her on LinkedIn here, and yes she is already planning on meeting Steve Browne in person this year to help him out with his goal to meet every person at #SHRM18).

For this session you can expect Patti to tell us like it is: bad training is BAD, bad training is ineffective! She’s going to call you out if you’re doing training with just your compliance blinders on because it has to be so much more! You saw that she has her JD and you thought she was going to roll in and teach us compliance didn’t you?

Patti’s approach is delivered in 3 main sections: 1) Philosophical/big picture consideration. 2) Practical Tips. 3) Delivery/design and how to engage. More of a “here’s a template, but please accommodate for your organization as needed.”

I’ve been to many a conference and one of the things that I hear often is “that’s nice, but we could never do that” so I dug a little further and chatted Patti up about that very challenge. How can we implement this in our organization? Patti believes there are basically three kinds of executives/managers when it comes to this challenge and we can divide them up in buckets, just for fun! The first bucket being “woke executives” or the executives who already understand the business case for a healthy organization. The second bucket being the kind who knows “simply complying isn’t good business” or the group who knows they don’t want to be the next Uber (or insert many a name instead of Uber). The third, and most challenging bucket, being the “paranoid, fearful, people are out to get me” group who basically lack trust and haven’t understood the benefits of treating people professionally, respectfully, and with a transparent approach. To apply what you’re hearing in this session (or any session at any conference) you have to identify which one is your audience (what bucket does your management team fall in) and build your case to that challenge. Patti wants to move everyone out of the paranoid bucket, but its probably going to take work from her and the audience to accomplish that task.

Training is one piece to the puzzle, its not a magic pill, and it has to match your overall approach to your work environment. Saying one thing in training and doing another during real life opportunities in the workplace will undoubtedly render your training useless so it is necessary for your training to be a reflection of your organizations approach to problem solving and how you value your talent. I’m really looking forward to hearing from Patti at #SHRM18 and would love to meet you at her session!

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