Looking For Learn In All The Wrong Places

I am not at SHRM11. And I am slightly bummed.

Surprised hearing that from me? Me too.

I am not one for mega conferences and expositions. The series of 1 hour shots of wisdom, blasts of optimism, or accounting of organizational successes leave me wanting for more. I have been a member of the Society for Human Resource Management (SHRM) for over 15 years and attended the 2007 SHRM conference in Vegas.

Although I found it to be valuable with a golden nugget here and a golden nugget there, for one reason or another, I have not yet made it back.

When it comes to SHRM, I've been looking for "learn" in all the wrong places.

I've been looking to the speaking podiums and, nothing against the speakers, but the whole podium thing still leaves me wanting for more. Listening to others argue or position for the latest and greatest in human resources has me squirming inside to jump up and shout, "Get a life, people."

So, why am I bummed about missing SHRM11?

It's not about podiums, it's about the people. People doing things differently than I am doing them, people doing things that I am not doing, people being people - helping, supporting and reaching out to others. People not talking about HR, but about themselves, their successes, their failures, their families and their fun. It's about discussion, rolling up the sleeves and engaging in small group, peer to peer discussions. This, by the way, is the beauty of HREvolution. 

What else is it about? As Jason Seiden said so well, it's about surrounding yourself with people better than yourself.

Many of the people converging on Vegas this week are better than me in many ways. So, it's not about SHRM at all. It's not even really about learning. It's about my need for connection and my commitment to be intentional in building and maintaining relationships moving forward. Truth be told, I've been rather lazy about the whole thing lately.

Now if it just so happens that in 2012 my intention to connect requires me to to relax by the pool some place warm with a bunch of smart HR Professionals, so be it, I'm there. SHRM12 or bust.

No skimping on my professional development.

#MNBlogConf

This weekend, I spent Saturday in a cooperative workspace with 148 Minnesota bloggers at the first MN Blogger Conference. Being one of the few (maybe the only) blogger writing on leadership, growth and HR, I had ample opportunity be exposed to other blogging topics. Yes, there is blogging beyond HR.

With three keynotes and fifteen breakout sessions, information to suit any topic, style and level of blogging was there for the taking. From generating ad revenue and editing CSS in WordPress to analytics, SEO and finding your authentic voice - there was a session for every interest.

My two favorite sessions were Growing as Writers: taking Your Blog Posts to the Next Level by Kate Hopper, author of Mother Words-Mothers Who Write and How to Get Published: Get a Book Deal Out of Your Blog by Bonnie Harris, founder of Max Marketing, Inc.

Top three take-aways for me:

• I am not a blogger, I am a writer. I am not a blogger, I am a writer, I am not a blogger . . . get the drift?
• PR people and their pitches can be a blogger's best friend. So, to all the pitches I ignored . . .
• Analytics matter, links matter and @adamsinger has got this SEO stuff down cold.

Ok, here's a fourth take away. Blogs are cool but it's really all about the people. Look them in the eye and it all takes on a new meaning. Here are three "sets of eyes" that left an immediate impression with me.

• I recently started reading The Extraordinary Ordinary. This weekend, I met Heather, the author, and heard her speak. Talk about an amazing woman, a gentle spirit, a strong soul. I will read her writing with a whole new level of meaning (and understanding) for me.
• Another person behind the blog I met was Judy, a strong woman - with presence, who is my daily, caffeinated, up to the minute, "source for crazy things" at Just JudyJudyJudy. Subscribe. Now.
• A new person, and blog, to me is Jennifer at Prior Fat Girl. You can't be in the same room with Jennifer and not want to know more about her. She's fun, she glows and she's real. A blog I am adding to the reader because of the person.

So, before I go, I have to mention that I did a video interview at the conference. David Erickson asked me, I said yes. After escaping and avoiding these video things for the longest time, this time I didn't. Why?

It was time to just own it and do it. 

It is what it is and now I have that behind me. Phew.  

Wonderful organizers, fun attendees and very knowledgeable, helpful presenters and generous sponsors. Looking forward to the second MN Bloggers Conference.

Cheers to the MN blogging community! 

Unconference Love

I love the unconference format.

I find so much value in taking an issue and hashing it out with a small group of people on comfy chairs with wine or coffee. I love it when I can offer ideas to others. I love it when one idea leads to another and we end up somewhere unexpected. I don't love it when someone has an idea I hadn't thought of or when their idea rocks a "truth," or something close to it, for me.

This is when I start to think.

It's not pleasant. It's not comfortable. It's questions, doubt and maybe even a temporary loss of spirit. It is what it is and, while I know that this too will pass, I hope it doesn't pass too quickly.

This is when I grow.

Have You Checked Your Credibility Lately?

Two things I've got on my mind lately are writing and credibility. I"ll take up writing and the anti-writing demon I'm reading about in a separate post. But I do want to toss out some thoughts about credibility.

When was the last time you were asked to decide a black and white issue? Keep thinking . . . keep thinking . . . got one yet? The last time I was asked to decide a black and white issue I told the group to do an about face and come back to me with the answer, but I digress. Why is it that issues are never black and white?

When was the last time you were advocating for a course of action and the final decision was being made by someone else? And it was anything but black and white? And the decision hinged on your credibility? 

Pick a day, any day, and welcome to my world.

In Leader's Credibility is Golden John Baldoni writes,"credibility is a leader's coin of the realm." And it's up to each individual leader to guard their own credibility. Character matters.  "Leaders are judged by what they do, not what they are. Little good can come from being good; you must do good things. You must be stalwart in the face of crisis. Be the rock for your team to stand upon when times are tough. And be in the shadow when success arrives. "

Being a stalwart in the face of crisis and being a rock for the team . . . here in lies a credibility challenge. When mistakes are made and service is not delivered there is a fine line between a leader supporting her staff and absorbing the hits and in doing so to a fault. There are conversations to be had and expectations to be set (bravery required) and when this is not done it is not done to the fault of the individual, to the team, and to the leader's own credibility with her boss, her staff and her colleagues too. As obvious as this sounds, it's not. And just when you think you've got this leadership thing down, you realize it really is an art and not a science. 

You have credibility currency. You trade in it and on it regularly, whether you are aware of it or not. So, if you regularly own responsibility for missed expectations of members of your team yet shield them (and maybe even yourself) from the discomfort - stop that right now. You are trading in a little bit of leadership credibility each and every time you do so.

How do you know the bank is getting low? It could be a long sigh, an extended silence, a scratch of the forehead or a peer over the reading glasses but make no mistake, it's a credibility assessment in progress. Get it together and pay attention so you can be supported with confidence and not a question.

So, how's your credibility these days?

Leadership Is Only As Good As The Leader

Leadership, like life, is a series of continuous course corrections. Looking to the future via a crystal ball based on your situation today is wholly and entirely inaccurate assuming you even had a crystal ball that worked. Bummer. Major bumps ahead.

Leadership has it's bumps. Bumps in workload can be addressed with process improvements, staffing, or revision of services. Bumps in employee morale can be addressed by a refocus on the mission, a conversation or a commitment to action. Bumps in technical expertise or knowledge can be addressed by training, succession planning or redistribution of work.

What if the leader hits a personal bump that is less than a total loss of inspiration yet greater than a funk. What if this bump goes beyond the day to day workings of her team to contribution, committment, or community for the greater good?

Then it's time for the leader to step back and ask herself some questions about people, time and costs. Questions like, what types of interactions with others are energizing to her, where is she willing to spend her personal time and where is she willing to incur personal costs? And to what end? (No, the Magic 8-Ball is not any more reliable or helpful than the ill-fated crystal ball here!)

Leadership is about inspiring people, it's about achieving goals, it's about being present in the moment to correct the course as needed . . . . most of the time. Some of the time, it's not about any of that and all about the leader.

Leadership is only as good as the leader so leaders, you've got to be at your best. You owe it to yourselves to reflect, to wonder, to be selfish, and to chase your dreams. To do anything less is to doing nothing at all.

Hat tip to Mark Stelzner for being spot-on in the "asking the right questions" department!

3 Thoughts From a New HR Professional

This Guest Post is authored by Ben Eubanks, an HR professional who loves to write and enjoys giving and receiving career advice.

Leaping into a field like HR is quite interesting. I’ve only been doing this for a short while, but I can tell that it’s like nothing else out there. We take problems and make them our own. We sometimes have the thankless job of policing and cleaning up after poor employee behaviors.

But then there’s the other side of the equation. We fix problems. Help people to love their jobs. Reward people for performing exemplary work. Guide employees along their career paths toward a rich, satisfying future. Sure, HR has its quirks, but by keeping a few ideas in mind, your work can be more fulfilling, exciting, and engaging.

Enthusiasm is Essential

I often get complimented on my enthusiasm. It’s a product of many things—from my fresh perspective to my desire to learn everything right now. Enthusiasm is essential not only in the early years, but in the later ones as well. What good is having all of those years of experience if you’ve turned into a curmudgeon? Having the right blend of knowledge and enthusiasm turns you into a credible advocate for the profession as a whole. Plus, it can help you to inspire others.

Humor is Handy

Humor is handy in so many different situations. I think that’s one thing that sets me apart from so many HR professionals. Growing up in a small business with parents who injected liberal doses of humor into the workplace prepared me for my role in HR. Sure, I can be funny, but it’s nothing for me to step into a serious role as required. Being able to laugh (especially at yourself) will go a long way toward increasing your longevity in regards to both career and physical health. Sharing that humor will make you stand out.

Maintenance is Mandatory

Like a marriage or a flower, proper care will help your HR career to flourish. Continually seeking new ways to innovate in the workplace will make you more valuable to the organization, and going out of your way to network with other professionals on Twitter or LinkedIn can make quite a difference in your own career in the long run. Keep in mind that the HR field changes very often, and it’s up to you to face that challenge head on. Be competent and current in what matters to you and your organization, and you will be highly valued by the leadership.

Of course, like much that I write, these HR thoughts can be applied to both new professionals and veterans, but that doesn’t mean they are any less true. Keeping enthusiasm, humor, and a “maintenance mindset” will mean that a young professional won’t be as likely to get burned out, and they could help a seasoned veteran along toward a stellar career.

Ben writes his own blog, UpstartHR. True to his words, Ben is enthusiastic, funny and focused and he is developing quite a presence on line. Did I mention he has energy?  Subscribe to his blog and follow him on Twitter to (try to) keep up with him. 

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