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.

For me, the title of this blog is a continuous reminder of my first job. However, the lessons go much deeper.

As a 16 year old ride operator at Kings Island, I learned first-hand the importance of treating people with respect, even when they were not reciprocating. Whether it was working with the little kid rides or the biggest coasters, the emphasis on guest service was the same. Safety was 1st, always. Following that essential commitment, providing good guest service was the highest pillar we needed to achieve.

Those lessons continue to serve me well.

It was with some bemusement this summer when I had a chance to watch my son experience his first job. Asked recently what he learned, he replied that he learned he did not want to perform manual labor for the rest of his life!

For some others, the lessons included:

“I learned that people are not always upfront and honest”

“Having the right tools makes things easier”

“Corn leaves can be sharp”

As you continue through your work, take a moment to think back on your first job and reflect how a lesson learned continues to help or influence you today.

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

When you were a child, what did you want to do and did it have any impact on what you ultimately became?

Starting early on, like many boys I had the fascination with being a firefighter (even riding on my rocking horse with my plastic fire hat on!) but soon found myself considering other things. For a while, in middle school, aeronautical engineering had some appeal. That ended as my math grades saw a decline during 8^th grade.

Entering high school, there was a wide open world ahead. Ultimately, my thoughts for post high school study became focused on biology (specifically marine biology) and that was my chosen field of study as an undergraduate. As I commonly say today, I have my undergraduate degrees in biology and environmental studies and haven’t used them a lick! I might be one of those that some pundits point to about judging the true value of a college degree. That is a post for another time.

Although I am now in the field of human resources (and have my MBA) I still love life science related things and find that there are often lessons from the biological world that can be applied to the art of HR and business.  A few include:

1. While there is great complexity in our world, some of the best things in both life and business are truly simple in their composition.
2. Relationships matter and can be symbiotic, antagonistic, or somewhere in between.
3. There are rules for everything, except when there are exceptions.
4. What we do not know often exceeds that which we do know.
5. Beauty takes many forms. Consider that both the warthog and a multi-sheet Excel document with pivot tables each have admirers.
6. Life cycles exist for living beings as well as organizations.

One of the papers I had to write during my MBA studies was focused on organizational structures. While many of my fellow students focused on mechanical aspects of hierarchy and control, my approach was different. Organizations are very much like life forms in how their systems operate and function. I would make the argument that we get better results when treating organizations less like machines, and more like living organisms.

That is the impact my early fascination has had on me!

So, for this week, my reflection question is:

When you were a child, what did you want to do and did it have any impact on what you ultimately became?

My answer will be posted tomorrow on RollerCoasterHR!

Who is someone who greatly influenced you in your early career?

As I think back to my first “real job” after college, it takes me back to Cincinnati and my time working as a theme park consultant with International Theme Park Service (ITPS). When I was hired in September of 1995, I was fresh out of college with work experience that consisted of being at a theme park (Kings Island) mostly working with people my own age and behaving as one would expect young twenty somethings to do!

Enter Mrs. Jackie Renner!

Jackie was the VP of Administration for International Theme Park Services. I credit her for teaching me what being a professional looked like. I learned much from Jackie including the right way to communicate with people from around the world and other cultures, how to be complete in my preparation for client presentations, and how to be a loyal employee to my organization.

As my tenure at the organization increased, I found myself working more closely with Jackie on new business development. Her ability to judge people and know them quickly was something I admired.  When I did not understand the reason behind a process we followed, she was able to explain the why behind it and how the process made the business better. This is a lesson that I’ve never forgotten; always be able to explain your actions and how they can impact your business.

It’s really been over the last few years that the lessons I learned from Jackie have become even more important. My opportunities to interact with and show the next generation what professionalism means have increased. Each time I am complimented on how I handled something professionally or ensured some detail was taken care of, I think of Jackie and say a silent ‘thank you’ to her.

Now, I can say it aloud; thank you Jackie for showing me what being a professional should look like. It is something for which I am very grateful!

My intent is not to answer any of life’s big questions (like who will win a battle between Batman and Superman) but to trigger some exploration and reflection. My plan is to post the question for all to see on Monday and provide my own response to it the following day. Even if this doesn’t trigger public discussion or disclosure, I hope that anyone reading this will think to themselves about how they might answer the question.

Look for the series to begin next week. Until then, stay warm and safe my friends!

It’s time to do some thinking and reflecting.

Just a few of the people who make for a memorable SHRM VLS – 7 people from 7 states!

The title of this post sums up what makes something memorable or not.

Yes, it’s the people!

For the 5^th, 6^th or maybe 7^th time (sorry I’ve lost count) I was fortunate enough to attend the SHRM Volunteer Leader Summit in Washington DC last week.  I say fortunatebecause as conferences with HR people go, this one is one of my favorites.

Why is it a favorite? Yes, it’s the people!

This conference has become, for me, much more than an opportunity to gain some new ideas and get the latest from SHRM on initiatives and programs being pursued or incentivized over the next year. This conference becomes, more than most others, a reunion among like-minded colleagues friends.

From the time I arrived at the hotel Thursday afternoon until my last moments in Washington, I had the chance to catch-up with the people who share a passion for helping others improve their HR practices and want to see good things happen for their chapters, councils, and companies. While there is a healthy debate in some HR circles about the value provided by organizations like SHRM, there should be little doubt that the people who dedicate the extra hour each week to building something meaningful and sustainable are worthy of knowing and supporting.

It’s the people who contribute to memories, fun conversations, and an exchange of ideas that many HR people are either unwilling or unable to participate in. It does mean going above and beyond.  Yes, there are those who fall into the classic “do no harm” mentality that is pervasive in my field. However, spending time with positive and professional people can have anaffecton us and it is up to each and every one of us to penetrate bad practices and ensure that good comes from the work we do day in and day out.

There are many levels of thanks to go around after this summit. SHRM staff was excellent in their session preparation. There were numerous fellow volunteer leaders (many of whom I am lucky to call friends) who shared their experiences and expertise. Finally, I would be remiss if I did not thank my Indiana SHRM colleagues for allowing me the chance to continue to serve, even though I live in Michigan now!

Why do I stay involved (even when it requires a 4-hour drive to Indianapolis)? You already know the answer, it’s the people!

Like many, I too fall victim to “needing” the next big thing or fanciest device rather than being appreciative of an experience or what is already in my possession. I fully admit that I am guilty of this, yet there are still times when I am able to make a conscious effort to be fully present and emphasize the importance of the experience. Thankfully, there are times when I can sit back and reflect on what is important and realign myself to be who I truly am and not simply what either society or my organization wishes me to be.

Being a copy of someone else isn’t allowing you to share your own gifts or your own values. Please don’t be a mere visitor to your life. Live well and be comfortable having a sense of uncertainly and an appreciation for the wonder in your world. It is truly magnificent!