The first time I tweeted

Hot off the heels of #SHRM18 and I have to share that I’ve been quite sappy about it!

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First reason being because Chicago is where it all started for me. #SHRM13 was the first time I was invited to be a part of the bloggers team and I was absolutely overwhelmed with the experience. I was introduced to so many wonderful, intelligent HR professionals from different industries and backgrounds, heard speakers that I probably never would have heard otherwise, went to Chicago for the first time, played a pretty fun kickball game with complete strangers for a good cause, went to a party where DJ Jazzy Jeff was the entertainment and saw firsthand how important it is for #HR professionals to have other #HR people in their circle. I was welcomed into a group of people who were trying to do good HR and help others do the same. The other reason being how twitter changed everything for my professional development and career path. Seriously.

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The first time I tweeted was at an Alabama SHRM State conference back in 2012. The conference organizers had set up two screens in the main session room that would scroll through tweets of people using their hashtag in real-time. I sat close to the front and kept seeing the same few tweets over and over from two, maybe three people ( I have determined two were April Dowling and Pam Werstler). I was uncomfortable, I was slightly embarrassed for the conference organizers (I had empathy for conference organizers far before I ever helped organize a conference) and decided to pull my phone out and create a twitter so I could start tweeting about the session. It didn’t help much, but I was doing my part to throw some variety on the tweet screen set-up. My plan was to delete my twitter after the conference, but I didn’t. I’m so glad I didn’t.

Fast forward to today and I’m connected to thousands of #HR professionals across the globe via twitter. I interact with hundreds of them regularly, call some of them my friends, and have used them as resources when I need fresh perspectives on a challenge or some expert guidance. I’ve been inspired by #HR pros on twitter, I’ve been furious because of some of the content from #HR pros, I’ve been a voice in the conversation for our profession thanks to twitter, and I’ve listened to other voices of our profession, also thanks to twitter. I’ve found mentors through this social media tool, role models, people who are smarter than me, people who also make mistakes, people who are better writers than me, people who have experienced things I have not, people who love me, and some people who don’t. I find updates in the legal realm of HR via twitter, I get to see takeaways from events and conferences in real-time via twitter, I see people helping others solve their challenges through twitter, and one time I met Boyd Tinsley because of twitter. He’s a hugger, as you can see below. Good things happen on twitter.

 

Good things happen on twitter if you let them. All things that can be used for good can also be used for bad (or even evil). In my experience the good outweighs the bad. If you are still hesitant to get on twitter, try it for 30 days. If you are afraid that your employees will see what you are tweeting, make your account private. If you go the route of private you can control who follows you, but I recommend putting HR in your bio so other HR pros can tell they should follow you back when you follow them. You can also practice “what if my boss reads this” or “what if employees read this” and screen your own tweets. Believe it or not, there are some things I want to tweet that I actually never hit send on. If you are afraid of being yourself out there and feel the need to make an anonymous account that works for some people, but I think you’ll have a hard time building real relationships that route and you are really missing out if you can’t build real relationships.

All this to say that really I’ve experienced so much because of my first tweet. I really believe that if it weren’t for the opportunity to connect and build relationships via twitter, my career would’ve stalled out years ago. I would’ve learned far less than I have and had a much smaller network of HR friends and colleagues to cheer me on and challenge me to be better. I’ve had opportunities to speak to groups, write for other companies, travel to new cities, etc. and all of that can be traced back to my first tweet!

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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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The Most Awkward Position on Your Board

My faithful readers know that I’ve been involved in my local SHRM chapter since about 2008 and that I’ve held a lot of different volunteer roles through those years (holy cow that’s ten years, which I think makes me a chapter historian by default). Side note, if you’re still a faithful reader of my inconsistent blogging, you deserve an award and all of my appreciation! Focus Kristina.

My favorite role was Legislative Director (or Governmental Affairs) and I did that one for a few years! I’ve also been on the Community Relations Committee that later evolved to the Community Relations and Education Committee (and yeah I was on that too). I was Chapter Administrator and a workshop magician with Michelle (good story, you should keep one or two of these in your chapter). I rolled out the chapters social media (that we are STILL working on-cmon HR pros use the social media powers for good already and stop fighting it)! I’ve supported Programs and Membership via subcommittees and helped anyone who ever had more than they could handle on their plate execute their volunteer commitment in a way that ensured our members wouldn’t miss a beat. I’ve helped coordinate membership events, vendor appreciation events, updated chapter info, suffered through HOURS LONG board meetings where we all had to share 1 large pizza (It’s worth mentioning here that I can literally eat an entire large pizza by myself), supported SHRM Foundation through calling companies begging for donations, marketed everywhere I could think of, changed our sponsor strategy, partnered with many a local initiative, raised money, recruited volunteers, balanced a budget or two, stressed over menu options and I actually wore a t-shirt that said “HR for hoo-hahs” in public to support an event that a board member signed our chapter up for. She thought “hoo-hahs” were your boobs… no one calls their boobs “hoo-hahs.” I’ve been president-elect, I’ve been president, I’ve been many a presidents “get stuff done” person, I’ve asked people to stop soliciting to members, I’ve been accused of not providing enough tech support to members who were trying to figure out their gmail (turns out it wasn’t me she was looking for, Ben helped her set up her gmail-how did she even confuse me with him?).  I’ve even endured an awkward conversation with a member that suggested I should be submitted to a psychiatric study, but by far the most awkward position I’ve ever held for our chapter has been immediate Past President.

That’s the actual title, immediate Past President. I get the purpose of this role and I’m thrilled to still be on the board (and back in a support role), but this one is weird! I sort of feel like I’m in the way and that maybe a good ol clean cut changing of the guard was in order. I love our members and I enjoy serving them, but I feel like I’m in the boards way now. I knew it was time to roll off the board and make way for new members and fresh ideas on the board, believe me I’m all for me getting out of the way. We have a board filled with excitement and great ideas for the chapter, but I find myself having an internal conversation of “be seen and not heard, they will let you know when they need you.” I get the idea of a Past President, its great to have the continuation and someone to pass along a bit of history for the newer board members, but sometimes I just feel like the person in the room getting in the way of creativity. Really all I need to do is pass on what I know doesn’t work (and why it didn’t work for us) and what I know works (and why) and then get out of the way.

This is a serious leadership learning opportunity for me because I’m sure I can find a way to add value and not be in the way, I just haven’t figured it out yet. Fading out would be the easy way to deal with this, but I had other members make it a point to ask me to my face if I was going to “disappear like all of the other past presidents” on multiple occasions so I came into this role with the drive to be present, be supportive, and be a set of hands when needed but sometimes its hard. I’ve been around long enough to see almost every other president disappear (one or two actually moved away and didn’t disappear in the sense of not showing up to our events anymore) and I always wondered how to get those past presidents involved again. In my efforts to get them re-engaged through the years I did find out that some just needed to feel included, some just needed a break, but now I know at least one of us needs a safe place to say “I’m sorry for being so freaking awkward.” If you’re reading this and you’re a super awesome leader and you didn’t have this problem, good for you! I am apparently still learning leadership lessons and figuring out how to best lead from where I am without getting in the way of the actual leadership.

As a reward for your faithfulness and sticking it out to the end of this post, here’s the t-shirt proof. I tore my closet apart looking for the shirt so I could just take a picture of it for you all, but I couldn’t find it so I dug through Facebook to find the actual proof that I wore this in public… to support my fellow board member of course. Being immediate Past President is more awkward than showing you all the proof that I wore this shirt… in public.

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It was a breast cancer awareness 5k (I feel compelled to tell you that neither of the ladies I’m pictured with here had anything to do with this shirt). 

#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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