Showing posts with label conference musings. Show all posts

Q&A with #SHRM16 Speaker Jennifer McClure (@jennifermcclure)

by Matthew Stollak on Thursday, June 9, 2016




Jennifer McClure is a sought-after Keynote Speaker and Executive Coach. She combines her experiences as a Business Leader, Human Resources Executive and Executive Recruiter with an engaging, entertaining and informative style to help Leaders unleash their potential and create massive positive impact.
Jennifer has delivered over 200 keynotes, workshops and corporate training classes, where she shares a blend of inspiration, “how-to,” best practices and strategic discussion based upon her 25+ years of experience leading human resources and talent acquisition efforts and working with senior executives.  Jennifer is CEO OF DisruptHR and is also a contributor to CareerBuilder's Talent Advisor Portal. She also posts regularly on her own blog, "Unbridled Talent" 

Jennifer will be speaking at the SHRM Annual Conference & Exposition on June 20, 2016 at 4 p.m. on the topic “Take Control of Your Personal Brand to Help Your Career and Your Organization Grow”. She will also be leading a MEGA SESSION – The Future of HR: Four Strategies to Meet Business Challenges and Deliver Maximum Impact on Results on June 21, 2016 at 10:45 a.m.



1. What was your first Breakthrough HR moment in your career? 

I’d have to say that it was actually getting hired into an HR job in the first place! :) Back in the day, there were no degrees in “Personnel Management”, but I took as many personnel and industrial relations courses as I could in college (just a few available). I joined the student chapter of ASPA (what SHRM used to be called – The American Society of Personnel Administrators) for the opportunity to learn more, and connect with HR leaders who supported the chapter. However, once I graduated, it was difficult to convince anyone to hire me into an HR Personnel job because I didn’t have any prior experience.

So I had to do what any enterprising young professional should do I used my network to get a recommendation to interview for a Personnel Manager job from someone who knew me, and I found ways to frame my education and prior work experience in HR language. I dealt with customer issues as a cashier (employee relations), interviewed and recommended candidates (hiring/selection) during an internship for a convenience store chain, and audited personnel files and policy compliance as a bank auditor.

When I got the job offer, I was thrilled! I knew that once I “broke in” to HR, I was going to stay and make a difference.

2.  Is it possible for someone with a long career to still have breakthrough HR moments?  If so, how?

Absolutely! In fact, if you’re not having regular breakthrough moments in your career, and in your job, something is wrong. You’ve probably grown complacent and stagnant, or you’re in an organization that is not interested in growing. (It’s usually the former. Be careful about blaming someone else for your lack of personal growth.)

It’s critical for any business leader to remain curious about what is happening in the external environment (economy, industry, community, etc.), and consider how those changes affect their company and their own job. The world around us is constantly changing and evolving. We have to intentionally choose to keep up with/stay ahead of those changes. It doesn’t happen on it’s own.

I would challenge any HR professional to try at least one new thing personally (a networking event, reading a book contrary to their usual point of view, attending a conference or event outside of their “normal” responsibilities, etc.), and also at least one new thing at work each month. Breakthroughs often happen when we’re outside our comfort zone!

3.  You have a session on Monday, June 20 at 4:00 p.m. titled, " Take Control of Your Personal Brand to Help Your Career and Your Organization Grow."  What is the biggest mistake individuals make when it comes to personal branding?

For many business leaders, the biggest mistake I see individuals make when it comes to personal branding is thinking that they don’t need to build their own because doing so would take focus off of their business, and put it on them. I find this is really the case with HR professionals. They often feel that they should be working “behind the scenes” as a support department, and having a strong personal brand doesn’t support that. I completely disagree.

I believe that anyone who wants to get things done in their organization needs to have a strong personal brand. Who would you rather have working on your team as the HR leader – someone who is known as a leader in their profession, mentors other professionals, and has developed a reputation as a thought-leader or innovator; or someone who works mainly behind the scenes and implements other’s ideas. Both of these types of people exist in HR. Only one type is able to influence leadership to make positive changes and do what needs to be done to remain competitive for talent in a challenging global economy.

4.  You have an additional session (a MEGA SESSION!) on Tuesday, June 21 at 10:45 am titled " The Future of HR: Four Strategies to Meet Business Challenges and Deliver Maximum Impact on Results."  Which HR competency is the top priority that needs to evolve?

I believe the competency that elevates HR leaders into the category of a “business leader” in their organization is the Critical Evaluation. Multiple research studies and surveys indicate that human capital issues are some of the biggest challenges facing organizations in the future. As a result, HR professionals are uniquely positioned to deliver competitive advantage by ensuring that their companies have the talent needed to deliver upon their objectives.

The ability to think critically means that HR professionals must think about business needs and objectives first – and focusing on how HR can help with delivering upon them – rather than focusing on meeting HR’s needs first (compliance, administration, etc.) Strong and successful HR leaders will also be skilled at analyzing and interpreting data in order to make decisions and recommendations, versus reporting and tracking data against goals. For many, this requires a shift in thinking, but whether you’re an HR leader in a large, global organization, or a small organization, the ability to think strategically, and then guide your organization accordingly is what the c-suite needs from HR.

5.  You've attended the SHRM Annual Conference numerous times.  What keeps you coming back each year?

This will be my fifth year speaking at the SHRM Annual Conference, and I consider it a tremendous honor and opportunity to do so. I also very much enjoy attending the conference as a learner. I attend as many sessions as I can beyond my own, and always learn something new each year. I also enjoy meeting new people and making connections that can be meaningful beyond the conference experience, as well as connecting with old friends. For me, the SHRM Annual Conference is like a high school reunion each year – which you actually look forward to. :)

6.  What advice would you give to someone attending the SHRM Annual Conference for the first time?  What is the biggest rookie mistake you see?

I’d recommend having a loose plan in advance. Look through the session guide and determine which sessions/speakers interest you, and make a tentative schedule for yourself. But, don’t be married to your schedule! If someone at the conference recommends another session, or if you meet a speaker that interests you, be flexible and change it up.

A rookie mistake that I see people make (and many veterans too) is not considering connecting with people at the conference that they don’t know yet as a specific learning opportunity. Challenge yourself to introduce yourself to people while waiting for sessions to start, or standing in line. Don’t just ask their name and title. Ask them to share a challenge that they face in their organization, a success story in their career, or what their biggest takeaway has been so far at the conference. Look for commonalities and connection points. You’ll only find those if you go beyond name, rank and serial number. If you leave the conference only having connected with people you know, or hanging out with your co-workers, in my opinion, you’ve failed.

7.  You love horses (and you can't spell horse without HR!).  What could a HR professional learn about their job by interacting with horses?

Now you’re speaking my language! I think everyone can benefit from more horses in their life. :)

Seriously though, horses can teach us much about communication and leadership. They can’t understand our words, so what we communicate through our actions and emotions affects them. For example, I’ve had experiences with my horse where I was nervous or frightened, but I knew I needed her to go forward and keep moving. So, I kicked and squeezed, but she kept going backwards. My trainer observed this situation and later pointed out to me that although I was kicking and saying, “go forward”, I actually had a death grip on the reins, and was pulling backward. My actions didn’t match my intentions. I see this often in how we deal with employees, and my horse helps me to be aware of these types of situations, so I can ensure I’m consistent with my communications.

8.  You are CEO of Disrupt HR?  What would you disrupt about the SHRM Annual Conference?

I think SHRM does a great job of making changes each year to keep the conference fresh and add value for attendees. The SMART Stage talks are similar to DisruptHR talks, and I like the fact that they provide an opportunity for many more people to share a message in a short-form format.

So, since they’ve got the conference covered, I’ll choose to disrupt the Tuesday night entertainment. Bring on Beyoncé! 

Too expensive? Okay, I’ll settle for Maroon 5.
 

Q&A with #SHRM16 Speaker Steve Browne (@sbrownehr)

by Matthew Stollak on Wednesday, May 18, 2016


Steve Browne is the Executive Director of Human Resources for LaRosa's, Inc. — a regional Pizzeria restaurant chain in Southwest Ohio, Northern Kentucky and Southwest Indiana with 18 locations and over 1,200 Team Members. Steve has been a human resources professional for 25+ years and has worked in the Manufacturing, Consumer Products, and Professional Services industries. Additionally, Steve is a former State Director for Ohio SHRM and serves as a member of the SHRM Board of Directors. Steve facilitates a monthly HR Roundtable in Cincinnati and runs an internet message board for HR professionals that reaches 6,000 + people globally on a weekly basis.  Steve is also a contributor to CareerBuilder's Talent Advisor Portal and posts regularly on his own blog, "Everyday People."  Steve is also a HUGE U2 fan.

On Tuesday, June 21, Steve will be presenting a MEGA SESSION at the SHRM Annual Conference in Washington D.C. titled, "HR on Purpose! Five Ways to Own, Lead and Integrate HR Throughout Your Organization."

What was your first Breakthrough HR moment in your career? 

My first breakthrough moment in HR was in my 2nd HR job. It was an HR generalist role and the owner of the company I joined sat me down on my first day and told me I needed to memorize the names and jobs of everyone in the organization in 30 days. He said that he and I would sit down on the 30th day exactly and he would quiz me. If I missed one person, I would be fired.

On the 30th day we sat down and he began to quiz me. We had over 200 employees at 3 plants (one out of state) and a corporate office. He quizzed me for almost an hour !! I didn’t miss one. At the end he asked me what I thought of his exercise. I told him it was helpful because I learned who our people were and what they did. Here’s the breakthrough moment . . .

He said, “I did this so you’d know that the only reason you’re here is my people. If you ever forget that, I don’t need you.”

This has been my approach to HR ever since !!

                       Song: "One" - U2 and Mary J. Blige

Is it possible for someone with a long career to still have breakthrough HR moments?  If so, how?

Is it possible? Yes. Is it probable? Unfortunately in most cases, no. People in all professions tend to “settle in” after a long career. It’s easier, it’s had some marked success in the past and people accept it. I think this is a stumbling block for our profession. HR begs people to remain dynamic, engaged and curious. Businesses, and people, change every day. We have to remain alert and in touch with our people. The more we’re in touch with them, the larger the possibility that breakthrough moments will reveal themselves. The “how” for me is to remain vigilant and expect that breakthroughs can happen and I can be a part of them on an on-going basis regardless of how long I’ve been in HR.

You were recently elected to the SHRM Board of Directors.  What has been the most surprising thing you've discovered in taking on that role?

The most surprising facet I’ve found so far is the depth of SHRM as an organization. My experience to this point had some knowledge of the “whole” of SHRM, but now I get to see all sides of it, not just from the Membership viewpoint. I’m fascinated by everything that SHRM has to offer and need to continue to learn how people access things and find a way to make people more connected.

                    "Even Better Than The Real Thing"

What are 2-3 things you would like to see accomplished during your time on the SHRM Board of Directors?

First of all, I want people to know how humbled (and Geeked) I am to be able to serve on the SHRM Board. I don’t take this lightly at all. What would I like to see accomplished? Here are a few things . . .

  1. I’d like to see people who are SHRM members understand the value of their membership so that they are making a conscious personal and professional decision to belong. It needs to “matter” past the paying of membership dues.
  2. I’d like to see the Body of Competency and Knowledge (BoCK) be utilized as a professional development tool for HR professionals as well as be a vehicle for people to obtain their SHRM Certification. It really is an amazing set of competencies that can be applied throughout a person’s career.
  3. I’d like to see SHRM embrace HR pros at all points of their career and throughout their career – from student to retiree, from generalist to specialist, from consultant to vendor. At the same time, move the profession forward while maintaining the solid professional development they offer at various stages of one’s career.

You have a MEGA SESSION on Tuesday, June 21 at 2:15 p.m. titled, "HR on Purpose! Five Ways to Own, Lead and Integrate HR Throughout Your Organization." (which conflicts with my own SMART Stage session...go see Steve) Are many HR professionals not purposeful?  If so, why not?

I think many HR people are “functional”, but I’m not convinced they’re purposeful. I’ve found that doing HR (and life) with passion and purpose is challenging because it calls for an intentionality that is above being able to “do your job.” HR is vital to organizations because they have people. It boils down to people, and it always has. We keep trying to lead with processes, and that is limiting. I think there’s a stripped down way to make tangible, long-lasting impact in companies through HR. The session will hit on these things.

You've attended the SHRM Annual Conference numerous times.  What keeps you coming back each year?

First and foremost the reason I attend Annual is the people. I know it sounds cliché, but it’s real for me !! I love seeing friends and “regulars” who make the Annual trek across the country. I yearn to see the SHRM volunteers and chapter leaders because that has been how I grew up in SHRM. I know the time and effort that people willingly give and I want to make sure that they know that they’re making a difference for the profession. Thirdly, I dig meeting new people from all over the world who also practice HR !! It gets me out of a narrow frame of reference and reminds me that HR happens globally. I connect with new folks because I want them to know someone else “gets them” and what they do on a daily basis.
                                     "Beautiful Day"

What advice would you give to someone attending the SHRM Annual Conference for the first time?  What is the biggest rookie mistake you see?

My advice would be three-fold.

  1. Go to sessions that stretch you professionally so you can grow personally and also help your organization to grow. The technical sessions are good if you don’t feel strong in a certain area, but take a chance and really stretch !!
  2. Be Social !! – Make sure to connect with at least 5 to 10 people you didn’t know before attending SHRM16. Be intentional about it and get to know them and make the connections with them socially as well. (Twitter, Linked In, Snapchat, etc.) Go out to the social events and hang with people throughout the week. Don’t do the mad dash back to your room to catch some TV show. Be in the sea of people !!
  3. Check out the presentations on the Smart Stage. Great content in small bites !! A hidden gem of the Conference.

Rookie mistake ?? – Being overwhelmed by the sheer number of attendees, sights, sounds, vendors, swag, etc. Know your capacity and stick with it. Don’t try to do everything. Take the conference in portions, but dive deep into the ones you choose.

How many people do you hope to meet at the SHRM Annual Conference?

All of them !! Not a joke or an exaggeration. I would relish the chance to meet every person who wants to connect. I don’t want to be overwhelming or intrusive, but I do want to break people out of their Conference mindset that you’re there to just attend sessions. I’ll be at sessions and in the Blogger’s Lounge and in the Volunteer Leader Lounge and at the keynote sessions. I truly enjoy connecting people to others. It completely energizes me !! The more I can help attendees “humanize” the Conference, the better Conference I think they’ll have.

                    "Hold Me, Thrill Me, Kiss Me, Kill Me"

Make it Happen

by Matthew Stollak on Wednesday, February 29, 2012

This week marked the beginning of the 2012 HR conference season with the Transform HR Conference in Austin, TX.

As a confession, I attended the conference on a press pass which helped defray much of the cost of attending.  This certainly was not the first time that I was able to attend a conference on a press pass, and I hope it is not the last.

But, it made me think about expectations.

I assume the conference organizations are looking for something in exchange for that press pass.  Is it several blog posts?  Significant presence on Twitter?  Promotion of the event prior to it taking place?  Does the expectation change if "compensation" increases (e.g., covering the cost of hotel room and/or airfare...or more)?

What is the obligation on the part of those comped for conference registration?  Should conference organizers be clearer about said expectations before offering free registration (let alone other forms of compensation)?  Are conference organizers looking back after the event is over and reviewing the contributions they comped to see a return on the investment compared to the "lost" revenue (then again would those comped be willing to pay to attend otherwise)?  Should there be an ex post facto reward to those who made significant social media contributions during the conference?

Are those who are receiving the benefit going above and beyond what they would otherwise be doing?  Should they as a result of receiving this benefit?

What say you?