In his opening keynote this morning at the 2013 Illinois SHRM conference, Dr. Daniel Crosby cited some frightening statistics related to reading.

First, 27 percent of population of the United State holds a bachelor’s degree.  Of that 27 percent, a full 42 percent never read a book again after their academic careers are over.  This leads to the most disturbing statistic of all for me.  A full 80 percent of US households do not either buy or check out a book in any given year.

Dr. Crosby summarized by stating that means that 4 out of 5 households are more likely to get their learning from Duck Dynasty or Honey Boo Boo than from a good (or even bad!) book.

This folks, is frightening!

What does this mean for our workplaces and what we do in HR?  

Think about this as you plan for that next big workforce initiative or new innovation.  The decision about how we communicate something can become even more important than the something we are talking about.  Perhaps we are moving toward a future where reading will not be as fundamental.  As an avid reader, that bothers me a lot!  However, it can mean a shift to recorded messages on video, using social media effectively (although that still requires reading!) or even face-to-face conversations.  The media matters more than ever!

‘If the opposite of pro is con, then the opposite of progress must be Congress…”

Are you accomplishing as much as the entity that calls this home?

Unfortunately, given the state that we find ourselves in right now, that is quite true.  Since the new Congress began in January 2012, only 15 bills introduced have become law.  That’s less than one law for each month that Congress has been in session!  No matter your political persuasion, that meets the definition of a “do nothing” organization.

As you reflect on this stellar record of accomplishment, keep a few things in mind.

1. We are paying for this (both directly and indirectly)
2. Change is not on the immediate horizon
3. You too may be guilty of acting this way

Odds are that the first two statements above have met with little opposition.  However, that third one may strike some of you as harsh.  Well, ask yourself these questions…

1. Is your HR department regarded as a “necessary evil” and nothing more?
2. How many processes owned by HR are necessary for the good of the organization?  If they do not benefit the organization or are not legally required, why are you insisting on doing them?!?
3. When was the last time and innovation that had a positive impact on your organization either originated or was housed in HR?  Asked another way, do good ideas go to HR in order to die?
4. Does HR leadership have an understanding of the organization and its mission, vision, and values?  Just as those in Congress seem disconnected from everyday life in the US, many HR professionals do not have a critical understanding of the business they are in.

So, are you going to accomplish something more than your Congressional representative this month?  Remember, they are on recess during the month of August.  While some will work hard during this break, many will not.  Here is your chance to leap ahead and be valuable and worthy of reelection!

Photo Credit – The Fiscal Times

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“I’m Brad and I’m a conference addict”

Please respond in unison “Hi Brad”

The reality is that yes, I do enjoy state HR conferences and the reasons really do go beyond what one might ordinarily expect.  There are certainly great speakers to be heard, HRCI credits to earn (I’m not taking the SPHR exam again!) and enthusiastic vendors to meet.  I think it is my parental duty to bring back at least one souvenir to each of my children and my professional duty to have at least one new idea that can improve my workplace (or the workplaces of my clients!)

Beyond those obvious things, I cherish the opportunity to meet and talk to new people.  There are so many interesting stories to be learned and be shared.  I’ve been to multiple state conferences now of all sizes and times of year.  No matter where or when, I always come away knowing more about someone and getting the chance to see people who love what they do.  This satisfies one of my core beliefs in looking for the best in everybody.

It bears remembering though that this requires some effort, and often, a little extra time.  Although sessions and time in exhibit halls can bring these moments, they are much more apt to occur after the conference’s official hours are over and attendees are gathered in more informal settings.  I think back fondly to Louisiana SHRM and my conversation with Laurie Ruettimann and Lizzie Maldonado.  Although I know Laurie, I still learned more about her experience and life beyond HR and her cats.  Liz I hadn’t really known before and now I not only follow her on social media, but know and see firsthand the great vivacious person behind her twitter handle and her work at The Starr Conspiracy.  Moments like these happen everywhere from sitting down with John Jorgensen and Dave Ryan (both from Illinois) while in Ohio to meeting Travis Sinquefield from Michigan while at HREvolution in Chicago.  All great people who are so much more than their Twitter bio can describe!

So, if you’re attending one of the many great state HR conferences coming in the next few months, please take a little time and go out on a limb to meet some new people.  I guarantee that you will benefit from doing so!  I know I intend to meet new folks and gain insight from those I am fortunate enough to get to know during my time at Illinois SHRM from August 18-20 and at my own HR Indiana August 27-30, 2013.

I had the honor this year of attending the Illinois state HR conference in the lovely Chicago suburb of Oakbrook.  This was my 3^rd state conference within a year as both Indiana and Ohio were on my schedule last year.  However, this experience was different as I was attending as a concurrent session speaker for the first time at a state conference.

Although my session was not the most highly attended (I was scheduled simultaneously with the likes of powerhouses Paul Hebert, Trish McFarlane, and Steve Boese and their standing room only crowds!) of the concurrent session, I was pleased that my first time presenting this material worked out without any major blunders and that the session was certified by HRCI for that SPHR sought business and strategic credit.  I appreciate the kind comments I heard after the presentation and send a special shout out to Buzz Rooney and Dr. Daniel Crosby for being in there to live tweet while I rambled on!

All of our state conferences provide great education opportunity, time with vendors who can provide products and services to the HR market, and good food (kudos to Illinois for what has been among the best food I’ve ever had at a large conference!) the best part for me is the networking with other HR professionals from around the state and country.  Meeting some HR social media colleagues for the first time in real life (IRL) was great and reconnecting with those I already know provides me with energy and a renewed enthusiasm for the work we do.  Keynotes by Talent Anarchy and Cy Wakeman were highlights for me and I hope it’s not the last time I have the opportunity to hear them.

I encourage everyone to check out the Twitter stream from #ILSHRM and have gotten some good informational tweets by watching the #MOSHRM hashtag too.  It’s not too late to register to attend HR Indiana (#INSHRM) on the 27th of this month or the conferences being hosted by #WISHRM, #OHSHRM, and #MNSHRM.  Two unconferences are also occurring with TalentNet and HRevolution.

Finally, I would be remiss if I didn’t give a public thank you to John Jorgensen and Sabrina Baker for allowing me to be small part of your great conference.  Thank you!