#SHRM17 Interview with Heather Kinzie

YOU GUYS, #SHRM17 IS ALMOST HERE!!! I’m so excited! I love having the opportunity to see some of my HR Friends from across the globe, learn new things, and meet new people. I spend a lot of time going through the sessions listed and deciding which sessions are relevant to where I am in my career or current problems I’m trying to solve as well as which sessions might stretch my capabilities or prepare me for a future problem I’ll face as I work to progress in my career. I’m also always interested in who is presenting each session and I imagine you all are too! I love that the blog squad gets to spend time interviewing a few speakers before conference gets here so that you all have an opportunity to learn a little about them before you build your schedule. I recently spent some time with Heather Kinzie discussing her presentation she will be doing at #SHRM17 titled Out of the Office: The Rise of the Remote Worker.

Before I get into the discussion about her presentation, let me tell you a little about heather kinzieHeather from my perspective. I first met Heather at a national SHRM conference several years ago. We were both part of the blog team for the conference and it was my first time attending a national conference. Heather turned out to be one of the friendliest people I’ve ever met. I remember attending a session with her and Joan Ginsberg, who was also on the team, and just being amazed at how the three of us could sit in the same session and learn something new together even though we were all at different levels of our careers. Heather became a great contact in my HR network and a friend I keep in touch with year round. It was only last year when I had a chance to hear her present for the first time. I knew Heather was smart, I knew Heather was passionate about what she does, I knew Heather was well-spoken so I wasn’t surprised when she presented an awesome presentation on the Smart Stage at #SHRM16. At some point I stopped watching her and started watching the audience. Everyone was engaged and paying attention. People were smiling and nodding along. People were enjoying her presentation. To be fair, I think she could give a presentation about beef jerky and we would still enjoy listening to her present.

One of the other things I do at national conference is look for speakers for my local chapter and our state conference so when I saw how engaged the audience was I knew my local chapter needed to hear from her. She did not disappoint! In fact, this year she did 3 sessions for our local chapter in one day. We started with an executive level breakfast, then our normal monthly luncheon, and an evening meeting with our student chapters. The after meeting survey results raved about Heather, her presentation style, and her topics! Having her spend the day with our chapter was a great investment for our local HR community.

Now, her topic for SHRM. My first question to Heather was “why this topic?” I need to admit that I saw it and kind of stopped and made a squish face at it… I’ve been known to use this phrase often “It’s 2017, everyone is providing flexibility for professionals.” This is usually in response to any one of my HR pals that are thinking they may want to find a new job, but they enjoy the flexibility their current one provides. Turns out, I’m wrong… a lot of places still aren’t offering this flexible “work from wherever you need to occasionally” type of flexibility. If you had the same response, stay tuned because she’s going to spell it out for me/us.

Q: Why this Topic?

A: Well, being based out of Alaska I think if we can’t get it right, who can? We have a lot of businesses that have employees across the country and that requires some flexibility. Secondly, we’ve noticed a huge rise in what I like to call “intermittent remote workers” because it has been added to the employee value proposition required of a global economy. If commerce can happen globally why can’t the workforce happen globally?

Q: Since I naively thought everyone offered this already, I’m curious what your thoughts are on what is holding some organizations back from rolling out some form of remote work?

A: There is a myth that its hard to do or should only be reserved for special situations. I want to bust those myths and show how it prepares the business for success. I should clarify, just because it’s not difficult, doesn’t mean it’s easy. There are factors to explore and consider and some times there is a plausible business case to not have remote work options for employees. There are legitimate obstacles to consider from network security to ability to handle meetings. There are good reasons to shy away from it, but not stay away from it.

Q: A kind of expected question, what is the number one reason you hear from organizations that don’t have remote work in place already?

A: What I see often as a consultant is organizations shying away from flexibility because of trust. I say to that, if you don’t trust your workforce, why are they there? If you are afraid your employees are stealing from you, there is a bigger problem to solve.

Q: Okay, remember when Mayer took over at Yahoo and then pulled all the remote workers back into a physical office? Do you think the media coverage of that ‘mess’ and how employees responded may have hindered HR professionals consideration of remote work?

A: I think its important to make sure we are trying to solve the right problem. I can’t recall an article that really dug into the real issue of why she chose to do it, rather talking about the shock to the employees and culture change that was happening because of it. Was the remote workforce the problem or was it a leadership problem? Were they being managed properly? We must avoid headlines when we are working in our organizations and identify the failure so we can provide the right solution.

Q: I don’t want to giveaway your presentation so I want to switch gears on you. What are you most excited about for this years conference?

A: I’m excited to be in New Orleans, it will be my first time in New Orleans! I’m super excited to see HCJ… I’ve had a crush on him since 1995, maybe you saw the movie copycat?

Q: Never saw it. Where can people find you to connect- online and in person at #SHRM17?

A: One place you’ll be able to find me at the conference is the bloggers lounge! Please stop by, I’d love to meet all of you! I’m honored to have represented SHRM for years on the blog team. You can find me on twitter @HeatherKinzie and on LinkedIn (I don’t think I’m the only Heather Kinzie on LI, but surely the only cool one!!). Folks can also find some of my work at thestrivegroup.com or any of The Strive Group social media sites!

Attendees, you all can hear more about what Heather has to say on Wednesday June 21st at 11:30 a.m. Conference happens so fast and I can understand the exhaustion some of us experience by Wednesday, but you will not regret going to hear Heather elaborate on The Rise of the Remote Worker! It sounds like she will be tying in many aspects for us to consider as we look at remote work as an option or improve the way we are using remote workers.

See you all in #NOLA soon!!

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5 ways to be “All In” at #SHRM17

The countdown is on for #SHRM17!! I get so excited for the SHRM Annual Conference and Exposition every year because I’m guaranteed to see some of my extremely smart HR pals, discover some awesome presenters, learn a thing or two, and have a great time. All of these things have been true of my conference experience every year, regardless of the location so bringing it to New Orleans is just the cherry on top for me this year! I’ve only been to New Orleans one other time and I absolutely loved it-I’m thrilled to have a reason to go back!

This year is a great opportunity for us to challenge each other to be “All In” given that is the theme for the conference and when I thought about what that means for me I realized it means the following few things.

First, it means I’ve got to increase my behavioral competencies knowledge because that was my lowest score on my SHRM-SCP results. I was really happy with the rest of my results so I’m going to take this opportunity at conference to find sessions to help me improve in this area. Second, I have to grow my network some more, let more people into my circle. I’ve made some great connections through the years at these events so I can’t stop now- after all something like 15,000 people go to this conference, I only know a small FRACTION of those folks! Also, I have to be intentional about finding knowledge and people who can help me solve my HR problems rather than cluster around and complain about our HR problems. This is tough because as HR professionals we cannot typically vent within our organizations when we are troubled by something so it’s easy to let it all out at a conference away from work with our HR brethren. Fourth, I have to be “All In” with what I learn at conference this year. That means when I get back to work, I need to use what I learned. I need to bring back ideas to Huntsville and share with our chapter. I can’t just take notes and never look at them again. Finally, I’ve got to challenge my peers to be “All In” on taking HR to the next level. I will not enable you to complain about what you “don’t have” in your organization (resources, table, support, etc.) instead I will empower you to use what you’ve got to get you what you need!

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The Fortune is in the Follow-Up (#SHRM16)

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.
  • Commit to continued education after this conference. An easy way to do that is to get involved with your local SHRM affiliate chapter back home.
  • 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!!!

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See y’all in New Orleans!

Quick Guide to Tuesday at #SHRM16

Conference wraps up tomorrow afternoon, but there’s still plenty to see and do! So what can you look forward to today? Here’s a quick list!

  • Immediately after general session you can catch a pop up session right outside the exit of general session to the right at the social solutions stage.
  • Another pop up session at 12:45 today in the same location.
  • Some great sessions on the smart stage including Ben Eubanks, Marlin Smith, and Matthew Stollak
  • Jennifer McClure and Steve Browne both have sessions today that I’m looking forward to!
  • More giveaways and drawings on the expo floor (by the way, yes Ultimate Software still has massages going on today!!!)
  • Long lines to get to lunch (turns out you can use the stairs through the doors marked emergency exit)
  • And of course the Train concert tonight

Don’t forget to sync those fitbit’s and check the #SHRM16 app for more great sessions and activities! I hope to see you around the conference today!

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HRs role in the skills gap

Day 2 of #SHRM16 is underway and I’m hearing a lot of good things and seeing some fun takeaways via social media for all levels of HR professionals.

Mike Rowe and Alan Mulally killed it yesterday at the opening session-I never thought a story about poo could be so entertaining and educational (in more than one way). I love Mike Rowe’s work to close the skills gap, it is absolutely intriguing to me as a recruiter. I’m never surprised at how often companies use the “skills gap” as a problem to blame the results of their subpar recruiting functions on. We throw around this term to protect our team and pretend like someone else created this problem for us, but guess who contributed to the skills gap? US! As recruiters and hr professionals we should be helping high schools and colleges understand what our employers need, before our employers need it!

Here’s the deal, its 2016. We have access to people like  never before and it’s time to use it. If we can’t find the talent we need, its our own fault. We must take an active role in preparing the next generation of our employers workforce. How do we do that? We get to know what our future needs are and we get in the schools and start talking about it. Its not always glamorous, but someone has to do the job. If you think people view skills relevant and required for your industry as something they don’t want to do then fix it.Don’t just complain about it being a challenge! Revive it. Don’t misrepresent it, share the good, bad, and the ugly and let students know what all of their options are. If high school students are only hearing from engineering companies while they are deciding on what to do after high school, then you’re going to have a lot of students go off to get an engineering degree and then we will eventually have way more engineers than we can hire and not enough candidates for a variety of other positions.

So where I hail from a lot of people become teachers, nurses, or take up a career at the steel mill in town. I wondered why a majority of people chose 1 of those 3 options more than anything else, but looking back those are the professions we were exposed to the most through career days and that’s what the majority of our parents did. The exposure to the professions had a direct impact on the path we chose. It wasn’t necessarily the glamorous exposure of the professions that intrigued us either, it was the correlation to impacting something bigger that drew us in. No one wakes up and says I want to teach teenagers today, they usually have a revelation that they want to impact the lives of teenagers or instill an excitement about a particular subject in them. Without identifying the motivation behind the work, they are just teaching teenagers.

As Mike shared his story of his experience in the sewer with a full time sewer professional I kept thinking “how would I sell this job to a candidate?” Boy, have I got a job for you? You work underground and get a close up view of the inner workings of our wonderful city. You’ll have companions that won’t talk your ear off to keep you company through your shift and probably focused through your tasks.As most jobs do, this one comes with its own set of hazards, but nothing a rubber suit can’t protect you from. The residents of our city will undoubtedly appreciate your work  and even view you as a hero because they understand the necessity of your work to keep s*#! flowing.

No. That’s not what I would do at all, but that’s what some of us are doing, which is causing us more problems beyond the skills gap. We are trying to sell made up glamour instead of acknowledging the realities of the positions we are trying to fill and hoping the right candidate will pick us. This approach is contributing to the skills gap and we aren’t even acknowledging it because we are just trying to make our field/company sound like a fun place to work that will pamper you so we are pretending like we are doing the right thing. Now we have people who have chosen a field based on the half truth we sold them in a specific field and now they are in a career they are unhappy with because another field they weren’t exposed to was probably a better fit for them. Instead, we should uncover the skills gap, shine a light on the cause of it, and get out there and educate people before they choose their professions.

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I’m ready for #SHRM16

IMREADY

Are you?

I am ready to get to DC and see some of my friends and get some running done in my favorite place in just a couple of days! So here’s all the things I’m doing in the 11th hour to get ready:

  • Download #SHRM16 app
  • Add sessions to app
  • Add back up sessions to app (in case my desired session is full)
  • Download presentations for the sessions I’ve chose
  • Checking to see which friends I know will be there (search the #SHRM16 hashtag on twitter)
  • Finding HR pros on Snapchat and Instagram to connect with before getting to DC (seriously, I love snapchat- add me: kminny32)
  • Checking my sessions one more time
  • Double checking my hotel reservations (just in case)
  • Checking to see if the keynotes have a book I want to buy (I have to mentally prepare myself for the line at the SHRM store)
  • Making sure I have shoes (besides my running shoes) in my suitcase so TK doesn’t have to save the day two years in a row!
  • Packing my portable phone charger battery pack thingamajig

What did I forget? I’m sure I forgot something…

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A #SHRM16 Interview on Gender Gap & Glass Ceiling

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!

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.).

See you all in DC! blogger badge