Fresh Eyes and MN SHRM 2011

I had a performance measure once. I've had performance measures before but this one was different because I wasn't meeting it. I was talking to the boss about my pending doom one day and she had an idea. It was an amazingly simple, slap-the-forehead-why-didn't-I-think-of-that idea and the one idea that would turn this whole thing around.

It was an idea borne of fresh eyes.

I wrote over the past year about getting outside of my work right in my own backyard and stalking local HR pros. Yes, this year, I am getting outside of my work and no, I am not stalking local HR pros. But I am working along side them on a project. The project? The 2011 MN SHRM State Conference for 2011.

If you know me, you are probably thinking, "What?!" And you are right to think that. In my 15+ years in HR (and as a card carrying SHRM member) I attended one national conference and almost one whole state conference. My attendance record has been sketchy because, all-in-all, when I sit down to decide how to spend my time, conferences don't make it to the top of my list , especially HR ones:

I know HR and don't want to spend my time listening to speakers who repackage what I know (albeit in an engaging, poised, and entertaining way) and redeliver that back me. It's not about the speakers, it's about me and where I find value. 

So here's the deal.

The 2011 MN SHRM State Conference is going to be different. It's going to be unconventional. It's going to rock.

It's going to take fresh eyes to get us there.

So fresh eyes, riddle me this, what would make a trip to Minnesota in 2011 worth your time? 

Comments

[Steve Boese]

I would come to Minny to hang out with you! Seriously, I think just taking a fresh approach to developing the content and topics to be presented. Look at what has traditionally been on the programs for these types of events, and consciously try to veer away from that path, if not totally, at least partially. Crowdsource some sessions. Get some speakers from outside HR, like in Finance, Marketing, or even Advertising. Do an 'unconference' session or two. I am sure it will rock since you are involved!

[Kimberly Roden]

I don't go either -- but I would love to be involved in small roundtable sessions with CEOs and other senior managers to talk about creative ways for talent development and succession planning. I want more ideas from them vs HR folks.

[Trish McFarlane]

HELLO...that's so easy. I've never been to Minnesota so that combined with seeing you would get me there. I'll make a deal with you. Since I'm now going to be a card-carrying, ACTIVE participant in IL SHRM....if you come to our conference in 2011, I'll come to yours. We could even come up with some creative challenge to see how many other people we can get at the IL SHRM and MN SHRM 2011 conferences. You game??

[Lisa Rosendahl]

Steve, it would be great to see you and I love the ideas - we are brainstorming a theme right now and leaning towards "unconventional" and everything you mentioned would fit right in there!

Kimberly, mixing it up with non-HR folks and senior leaders is on the agenda!

Trish, you are on - it's a deal. I'll come to yours if you come to mine and let's see just how great we can help get these conferences to be. Hey, are you crossing state lines?! Can you do that :)

[Alan Hill]

Ever read "Linchpin" by Seth Godin? I assure you, Lisa, you are an HR Linchpin. Someone who gives their gifts and talents to further the community (read the book - it will make sense).
Here's my proposal... how does HR get on board with identifying, creating and supporting Linchpins in organizations?
What CEO's need is people who don't need permission to take ownership. Yet the very structure of pyramid dictates "follow the leader".
How can HR help us create Linchpins?