HR Lagniappe

Louisiana SHRM


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Resolve to Be Flexible in 2013!

convo(This post, written by Lisa Horn, co-leader of SHRM’s Workplace Flexibility Initiative, originally appeared on the SHRM blog.  You will be interested to see that Louisiana is one of the 15 states that will be heavily involved with the When Work Works initiative this year!  You can follow Lisa on twitter for regular updates)

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It’s that time again when we make our resolutions for the New Year – resolutions that we may or may not keep, of course, but that we make nonetheless. As we turn the corner into 2013, here’s a resolution HR professionals should make (and keep!) for their organization: BE FLEXIBLE!

The 21st century workplace and workforce demand that organizations think about work differently.  Work, for example, is no longer someplace we go, but tasks we complete from home, the airport, or the Little League bleachers.  Work means delivering results for customers and clients, not sitting in a cubicle after the work is completed for no reason other than not wanting to be the first to leave.

The Building Construction Products Division of Caterpillar Inc., with 95 employees based in Cary, N.C., is a Sloan Award-winning worksite that focuses on results.  Here, the leadership realizes that flexibility is not only a necessity for employees to manage their personal and professional issues, but it also helps the company attract new talent, ensuring that the company remains competitive in its field.  Caterpillar Inc. focuses on results, rather than hours worked, so employees understand that as long as they get their work done, supervisors are able to support flexible work schedules without questions.

All 362 recipients of the 2012 Sloan Award for Excellence in Workplace Effectiveness and Flexibility are excellent examples of organizations that have figured out how to make work “work” for both the employer and employees.  Whether they are well-known large firms, or medium or small organizations known primarily in their own communities, they embrace workplace flexibility as a business strategy.

So whether you are wondering how to make workflex a reality for your organization in the coming year or whether your company already utilizes innovative flex strategies, resolve in 2013 to get involved with When Work Works, a joint project of the Society for Human Resource Management and Families and Work Institute.

This national workplace flexibility initiative brings cutting-edge resources, research, and best practices uncovered through the Sloan Award to HR professionals and business leaders across the country via a network of community partners.  When Work Works will be rolling into 15 target states in 2013 –Alabama, Colorado, Connecticut, Delaware, Hawaii, Indiana, Kansas, Louisiana, Montana, Nebraska, Nevada, New Jersey, North Carolina, South Dakota, Washington – and continuing in California. Keep an eye out for a program near you!

Applications for the 2013 Sloan Award open on Jan. 14, providing you an opportunity to either showcase your organization’s flexible work environment or learn how your worksite stacks up against other employers. Apply online at www.whenworkworks.org.

Don’t let this resolution end up like that gym membership – unused! Flexible work is the future of work.  Your organization’s ability to compete may just depend on it.

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Light Bulb Moments and Getting Ready for #lashrm13

Baton Rouge downtown bridgeAs we get ready for the 2013 Louisiana SHRM State Conference on HR (#lashrm13), we thought it might be fun to share a recap post from the 2012 conference.  Bill Boorman led a concurrent session last year in New Orleans and we are thrilled to have him return for the 2013 event where he will be our closing keynote speaker on Tuesday, April 9th talking about “The ‘Cult’ of Work.” You’ll also be able to catch him running a concurrent session on Monday April 8th with Robin Schooling entitled “HR’s Turning Point: Are You Staying in Place or Moving Forward?”

Enjoy the post below which was Bill’s recap of the 2012 conference; we like to call it ‘a view from the UK.’  And make plans to join us in 2013 as we bring the conference to Baton Rouge!

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Light Bulb Moments from New Orleans #LASHRM

It’s been a few weeks now since I got back from #LASHRM in New Orleans. I have something I always do a few weeks after an event. I take some blank sheets of paper and I write down a few statements and words under 3 headings:

> What do I remember? What were the light bulb moments?

> Who do I remember?

> Out of 10, would I go back again?

Just for a change I thought it would share the first and last sections publicly, and for the record, in terms of who I remember, it was one of the longest lists from any event. This was a memorable event with a memorable crowd.

My light bulb moments:

> If you only connect with people like you, you will learn nothing and gain nothing.

> Diversity is as much about personality as colour, race etc

> Your network is your posse who are in your corner.

> If we all think the same some of us are irrelevant

> It’s not what you know it’s who you know, and that’s a good thing, despite negative connotations. Network intentionally.

> When you reward people for what you want them to do before you ask them to do it, they are much more likely to do what you want compared with rewarding them only if they do it.

> New Orleans is both one of the 5 most friendly cities in the world, and also the 5 most dangerous at the same time.

> Gumbo with everything is perfectly acceptable.

> It’s better to be the party than go to the party.

> People who earn $14.5 Mn a year essentially want the same things from work and colleagues as people on minimum wage. People are people whatever the status.

> Creating opportunities for accidental engagement is the best way to get people to ask what they really want to know. talking in places like car parks and water coolers beats meetings in offices because of informality. Executives need to create plenty of opportunities for this to happen.

> 5% of the people influence the behavior of the other 95%. The key is knowing who the 5% are, what motivates them and reaching them.

> Its more effective to manage the work rather than the hours.

> It’s easier to take the work to where the skills are than take try to bring the skills to the work.

> People have better technology in their houses than they have in their offices.

> Don’t be afraid to fly the freak flag.

> Best practice is not innovation.

> State conferences beat champagne headline events for content and community.

> Police horses fit in bars.

> You can tap dance by fitting tin can lids on the bottom of your shoes.

>If you are communicating the need for change, you need to deliver it as a benefit to the ones who are going to have to do the changing, not the benefit to you.

> When you give an order, people will follow but absolve themselves from responsibility for the outcome.

> American service can be as bad as UK service, they just wish you a “nice day” after.

> I’d like to work for Rose Hudson, the CEO of Louisiana State Lottery.

> The worst and most dangerous type of prejudice is delivered by people who would not consider themselves prejudiced.

> You don’t go to work, work comes to you.

> Robin Schooling is quite brilliant at getting everyone together. We all went to New Orleans because Robin asked. That’s the power of personal connections.

> Everyone in Louisiana talks about their life in 2 parts. Before the storm and after the storm.

> User adoption is more important than technical capability in HR Tech.

> Most people operate their current technology at 20%.

> New Orleans has gone through the rebuilding period and is now in the renaissance period. Town branding is important for its citizens.

> Jazz is quite cool but Blues is better.

> Big Al Carson should be a worldwide star.

That’s what I remembered from #LASHRM, and it’s a big list. I remembered a whole lot of new people. Thanks to you all, it was a lot of fun.

And the last bit, my score for if I would go back, it’s 11 out of 10! Brilliant conference. Brilliant time, and I’m already plotting #truNewOrleans for later in the year.

Bill


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HR Certification – its value to me

I always read with interest the debate within the HR community about the value of holding certification of professional credentials, specifically those through the Human Resource Certification Institute.  Since 2003, I have held my SPHR certification and had the PHR for 3 years before that.  Although I am an advocate for having the certification, I also recognize that it is not the end all be all of HR knowledge and there are many smart and accomplished HR pros who do not hold a certification of any kind, hold a certification other than through HRCI, and those who do not feel the value is enough to continue to hold such a thing.  Unfortunately, there are also those individuals out there with the initials PHR, SPHR, or GPHR after their name who do not represent the best and brightest of the human resource profession.

Speaking solely for myself, the certification has provided several benefits.  First, it forces me to keep current by achieving 60 recertification credits over a three year period of time.  Now, there are those who simply ease through and get whatever credits they can, but I like to think of myself as a diligent and conscientious person (most of the time!) and truly try to get something out of the programs or sessions I attend.  It seems that the possibilities to gain recertification credits continue to grow each year.   This can provide motivation for those not inclined to pursue additional formal education.  There have certainly been times during my MBA program that I have been able to benefit from the knowledge gained through the recertification process.

The second benefit I gain is recognition by others for my knowledge.  Those outside the HR practice arena are starting to recognize the certification and will look for it.  When I first attained my PHR certification, my supervisor at the time asked me what that PHR was and why I did it.  It meant nothing to her or the company at the time.  When I interviewed for my current position, the expectation was there that I not only have my certification, but that I pursue the SPHR within 2 years of joining the organization.  Within six months, I tested and passed and have maintained it ever since.  It is nice to see a growing number of HR related job postings placing some emphasis on it.

Finally, there are those who see the indication of professional certification as something that sets apart the willingness of someone to take a chance and do something to advance themselves.  I have been in several conversations with other HR professionals who have told me that they are not willing to take the exam because they are afraid that they might fail.  Life is about taking risks and as risks go, this is not a particularly dangerous one!  I view it as an investment in myself and when I first tested, a challenge to my fledgling HR knowledge.

As someone who holds a certification from HRCI, I am certainly in favor of strengthening the certification and what it takes to receive and maintain it.  There are those in every profession who do not hold up to the ideal of their title, certification, or degree.  My SPHR certification by itself does not represent who I am or what I know.  It does show that I was able to show mastery on a test over a particular set of subjects and that I have maintained knowledge in my chosen field of human resources.  It does not show my professionalism, the ability to apply the knowledge I have demonstrated, or that I am an avid roller coaster rider.  It’s important, no matter the certification, degree, or qualifications, that we ensure that the person brings the qualities we want to a position, and not simply a fancy set of letters after their name.  Certification is important to me for me; it doesn’t need to be an important factor to anyone else.

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This guest post from Brad Galin, SPHR originally ran on his blog RollercoasterHR where he writes about HR and roller coasters.  .
 
Spending much of his early life working in theme parks, first as a ride operator and later in public relations at Kings Island near Cincinnati, Ohio, Brad has had many unique and fun experiences since graduating from Indiana University.  Brad’s HR experience began in policy development and training for International Theme Park Services and took him around the world to train including extended assignments in China, Mexico, & Brazil.  Brad is now the Director of HR for Stone Belt, a non-profit organization with over 500 employees fulfilling its mission to prepare, empower, and support people with disabilities throughout south-central Indiana.  In addition to his day job, Brad currently serves as the Communications and Technology Director for the Indiana State Council of SHRM.
 
You can also follow Brad on Twitter.


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The Students Bring It: HR of the Future – #shrm12

This post was originally published at the HR Schoolhouse by Robin Schooling, Louisiana SHRM Communications Director and one of the #SHRM12 Official Bloggers.

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Each year, during the SHRM Annual Conference, the SHRM Student Conference is also held.  While we’re here in Atlanta enjoying the heat and humidity, the students are also meeting today and tomorrow (June 23rd and June 24th).

During the conference, the recipients of SHRM’s Outstanding Student Chapter Awards are announced.  The Outstanding Student Chapter Award is given in recognition of significant activities within the following areas: compliance with SHRM bylaws, fundraising efforts, educational events, volunteerism, professional development, internships, mentorships, newsletters and external communications, social media programs, legislative advocacy, support of the SHRM foundation and participation in seminars or conferences.

I’m a big fan of the work of the SHRM student chapters and each year usually make a trip (or two!) to local student chapter meetings.  Apparently they haven’t gotten sick of me yet because they keep inviting me back.  Then again, it might be because sometimes I swear when I’m either (1) sharing an HR horror story or (2) getting all riled up about the good/bad/ugly/exciting aspects of our chosen profession.

So let’s send a hearty congrats to the 2011-12 Outstanding Student Chapter Award Recipients:

  • Eastern Michigan University, #5041, Ypsilanti, MI
  • Louisiana State University of Shreveport, #5335, Shreveport, LA
  • McNeese State University, #5393, Lake Charles, LA
  • Meredith College, #5177, Raleigh, NC
  • Nicholls State University, #5431, Thibodaux, LA
  • Rutgers University, #5154, Newark, NJ
  • University of Guam, #5356, Mangilao, GU
  • University of North Texas, #5017, Denton, TX
  • University of Puerto Rico, Mayaguez, #5333, Mayaguez, PR
  • University of Tennessee, #5254, Knoxville, TN

And of course I have to add that I’m super proud, as a Louisiana HR pro, of the fantastic showing by the three SHRM Student Chapters from the State of Louisiana who’ve been selected as Outstanding Student Chapters for the 2011-12 award year:   Louisiana State University of Shreveport, McNeese State University, and Nicholls State UniversityAs an added benefit, another Louisiana SHRM Student Chapter was recognized as a Runner-Up for the award  – Southeastern Louisiana University.

There is awesome work being done by SHRM student chapter members and their extremely dedicated chapter advisors.  Thanks to all of them for focusing on HR of the future.


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Recaps, Conversations and Light Bulb Moments

It’s been close to a month since the Louisiana SHRM State Conference came to a successful conclusion and in the last few weeks there has been some more online content generated.  Check out a few more blog posts:

Louisiana SHRM Conference 2012: Recap (Day 2) – by Christine Assaf

Creating a Culture of “We” – An Engaging Conversation from #LASHRM12 – by Chris Ponder

Light Bulb Moments from New Orleans – #LASHRM – by Bill Boorman

We also captured some fantastic video interviews/testimonials with speakers and attendees.  Check them out here.

What a great conference we had!  You surely want to get in on the learning and the excitement next year, don’t you?  So make plans to join us in April 2013 in Baton Rouge!


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The Final News from #LASHRM12 – from the Social Media Trenches

The Louisiana SHRM State Conference on Human Resources is in the record books – highest attendance in years, lots of social engagement, packed session rooms and a lively Exhibit Hall/HR Solutions Center. We were fortunate to have a group of speakers and attendees who kept the twitter stream very active (#lashrm12 and #lashrm) who also wrote a number of blog posts before, during and after the conference.  In case you missed the conversations, you can find a number of them here:

From Chris Ponder at Performance I Create:

My First Day at #LASHRM12 = Freakin’ Rocked

My Second Day at #LASHRM12 – Handstands and Swag

From Buzz Rooney at The Buzz on HR

What I Learned at LASHRM 2012

More of What I Learned at LASHRM 2012

From Robin Schooling at HR Schoolhouse

Where One World Ends Another Begins

Gravity with a bit of HR Gravitas

From Shauna Moerke at HR Minion

LASHRM:  A Non Stop Good Time

From Bill Boorman at The Recruiting Unblog

Anarchy in the USA (Liveblog)

On the Couch with Dr. Dan (Liveblog)

HR:  The CEO’sView (Liveblog)

HR Influencing the 5% with @incentintel (Liveblog)

The Next Level with @ScottEblin (Liveblog)

Sunday Shout Out: @WilliamTincup – Community Freak

Cool Social Recruiting Tools with @Fishdogs

From Christine Assaf at HR Tact

Louisiana SHRM Conference 2012: Recap (Day 1)

From Dwane Lay at Lean HR Blog

OK and LASHRM Reflections

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Freak Flags, Anarchy and Conversations

The Louisiana SHRM State Conference came to a close last Friday but the conversations, discussion and lake-aways continue.  Our friend Bill Boorman wrote a marvelous post yesterday when he featured William Tincup in his “Sunday Shout Out: @WilliamTincup – Community Freak #DTHR.”  You can read the post below, but then please stop on over and visit Bill’s blog.

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I’m stuck at New Orleans Louis Armstrong Airport on my way back from what has been an excellent #LASHRM. Thanks to Robin Schooling for including me in 2 great days. During the event I got to see a brilliant opening keynote on social capital by the twosome that make up Talent Anarchy. One of the phrases that really stood out in the talk was that to stand out in social you need to fly your freak flag. Thats a term i really relate to. For me it’s about being different and unique. thinking and communicating in ways that contravene conventional thinking and mediocrity. There are few people who fit this term better than the recipient of this weeks Sunday Shout Out, William Tincup. I use the term community freak as a compliment, he is both unique and original and anything but ordinary. I like Tincup because he breaks the rules and makes new ones. Spending time with William and the conversation flows from travel, music, cigars, social, HR, people, and it is non-stop and frantic. I’ve spent some extended time in the company of William 3 times in the past year. Each time I have left with a new viewpoint or thought. Each time he has followed up the meeting with an introduction to someone new. These introductions have always been mutually beneficial, and have not benefited William directly. It’s the way he rolls.
If you want to see why William is different, then you don’t need to look any further than his website, “William Tincup: That’s all you had to say.” When you visit the site, it kind of breaks the rules of what others might tell you a modern website must contain. There’s no picture, other than a logo, no video, and plenty of long written text. It is less of a website and more of a manifesto on the direction Tincup is going. When you look at what he does, there are three clear things that stand out. What he sells: Conversations. What he doesn’t do: Any delivery. Where he is going: This is Tincups vision in his own words: ” I’ve always been a “what’s next” guy. I tend to manage my life better when I have goals. So during this period of my life, I have set the next goal to be this simple: by the time I’m 50 (8 years from now), I want to be the default expert on User Adoption Marketing. That’s it.”. He goes on to explain that in the short-term he is on a mission to talk to 1000 HR practitioners and 250 vendors on the topic. There is a book planned, which he intends to become the bible on the subject, and he is racking up the miles getting to nearly every conference going, talking, listening and connecting. The mission is explicit, and he is clear that he wants to achieve this by the time he is 50, within the next 8 years. I wouldn’t bet against him.

Tincup has been running marketing agencies for the last 11 years. First with Ariesnet, before creating the iconic Starr-Tincup, in partnership with Brett Starr, in November 2000. It was through Starr-tincup that I first became aware of William, through his weekly e-mail newsletter. I remember first thinking who are these crazy guys? This content is just insane, but then it grew on me. Each week I started looking forward to hearing from them and the latest ramblings. A bit like reading an episode of the Simpsons. I never wanted to miss one.

In July 2010 I read an update that Tincup was taking a new direction. it was an amicable parting of the ways between Tincup and Starr, with Tincup being very open about his reasoning for wanting to take a whole new direction. The first post explaining the story still forms the first page of his website, titled “My Story.” He explained his reasoning as

“Accolades and applause aside, lately I haven’t been a pleasure to be around. I knew something wasn’t quite right with me but I couldn’t quite put my finger on it….

Have you ever fallen out of love with something you helped create? Well, I did. After owning and operating an agency – specifically, an outsourced marketing services firm – I came to realize that my heart just wasn’t in it any more. Quite frankly, I’m not sure I believe in the outsourced marketing services model.”

That was incredibly open and transparent from someone who had after-all been selling this option for the past 12 years. He went to explain that really the marketing function should really be important enough to be run in-house, and that he wanted to devote his time, effort and energy in to enabling this through conversation. He is clear that he is not a consultant because he doesn’t deliver work, he sells conversations.Thats right, if you read his website you can see that clearly, and he is very transparent about what it is going to cost to have a conversation with Tincup, who explains just what a conversation with him is:

I strongly believe that a great conversation has several ingredients:

expectations,

preparation,

listening (to what is said and not said),

formation of insightful questions,

frank dialogue, and

a review of action steps.

These are the basics and without these, conversations are left to happenstance.”

It was around the time of this announcement that i got my first call from Tincup. It seems that #tru had come up on his radar as a place where conversations were happening, and he felt we should just talk. He also filled me in on his thoughts towards HR technology and user adoption. Whilst I agreed with his thinking, I couldn’t quite see at this point how this was going to evolve in to a recognisable business model, and quite what the business offering would. We agreed to stay in touch, and have done so more through messages and greetings than calls. I remember commenting to someone else at the time that although he was well established as a marketeer, I wanted to take a watching brief and really see what he was all about. I couldn’t see yet where he was going to fit in to the community. I was still thinking of him as a marketeer, and in my view there were more than enough of them about.

The first thing Tincup did that stood out was teaming up with Bryan Wempen for the daily blog talk radio show Drive ThruHR. Bryan is an experienced HR pro who I first came across when he sponsored #trulondon2. At the time, I was running my own blog talk radio show and I knew how hard it was to build audience and maintain content and callers over a sustained period of time, and bryan was planning on running a show every day at lunch time. I think I was Bryans second guest on the show, and he worked incredibly hard to build up the listener numbers and rankings. Steve Boese’s excellent HR Happy Hour was showing how you could build a community around an internet radio show in the HR space, but i was unsure that there was enough room for more shows on a similar theme, and #dthr had to create new content every day. It was a big ask.

I was curious about what would happen when I heard that Tincup would be joining the show as a co-host. What I’ve witnessed since has been a real pleasure to watch, and a real example of how to build brand and market content. Whilst it’s true to say that compelling content is critical to any social media activity, personally I don’t give it the “King” rating, I think that goes to found, read, heard or seen compelling content. I see some great blogs in the HR space that just don’t get the readership. Brilliant well crafted content that doesn’t have the impact it should because very few people are aware of what is being said.

Tincup brought another dimension to the solid foundations Wempen had built, and gave Tincup an avenue to do what he does best, have conversations, as well as another source for great guests, which is perhaps at the heart of the success of the show. The meteoric rise in the popularity of the show has been great to watch. In a relatively short space of time Tincup built a twitter following of over 112,000, combined with Wempens 30,000+.Tincup doesn’t just use his twitter feed to promote his work and #dthr, he has set up feeds from blogs in the HR and recruiting space (including this one), that helps to promote the work of others.

It’s unusual to see a #SHRM event that does not feature one or the other or both speaking, running a show and meeting people in the exhibition hall. Both work incredibly hard keeping the show front and centre. Tincup is also proud to promote his membership and participation in SHRM through his SPHR listing.

It was at Ohio SHRM in September last year that i first got to meet Tincup in person. Some people just stand out in a crowd and Tincup is one of those people. All of his clothing, including hats carry the distinctive TC logo, and he just looks different. He is softly spoken in person, with a great intensity about anything he is talking about that just draws you in to share your vision. He listens intently, and sends himself reminders to follow up on key things that he takes from the meeting of minds. His presentation to the Ohio SHRM audience was about what they should be expecting from their technology providers. It was engaging and incredibly valuable to the participants. Hearing about user adoption from the horses mouth made a lot of sense, but I was more impressed with the time Tincup took to seek people out, make them feel important and to learn from the conversation. I’ve met William twice since, at #TNLLive (where he is starting to work closely with my friend Craig Fisher). Tincup was part of the infamous house at #SXSW that I was delighted to be a part of, and again this week at Louisiana SHRM. Each time we’ve met the conversation has progressed, and I’ve learnt more than I think I have put in, and have gone away energised with new ideas. I suspect each SHRM conference, #dthr show and conference he attends is propelling him closer to his vision, and cranking up the volume of conversations.

Away from HR and taking over the world of user adoption thinking, Tincup is a proud father of 2 boys, whose faces show up from time to time in his content and presentation. He is also a great and easy guy to get to know. If you haven’t connected or met him yet, you should make the effort, and for me, I’m looking forward to carrying on the conversations.

Bill

WilliamTincup

Tincup On LinkedIn

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