HR Lagniappe

Louisiana SHRM

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I Come from the Water – #lashrm14 preview w/ @Kris_Dunn

Kris Dunn will be kicking off the 2014 Louisiana Conference on Human Resources with his keynote presentation –  I Come from the Water (The Evolution of the Modern People Manager).  Folks in the HR space know and love Kris,; he’s the CHRO at Kinetix and the Founder/Editor-in-Chief of The HR Capitalist and Fistful of Talent.

Follow the hashtag #lashrm14 Sunday April 6th through Tuesday April 8th for all the conference activities coming out of Baton Rouge.

Here’s a preview of Kris’ session:

Evolution.  Whether you’re a Scientist with a PhD in Evolutionary Biology or in Church every Sunday (or both), one thing is clear: Managers of people have evolved over the past century. But some environmental clues tell us there’s more adaptation available – for the companies, HR Pros and solutions that can lead it.

We’ll tell the story of the evolution of the modern manager through the lens of three managers.  Henry Ford, Don Draper and Ari Gold.  All three developed adaptations that allowed them to succeed where the others couldn’t.

But evolution doesn’t stop with Ari Gold – lucky for us.  The real evolution of the modern manager is about performance art – and the ability to facilitate 5 distinct conversations to the people they manage, in an authentic, free flowing, believable way Managers with this adaptation are already thriving, those that don’t have it are struggling to survive.  Could your managers survive in an Saturday Night Live skit?  Those with the adaptation we’re talking about can.

The adaptation that makes managers thrive in 2014 – the equivalent of opposable thumbs when it first appeared – is the ability to be a career agent for the employees that report to them when delivering one of the 5 distinct conversations. That sounds easy, but it’s actually counter-intuitive to everything companies have taught managers over the last century. In addition to the 5 key conversations, we’ll share 4 ways that managers consistent deliver the “career agent” theme to those that report to them every day – and get trust and commitment levels that average managers don’t as a result.

Can companies and HR pros help managers evolve in this way?  The answer is yes – but as we’ll explore, it’s complicated.  It’s also the biggest challenge for HR pros that exists in today’s talent world.

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Transforming the Future of Human Resources with Neuroscience

Today’s guest post is from Rebel Brown who will be speaking on the topic “Neuroscience in Business” at next week’s Louisiana SHRM State Conference on Human Resources


Featured_Big_NeuroBusiness-285x100Whether you’re running HR for a smaller business or are the Chief Human Resources Officer in a larger corporation, you’re focused on humans in business. Creativity, engagement, performance and satisfaction are driven by our human minds. Thanks to neuroscience, every organization has the opportunity to leverage the power of our human minds to create competitive advantage.

That’s why neuroscience is so exciting for HR professionals. Finally, we can understand what makes our employees, teams and organization tick.

We can use this understanding to create human excellence.

A Mind Design for Every Human

Who we are, what we think and how we act is driven by our mindware, the designs and programs that run our human brains. No two humans have the same mindware or mind design. Hence no two humans have the same perceptions, thought processes, communication styles, motivational responses or behaviors.

Whether we’re making a decision about our strategy, designing a new product promotion, selling to a new prospect or solving a problem for a customer, our unique individual mindware drives our decisions, behaviors and beliefs.

We can’t and don’t separate our human minds from our business minds. That’s why understanding the intricacies of our human mind design is key to fueling human excellence within our organizations.

Thanks to neuroscience, human resources and business leaders can now leverage the technology of our minds to fuel excellence in individuals, teams and across the organization.

Upside Down and Inside Out

Discoveries in neuroscience are turning traditional beliefs about our human minds, about what drives us to think, respond and act, upside down and inside out.

For example, we are not the conscious, logical, rational beings we’ve all been led to believe. Quantum biologists have now proven that over 95% of our decisions and behaviors are driven by our unconscious minds. Our conscious minds don’t even know it’s happening.

Our unconscious minds filter our information, determine our perception of the world around us and automatically trigger our responses.

  • Motivated or not so much?
  • Able to concentrate or distracted?
  • Clear communication or misunderstood?
  • The right job fit or a mismatch?

When we identify the mind design of each employees’ unconscious mindware, we gain powerful insights into human motivation, performance, satisfaction and so much more.

Human Resources: The Center of Human Excellence

Applying neuroscience to business creates a huge opportunity for Human Resources.

Who is better positioned to leverage the power of the human mind to fuel human excellence within our organizations?

Applying the knowledge of Mind Designs within our organizations brings a new level of performance. Just imagine:

  • Every employee feeling understood by their leaders, motivated to perform, clear about their role and responsibilities, eager to collaborate with others, filled with fresh ideas and excited at the prospect of another day on the job.
  • Hiring the best fits for your organization, based on the fundamental mind characteristics that make each team successful. Training people knowing they will excel in their ultimate role.
  • Every leader knowing exactly how to communicate, motivate and lead their individual team members to create breakout results.

All of this and so much more is possible with the application of neuroscience in business.

Human resources is poised to take the lead in this powerful new world, acquiring the knowledge and expertise to radically shift the way we think about and work with employees, teams, customers and every human who touches our organization.

The opportunity is now for HR. Excellence is all in our minds. We simply have to step into that opportunity.


To learn more about the Power of Neuroscience to Transform Human Resources, attend Rebel’s concurrent session at the LA SHRM Conference, Monday April 7, 2014 at 10:30 am.  Attendees will learn about the power of our minds to create excellence and experience the insights provided by our Mind Designs, up close and personally. 

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Why HR Needs to go Rogue. For Good.

footprintToday’s guest post is from Salima Nathoo who will be leading the Sunday April 6th pre-conference workshop at next week’s Louisiana SHRM State Conference on Human Resources. Make sure to join Salima in Baton Rouge… or Baton ROGUE


I like the word rogue. ROGUE. Rrrrrogue. There’s something special about it — it’s empowering, adventurous, alluring. Rogue is mysterious, it’s a bit of 007 (circa Sean Connery) and it’s on the fringe. Rogue is everything we are usually taught NOT to be in the workplace, especially in HR…because in HR, going rogue means going off the compliance grid (gasp!). It means taking an off-the-beaten-to-death path that could lead to this —Disruption.

Small ‘d’ disruption is what organizations fear the most. An interruption in the flow, the mechanized process that fuels an organization, cultivated partly by design but mostly by top-down decisions. When small ‘d’ disruption happens, companies take comfort in HR because HR’s job description isn’t to do things differently. Traditionally HR is the champion of checking off boxes to ensure the order of the organizational universe remains intact. It’s constant mandate is to do things better, which usually just means more efficiently to save time and thus costs. Traditionally, HR’s responsibility is not to do things differently for the sake of advancing the profession.

Big ‘D’ Disruption is what organizations say they want but also fear. It happens when creative thinking, fuels innovative outcomes that fundamentally evolves the way a business or industry functions, in a “there’s no turning back” kind of way. Big ‘D’ disruption is the result of design that involves everyone regardless of where they sit in the office or org chart. It’s driven by a cycle of purpose and practice. My theory is that if HR deliberately big ‘D’ Disrupted, then this would cause small ‘d’ disruption for the rest of the company. It’s as if HR is a company’s back-up generator. Somewhere in the basement where files are kept in fireproof cabinets is a golden switch which HR controls that restores status quo when things don’t go according to plan. Big ‘D’ Disruption in HR means redesigning the entire back-up generation system in such a fundamental way that other organizations have no choice but to adapt.

Big ‘D’ Disruption is a big deal but it’s all about starting small by going R.O.G.U.E.

  • Reconnect with your passion for HR. Why did you chose this profession in the first place? Go to that place that sparked your initial hustle. Lead from there.
  • Operate undercover, at least to start. Tune in to the impact of what is being said around you. If you’re in the room, you’re in the conversation whether you speak up or not. (True influence means you’re speaking up in the conversation even when you’re not in the room!)
  • Good is not good enough when it means applying old school paradigm to new world situations.
  • Obvious is usually not the right answer.
  • Understanding begins with questioning. Challenge your own assumptions before anyone else’s.
  • Everything is fair game. Use your knowledge of the business and leaders to embed yourself in the projects and conversations in which you can gain fresh perspective even if you’re not yet in a place to add it. Practice this.

Go rogue, for the greater good of your own leadership. Knowing and owning the glory of your power, as an HR leader, is just the first step. Once you’ve created a habit of going rogue, you can begin to truly influence culture and behaviors that lead to innovation and big ‘D’ disruption — a new paradigm. The how of this  is what I’ll be talking about this weekend in the pre-conference workshop at the 2014 Louisiana State HR Conference. I’ll be spilling the rest of the secrets then. In the meantime, game on!