All posts by Trish

Becoming a HR Influencer- 4 Skills to Help You Do It

puppet_masterI’ve been called a HR Influencer.  I’ve been called a lot of things.  In fact, there always seems to be confusion in the HR industry about what we call people: influencer, blogger, expert, guru, advisor, analyst, leader.  The list goes on.  In reality, you can (and will) wear multiple hats and titles in your industry as you interact with different groups of people.

I thought I’d share my thoughts on what it really means to be an influencer in the HR space, or in any space really.  First, you need a common definition of what being able to influence really means.  Being an influencer definitely does NOT mean being the puppet-master.

I  like the definition that Dorien Morin (@MoreInMedia) gave in her recent article on Social Media Today.  In her article How to Increase Your Influence on Twitter, Dorien said, “An influencer affects someone. As in- the power to cause changes without directly forcing them to happen.  So without telling people what to do exactly, or without specific instructions, the actions of the influencer affects the actions of the person being influenced.”

I see many people trying to influence other people to buy things, to start or stop doing something or to be part of something specific.  I’m guilty of all those things.  It’s not bad to do that, but that doesn’t mean you are influential.  I think the fine line you walk in becoming influential involves several less-tangible skills:

  • Sincerity- Being able to tell people what you like and really meaning it.  Not promoting things, products, vendors or people that you don’t believe in.
  • Sharing- In order to be considered an influencer, you must share content.  This means that you not only have to share links to content, but you also need to share your analysis on what the stories mean for your industry.  Whether you read an article then incorporate that into your own blog or whether you just add comments to the article and via sites like Twitter or LinkedIn, you must be sharing your opinion.  Another point that helped me gain status as an influencer is that you have to share (give) more than you receive.  You do this for free, any chance you get.
  • Constant curiosity- You need to ensure that you read a TON on other industries.  When people ask me how I do it, I recommend reading science sites, psychology and/or sociology journals, design books, magazines on specific cities or other areas of interest you’d never naturally connect directly to HR.  You need to start thinking about how your curiosity about other topics impacts your approach to HR.
  • Consistency- This is the most important skill in my opinion.  You MUST be visible consistently.  You must share your knowledge and opinions consistently.  You must give back to your larger community and be helpful consistently.  If you do any of those things on an inconsistent basis, you will either never gain influencer status or if you have it, you will lose it.

If you approach connecting with other professionals in your industry in a manner that is helpful, sincere and consistent, you will gain friends and followers organically.  These relationships will lead to business opportunities as well as true friendships that you would have never made otherwise.

I encourage you to read all of Dorien’s tips in her article because they can be applied to building your influence skills on Twitter as well as other sites.  Good luck and let me know if I can be helpful as you create your own influence in our market.

Live from Achievers- HR Happy Hour #190

Steve Boese and I recently had the great fortune of hosting the HR Happy Hour show LIVE while at  the Achievers ACE 2014 event in Toronto.  Our show topic was Reskilling Your HR Team for the Modern Workplace.  

We talked about some of the most pressing and important changes and challenges impacting the modern workplace, and what that means for the skills development, expertise, and mindset for the modern HR professional.

It was a fun and interactive session.  You can find us on the show page here, or using the widget player embedded below:

Check Out Business Podcasts at Blog Talk Radio with Steve Boese Trish McFarlaneon BlogTalkRadio

 

And of course, replays of the show can be downloaded from the show page or accessed on iTunes or for Android users, on Stitcher Radio. Just search for ‘HR Happy Hour’ to listen to all the prior HR Happy Hour Shows and subscribe to be sure to never miss the latest episodes.

Join us for HRevolution November 7-8 in Dallas!

HRevolution Official Logo blackThe HRevolution is coming to Dallas (Grapevine), TX on November 7- 8, 2014 and you’re invited!

HRevolution is an industry-changing event in the US for the human resource industry.  It began as a single tweet on Twitter as a way to bring HR professionals, recruiters, CEOs, and other industry leaders together to discuss the current state of human resources and where the industry is headed.  It was also a way to give back to the HR community by decreasing the costs for attendees compared to traditional events.  Our generous sponsors cover much of the costs associated with the event.  This keeps our ticket prices low.  Get yours today HERE for only $200.

HRevolution has produced six highly successful events and we are excited to bring HRevolution 7 to a whole new level by refining the focus of the event while expanding the reach to increasingly more high-level HR professionals.  It’s also a way to celebrate our 5 year anniversary by reuniting with many of the past attendees who made this a success.

What is the ingredient that makes HRevolution different from all other events?  It’s YOU.

You will bring your knowledge, your questions, your fears, your ambition, ideas, and all those things that make you unique.  Then, instead of just sitting quietly in your chair as speakers feed information to you, YOU become part of the sessions.  We pull in some of the most talented thought leaders in the space to guide and challenge us.  You take an active role in the session.  It’s all about the dialog and networking.  If you go home having made some life-changing contacts, we’ll view the event as a success!   

At HRevolution, we believe individuals and organizations embrace the future when given the opportunity to discuss and test their ideas in a safe environment.   We provide an open forum for discussion, collaboration, and relationship building within the global HR industry.

HRevolution is really a living, breathing case study in change management.  Who would have guessed that a group of strangers could come together via social media 5 years ago and have a grassroots movement start to change the Human Resource profession?

For anyone who doubts the power of social media, I offer this event up as an example that when creative minds come together and are motivated to share their voices, great things happen.

Thank you to all our sponsors for helping us make the dream a reality. With the help of Mercer, Symbolist, Small Improvements and personal contribution from Lois and Ross Melbourne, this will be a great event.

Your planning team including me, Ben Eubanks, Steve Boese and Matt Stollak are all very excited to see you in November.

Viva la HRevolution!

Why Rebuilding a Relationship Always Means Rebuilding Trust

trustI read a good post from Seth Godin today called Two Elements of an Apology and it reminded me that when rebuilding a relationship, as we all have to do from time to time, is more than just saying you’re sorry.  Rebuilding anything takes time, care, attention and planning.  You have to be willing to look at the whole picture and accept that you have done things wrong.

This is where it gets hard.

I know that none of us like admitting that we could have handled something better.  It’s like being called to the teacher’s desk or principal’s office in elementary school.  You get this feeling in the pit of your stomach because you have to face something about yourself that you don’t like.

I think the older I get, the more I realize that if a relationship of any type (home, work or friendship) is not working, it’s not about the other person.  It’s all on me.  It’s about putting aside my own pride and owning how I could have treated that person better.  How I could have met them where they needed me.  How I could have been more helpful or supportive.

In the end, if you’ve done someone wrong and damaged a relationship, you have to demonstrate to that person that they can trust you again.  That may mean showing your vulnerable side to make it happen.  I think it will be worth it….

What do you think?

Big Trends in HR Technology 2014 and Beyond

Today I’m sharing the presentation slides from a Human Resource Executive Magazine webinar that I co-presented yesterday along with Steve Boese.

The title of the presentation is Big Trends in HR Technology 2014 and Beyond.  While these kinds of ‘trends’ talks tend to focus on ‘trends’ that are really just far-future kinds of speculation or are simply repeats of ideas that have been talked about for some time, Steve and I tried to keep the talk grounded in research and the actual experiences of many of the leading organizations that will be part of the upcoming HR Technology Conference in October.

You can check out the slides below or this direct link.

Top 5 Points from the Webinar

1. There are 3 dimensions for potential impact of HR tech – organizational, managerial, and individual – and the most successful HR tech projects resonate and add value at all 3 levels

2. The key organizational decision drivers for the replacement of HR technology vary depending on the type of HR tech. For Core HR systems, better integration is the primary driver. For talent management however, User Experience tops the list.

3. Selecting the ‘right’ HR technology solution involves an analysis and balance of 5 factors: Cost/ROI, Technological fit, Cultural fit, system capability/roadmap, and complexity/UX.

4. For both Core HR and for Talent Management tech, an increased demand for better integration across the HR systems footprint, as well as with other corporate systems is driving investment and the attention of corporate leaders.

5. We are not really talking as much about ‘mobile’ or ‘social’ as discrete concepts, but rather a more comprehensive idea of ‘User Experience’, at its many levels, will increasingly influence systems development, purchase decisions, and user adoption rates, (and therefore, ROI).

Thanks to Human Resource Executive, webinar sponsor Castlight Health and Brandon Hall Group.

Little Training, Big Regrets in HR Technology

I recently completed a survey on HR Systems.  In this KnowledgeGraphic based on Brandon Hall Group’s 2014 HR Technology survey, the biggest regret among organizations that implemented new technology was not allocating more time for training. Respondents see the need for more focus and rigor around training, not only for end-users.

Full KnowledgeGraphic available for download here.

HR Tech Training-Photo

 – See more at: http://www.brandonhall.com/blogs/hr-technology-little-training-big-regrets-knowledgegraphic/#sthash.vBy4pNtq.dpuf

Be the HR Brand Ambassador for Your Organizaion

who-are-you11I’ve been thinking about human resources and, specifically, each individual that works in the department.  For years, you’ve been bombarded with people telling you to rebrand yourself and the service you provide your organization.  I’d like to take that a step further and give some suggestions of things that you as a HR leader or practitioner can do to make a meaningful difference.

HR is often a faceless part of the organization.  We often operate behind the scenes with few employees understanding our value.  When you think about what percentage of your employee population knows you are the person supporting them, would that number be high or low?  If you think that number is low, what is the reason?

I believe that every HR pro should be a visible, integral part of the business. Employees of all levels should know who you are and that you are a trustworthy source they can seek out for advice and assistance.  YOUR face should be the one that employees think of when they think of HR in your company.  If I were asked to describe my “ideal” HR department, it would be one in which every HR pro would:

  • Know the business: Speak the language of the particular industry they support.
  • Understand the financials:  Financial knowledge is key to being able to strategically advise leadership on people issues.
  • Be honest: HR should not sugarcoat what is going on. The only way to really make things better is to examine the issue at hand.
  • Encourage innovation: Include HR at all levels in brainstorming to truly challenge the traditional ways of doing things.  Some processes will remain the same.  Others will be taken to new and better levels.
  • Be recognized publically (internally AND externally): Other work teams publicize their “wins.”  So should HR.

How do we get to the ideal? We RISE to a new level of awareness:

  • Reduce or outsource administrative functions where possible
  • Innovate to come up with fresh approaches to HR
  • Spread the word about what HR is and what it isn’t, and really publicize HR “wins” and successes
  • Engage all levels of the organization.  You do this by creating, attending and participating in grassroots efforts to help HR evolve.

Most importantly, don’t tear down your own field.  Don’t be the part of HR that tries to slow or stop the momentum of the people who really are trying to expand the reach and understanding of HR. Live what you’re preaching.  Get involved. Make it happen.  Good things don’t happen overnight, so do your part every day to encourage change.

The benefit of thinking about how HR is currently viewed and ways to consciously brand the department and HR pros is that you will actually put yourself in the position of being a barrier to exit for employees at risk of leaving.  Think about that.  One of the best ways HR can create business value is by reducing voluntary turnover of solid performers. By being someone that employees trust, you’ll hear about any issues as they arise, not as the employee is walking out the door.

Tell me what you’re doing, or have done, to build a brand of trust with your employees.

- See more at: http://www.brandonhall.com/blogs/become-the-hr-brand-ambassador-for-your-organization/#sthash.p6RWPIMF.dpuf

Disrupt HR? Disrupt YOU!

disruptI recently had the opportunity to participate in an event called DisruptHR Cleveland.  This was one of the most amazing experiences I have had in many years.  If was an event pulled together by Frank and Tammy Zupan, Lauren Rudman and Michelle Salis in an effort to bring HR professionals together in Cleveland to think about HR differently.  The format was Ignite-style which means you bring together numerous presenters and give each one 5 minutes to present on his/her topic.  The 5 minutes is made up of 20 slides that auto-advance every 15 seconds.

As someone who speaks publicly, a LOT, my biggest fear was that I would not be able to shut up after 5 minutes.  Luckily for the crowd, I stayed on task and on point.  I invite you to watch my presentation here.  My topic was “Disrupt YOU” and in it I talk about why and how HR pros can disrupt your own career.

DisruptHR Cleveland

Feel free to share and if you’re interested in hosting a DisruptHR event in your city, you can get more information here.