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!

One of the fun little things on my desk (in front of a pile of folders which, at the moment, is put away!)

Well, there is no clear consensus on how we like our desks to look. Not a surprising result, yet instructive on how we each look at the world. Despite yesterday being #CleanOffYourDesk Day, I get the distinct impression that is not something widely celebrated within my circle of friends and colleagues.

There are numerous studies (some results from one conducted at the University of Minnesota can be found here) that suggest a messy desk is a sign of creativity or genius at work. Personally, I’m ok with that. Although right now my desk is at its zenith of neatness, I am confident that will change as January progresses. I fondly remember my mother having a sign with Garfield the Cat on her desk that stated “A clean desk is the sign of a cluttered mind” and given the studies that have been done and some of the commentary shared by my readers, there seems to be some agreement to that point.

So, do not fret over the mess. It may very well mean you are creative, maybe even a genius.  Science will even back you up on that!

Thanks for the input for this week’s post. The question for consideration before next week is…

What is a lesson learned from your 1^st job that still serves you well today?

My blogging goal for 2018 is to foster good debate and discussion on topics. Each week, a post putting out a question will go up. In the days that follow, I will invite people to chime in and provide their perspective(s) on the topic so that the next week’s post can include value taken from across the spectrum. The resolution post will include my own perspective on the topic and the next week’s question.

So, 1st up for 2018. January is often a month of organization and clean out. What are your feelings on a messy desk versus a clean one? Reply using either the comment box below or to me via e-mail Brad-at-rollercoasterhr.com

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

I know this hard for many of you, but it’s so important so bear with me for a moment.

If everyone I know would take 10 minutes and write a letter, the difference that can be made is tremendous. There is too much going on right now in this country and in this world to sit and wait while watching it all happen.

Yes, I am referring to you. Take time, write, express your opinion to someone. Even if it doesn’t agree with mine it’s important to be heard.

So often we are afraid of expressing ourselves. Doing so shows vulnerability and that is a state that we humans don’t like. Too bad. As I have stated before, it’s important to become comfortable being uncomfortable. I am here to challenge you again!

Below is the letter I submitted Sunday afternoon to my Congressman, Fred Upton. Now, my representative and I do not agree on some things, do agree on others, and have had one very brief conversation while having lunch (on Election Day 2014) in the same restaurant here in Portage. Whether we agree or not is irrelevant. What matters is that I express my thoughts to my elected representative. There are too many important things happening to leave to chance if someone should think “I wonder what my constituents think?” So my challenge to you is to write now on a subject of importance. Be vocal, visible, and valuable.

Summer evenings in my home had many of the same things that anyone would experience. Kids chasing fireflies, the music of ice cream trucks, and lots of kids playing around the neighborhood. One thing that many places didn’t have, nightly fireworks displays!

I lived near Kings Island (just north of Cincinnati) and part of the park’s allure was the fireworks display that took place each night at closing time. When the booms started, I knew it was 10:00 (or 11:00 on Saturdays) and would, from time to time, get to see the colorful display.

Once I started working at the park, the fireworks meant the end of a workday. So much so that over time I did not even notice the masses of people watching in fascination the nightly display. There were times I even cursed the fireworks if the wind was blowing just right and brought the exploded shells to my ride. That meant some additional cleaning!

Fast forward a few years and my girlfriend (now my wife!) and I went to her grandparent’s house and she was very excited about the fireworks display on the banks of the Wabash River in Vincennes, Indiana. Dusk came and we made our way down to the park and waited for the display. She always talked about this event as a highlight from her childhood and was excited to share it with me.  When the show started, I was underwhelmed. Why?

Well, to me fireworks were an everyday event that did not merit much in the way of special attention. For many others, they signify a special event or a holiday and really stand out.

There are likely things in all of our worlds that we view as everyday or ordinary. Yet to someone else, it can be an extraordinary thing. That’s important to remember when talking to others. We each have and do things that we think are nothing special. In reality, these things are likely extraordinary to someone else. Don’t discount your own work or experience. Cherish the moments that can make an impact for someone else. Remember to step back and enjoy the fireworks!

• 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)

When you’ve spoken at 20 SHRM conferences, you’ve seen and heard many things!

Many people know Karl Ahlrichs after seeing him speak at local, state, and national SHRM events. For all but 2 of the last 20 years, Karl has been a fixture at SHRM Annual Conferences and returns to Washington DC (his favorite conference city!) to present two (2) sessions this year. During a recent meeting in his hometown of Indianapolis, we sat down to talk about his time as a SHRM speaker and some highlights of his sessions.

In his 20 years presenting at SHRM annual conferences, Karl has been to many cities and heard many speakers. This year’s host city, Washington DC, is his favorite. No where else can you hear a session on the FMLA or an update on the latest from the Department of Labor and then leave the conference and see the Capitol and directly engage with those making our lives more difficult (or occasionally easier!) The energy in DC is unmatched and when fortunate enough to be in town during big events, it’s even higher. Karl was in DC on the day the ACA ruling was released by the Supreme Court and stood outside with the dueling protestors as the ruling came down!

A couple of SHRM keynote speakers that Karl found remarkable were Christopher Reeve whom he described as “amazing” and Madeline Albright when describing her worst moment as Secretary of State kissing Yassar Arafat.

In 2016 Karl is excited to return to the SHRM Annual Conference after a missing Las Vegas last year.  He did not mind missing the conference in his least favorite conference city where messages in the conference about wellness are followed by seeing masses of people sitting, smoking, and drinking!

This year, Karl is presenting two topics. First is Communicating Total Compensation and Benefits to Millennials http://annual.shrm.org/sessionplanner/session/18639 where Karl will talk about communicating complex subjects to people who do not care! Karl believes that it’s important to know that much of what we in HR have been told about generational differences is now dead and there are benefits to making messages simpler.

Karl’s second session is Advanced CFO Wisdom: The Art and Science of Communicating HR and Benefits with Finance

http://annual.shrm.org/sessionplanner/session/18703 Karl talks about the fact that many CFOs have become experts in the ACA. CFO’s are typically fast learners and are quickly becoming expert in engagement and retention since theses are parts of the HR world that affect bottom line. While many HR metrics are evolving, partnering with your CFO can yield tremendous results to the field of talent management.

Karl shared that he speaks to many different types of groups. Karl is a frequent speaker at CFO, CPA, and engineering groups. When stacked against those groups, Karl will take an HR group anytime describing them as engaged, wanting to learn what works (as opposed to what doesn’t!) and are willing to share ideas about what works. HR audiences also tend to forgive poor platform skills in exchange for good content.

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!

The stage at #SHRM15

Hank Jackson, the CEO of SHRM, echoed this theme yesterday. He hit upon a few points during his extended opening remarks as the conference officially kicked off.

Citing the newly released edition of Harvard Business Review, Hank talked about the necessity of HR to lead their organizations and step into roles that define to other executives what is important for the organization’s people. One of the articles in the magazine by Peter Capelli says that “the HR team can show these executives what they should care about and why.” Often, HR pros can conquer the what, but struggle with the why. This must change!

There are many in HR who would prefer to say “it’s the law” or “that is company policy” rather than provide rationale for the reason decisions are made. To me, it’s important to be able to speak to the reason behind a decision – the why of the decision. This concept is captured by Simon Sinek in his book Start with Why. Capelli cites something similar in the article when he says “knowledge of practices is essential, but it’s more important to understand what works when and where.” While this may remind some of you of your elementary school writing lessons (are you answering the W questions?) this practice is still essential in today’s workplace. Workers of today, no matter their generation, are not predisposed to simply follow orders because someone says so. Frankly, if the why can’t be explained, perhaps the decision needs to be reexamined.

Go beyond the what and cover the why. After that, ensure the when and where are correct too. This will bring the ability to thrive to not only to the organization, but to you as well.