A suggested gift for a fifth anniversary is wood.  It represents strength and a solidified relationship; its strong and long-lasting.  One recommended way to celebrate a fifth anniversary is to purchase tickets to a show, movie, sports event, concert, theatre, etc.

Well, HRevolution will be celebrating its fifth iteration October 7th with a return engagement to Chicago (home of the 2nd HRevolution unconference).  Like wood, the HRevolution event has grown from a small kernel of an idea to become one of the must attend HR conferences of the year; one whose branches extend far beyond the one day happening.   Its the little acorn that became the oak.   It is not only a great way to be on the cutting edge of HR knowledge, but it also provides an excellent opportunity to grow your professional network.  

In addition, as with the previous incarnation, the HRevolution crew are once again partnering with the HR Technology Conference.   By purchasing a ticket to HREvolution, you can get a $600 discount to attend HR Tech, which begins October 8.

So, come celebrate our 5th anniversary by joining us on October 7.  Details can be found here.  And, for the first 25 attendees who sign up, you can get a $50 discount off the already small registration fee.

Hope to see you in Chicago!

In the Fall of 2009, I went to the first HREvolution in Louisville, KY not sure of what to expect.  I had met only one attendee in person prior to the event.   I had read many of the attendees blogs or seen them on Twitter, but my interaction was minimal.   However, as an educator, I wanted to be sure that the information my students were receiving was as current and cutting edge as possible before they entered the workplace.

In the months and years since the 1st HREvolution, the dividends I've earned from attending would make an Apple investor green with envy.  I could wax poetic about the content that has been provided year in and year out.   But, its the people and the connections made that have been the real payoff, both professionally and personally.  Since attending the 1st HREvolution:

• I've been asked to contribute to an e-book on training
• I've collaborated on the first of a hoped-to-be annual volume on the intersection of sports and HR called "The 8 Man Rotation"
• I've appeared on both the HR Happy Hour and Drive Thru HR several times
• I've collaborated with an attendee on an incentive compensation research project
• I've been invited to attend the NBA Summer League (which both family considerations, and the NBA lockout have prevented me from going)
• I've been asked to help organize HREvolution - Las Vegas

In addition, I have shared many meals, laughs, and conversation both on and offline with many of the attendees.  I know that if I had a HR question, I could pick up the phone and any number of the people I have met would be more than willing to provide the advice and guidance  I needed.

The cost of registration was (and is) small and I would gladly pay three times its listed cost as the results have been priceless.

If the above hasn't convinced you to attend, please note the special deal that is being offered in conjunction with the HR Technology Conference.  While there are a lot of $500 discounts being floated out in the Twitterverse, by registering for BOTH  HR Tech AND HREvolution, you get the biggest discount available...$600 off the registration for HR Tech.   That means attending HREvolution will only cost you an additional $50.  I am so confident that you will find HREvolution worthwhile, that if you register for both events and find yourself dissatisfied with HREvolution, I will personally refund you that extra $50.  So, register for HREvolution here and I hope to see you in Las Vegas

In a scant two months, the fourth iteration of HREvolution will take place in Las Vegas, and I know what you're thinking....the fourth of anything stinks, right?  Movie producers are trying to capitalize and cash in on the public's good will toward the actors and series.

Just look at the following fourquels, and try not to cringe:
"Lethal Weapon 4"
"Terminator Salvation"
"Indiana Jones & the Kingdom of the Crystal Skull"
"The Next Karate Kid"
"Star Wars - The Phantom Menace" (don't try to fool me by titling it "Episode One")
"Batman & Robin"
Any fourquel in a horror series (Omen IV, Halloween IV, Nightmare on Elm Street IV, Saw IV, etc.)

So, what makes the fourth edition of HREvolution more "The Unforgettable Fire" or "Led Zeppelin IV" than "Superman IV: The Quest for Peace?"

1.  Look at our cast of characters below:
Jason Lauritsen and Joe Gerstandt present their Talent Anarchy Hacklab
Kevin Grossman and Meghan Biro on Talent Communities
Craig Fisher and William Tincup on Tool and Technologies
Dr. Daniel Crosby and Dr. Colleen Sutherland on Change Leadership
Lance Haun goes Beyond Blogging
China Gorman and Dwane Lay on Technology that sets your HR Team Apart.
...and more

Scorcese and Spielberg couldn't hire a better array of talent.

2.  There is no 3D money grab.  The price of a ticket still remains at matinee levels. 
3.  Like any movie premiere, you need glitz and glamour, and what says glitz more than Las Vegas.
4.  In older times, going to the movies meant a cartoon, a news reel and a double feature.   HREvolution hearkens back to those days gone by by piggybacking off the HR Technology Conference.  Plus, as an added bonus, by registering for HREvolution, you will get a significant discount to attend HR Tech.

Of course, the best fourth is the Fourth of July.  So celebrate Independence Day early by registering for the fourth edition of HREvolution here

The Conference truly kicked off in full gear on Day 3, with sessions starting at 7:00 a.m., and parties lasting into the night.   Here is the recap of the day:

*Arianna delivered the goods.  Opening keynote Arianna Huffington provided an inspiring talk, and it was wonderful to hear a speaker advocating the appropriate use of social media.   She told a few jokes, advocated a sleep policy, encouraged the audience to write her (arianna@huffingtonpost.com), and answered audience questions with aplomb.

*SRO.  With an estimated 18,000 attendees, it was not surprising to discover that many rooms were filled to capacity, and people were turned away at the door.  At least two sessions, I wanted to attend at 10:45 A.M. were full.

*Vendors - use your booth numbers.  While every vendor I spoke with seemed eager to talk about their product, it was often difficult to locate a particular booth because the booth number was either obscured by the fancy set-up, or the vendor simply took down the identifying number.   Make sure your booth number is visible, please.

*The Social Media Lounge was hopping.  SHRM's PR and Social Media Director Curtis Midkiff's effort to enhance the Social Media efforts of SHRM certainly paid off with the Social Media Lounge sponsored by BranchOut.  It was a continual hub of activity with a bevy of individuals writing their blog, tweeting, and conversing in person.  It has been THE place to be at the 2011 SHRM Annual Conference.

*HREvolution planning continues unabated.   Given the mileage that separates many of us, coming together at SHRM allows for greater collaboration.  Today provided an excellent opportunity to get together with HREvolution founders Steve Boese and Trish McFarlane to discuss speakers, agenda, and other HREvolution activities.   If you are liking SHRM in Vegas in June, you are going to LOVE the 4th iteration of HREvolution in October with the HR Tech Conference.  Tickets are available now.

Parties - It was great to meet up with all the Wisconsin attendees at the Badger Bash at Blondies in Planet Hollywood.   The festivities continued at the wonderful SHRM Tweetup at Madame Tussaud's Wax Museum.   Some of the resemblances of the figures were uncanny.

*Dogs are still barking.   The Fitbit tells me I walked 23,945 steps for a total of 13.57 miles.   The bottom of my feet are killing me, but with the day's events, it was worth it

As mentioned before, Laurie Ruettimann and I presented on "Pop Culture, Politics, and HR" at last weekend's HREvolution Conference.

One of the questions that we posed to the audience was, "what would you do if you learned your employee is a birther?"  The tilt of the question was to see whether political, let alone radical, views would affect your perception of the employee's ability to get things done.  Would you trust him or her to handle a crucial negotiation or sale based on this initial fact?  The general consensus by the audience was that if the employee demonstrated an ability to defend a position with reason, and they have shown a history of good judgment otherwise, they would trust him or her to handle their business.   Also impacting the decision was an employee's sales record.

So, with that as prologue, is there a fact you could learn about an employee or colleague that would cause you to pull a 180 on your perception of him or her?  Member of the John Birch Society?  KKK?  Loves the song "Cotton Eyed Joe" or Rick Astley?

What have you?

Back from Atlanta and the 3rd Annual HREvolution Conference.  While there will likely to be about 74 of these, give or take in the next 48 hours, here are my quick impressions:

The Conference Committee Rocked It Again  - This was the 3rd time I had the opportunity to attend HREvolution, and it once again delivered in spades.  Kudos have to be given to the Conference Committee of Steve Boese, Ben Eubanks, Trish McFarlane, and Crystal Peterson for the fine job on the facilities, food, content, and atmosphere.  Fanatstic job!

People Like Each Other - Given the significant connections that were made prior to the event, you can definitely see the passion for each other shine through in person...from long-time vets to first-time attendees.   You had nearly 60 people show up before the event even started to get together and chat.   You had 30 people head to Flip Burger for dinner Saturday night.  You had 35+ at breakfast the next morning.  There is a kinship about the experience that was mutually shared....just follow the #HREvolution on Twitter to see.

Our Session Went Well - I was blessed to have the inestimable Laurie Ruettimann be my co-pilot for our session on "Pop Culture, Politics, and HR."  It was that, and so much more.  We discussed:

• What is pop culture?
• What is the relationship between pop culture, HR and the workplace?
• Does pop culture bind us together or separate us?
• Is pop culture ephemeral?
• Is pop culture just high class gossip?
• What do you do if your employee is a birther?
• But, given the format of the conference, the audience took us in a lot of different and unexpected directions - how to deal with employees who are a**holes, scientology, religion, gay vegans, news v. opinion

We both had an interesting and good time presenting it, and we had a great audience who pushed, prodded and poked the discussion, as they should.

Get Over the Format - I thought too much breath was wasted on the discussion by some on whether it was a "conference" or "unconference."   Was the content good?  Were you able to connect with others?  Get over the label.

Other Thoughts
*Atlanta - not a big Coca-Cola town
*The Meet Meme trading cards were a hit....would love to have them for our own state SHRM conference.
*As it demonstrated yet again, it was not your father's HR conference - I was 4 for 4 in hearing the "F-word" in each of my sessions.  I'm tempted to start another blog titled "Profane HR."
*The unintended effect of the flat taxi rate to/from the airport - the driver of the taxi Joan Ginsberg and I shared decided in the middle of the trip to pull over at a gas station to use the restroom.  Wonder if that would have happened if the meter was running.
*Looking forward to HREvolution 4 in Las Vegas October 2.  Heard a rumor that might be a new member of the planning team....

Last Christmas, I bought my wife the Season One DVD set of "The Good Wife."  Somehow, we missed adding the critically acclaimed show to our DVR during its initial run.  During down time in the regular TV season, we try to catch up on an episode on DVD here and there.  We've only made it through episode 8, but, for whatever reason, it has yet to connect with Mrs. True Faith HR. 

This led to the following discussion - how long does it take for any show to find its creative footing?  I say it takes, on average, 6-7 episodes before a show truly finds its footing; she says it takes shorter (i.e., she is more willing to give up early on a show).

It may simply differ based on the show.  Someone watching the first four episodes of "The Wire" might have found the array of characters incomprehensible.  Some say "Big Bang Theory" or "Seinfeld" didn't reach its peak until season 2 or 3.   The powerful opening pilot of "Lost" started the series off with a bang, but some say it became transcendent with its fourth episode, "Walkabout."  Similarly, the Sopranos started to become the critical favorite with its fifth episode when Tony took Meadow to college only to spot a familiar enemy now in witness protection.

So, what does this have to do with HR?  What is your escalation to commitment with an employee?  How long are you willing to stick with a mediocre employee before severing the relationship?  Are you ending the relationship before the employee has an opportunity to become transcendent?

In three weeks, I'll be heading to the HREvolution unconference in Atlanta to present on HR & Popular Culture with the Cynical Girl herself, Laurie Ruettimann.   However, two days prior to the start of HREvolution, I get to present the prime appetizer in the form of hosting the April 27th Edition of the Carnival of HR.

However, instead of simply accepting the best blog posts of the past two weeks, we will be going in a slightly different direction.  Since HREvolution should be about evolving and change, the blog posts I want should answer one of the following questions:

1.  What was your favorite blog post you ever read and why?
2.  What was the blog post that pushed or influenced you to evolve and change and why?
3.  What was the blog post that influenced you to get into blogging and why?

So, instead of promoting our own writing, it is time to highlight the best of others?  Get your suggestions to me at matthew.stollak@snc.edu by Monday, April 25th with "Carnival of HR" in the subject line.  I look forward to seeing the best of the best.

Next month, Laurie Ruettimann and I will be presenting "Pop Culture, Politics, and HR" and the 3rd rendition of HREvolution in Atlanta, April 29.  With the multitude of options and topics, you may be wondering why we are having this discussion in a session, instead of over drinks in the hotel bar?

The relevance is big picture HR.  People should be stepping back in our session and asking why they are in this field.  What was one of the biggest HR books in 2010?  David Ulrich's "The Why of Work."   Our presentation essentially gets to "The Why of HR."

Why do we go to work?  Is it simply a paycheck?  Is there a social aspect?  Why do we worry about survivors during a layoff?  Why does morale go down?  I'm still collecting a paycheck, but my friend(s) are no longer there.  As Ulrich indicates, through work, we seek a sense of purpose, meaning, value, and contribution.  What contributes to that purpose?  Does pop culture help contribute to that sense of purpose?

Recall a few years ago when Gallup looked at the elements of great managing.   One of the central questions in their survey was "Do I Have a Best Friend at Work?"  Work is social.  Pop Culture is social.  I go to work to talk to my best friend about basketball, my troubles, union busting in Wisconsin, my love life, Charlie Sheen.

One of the central terms at my workplace is vocation.  What is the vocation of HR?  What is our calling?  Are we corporate lackeys merely enforcing its restrictive and punitive rules? Are we creating a workplace where workers can share ideas and feel welcoming?  Does the latter even matter?

So, we tie all that together with a discussion of MTV's Skins and being a rockstar from Mars.

Only a few tickets remain for the event, so sign-up now.

So, you’re back from HREvolution. You’re fired up and driven. You’re feeling warm and fuzzy and ready to take action. You want to influence like Jason Seiden and Paul Hebert. You want to make work meaningful like Dan Debow and Jay Goldman. You want to break out of the echo chamber like Laurie Ruettimann and Lance Haun.

You really want to take action? Well, I am going to tell you the first thing you should do. It is subversive. It is brilliant in its deviousness. Shhh….are you ready? Don’t break out of the echo chamber, break INTO the echo chamber. And, how should you do that?

.

.

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Get involved with SHRM.

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.

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That’s right! I said it. Get involved with SHRM. The Big Bad. The 800 lb. gorilla in the room. Godzilla. The Towering Inferno.

That’s crazy talk. You just left HREvolution, an “unconference” that, in many ways, is supposed to be the very antithesis of SHRM. However, there’s a method to my madness…

Now, More Than Ever

This afternoon, in my role as District Director on my SHRM State Council, I will be holding a Chapter Presidents Forum, with the 6 chapters in my region. What’s a major topic? Recruiting volunteer leaders. What was a major topic of discussion when I started as a SHRM chapter president 5 years? Recruiting volunteer leaders. What was a major topic of discussion when I first began getting involved with SHRM as a volunteer leader over 10 years ago? Recruiting volunteer leaders.

The demand is there, the supply is not.

Thought Leader Mark Stelzner implored the audience during the final session of HREvolution to “Speak, Publicly Speak!” However, without that advocate within that local SHRM chapter or state conference, who is going to give you that opportunity to voice your thoughts? You want to effect change? Be the one making the change.

*Serve on your local SHRM chapter board. Did you like the speakers and the conversation at HREvolution? Get on your chapter’s programming committee and have those very speakers come to your turf. Want to know who is speaking at my SHRM chapter’s monthly meeting in 9 days? Thought Leader Laurie Ruettimann.

*Serve on your SHRM state council. Grab a position on the SHRM state council and influence who will be speakers at your state leadership conference. Want to know who will be the keynote speaker closing out our state’s leadership conference in August? Thought Leader Mark Stelzner

*Serve on your SHRM state conference planning committee. Want to make your conference as exciting as HREvolution? Get involved in planning the conference and influence who will be the speakers. What to know who will be the keynote speaker closing out our State SHRM Conference in October? Thought Leader Kris Dunn.

*Talk to SHRM student chapters. This might take time as schools are ending their academic year. But, I don’t know one student chapter who wouldn’t want to have experienced thought leaders share their thoughts about what HR is really like.

China Gorman

A common topic of discussion at HREvolution was the departure of China Gorman from SHRM. To some, she was seen as “The Great SHRM Hope,” “a visible, energetic agent of change for SHRM, an actor on the stage that SHRM really hadn't had before.”

Nothing would carry out the legacy of China Gorman more than taking the energy and spirit of HREvolution by getting involved with SHRM and carrying out her vision.

On the heels of attending HREvolution, I will be heading to Arlington, VA next week to attend the SHRM National Leadership Conference for the 10^th consecutive year. Like HREvolution, you will have a significant number (in this case, significantly more, as the conference has drawn upwards of 1000 people in the past) of passionate HR professionals striving to develop and contribute to the profession they value. The attendees are ALL volunteers who dedicate their time, energy, and resources to make HR a better place in their community.

For me, it will be an interest point of comparison. In Louisville, there was a vibrant discussion over the future of HR. Will similar discussion be taking place both in sessions and with each other in the hallways? Will any session focus on how chapters can enhance their online presence like we see at chapters such as Big Bend SHRM and HR Gumbo? How many of the 10% of top HR leaders and differentiators will be in attendance and making their voice heard?

I am reminded of the movie, Close Encounters of the Third Kind. Throughout the movie, Roy Neary (played by Richard Dreyfuss), and others like him, are haunted by images of the Devil’s Tower in Wyoming (he makes a giant replica in his basement, his counterpart, Jillian, makes hundreds of drawings). He eventually makes it near the monument only to be captured by the U.S. Army, and then escapes. Dr. Claude Lacombe (Francois Truffault) wants to understand what drew these individuals to the monument:

“This is a small group of people who shared, in common, in their minds, a vision (he goes to the window and points to Devil’s Tower). It is to me still a mystery but they are here and they do not even know why.” Later, “I must find out what this means. Maybe, it is the meaning! (angry pause) I believe for every one of these confused people there must be hundreds also touched by the implanted vision but never made it this far. How many others missed the television news and never made the … psychic connection!”

Lacombe makes a final plea to the army officers not to go after Neary and his compatriots with a sleep aerosol as they climb Devil’s Tower: “We do not choose this place. We do not choose this time. We do not choose these people. To stop them is not for us to choose.”

How many Roy Neary’s are there in the HR profession who haven’t made the connection via Twitter, Google Wave, a blog or even their local SHRM chapter? How many would have been drawn to an event like HREvolution, but were simply unaware as they missed “the tevelevision news?” How will word spread to those who have a calling to make a difference, and remain untapped? SHRM has a golden opportunity next week to be bold and connect with a willing HR audience. I’m anxious to see if it occurs.