As I sit in another general session for #SHRM17 I wonder with my colleagues if this information is new to people in the audience. Great speaker, great information, fun delivery, but is the core of the message still new?
We have to remind ourselves that there are over 15,000 folks in this session & some of them are entry level so it is BRAND NEW to them. Some of our attendees this year have never been to any conference let alone a national conference. Some of our attendees are so busy at work that they don’t make time to read up on “new things” in our profession. So yes, for some of the audience this is new.
It’s going to continue to be new until our profession as a whole get better at it. If you haven’t been to a general session this week, “it” could be anything from improving recruitment and selection processes to building teams. So take what is inspiring you here and put it into action when you get back to work. Make a plan to present your case and turn your new information into a solution.
A few steps to not skip when turning this into action:
-Make sure it makes sense for your organization. If you can’t make a sound business case for it or identify the ROI you probably don’t need to waste your time on it.
-Don’t try and copy what you’ve heard, figure out how it applies to your organization.
-The 140 character words of wisdom floating around with the hashtag are only a tiny piece of the story. Paint the bigger picture so you can make a sound decision.
-Solve the problem your organization has. Don’t create a problem to solve, solve the one that exists.
Great news friends! I have earned my SHRM-SCP. I’m super excited about it because I never thought I would ever try to earn a senior certification, but when someone shared with me last year that they thought I had enough years experience to be a mentor I’ve been re-evaluating my life ever since. For instance, now I’m overly aware of beauty regiments and my calcium intake as well as the fact that if I try really hard I can burn 10 calories a minute in a boot-camp class, but still consume about 100 calories a minute without trying. 100 calories a minute hasn’t always been a problem, but I guess as you reach new heights in your career like being considered a mentor or becoming eligible to sit for a senior certification things just work different than they used to. Also, I found my first gray hair so I guess yeah… I’m a senior certified HR professional.
So what does my PHR have to do with my SHRM-SCP and my baby crows feet? Well, I’m currently unequally certified. I wasn’t feeling confident about taking my SPHR before the cut off to basically roll into the SHRM certification level to match my HRCI certification level so I ended up with my PHR and SHRM-CP. A month before my scheduled test for the SCP I had to renew my PHR. Since I hadn’t taken the test yet I decided to pay the $150 to renew my PHR and go from there, so technically I’m re-certified at the PHR level for the next three years & I now have my SHRM-SCP for the next three years. Is it worth it to maintain both when they don’t represent the same level of experience?
When the HRCI/SHRM split happened there was a lot of speculation over which certification would come out on top. There was a lot of badmouthing from both sides and plenty of HR professionals who had strong opinions one way or the other. I shared why my PHR was important to me at the time, but now the circumstances are different. I’ve always seen certification as a commitment to continued learning whether its HRCI or SHRM or some other organization. I’m more concerned about professionals maintaining enough credits to re-certify than I am them taking the initial test (though thats clearly necessary and part of the process, its only a one time thing). If professionals are continuing to earn credit then hopefully they are continuing to learn new things about their field and attend events where they can network with other professionals and learn something new and take their own skills to the next level. So now that the circumstances are different and I have to make a decision for which certification is going to “win out” over the other, I’m probably going to pick my SHRM one. It’s the more senior one, I’m a member of SHRM, and my local SHRM chapter (NASHRM), and honestly I have never used a resource from HRCI outside of my PHR exam. My PHR was very important to me when I earned it, but now I’m in a different stage of my career and it’s time to choose one or the other so yeah, I think I’ll drop my PHR.
In networking marketing we have a phrase that fuels everything we do: “The fortune is in the follow-up.” Basically when we say this we are encouraging our teammates or down-line to follow-up with prospects, don’t let the conversation or the interest die. People need more than one exposure to something before they are comfortable buying whatever it is or acting on whatever it is. It is the way my fellow network marketers drive their business and support their families and let me tell you, it works.
When I first joined a network marketing team other teammates were saying it so much that I became absolutely tired of it, but thinking about #SHRM16 coming to an end has me looking at that phrase in a new light. Because the fortune really is in the follow-up in everything we do. In this specific instance how are you going to use what you’ve learned here at the conference? You won’t if you treat it like “out of sight, out of mind” but if you put some follow-up to it you are way more likely to have some fortune from your experience here. Before you roll your eyes, let me just throw a couple of things out there for you. First, I’m on your side-I want you to be the best HR/business professional you can be. Second, before you do any of this please take time to recharge, unwind, and recover from the conference. You need to take care of you before you start executing some of these ideas! Personally I’m looking forward to spending a whole day by myself soon after being surrounded by 15,000 of my colleagues for 3 days. Back to the follow-up, let’s start with some easy ideas:
Follow up with a contact you made. Simple. You connected with someone on a social media platform or exchanged business cards, now follow-up with them. This is how relationships start.
Look back through your notes and pick one thing from #SHRM16 that you would like to see in your own organization. It can be small-Rome was not built in a day. If you did not take notes then hop on over to twitter at search the hashtag SHRM16 and use someone else’s notes.
Don’t get discouraged. We’ve heard some great stories from wonderful leaders this week. Some of these executive level leaders already know the value of HR and they include them at their table and in their decision making strategy, but I know that isn’t the case for every single company right now! Someone had to take the lead on showing the value of HR to the leaders and they worked hard to do it. Don’t get discouraged when you take some of these tidbits back and execute them and you’re not immediately welcomed into the circle. It’s going to take a lot of work, focus, and determination.
Use some calendar reminders to start picking dates to measure what you’ve decided to implement and when to start executing the next thing on your list. It’s easy to get distracted by our day-to-day stuff, but you have plenty of tools to help you manage your time and tasks efficiently-use them!
Have conversations with your team about what you learned here. If all of your team didn’t get to attend the conference, they need to hear about the conference from you! Don’t leave them hanging. Taking 15-2o minutes to chat about some of your takeaways could lead to great ideas that wouldn’t have come up otherwise.
Be involved in the online HR community. Don’t just follow HR professionals on twitter today and then forget about them until you log back into your twitter account next year for #SHRM17 in New Orleans.
So that’s my simple list of follow up actions for you to use to get the most from your experience here in DC this week. I hope to hear from you throughout the year and can’t wait to hear about what you’re doing with the things you’ve learned at #SHRM16!!!
I’m so excited to share this post with you! I recently had a call with Sara Shinneman, SHRM-SCP & Deborah Rocco with Interaction Associates (Check out their site, I found a ton of great blog posts on the issue and some white papers) on their presentation they will be giving at #SHRM16 called “Bridging the Gender Gap: A New Approach to Shattering the Glass Ceiling.” When I was thumbing through the talent acquisition and retention presentations to choose speakers to interview I noticed A LOT of good options, but I kept coming back to this one. These ladies were fun to interview and clearly so passionate about this topic!
Deborah has 20+ yrs experience helping individuals & orgs realize their full potential.
Sara is a certified HR professional with 17 years of experience.
Why? Because Gender Gap and Glass Ceiling issues are still very real. I am getting a close up look at it right now myself. I wanted to hear from seasoned professionals on how they confront the issue and what they’ve seen to be successful. Instead of a traditional Q&A format I opted for a summary of our conversation. I’m not going to share everything we talked about here because after talking with them I think it will be way more beneficial for you to hear it from them! You need to hear their excitement and passion-plus they promised to be a bit provocative (you’ll have to figure out which definition they were referring to yourself).
So here’s a rundown. A lot of organizations are still approaching this issue with a check the box mentality-that is not okay and it won’t solve anything. Anyone else guilty of checking the box and moving on? How’s that working for you? Unconscious bias won’t just go away, it needs to be addressed and we, as business partners, need to assist in building managers tool-kits to address and effectively manage this very thing.
A lot of people will acknowledge that the gender gap and glass ceiling are problems that exist, whether in their organization or in their particular industry, but until we take awareness and put it into action we are not moving forward. Its vital to get all key stakeholders engaged and working together to solve the problem-if it’s just an HR initiative IT. WILL. DIE. (More on this later because I was completely fascinated and almost taken aback to hear that comment).
What I appreciate so much from these two professionals is their firm opinion that this is a PEOPLE problem. It was like the heavens opened up and the angels sang a verse of hallelujah when Deborah shared that. I could not agree more. People. And what is your HR team responsible for? Hmmmmm… So it’s a people problem and part of that people problem is that we have to approach it in a way that stops blaming men. Men are going to be part of the solution and it will be a thousand times harder to get to the solution if we are making men feel like they are to blame for this issue.
How are you helping your organization solve this problem? Are you solving big picture HR problems right now? The numbers say that women will outnumber men in the workforce eventually and that women currently have more buying power than men. Taking it a step further its predicted that by 2050 we will no longer have a racial majority in the workforce.
Deborah and Sarah are going to bust some of our unreasonable expectations when tackling this issue (like expecting immediate results) and help us think about approaching this issue from multiple dimensions. I would love to hear what your thoughts are on the presentation if you attend! Make sure you download the #SHRM16 app to your smartphone or tablet and mark their session (Monday at 4:00 p.m.).
#SHRM16 is just around the corner and I cannot describe how excited I am to reconnect with the best HR pros from across the country in DC this summer. As I study the schedule of speakers and topics this year I can’t help but revisit the theme of the conference, Breakthrough Moments. I think the theme is appropriate and it has me thinking back on some of the breakthrough moments I’ve already had in my career.
To prepare for the annual conference this year I thought I’d recap my top three breakthrough moments from previous annual conferences I’ve attended. I’m just a small town girl, working in HR in little ole Alabama and I really do believe that getting out of the state and to SHRM annual conference has helped me break barriers and create shining moments in my own HR career. Without further ado, here they are:
3) Maybe this one belongs higher on the list, but it’s definitely in the top 3. This one happened in Orlando at #SHRM14. We were hot in the midst of some drama about certifications and I put out a blog post defending my current certification that made me feel vulnerable. It was a two part post, but part one shared my secret so of course it received a little more attention. I was sitting in the bloggers lounge when my pal Ben mentioned the post and we just happened to be sitting across from Gerry Crispin who decided to go read the post. I don’t know Gerry well, but I know he knows recruiting well and I was just completely caught off guard that he would stop what he was doing, read my blog post, and tell me what he thought. It was encouraging. Then I started meeting people all over the conference that shared their stories with me on how they ended up in HR and if they did or did not have a degree or some other “basic qualification” that says we can or cannot do our jobs. It was a breakthrough moment for me because I needed to focus on the skills I had and what made me good at my job and stop letting an unchecked box hold me back.
2) This one happened when I attended a global level HR session with Joan Ginsberg and Heather Kinzie in Chicago at #SHRM13. I have nowhere near the experience and knowledge Joan and Heather have, but I adore them and it was the last day of the conference and honestly, I had not picked my sessions for that day so I tagged along with them. They were so kind to not be bothered by my following. As I sat in this session I couldn’t believe all of the things that an HR professional had to consider when their organization chose to go global. At my level I had not been exposed to global HR at all so this was like drinking from a fire hose for me. I was most intrigued with how the three of us that went into the session together all had completely different takeaways. I listened as Heather and Joan debated points that far exceeded my HR knowledge and I knew then that I had to dig in and learn some global HR. This was a breakthrough moment for me because it made me realize I didn’t know as much as I thought I did.
1.) This breakthrough moment is from Vegas, from the speaker I was least expecting it from: Mika Brzezinski. Don’t roll your eyes, but this is about salary. Hearing Mika say she found out that her male counterpart made 17 times the amount she did almost killed me. (I’m pretty sure that’s what almost induced a heart attack, but maybe it was the bacon). I’ve heard women comment on the glass ceiling and how women aren’t always treated the same as men, but basically wrote it off because I assumed those women were being sensitive to specific situations. My bad. Her story made me dig in and pay attention to what is really happening in the workforce when it comes to male vs female pay. He made seventeen times more than her!!!! Mercy…
As I continue to attend SHRM conferences in the future I’m sure this top three list will change, but as of today these are my top 3 breakthrough moments courtesy of previous annual SHRM conferences!
I’m looking forward to more breakthrough moments this year. Not just mine, but yours too! I can’t wait to see you all in DC!
I am SO sorry! I owe the internets an apology… I lied to you!! I told the whole world that registration for #ALSHRM16 closed on May 3rd and it DID NOT!!! Registration is set to close May 11th-I promise I’m telling the truth this time! So far over 400 HR professionals have registered for this conference. All with the anticipation of great content and lots of re-certification credits.
I also have another confession. Tim Sackett won’t be there after all. Not because he was kicked off the schedule (I know some of you were thinking that), but for legit reasons beyond everyone’s control. While we will miss Tim greatly-he is our favorite recruiter after all, we are SUPER pumped that Laurie Ruettimann will be taking his place!
So to recap, this conference is going to be killer. You’re going to walk away with 10.25 re-cert credits for both of your HR certifications, meet some awesome HR pros from across the state, hear from some of the industry’s best speakers, and upgrade your super hero powers. The evening of day one there will be time to network so we can all get together and plan something fun to do in Birmingham while we are there and there’s going to be some pretty sweet giveaways at the end of the conference. If you haven’t registered yet, now is your chance! Be sure to tell all of your friends too! http://bit.ly/1Q3JDPL