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

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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.

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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

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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!


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Curse Words & Racial Slurs: Guest Post

Today’s post is from Chris Fields who is a member of the #lashrm14 Social Media Team.  Chris is an HR professional and Expert Resume Writer with over 13 years of experience as a former practitioner and current HR consultant. He is the curator of two websites; CostofWork.com and The ResumeCrusade and contributes HR focused content to many others, includingPerformanceIcreate.com and SmartRecruiters.  Follow Chris on Twitter

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clear as mudOur love affair with the “N-word” just keeps on – who can say it? Should we say it? Rappers say it, why can’t I say it? We are taking our community language and behavior into the workplace. Community language is the type of communication you do at home or around your friends and family – your community. When I was growing up, there were things you said at home and things you never said outside the home. Not anymore – everyone wants everyone else to know all about them. They bring their cursing and insensitive attitudes into the workplace.

Maybe you are not a fan of the NFL so you haven’t heard about the Miami Dolphins firestorm. The Dolphins are in the midst of a headline grabbing situation involving 2 offensive linemen. In October Lineman Jonathan Martin abruptly left the team in the middle of week.  It was reported that he was a victim of teasing by his fellow offensive linemen.  As more information became available we learned that he was hazed unmercifully by some teammates.

As many questioned Martin’s manhood – how does a 300lb man allow another man to bully him – the face of the bullying appeared, it was Lineman Richie Incognito (real name). The bully also has a voice – he left voice messages calling Martin a “half n—-er, piece of sh-t”. And Incognito even threatened to kill Martin and his mother. Incognito has a history of aggressive behavior, he was kicked off 2 college teams and the St. Louis Ram released him because of his bad attitude. But now we are hearing that the coaches in Miami told Incognito to toughen up Martin. We are also learning that Richie Incognito and Martin talked to each other this way all the time.

This story is still unfolding everyday but the NFL locker room – all sports locker rooms will forever be changed by the Dolphins situation. The NBA has already issued a statement to all teams that any and all hazing is to stop immediately and no more “n-word.”

Is this common? Does it happen everywhere? Well…

Recently, I went to the store to purchase some fruit and veggies and the 2 check out girls were talking to one another, the one girl says “That b*tch know I don’t fool with her a** like that!” and they both laugh. My face clearly showed my reaction to the comment, and the girl says “I’m sorry, we just talking.” I wanted to respond “I know you are talking, but did you know I can hear you and it’s not cool?”

A former co-worker reminded me that in her department many of the employees refer to each other as rednecks, now with the whole Jeff Foxworthy thing – maybe you don’t consider that racial but it totally is.  Imagine if a group of blacks used THAT word; you know the word, to refer to each other – hopefully you would be offended.

One of my HR homies, who will remain nameless for the sake of this article, often shares some of the ridiculous things that happens in her line of work. Things like sex at work, drugs, cursing and fighting in the workplace – we call it #HoodHR.

All of this has me thinking…we need to ask some obvious and blunt questions before hiring. Oh, I know, you will say, “Well, you need to review your hiring procedures – where are you finding your people?” Oh, and you’re probably thinking, “You aren’t managing well enough.”

Look, people change. They lie to you to get hired, but there is something about documentation and clear expectations that could help also.

How about instead of spending a bunch of money on assessments we just get real with some people. For instance in the interview we ask questions like these.

  • Do you know that using racial and sexual slurs and curse in the workplace is wrong and you can and will be fired for it?
  • Do you know that sex at work is wrong and you can and will be fired for it?
  • Do you know that bullying and intimidation at work is wrong and you will be fired for it?
  • Do you know that fighting which includes heated arguments is not permitted at work and you can be terminated for it?

These may seem obvious to you but they are not. Read this article from Mike Haberman about a guy who called his boss a “f—king clown” because he didn’t agree with his performance evaluation and the guy didn’t see anything wrong with it. In fact he tried to sue for wrongful termination, saying that heated discussion should be expected at work.

Maybe we need to make our rules, guidelines and expectations more clear because what’s clear to you or me, seems to be clear as mud to employees.

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this post originally appeared at Cost of Work


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In Case You Missed It; or Even if You Didn’t #LASHRM13 Recap

BRCheck out a variety of blog posts recapping the Louisiana SHRM State Conference on Human Resources.  It’s the next best thing to having been there!

#LASHRM13: Jennifer McClure, on the Future of HR – from MonsterThinking (Monster Worldwide)

#LASHRM13: HR’s Turning Point: Are You Staying in Place or Moving Forward? – from MonsterThinking (Monster Worldwide)

Hey HR Get Over It, Social Media Is Here to Stay! – from Michael Haberman

The “Word” From #LASHRM13: HR’s Culture, Turning Point & Future-Pt. 1from Janine Truitt

The “Word” from #LASHRM13: Sleuths, HR Tech, Communication, Culture, and Social Media-Pt.2 – from Janine Truitt

10 steps to change (and a bonus) #LASHRM13 – from Bill Boorman

And Then This Happened – from Doug Shaw

#LASHRM13 TAKEAWAY: “BURNING THE BRAS” IN #HR – from Crystal Miller

Live from #LASHRM13: A Lawyer’s Advice on Employee Classification – from My Back Office

Live from #LASHRM13: How Social Media Helps HR – from Reputation Capital Media

#LAshrm13: A Social Media Success Story – from The Starr Conspiracy

Social activity from the Louisiana State SHRM Conference 2013 (April 7-9) – Storify by Lizzie Maldonado

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image courtesy of RedStickNow


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NY Comes to Baton Rouge – #lashrm13

new-york-skyline-at-nightToday’s guest post is from Janine Truitt who will be attending the Louisiana SHRM State Conference as a member of the Social Media Team. Janine’s career spans eight years in HR and Recruitment and she is best known for her blog “The Aristocracy of HR” (TAOHR) where she discusses Talent Management triumphs, blunders, and best practices.  You can follow Janine on twitter at @CzarinaofHR.

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My pending travels to Baton Rouge for Louisiana SHRM 2013 (LASHRM) is my first trip to Louisiana ever. Even more interesting is that this is my first state SHRM conference (gasp). I had no clue that people from other states attended other state conferences and that there was all of this pomp and circumstance behind it. Who knew? I have never even gone to the SHRM New York State Conference in Saratoga Springs, NY, which is slightly shameful. The only brownie point I get is for knowing that it is held in Saratoga Springs, NY, I mean Buffalo, NY.

Many of my colleagues have asked me, what is the purpose of my involvement with LASHRM? How is it benefiting you? More importantly, why am I going all the way to Baton Rouge to learn more about HR?

Quite simply. I’m intrigued.

It is amazing that there is a social network that exists beyond, well, social media. This network moves from state to state supporting each other’s state SHRM conferences and other HR events. Isn’t this after all what HR aspires to be? It is the epitome of HR moving from silos to working collaboratively and sharing knowledge freely.

How boring we were sitting in our own ordinary conferences commiserating over the same legislature challenges and HR state trends year after year. The same faces. The same voices. The same program. Boring!

Conferences like LASHRM are shifting the paradigm of conference attendance to something more haute and fashionable. It is a paradigm of getting a diverse group of people in a room somewhere across this great U.S. A. to discuss how we keep this HR machine alive and going.

I am a diehard fan of HR. Progressive HR events and initiatives are what get me going. Plus, I’m a New Yorker so if it’s or a reason to party I’m all there. I can’t dismiss the true jewel in all of this which will be my chance to explore a new locale and some great food.

As a member of LASHRM’s esteemed social media team, I will be coaching HR people on how to effectively utilize social media for their HR efforts. However, please know that I will be indulging in some Gumbo, Po Boys, and some warm, powdery beignets when I am not fulfilling my social HR duties.

Okay, I’m a self-confessed foodie, but anyhow, be sure to give this New Yorker a warm welcome when you see me at LASHRM on Social Media Street. I know they say that we New Yorkers aren’t friendly, but I promise I will let the hospitality of the south overcome me. I hope to see you there.


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Keep Calm – Social Media is Just Like Real Life #lashrm13

keep-calm-and-tweet-onToday’s guest post is from Janine Truitt who will be attending the Louisiana SHRM State Conference as a member of the Social Media Team. Janine’s career spans eight years in HR and Recruitment and she is best known for her blog “The Aristocracy of HR” (TAOHR) where she discusses Talent Management triumphs, blunders, and best practices.  You can follow Janine on twitter at @CzarinaofHR.

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I’m not sure where these countless “Keep Calm” messages keep emanating from but they are catchy and redundant. The catchy reason is why I decided to use it as a title. The other reason is it drives an important message I want to send to my fellow HR colleagues.

Dear HR Professional:

I want you to know that you can calm down. Social Media is just like real life only digital. There are altruists. There are pessimists. There are the people that won’t be caught dead engaging with you if you’re not part of their clique so guess what they do they contact you behind the scenes rather than engage with you openly for all to see. It’s like the jock that secretly has a love for all things nerdy and meets their nerd friend in an alley to read Moby Dick after school, but shoves and ignores the nerd while in school. I guess it is better to engage in private than not at all, because there are those that won’t give you the time of day ever. Can we say narcissism?

In any event, the same challenges and joys of engaging with people in real life exist in the social media space. People are no different in social media than in real life, they just favor social engagement of the digital kind.

Weird. Maybe.

If you asked someone ten years ago if they could imagine spending more time in front of a computer speaking to other people than their real-life colleagues, they would probably think you needed your head checked. Yes, there was My Space and the beginnings of social media but nothing like what it is today. According to a Huffington Post article authored by Sam Fiorella, “the total time spent engaging on social media sites is up to 37% as of July 2012.” It might seem strange to an HR professional that hasn’t already taken the social plunge that there would be such meaningful and profound opportunities to learn, engage, and collaborate via social media. The unfortunate reality for that individual is that they are increasingly the strange one for not taking advantage of something that is vastly becoming a business imperative. Newsflash: social media is no longer a trendy or a fleeting thing. Social Media is an ecosystem of active job seekers, passive job seekers, entrepreneurs, thought leaders, professionals from every industry just looking to be a signal in the noise etc.

The moral of the story is: HR professionals may not see the need to be on a social network for personal reasons, but they should at least be willing to see the benefit in utilizing it for professional and business purposes. It is not a one size fits all sort of thing. Like most things in life and business, you should utilize the tools that provide the best return on investment. That is-don’t do social media for the sake of doing it. Be intentional about your reasons and what is best suited for your customer base.  At least now, as you rethink your position on social media, you can breathe easier knowing that there are no unicorns or mystical characters in this space. It is the same ol’ same and you know what that entails so keep calm and take the plunge.

If you need support, consider coming to Louisiana SHRM State Conference  from April 7-9 to get some tips from the social media team on how to get started.

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image courtesy of Kelly Lux