• 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)

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!

Look at this pile of #SHRM15 vendor brochures!

One major vendor (who shall remain nameless here) even has the incorrect hashtag for the conference on their mailed postcard. Not a good way to engage!

The seven (7) that made me sit up and take notice are:

Halogen: I liked their “HR Brilliant” approach and the appearance that their entire campaign integrates with their booth theme and approach to engagement with the HR marketplace.

TalentSmart: Their small mailing came in a silver electro-blocking bag. They are promoting a book (Emotional Intelligence 2.0) that is available at a discount from their booth. The bag was eye catching and books typically catch my attention.

Berkshire: In what is perhaps the best integration of on-line and mailed promotion, Berkshire is promoting #AwesomeHR which is, of course, AWESOME! Love the positivity that they are promoting and the fact that they dedicated their mailing to this approach shows a level of digital marketing integration that doesn’t always show itself in the world of HR vendors (or even HR itself!)

Center for Creative Leadership or CCL: Although the mailing itself was not immediately attention seeking, I did like their integration with a Tuesday 7:00am session and their note that free coffee would be available. For those caffeine needing souls out there, this may lure them in!

IDVille: This mailing integrates a Twitter campaign asking attendees to tweet their secret identity to #IDVSHRM for a chance at some prizes. The use of social media with traditional marketing makes this another that got noticed.

Steve Gilliland: Steve (tweeting as @SteveGSPeaks) is well known by many in the HR community for not others “get his goat”. Well, the postcard from Steve invites attendees to find his goat, which is hidden somewhere in Las Vegas! Hints are to be provided both on-line and during Steve’s concurrent session. In addition to being a fabulous speaker, Steve shows he likes to have fun too!

LifeLock: The final piece I will feature is from LifeLock. This came in a typical interoffice envelope and has inside an ID card  belonging to “Sherman”  Return the card to their booth and receive a $10 Starbucks card.  Not only was this fun, but I am amazed at the expense put forth to send this ($2.54 per piece) and marvel at how captures a scenario that many of us in HR have dealt with, the missing ID.

For those attending, enjoy the conference, visit with vendors, and thank them for being here with us. Great conversations are there to be had and the resources are there for the asking!

The ‘H’ in HR stands for “human” (at least in most places!) and we as HR professionals do not always do a good job reaching out to those who can help us when we face situations that we haven’t encountered before. Building relationships is essential to learning and seeing things from a different perspective. While chatting with people in sessions and on the exhibit floor can begin the process, establishing genuine connections takes more time and sharing common experiences can lead to continued dialogue and bring people closer.

Even if big parties and crowded events are not your thing, there are many opportunities to connect with small groups of people and expand your own network and build the value you can bring to those you support in your business.  If you’re not one to find people on your own, I can certainly recommend the Meet to Eat Program that SHRM does each year. My own network benefits from people I met during a SHRM Diversity Conference at such an event.

One important reminder; take off your SHRM badge before you go out! Introduce yourself in person, not by your credential.

My wife Susanne is truly my better half and I am fortunate that she not kicked me to the curb during our 15+ years of marriage.  Instead, she has found a great opportunity in her chosen field and we have decided to grab it.  We have discovered through the process of working with headhunters executive recruiters that her skill set and expertise is highly desired and certainly much more special than some HR mumbo jumbo that I could develop over time.  So, after 10 wonderful years living in Bloomington and enjoying all it has to offer, we are moving north to pursue her opportunity in Michigan.

As we start out on the road to Kalamazoo, there are going to be bumps along the way.  Those bumps are expected and certainly provide the chance to embrace what is important and to grow as new challenges await.  I am confident that my own future is wide open with possibilities.  I have exactly one week to go in my MBA program and cannot wait to put my skills to work in a new environment and engage in unforeseen challenges.  Although finding an organization to associate with on a full-time basis would be grand, I am equally intrigued at the possibility to start executive coaching on a regular basis and could certainly do that throughout the Midwest. Any referrals would certainly be welcomed!!

Feeling abundant, seeking to empower others, and demonstrating to my children what being good is about provides me with purpose and passion.  These resonate well with my core beliefs:

• Look for the best in everybody
• Take calculated risks
• Dream Big
• Make time for what matters
• Have fun

Although there will be many things to be missed about being in Bloomington, the memories I take, visits that will be made, and lifelong friends to be cherished are always an important part of what’s next!

Messages must move forward

Much of what we do in HR is communicating with people.  As every good HR pro knows, everyone is different and the requirements to get messages through are as varied as the individuals themselves.  This applies to methods, wording, even the timing of communication that we provide to those we work with on a routine basis.  A diverse message will get through much better than a one dimensional message that may resonate with a few, but leave many out of the communication loop.

A good communication strategy is going to include elements that lead to business success.  In this age of hyper-connectedness, reputation management is one key aspect of this business strategy.  Many of my colleagues in HR are very accomplished at seeing issues with the perspective that will protect an organization’s interests. This is balanced by being able to communicate in such a way that accomplishes the conveying of information that is accurate and informative as well as consistent with the other communications done by the organization.

In an age where organizations are facing increased regulatory requirements, competition for top talent, and evolving technology, the communication piece of managing people will gain importance.  If you haven’t already, take some time and learn some public relations principles from those who do it well (look to a local chapter of PRSA) and reciprocate by sharing some person-to-person tips that may benefit another.  Both of these professions understand that message matters. Even with this understanding, having  the ability to clearly define and communicate it can be a challenge.

This on-going connectedness has many benefits.  We all have areas that we struggle to be as successful as we are in others and being able to look to others who have conquered an issue and are willing to share that knowledge is extremely valuable.  I am pleased as more of my HR colleagues take on blogging and increase their visibility at state and local HR conferences as speakers and the experts that they are.  The more exposure that the HR profession has to many of the great and active voices that are in the consciousness, the better we all can be in terms of pulling together our strengths to benefit the profession, our organizations, and those we work with on a daily basis.

One strategy I am using is to expose my HR staff to some of the blogs I read so that they can begin to explore and see the larger HR world that exists outside our organization and our local SHRM chapter.  Good ideas come from everywhere and building on these is the best way to build a feeling of abundance and avoid the feelings of isolation and desperation that can sow the seeds of doubt.

My current MBA class is focusing on quality issues within organizations.  A phrase from the first class seems appropriate for us who want to learn while in the blogosphere.  Unconnected knowledge is not as useful or satisfying as learning applied for individual and group benefit.  Reach out, share your knowledge, and be willing to suspend your own certainty to learn something from someone else each and every day.

As I get more involved, my level of enthusiasm continues to grow as I get to know people and make the real life connections that have started on-line.  During my time at HRevolution in Atlanta, I was struck by the authenticity that I experienced from everyone present.  Although many people who are not involved in social media feel that an on-line persona cannot be authentic, I believe it is the opposite since being on-line can provide a safe way to talk about our real self as we all continue to pursue our ideal self.  Trying to convey this to those unwilling (or unable) to jump in and try it continues to be a challenge.

The line between pushing limits and settling for status quo is a fine one and I am trying to straddle that now.  While wanting more of my HR colleagues to embrace social media and experience some of the community that is brings, I worry at the same time about the loss of authenticity that may come about as more people get more involved.  I may not have a legitimate concern as my own involvement is only one year old now and I hope that I have not been guilty of what I am worried about.  There are many good people in the social media sphere and I enjoy learning from them each day.  There is rarely a day now that I do not refer to someone within my social media circle as a resource for a workplace issue.  Because of the information richness it brings, I truly cherish having as many people as possible involved.

Despite the resistance that some give, I will continue to push more to be involved to make the social media space even richer for those already in it.  Of course, nothing beats personal connections and going beyond the computer to reach the real lives we all enjoy.  That still reigns supreme in establishing a solid authentic relationship.

Although there are times when disagreements arise in our robust discussions in blog comments and during chats, it seems that as a group we almost always retweet and

It's a Yes, sir Yes, ma'am thing!

agree with the points made.  As we push greater involvement in social media among our colleagues, it seems this level of discussion will need to increase and that we will need to integrate a wider expanse of world views.  This diversity of thought will make us all better, but may increase the risk of reducing the authenticity that I believe the HR social media community has with one another.  How can we increase the diversity of thought within the HR community while encouraging continued authenticity among those participating?  Are we doomed to have only a select group heavily involved or can we truly build the bridges needed to make the social media experience as real as our real life interactions?

Of course, I may be following and reading items from only those people I agree with and I am inadvertently selecting these similar viewpoints myself!  After all, I do think (ok, maybe it’s better labeled as hope) that those involved with social media and its acceptance are on the cutting edge and we are willing to shout out for innovation and openness.  From that perspective, the diversity of what one can do and/or find is truly quite something to behold.

I welcome your thoughts and ideas.

Photo credit - pdroms.de