HR Lagniappe

Louisiana SHRM


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Irritation and Introspection – #lashrm13 preview

Today’s guest post is from Brad Galin who will be presenting a concurrent session at the Louisiana SHRM State Conference on Tuesday, April 9th; you can find the details here.  Follow Brad on Twitter and check out his blog, RollerCoaster HR.

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There has been much introspection on my part lately.  The end of my MBA studies is simultaneously exciting and daunting.  In my attempts to decide “What’s Next” I have started talking to others about their own milestones and what, if anything, served as an “a-ha” moment in their own career and life progression.

What I have found is that there is rarely any one thing that acts as a trigger point and that it takes much time and even more interaction with others to help set events in motion.  Learning about others and what makes them tick is one piece, but there is something more that has turned out to be even more informative.  A quote by Carl Jung sums it up well:

“Everything that irritates us about others can lead us to an understanding of ourselves.”

It is possible to learn from the mistakes we make as well as the mistakes made by others.  However, it is even more important to reflect inwardly when faced with a truth that does not fit with our own preconceived notion of being, especially when that truth lays elsewhere and can serve as warning to us as we push forward.

In my organization (and many others) there is a tendency to complain and ridicule the behavior of others.  It’s not a big leap to begin the process of thinking through the reasons that a particular thing is a source of irritation.  That process alone is a move forward to gaining a better understanding of ourselves and then to push these areas as opportunities for growth.

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The Art of Foresight: A Tool for HR in a Changing World #lashrm13 preview

signpost of timeToday’s guest post is from Mike Haberman, SPHR, who will be presenting a concurrent session at the Louisiana SHRM State Conference on Monday, April 8th entitled “7 Steps to Becoming an HR Futurist” – you can find the details here  Follow Mike on Twitter and check out his blog, HR Observations.

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If you have read HR Observations for any period of time you know that Futurism is a frequent topic. I have written about it here, here, and here as examples.  The title of this piece came from a special report published by the World Future Society called The Art of Foresight: Preparing for a Changing World. This report described tools that can be used to anticipate the future. There were 12 tools in all listed in the report. A few of them, simulations, computer simulations, scenario development and analysis, may be beyond the resources of many companies. Some of them, trend analysis, trend projection, polling, historical analysis and modeling may be beyond the interest level of most HR people. But there are four tools that all HR departments, small or large, can use and use effectively. These include:

  1. Scanning: The materials for SHRM’s certification program teaches us that environmental scanning is an important competency for the HR professional. The WFS defines it as “An ongoing effort to identify significant changes in the world beyond the organization or group doing the scanning.” Typically this is a concerted effort to survey newspapers, magazines, web sites, blog posts, newsletters and other media for changes that may have future importance. Google alerts is a good tool for this type of scanning. Pick words or phrases that you consider important to your company or industry. According to the WFS “Scanning focuses mainly on trends–changes that occur through time– rather than events—changes that occur very quickly and are much less significant for understanding the future.”
  2. Trend Monitoring: This is paying attention to trends that have been identified as being important, or potentially important to your particular company or industry. They need to be watched on a regular basis and reported to key decision makers. Be it unemployment, fashion, a particular technology or whatever, you need to determine what it is (scanning) and then watch it. Again Google alerts help as does subscribing to various trend newsletters. I read one published by Trendwatching.com.
  3. Brainstorming: Most of us have heard this term before. WFS defines it as “…the generation of new ideas utilizing a small group assembled to think creatively about a topic, such as a problem to be solved, and opportunity to captue, or a direction to take a new organization.”  Brainstorming is helpful in understanding possibilities and risks. Brainstorming can be done internally or with the help of an outside consultant/facilitator.
  4. Visioning: This consists of picturing your ideal future, often creating several possible and desirable futures. This is often the lead in to strategic planning. Again this can be done internally or with outside help.

So there you have four tools that all HR professionals and HR departments can use for aiding in anticipating the future in order to be better prepared for it.


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It’s not about HR – #lashrm13 preview

up arrowToday’s guest post is from Broc Edwards who will be presenting a concurrent session at the Louisiana SHRM State Conference along with Cheryl Gochis on Tuesday, April 9th.  The name of their session is “No Place Like Home: Changing the Organization with Eight Months of Silo Bustin’, Relationship Buildin’, Educatin’, Innovatin’, Process Improvin’, Job Shadowin’ Fun” and you can find the details here  Follow Broc on Twitter and check out his blog, Fool with Plan.

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It’s not about Human Resources. It’s never about Human Resources. HR is a means to an end, not an end onto itself. It’s about creating great business results by building phenomenally good companies by finding, hiring, developing, and supporting fantastic people so they can make the right decisions and take the best actions.

When we make it about HR we turn inward, build the walls and fill the moat, and start checking the boxes regardless of whether or not they make sense. We hide behind legislation, regulation, and policy. We focus on NOT GETTING SUED. We operate out of perpetual fear and we marginalize ourselves and our contribution. We overbuild processes and policies that weigh people down with complexity.

When we make it about getting really great business results through people (and that’s the only way to get great business results) we become inclusive, expansive, and invaluable. We are aware of and help the company meet it’s legal obligations, but we see that as the start, not the finish line. We build, honor, assist, and create. We push for what’s right and what’s smart. We hold ourselves accountable for performance, outcomes, and results. We understand that people are our customers and provide the highest levels of service. We strive to make things simple.

And we get to choose. Every day we get to choose. What are you going to choose today?


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Am I Receiving You? #lashrm13

receiving(today’s post is by Doug Shaw who, as you will read, is quite excited about journeying to Louisiana and speaking at the upcoming SHRM State Conference).

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We’re less than three months away from the Louisiana State HR Conference and I don’t know about you, but I am already really excited about it. As well as being a chance to hear from a host of top drawer speaking talent, it will be my first visit to your lovely state since I passed briefly through Shreveport in 1986 on a bus from Denver to Miami. What had I been doing in Denver? Watching the Broncos beat the Redskins 31 to 30, courtesy of some fine quarterback action from John Elway, and a missed field goal by Redskins place kicker Max Zendejas. I’m looking forward to traveling the 7,500 kilometres from my home here in London England to see you in Baton Rouge.

If you are planning on joining in with my session on Building Social HR Leadership it would be a pleasure to see you there. What would be even better though, would be if you will engage with me now, or at some point before the event, to tell me what you think you’d like to learn with me? What does social media have to do with leadership? How can we use it to make a difference for us, our profession, our colleagues and our customers? I have loads of ideas I’m happy to share – and what I’d really like to do is create value for you by understanding your needs beforehand. If you would like to get in touch I would love to hear from you by email, or via my website or Twitter – whatever suits you best.

Looking forward to seeing you.

Doug


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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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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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