Category Archives: HR General

What’s Killing Creativity in our Students?

HRevolution Official Logo blackIt’s been a week since #HRevolution 2014 wrapped and I’m just now coming down from the high of being around such brilliant people.  It is always the one event that I can’t write about immediately because there is so much information to process.  While there is great value in each session, one that touched me personally was “Sally Can’t Doodle and it’s Your Fault” led by Lois Melbourne.

Lois, Chief Story Officer at My Future Story and thought leader in the industry, has embarked on a career path where she helps students learn about various industries and careers.  This is something Lois has been passionate about for many years and she’s now putting that passion and her knowledge to use by writing books targeted at students.  These books will help them as they determine which career their studies will support.

In this session at HRevolution, several discussion topics emerged:

  • Do schools kill creativity in our students?  Lois encouraged all attendees to watch the TedX talk by Sir Ken Robinson on the topic as a way to get them thinking.  Discussion centered around the current state of the public school system in the US and whether it needs to change.  There was mention that US businesses need to partner with the school system in order to ensure that students are prepared to enter the workforce.  Another discussion was around the fact that we do not have a “business system” in the US so it is hard to partner with the school system.  Since each organization has to decide whether to reach out to schools, then come up with it’s own approach on how to partner, there is a lack of consistency.
  • Do jobs currently posted as “degree required” really need to have applicants with a degree?  Several in the group mentioned that it’s a way for recruiters to single people out of the hiring process.  Others started naming jobs that are traditionally degree-required that would not have to be.
  • What are Maker Faires and what is their impact?  When Lois mentioned Maker Faires, most attendees were not familiar with them so this was a definite learning point.  According to their website, Maker Faires are, “Part science fair, part county fair, and part something entirely new, Maker Faire is an all-ages gathering of tech enthusiasts, crafters, educators, tinkerers, hobbyists, engineers, science clubs, authors, artists, students, and commercial exhibitors. All of these “makers” come to Maker Faire to show what they have made and to share what they have learned.”  I’d encourage you to check them out.
  • What does it means to have tenacity?  She then talked about tenacious inventors and how without them, we would not have many of the innovative, creative solutions and products we have today.  This made me wonder how people become tenacious.  Is it a characteristic you’re born with or can we learn tenacity?

All in all, the session was nothing short of amazing.  It’s not often that I walk out of a conference with more questions spinning in my head then I walked in with.  It’s an energizing feeling.  I’ve spent the last several days using my free time to listen to the TedX talk and to research more about our education system and what we can do to find a new way to prepare students for the future work world.

I don’t have many answers yet, but I know that these themes will emerge in my writing as I think through them.  What do you think?

Is our current education system adequate for preparing our students?  If changes are needed, what needs to change?

Do our children even know how to be creative anymore?

How can we send our children through the same system we went through, yet expect different results?

Share your thoughts in the comments.  I’d love to keep this conversation going.  

*Special thanks to our sponsors: Mercer, Symbolist and Small Improvements for making HRevolution possible and for all your personal and professional support.

 

HR Happy Hour #194: Small Improvements

Recorded Wednesday October 29, 2014

Hosts: Trish McFarlaneSteve Boese

Guest: Linda Jonas

This week on the HR Happy Hour Show, Steve and I were joined by Linda Jonas, International traveler, and Director of Marketing for Small Improvements, an HR technology provider of tools that provide a simpler, easy to use, and more engaging approach to performance management, workplace feedback, 360-degree reviews, and more.

We talked about Linda’s annual 6-week world tour where she meets with customers and partners, her Small Improvements colleagues, and attends events like the HR Technology Conference and the upcoming HRevolution (of which Small Improvements is a sponsor).

Additionally, Linda shared some insights into emerging and ongoing trends in employee performance management, and the need for both software providers and organizations to keep these processes clear, easy to adopt, and valuable for employees, managers and organizations overall. Everyone seems to hate on Performance Management and one of the reasons is that the process has often been overengineered and over-complicated. Check out Small Improvements to get some insights into how you can change that in your organization, while improving (pardon the pun) both the process and the desired outcomes.

You can listen to the show on the show page here, or using the widget player below. And you can find and subscribe to the HR Happy Hour Show on iTunes or on your favorite podcast playing app. Just search for ‘HR Happy Hour’.

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

 

This was a really fun show – thanks to Linda and to everyone at Small Improvements!

The Importance of Getting Someone’s Name Right

a-640-whats-in-a-nameSometimes when I write, it’s because I’m frustrated with things that happen.  Today is one of those days.  I seem to get bombarded with requests from strangers who do two things:

  1. They are asking me to do work for them for free (write, speak, etc.)
  2. They use the wrong name when they contact me.

I’m all in favor of using someone’s name when you reach out to them, especially if you don’t know the person and you’re trying to make the email or message more personal.  However, I do not have forgiveness for sales people who take the step of using my first name and then get it wrong.  This shows that I am not important enough for them to pay attention to the details in their message.  If that is the case, then I already know we would not likely make a good business partnership.

We all love to hear people use our names.  It gives the impression that we matter and that they are paying attention.  When the opposite happens and the wrong name is used, the negative effect can be far greater than had they not used the name at all.

My advice to all the sales people out there is a) only use a person’s name if you’re sure you have it correct and b) if you don’t have time to make it personal, just start your message with something like “Good Morning” or “Good Afternoon”.

Have you had this happen to you?  How have you handled those messages?  Do you reply?  Delete?  Share in the comments.

Purge Your “To Do” List Today

IThe-word-Everything-on-a-To-Do-listf you’re like me, there are days or weeks when you feel overwhelmed.  It is actually normal to have moments like this but when it starts to keep you up at night, affects your eating habits or keeps you from being productive in your day-to-day, it’s time to take action.  The problem is that for most people, we just hate telling someone “no” or admitting that we have too much on our plates.

A Frank Discussion

I already know that every person that reads this article could benefit from off-loading several things from your to-do list.  I know this because people are all alike.  We allow others to pile on the work and we grumble about it to our family, friends or anyone else who will listen.  We whine about how hard we work when in reality, it’s all in our control.  For the few who work for tyrants, you probably just need a new job.  For the rest of us, it’s OUR issue, not our boss’ issue.  So, here’s how you fix it today:

  1. Make a list-  You really need to jot some items down so that you can know which ones to take off your plate.  Whether you scrawl it out on a Post-It note or type it in your task list, the important thing is to get it down so you know how much you’re dealing with. I’m still a fan of the old Franklin planners and also use an app called Opus Domini (like an electronic version of the Franklin planner) to keep my list current.
  2. Find at least two items you can delegate- If you have a team, this part should be easy because you can use delegation as a way to develop more junior team members.  If you do not manage a team, you must be more creative.  There are always ways to kindly delegate “opportunities” to colleagues and you just need to be assertive (not pushy) and explain why it makes sense to have their leadership or involvement on that particular item.  How do you decide which to delegate?  Easy.  If you can find no real value to your personal involvement, nothing you can add to make the task more valuable, get rid of it.
  3. Just say no-  If you’re like me, you probably have at least ten requests in your inbox right now that you can just politely say no to.  DO IT.  You’d be surprised that people rarely push back when you politely bow out of a request.  It’s fair to tell them you do not have the bandwidth to handle the item.  Guilt free.

Once you get in the habit of removing 3 from your weekly task list, you’ll find that you’re more apt to remove several each day.  Good time management is something you practice and rarely master.  With consistent evaluation, negotiation, delegation and candor, you’ll find that those sleepless nights over endless tasks will be over.

Now….. get started!  No one wants to keep hearing how busy you are or how overwhelmed you are.  Take control. Eliminate the excess. You’ll be glad you did!

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!

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.