As hope for a vaccine begins to become more real and a glimpse of what could be a return to something more normal, we have the chance to not only return to what we had before, but to improve on what we do and how we do it. In short, we need to create a present that is less focused on the here and now, and build an existence where the future is just as important as the present.

So much of the resistance happening now to everything designed to keep us safe is rooted in the need for instant gratification that dominates society right now. If we can think about the possibilities the future holds, it makes it much easier to make needed sacrifices now.

Of course, that’s easy for someone like me to say. I’m fortunate to be stable in all areas of life right now. It’s not as easy for those struggling to make ends meet or even to survive from day-to-day. This pause in our normal life has only exasperated the chasm between the haves and the have-nots in our society. This is not good for anyone. We have done an admirable job in privatizing the benefits of our hard work while getting the risk more spread out. This is leading to greater inequities, which do not move us toward any type of sustainable future.

There is a direct impact to the work that HR does in all of this. The demand for a skilled workforce is increasing even faster than the supply of workers with college degrees. This results in rising wage inequality by education levels, and companies facing a skills gap.

So, my challenge to you for 2021 is as follows. What is one thing you can do through your work that creates a present that is focused on the future? 

For 2020, I have settled on “read”. Up until a few years ago, I was what many would call an avid reader. Starting in childhood, including reading 22 Hardy Boys’ books during a 21 day stay on Cape Cod, I was rarely found without a book nearby. However, that has changed in the last few years and I have found myself missing the joys of a good book in favor of time in front of a screen. I want to make that change in 2020.

So, my word is “Read” and I am taking a few steps to help myself do better in this realm. Today, I bought 6 books of various genre and have them ready to go for the new year. If I devote 30 minutes a day toward reading that is not on a computer or smartphone, at a minimum I will have 183 hours done before the end of 2020.

While my external presence remains more limited than in years past, I will be at WorkHuman Live in San Antonio this May and at least one other event which is yet to be determined. Other known excursions will include a #StateLineCrew meetup with some of the great HR pros of Illinois and Wisconsin and a family vacation (minus one ): ) to Mallorca.

As always, the future is unknown but I remain positive about the possibilities that we all can embrace in the days, weeks, months, and yes, years ahead.

I believe the reason will become clear as you continue. However, I feel compelled to warn you, this is not a post that will either be fully complimentary or one that simply throws rocks through windows. As Perry Timms so eloquently stated in a post he recently wrote, “Stones thrown rarely comfort anyone.” That includes this writer as I put on paper what I am thinking.

However, I’ve reached a point where my silence and frustration is not doing me any good. While I value relationships beyond all else, I write this knowing that some relationships I have may be irrevocably damaged depending on the priorities of those reading it. That may be a price to be paid and that realization is ever present and acknowledged.

Since starting my journey in human resources back around the turn of the century, I’ve been a member of the Society for Human Resource Management or SHRM. This is an organization that I credit for giving me both professional and personal satisfaction over many years. In fact, it’s not a stretch or an exaggeration to say that the majority of my friends have come because of my involvement with SHRM on either a local, state, or national level. Some of these friends date back to some of my earliest days being part of the organization while others are new as of last year’s annual conference in Chicago.  As a past recipient of a SHRM Foundation scholarship, I credit them with providing the kick I needed to start grad school and obtain my MBA.

An active volunteer on many levels, I certainly admit guilt to “drinking the Kool-Aid” and encouraging people to join and get involved. These volunteer opportunities have opened doors to me that I never would have imagined possible. It’s even conceivable that my volunteer roles have brought me farther along professionally than have some of my paid roles over the years. On the professional development side, I was one of the first to get my SHRM-SCP certification and openly steered others toward it. As a member of the SHRM Foundation’s Leadership Circle, I’ve made an on-going commitment to give back to an organization that provided so much to me.

And, yes, I freely admit to owning more than one item of SHRM clothing (including socks)!

So, having said that, why is this so hard. Because, I’ve stepped away from this organization I credit for providing me so much. It’s a matter of feeling like the organization no longer can credibly represent me and my feelings while opening embracing narcissism in leadership and seemingly ignoring or looking away from the ethics that have guided it for so long.

As of last August 31^st, I have been a lapsed member. Despite dozens of messages laced with numerous incentives (a tote bag, hot chocolate, a free month of membership, etc. ) asking me to renew, I have not. This hurts to my core but not as much as my renewal would hurt and conflict with my own sense of right and wrong. While there is no “one thing” that was a final straw or trigger point, there have been a series of events that prompted me to internally reflect and reach this hard decision. Listening to people I know and care about express their concerns and having the benefit of knowing people who have been affected by changes in the organization makes one pause to see if I’m part of the problem or part of the solution. Sadly, this is still a piece I cannot answer with certainty. However, being part of the organization was not helping and my voice inside SHRM, despite being valued by some, is only one voice in a much larger chorus.

To be clear, while actions are being taken which are, in my view, not aligned with the integrity of the organization, there must also be the realization that not everything an organization does is going to be agreeable to its members.  A few examples where I believe the integrity is lacking include:

• The current leader’s alignment with the Trump administration.
• Some elements of reorganization that were (reportedly) not handled in a manner that a good HR person would handle it.
• The blacklisting of a longtime member because they dared to question the current leadership of the organization.

Each of these points deserves some explanation. First, while I expect SHRM and any business oriented organization to have a politically rightward lean, the cozying up to an administration that is so blatant in its disregard to groups of people based on who they are removes the ability for the organization to legitimately state that it can stand up for elements in its own code of ethics. These include, but are not limited to:

• Respect the uniqueness and intrinsic worth of every individual.
• Treat people with dignity, respect and compassion to foster a trusting work environment free of harassment, intimidation, and unlawful discrimination.
• Assure an environment of inclusiveness and a commitment to diversity in the organizations we serve.

Before you think I am thoughtless political extremist with only progressive views, I am not. In 2016, I voted in the Republican primary here in Michigan and am more comfortable talking to my Republican Congressional Representative, Fred Upton, than I am to either of our state’s two Democratic Senators.

The second point is one that is only conjecture and based on indirect information received and my own observations as an experienced human resource professional. I am a firm believer that a leader has the need to have their own people advising and guiding them. However, how you treat existing people when a change is made provides great insight into the character of the leader. While departures, both voluntary and involuntary do generally rise with the change at the top of an organization, the manner in which they are handled are important. Again, relationships matter and I always want to see people treated with dignity and respect. When you tout yourself as the world’s leading authority on HR, you damn well better have HR practices that match that mantra.

The third point is admittedly a point of personal hurt.  Yes, I am that member. While I do understand membership has its privileges, being ostracized in a manner that makes it appear that leadership in an organization is making personal attacks is, to me, an unmistakable sign that being challenged is threatening and that voices of dissent have no role. Professional responsibility requires us to adhere to the highest standards of ethical and professional behavior.

It’s this final point that has sealed it for me and prompted me to publish. Until substantive changes occur with the leadership of SHRM, I cannot in good conscience be part of the organization. As stated in the beginning, this hurts me to my core. I have grown as a professional because of SHRM. I am a better person because of SHRM. My life is a richer one because of SHRM.  Sadly, this growth, betterment, and richness is no longer worth the price. I will certainly miss some opportunities but at the end of the day, it is my own sense of dedication that will shift unless SHRM chooses to make some changes of its own.

I consider myself fortunate that I have a strong network of talented HR professionals that I can access as needed and that knowledge sharing among my colleagues is something that can happen without SHRM resources being available. No matter what organization I am involved with, I will always strive to share knowledge, provide support, and help advance the profession I love. Thank you friends, you are the best! It is all of you who deserve a letter devoted to love and dedication!

More than once while he was home, my wife and I remarked about the changes we noticed. While we expected there to be changes, we weren’t certain how they would manifest and what would be different versus the same for this first extended time at home. I can confirm they were positive! I know for me, I am confident that the path ahead for him will be bright, even if it doesn’t exactly follow the path he anticipates. While, like any parent, I hope beyond all hopes that what he wants to do is where he ends up, I know from personal experience that the path ahead is uncertain.

Even as I look at the 19 year old growing before me, I am forced to recognize that my own path ahead is still an unwritten future. This doesn’t bother me in the least and, after some time away, I’ve allowed that same calmness to work for my son as well. I’ve been fortunate that my path has led me to where it has so far. The faith that I have in that for me must be true for my children as well.

The path ahead leads where it is meant to lead

So, as he pulled out of the driveway this afternoon to head back for the Spring semester, my optimism for him matches the optimism I have for my own path too.  I must simply remind myself that every journey has obstacles yet these do not automatically prevent us from moving forward and in some cases provide just the spark needed to accomplish great things. So, the path ahead leads where it is meant to lead. Enjoy the journey and know that growth can come from every step forward we take.

Writing fits the bill quite nicely!

While I am not one to propose New Years’ Resolutions, I have for the last few years used the One Word approach each January to have a focus for the year. This has worked well for me and for 2019 I have decided to make it a bit more formal and action oriented.

The title of this post is my word for 2019. I’m pairing this with a commitment to myself to write something each day. Even when not for public consumption or toward a bigger goal, I intend to write at least little each day. Writing is something I enjoy (thanks to my HS AP English teacher Mr. Gilmer!) and I have gotten away from writing over the last couple of years.

I know some of you take the same approach as I by picking a word over resolutions. Please share so that we may support one another as the year unfolds.

Last Friday I stepped away after 12 years. I must admit it was more difficult than I thought it would be and I knew it would be difficult to do, however, all good things must come to an end. When I first started on the State Council in 2006 I was asked to join and fill an empty slot that had been open as the Director of Diversity and Inclusion for the State Council. I did so finding workplace diversity being something that I was quite passionate about as it directly related to my day job at Stone Belt and it ultimately became a key point within many of my volunteer activities. That role lead to another role as the Director of Technology and Communications, which let me do so much of what my professional life is now; being in touch with people on this new thing called social media which lead to meeting people online only to become real-life friends. For the final half of my tenure on the State Council I served as a Director-at-Large doing anything that really needed to be done. During the final years, I also had the honor of being part of the HR Indiana Conference Committee and I feel very fortunate to have been working with so many great HR professionals as we created something great in Indiana.

Now that my time with Indiana SHRM is over, I look back with great memories. It also with the conviction that there are still even better things ahead! THANK YOU to all who’ve been part of the journey. I look forward to continuing new journeys in the months and years ahead.

One of the fun memories from my time with Indiana SHRM

Welcome to Allegro HR

Welcome to 2017!

The beginning of 2017 is a start for something new in my life. It marks the official launch of my new HR consulting firm, Allegro HR.

During the last quarter of 2016, there was work put into the planning, launch, and building of this new business and now that 2017 has arrived, the curtains are being pulled back and the official start is underway.

As anyone starting their own venture has experienced, there are so many questions that remain unanswered.  However, I move forward with confidence and an incredible network of people supporting my efforts!

Allegro is poised to focus on organizational development, executive coaching, recruitment and selection, as well as speaking and presenting. My website is active at allegrohr.com and I anticipate starting a monthly podcast within the next couple of months too!

I would like to take this moment to thank the many people who have provided guidance to me. So many of my consulting friends have willingly shared advice with me and have been so supportive as I have moved forward with this venture. Thank you all for your brilliance, your time, and the sharing of so many of your hopes and dreams.

Remember, the term allegro in music means bright and lively. It is my belief that HR can be bright and lively as well!

What’s the answer for you?

being used more often in discussions I have with fellow HR professionals. The good news is that the world is making it easier than ever to be uncomfortable whether through words, actions, or feelings.

One of my colleagues is fond of saying there is a “new normal” but I counter that definitions of normal has always been new and dependent on one’s point of view and “normal” will always evolve into something “new” and that change is truly the one constant.

The problem with that continuous change is the lack of being comfortable for many people about the pace and type of change. One need only look to the recent election to get confirmation of that. In our work places we are subject to the same elements. There are many who do not want nor are willing to change and that any change to the normal they experience is automatically bad. What is happening to adaptability and the desire to grow, learn, and improve?

In my own work, we are in the midst of numerous changes. As we continue toward our expected end point, I find myself managing not the process of the change but much of the emotion and fear around such change. Whether it is a new HR/Payroll system, the new mandated educator evaluation system, or an emphasis on service, the actual process of the change is much less difficult than the emotional reaction we are seeing. This suggests strongly that we still have work to do to get people willing to be comfortable being uncomfortable. Is change hard? Yes. Is it necessary? Yes.

As we start Thanksgiving week and stare into the abyss that is the end of the year, it’s a great to reflect on changes that occurred since this time last year. No matter how difficult they may have been, you made it through (or you wouldn’t be reading this!) and odds are that the change hasn’t been either as hard or as bad as you thought it would be. Who knows, perhaps it’s even made a positive impact you did not anticipate.

Just as Orange is the New Black (in some unfortunate ways too) uncomfortable is the new comfortable. If you don’t like it, I’m sorry but you need to get used to it!

Yes, we are all “different” and that matters.

However, being different doesn’t mean being immune to change or needing to be adverse to trying things in a new or novel way. Different is not an excuse.

Be different. If something doesn’t work, try something different again!

While fighting the “different” bug, it’s often tempting to cite a best practice or exactly copy what another organization is doing.

Here’s the thing; we are different so some adaptation or change is likely to be needed to another’s best practice or procedure. It’s worth a shot and being open to different may lead to something else. That something is being better! This is always something to strive for. Better than we are now, better than others, better than yesterday.

Different is better. And better is different!

• On the keynote side of the house, Amy Cuddy (author of Presence) is the one I am most looking forward to hearing. I know several people who heard her speak during May’s WorkHuman event in Orlando and all had only good things to say. My own conference, HR Indiana, looked to have her but alas our conference coincided with the start of her term teaching at Harvard.
• I’ve not spent the time reviewing the concurrent session grid to know with certainty everything I am attending. My friend Karl’s session on Tuesday, Advanced CFO Wisdom is likely one you will find me attending. Given the changes coming out of the NLRB (just down from the conference site!) I expect to get some updates on those activities as well.
• One of my favorite things during the SHRM Annual Conference is time spent with the SHRM Foundation. I know they are releasing 2 new reports during the conference, and are partnering with Fitbit on a step challenge. Anyone who has attended SHRM before knows that walking is constant and achieving 50,000 steps during the time the conference runs is a realistic goal. I hope I remember my Fitbit charger!
• Of course, no SHRM conference is complete without the after hours social events. Don’t discount them and the learning and sharing that occurs!
• Speaking of social – the time with my SHRM Blogging friends (and yes, they are friends!) will be a highlight and will serve to recharge my HR batteries. There is no greater group of people than these smart and accomplished HR professionals. I am honored to know them.
• Finally (and most importantly!) I am being joined in DC by my wife and daughter. They will be tourists while I “conference”, but I will have some time to spend with them as well as some family who live in Northern Virginia. It’s my daughter’s 1^st time to our nation’s capital and I hope she enjoys it as much as I do each time I have the chance to visit.

If you’re going to be there, please send me a note. If we haven’t met, I would love to meet you! Reach out via twitter @bradgalin or come by the SHRM Bloggers Lounge (room 102A)