SHRM 2011: The Good & The Bad

I must admit, I went into SHRM11 feelings a little apprehensive. The expectation of programming that might let attendees down, the prospect of standing on my feet for 3 days straight, and the pre-formed guilt of the swag footprint always makes me painfully self-aware. As usual, I was wrong to go in feeling uninspired! I saw so many of my virtual friends in the Social Media lounge, was totally blown away by the keynotes, had great conversations with HR Pros from all over the world, and discovered some really great new companies.

In all, it was a marvelous time in Las Vegas. Our company was smart enough to put us up at the Green Valley Ranch; far enough from the strip to avoid creating the concept for Hangover 3. We behaved well at night and we're charged up to make the most of swagville by day.

The Good:
* Tony Hsieh - I have always enjoyed Tony's fun loving approach to doing business. I have seen him present before and have read his book. It is awesome that he was willing to promote his vision to the world of HR. John Hollon wrote a great piece on Tony's Keynote - check it out!

*The SHRM HR Blogging Community - It is no secret that I Love Laurie Ruettimann - she is like the little sister I never had. Totally upbeat but perfectly realistic. The Great Robin Schooling dropped by our booth to discuss wine, the lottery and the Saints. She honors the namesake of her favorite football team. Paul Smith dropped in during down time for a meaningful conversation about influencing managers to help employees make good decisions. Paul is one of my favorite writers and even more engaging in person. I also waived at China Gorman, gave Charlie Judy a high five, and exchanged salutations with my friend Trish McFarlane. The degree of influence that social media has gained @ SHRM over just the last 3 years because of the aforementioned people is simply remarkable! Keep fighting the good fight!

* Bright - My favorite new company....They have a super cool platform, totally engaged employees, and a feeling of purpose in their booth that radiates hope.

* Dice - This vendor hired Laurie Reuttimann, Steve Boese, and China Gorman to speak as HR Experts in their booth - a inventive and profitable decision.

*TLNT - I thought it was just a blog...apparently it's an actual company. Amazingly cool people and great writers who are kind enough to throw us all the part. The troops are throwing an event in Austin this is a can't miss.

The Bad:

* The only complaint I have about SHRM11 is the immaturity of vendors. Several times members of competitive organizations came to our booth in request for information. Some sent their loved ones, others dressed in costume, and there were those who were bold enough to show up and take our collateral (readily available on our website). While their methods were varied they have one thing in common: They think we're stupid! I know who you work for and I don't care what you know about my company. I never worried about competition. I concern myself with forging great relationships, finding customer's who mirror our company philosophy, and developing ways to make companies better.

"Don't Chase the Paper, Chase the Dream" - P Diddy

Thanks to Fabulous Las Vegas and all the people that made SHRM11 a massive success!

See you in Atlanta in 2012!

Don't Forget to Remember!

- Dave

Welcome to Swagville!

The 2011 SHRM Conference is upon us. Attend a few courses, get your certifications renewed, see some old friends....maybe do a little site seeing or grab a drink. But there is a 12,000 pound Elephant in the conference center: SWAGVILLE!

Also know as the Exhibitor Hall, Swagville is a place where uniformed sales people scan your badge and give you a collection of logo-ed items.

I am wondering if this elephant is a necessity. For "vendors" it is an opportunity to essentially have thousands of client meetings in one day. For "attendees" it is an opportunity to gather a bag full of branded toys for the kids.

Question: Have you ever implemented an organizational program because of a logo-ed stapler?

Maybe you have. Maybe the impression of a logo on an office aid actually has an impact. Maybe if you are a kid growing up with a logo-ed stapler in hand, you are forever involuntarily embedded with brand loyalty???

Vendors pay A LOT of money to exhibit at conferences. The quality of the various conversations usually opens opportunity for new partnerships and the investment is paid for. But, I am wondering if the swag is necessary? If you walk past a booth and grab a pen does it have any relevance to making your business better? Does a stuffed animal actually encourage you to seek out a vendor for help?

These chotsky's break pretty easily, they are extra stuff to carry on a plane, and the branded bag they come in will probably taint your fruit if you use it at the farmers market.

So, there is no business relevant conversation, you are forever surrendered to an email list referencing a product that has no significance to the job function you perform...the junk soon breaks and is trashed. Bad for the environment, costly to vendors, meaningless to attendees.


In 2012, I propose we eliminate the swag! All vendors take their previous year's swag budget and make a charitable donation. The Exhibitor Hall is now reserved for people who are serious about adding a product/service to compliment their organization. If you are not a decision maker or do not have a need for a service, you can avoid the Exhibitor Hall. This promotes meaningful and relevant conversation among people who are genuinely invested in forming partnerships. I would bet the same ROI would come to the vendors and meaningless transactions would be terminated.

Businesses grow and prosper, kids are spared the disappointment of their favorite branded toy breaking in half, the environment is spared and a charity of each vendors choosing is rewarded with money they can genuinely use!

Let's get back to partnership building with a purpose! Let's make the world a better place!

Don't Forget to Remember!

Dave

A Challenge to HR

Going into the 2011 Society for Human Resource Management Global Conference, I feel it my duty to re-iterate the "top workplace trends according to HR professionals" conveyed at the onset on 2011:
1. Continuing high cost of employee health care coverage
2. Passage of federal health care legislation
3. Increased global competition for jobs, markets and talent
4. Growing complexity of legal compliance for employers
5. Changes in employee rights due to legislation and/or court rulings
6. Large numbers of Baby Boomers leaving the workforce at around the same time
7. Economic growth of emerging markets such as India, China and Brazil
8. Greater need for cross-cultural understanding/savvy in business settings
9. Growing national budget deficit
10. Greater economic uncertainty and market volatility

In short; Globalization, The Economy, and a whole lot of policy. I guess Laurie Ruettimann was right, HR is all about politics.

How do:
1. Leadership
2. Organizational Strategy
3. Innovation
....fit into the HR notebook?

Should we be concerned that the Administrative stereotypes of Human Resources are re-enforced by the aforementioned survey? If HR really wants a "seat at the table", we need to focus less on legalities and more on our influence in driving organizational strategy.

We need to attract and hire great talent, evolve our company culture with the changing generational dynamic, create programs that drive thought leadership, and foster an employee-centric organizational environment. If these things seem obvious why are they not showing up as our peak concerns. We need to put down the Employee Handbook and pick up the Organizational Playbook.

Every employee in every company starts and ends with HR. We need to be a pipeline from Employee to Senior Managers:
Adopt a Strategic Program Management Plan
Create a Funnel from Employee to CEO
Stop Ignoring the Facts


What Would Google Do...
At the World at Work Global Compensation and Benefits Conference, the Google Compensation Team revealed a case study detailing how they revolutionized Compensation in their organization. Google gave every employee a 10% pay raise and a $1000 spot bonus. As we left their panel discussion a man turned to me and said, "I sure would like to work at a place where 10% pay raises were a reality...but I never will". Many from the conference had similar reactions, but they missed the point. Monica Davis and her team at Google developed a strategic plan for program adoption:
1. Listen to Employees
2. Gather and Analyze Data
3. Obtain Approval
4. Communicate
5. Build a Model
6. Implement

The key of this presentation was not that Google has millions of dollars to shell out on the ready (because they don't). The Google team wanted to show other HR professionals how to be business relevant.

When you come to the board room with data and a communication model to drive employee adoption; the CEO will actually ask you to "sit at the table".

The Voice of the Little People
I've never met a CEO that has any idea of a entry level professional's level of discontent with organizational directives. We implement performance reviews, surveys, and town hall meetings in an effort to gather employee feedback. Most employees feel they will be cast in a bad light if they point out areas of organizational deficiency in these forums. So they keep their mouth shut and work around organizational challenges.

This is where HR needs to assert leadership. Every HR Leader knows where the organization is falling short. With data in hand, and a plan for restructuring, we can be the driving force to organizational improvement.

What are you afraid of..?

Watch Your Back...
I worked for an organization that had a technique. Gather exit feedback from employees...then run to those who have been complained about and warn them to watch their back. This is how mediocre organizations stay mediocre, great employees leave for greener pastures, and bad middle management maintains it's place in marginalizing talent.

We are in denial! We start a 'good ol' boy/girl network' and protect our own. Millions of dollars are spent opening exits for true talent while protecting people who suck at their job. What a shame.

Another opportunity for HR to bang on the Boardroom door and demand attention.

So, as we enter the conference center in Las Vegas for the 2011 SHRM Annual Conference, I want to issue a challenge to every HR professional at every level...

Acquire knowledge to solidify your position as a Change Manager!

Gather tools to improve your strategic approach, the courage to convey information and the uncompromising drive to make your company better!

Don't Forget to Remember!

Dave

What Sucks About Conferences

Memorial Day Weekend is the introduction to Summer....which can only mean one thing....It's Conference Time!!! That's right....the time when your company sends you off to an exotic location to spend 3 days in a conference hall learning about the latest industry best practices. You rub elbows with the experts, make a few new friends, acquire a ton of knowledge....and return home with a hangover and a foam Gieco Lizard for the kids!

I have the pleasure of spending my summer weekends as a 'vendor', presenter, and attendee of several conferences in various industries. My time and practice have helped me develop a rhythm for maximizing quality information intake.

There are 2 distinct types of presenters at conferences:
Those who genuinely wish to educate
Those who grandstand in a effort to push their products

I love attending sessions with dynamic speakers! Those who can keep an audience engaged for 45 minutes and leave them asking for more. These masters of public speaking are few and far between at conferences. Far too often we are subjected to 50 powerpoint slides of bland information hosted by a guy in a suit behind a podium saying ummm every fourth word. This sucks!

Another type of presentation that brings me displeasure is a 'vendor' that sponsors the conference who is afforded an opportunity to present. The session is titled "Strategic Finance Management" - you walk in and see a vendor logo presented prominently on the screen. They proceed to spend 45 minutes going through an introduction of their finance management software.....there is no strategy, no relevant information, and you spend the session trying to find the Geico booth on the exhibit hall map.

There are special events at conferences: Happy Hours, luncheons, dinners, and boat cruises. You want to go back to your hotel and sit at the bar for a half hour before getting some well needed rest but your boss told you that you have to network. You board a crowded bus, get to the Boat, and are bombarded by more 'vendors' handing out logo-ed cups and flashing logo necklaces. As you grab some food and seek an uncrowded place to enjoy your first meal of the day. Then you are joined by 6 young men in matching t-shirts. They proceed to spend the evening telling you about how great their products are and how much they want to work with your company. They give you their cards and take yours.....time to catch a cab back to the hotel!!!!!!!

Then there is the exhibit hall. Your boss has asked you to find an incentive planning partner...there are 46 of them exhibiting. They all look the same and they all have the same approach. Scan your badge, give you a logo-ed pen, and say they will have a salesman call you as soon as you get back home.

After visiting 46 companies that look exactly the same, having your lunch ruined by networking 101 bravado, sitting through a product pushing session, and collecting 923business cards; you finally get to the Geico booth....they are out of foam lizards....FUCK!

As you finally make it to the airport you find an empty bar stool. A nice gentleman pours you a beer and offers you a shot for only $1.00 more. You accept. The thought that crosses your mind as you reflect on the conference...

DO THEY THINK I'M STUPID?

I've been gorilla marketed to the point that I will have logo sponsored nightmares for months. I sat through sessions that push products without consideration of audience interest. I've given my cards to 100 gel heads that will spam me for months to come....and I didn't even get a goddamn lizard for the kids.

Department Managers: make no mistake about it, sending your Jr Associates to conferences is very motivating! They will do everything in their power to move up the ladder so they don't have to go to that conference again next year!

Don't Forget to Remember!

Dave

Social Media @ SHRM10

Ponder with me...

• Have you ever tried to register your content as a speaker at a major conference?
• Do you ever wonder if anyone reads the post session survey cards that you fill out?
• Do you think the whole concept of the Exhibitor Hall has lost it's intended purpose?
• Are you offended by speakers who work sales pitches into their educational content?
• Do you find attendee objectives to be against the intended conference purpose?
  
  Now you have an avenue....SOCIAL MEDIA!
  
  The 2010 Society for Human Resource Management Annual Conference was inundated with real time reviews of the sessions, the speakers, the event culture and tips on the hottest swagville give-aways. Those who missed certain sessions, were working a booth or didn't attend the conference were able to get real time reviews from our favorite Social Media Opinionists via the #SHRM10 Twitter conference board. Not only did I find the influence of the hash tag culture informative, I was impressed by SHRM's willingness to embrace this inevitable movement of people empowerment.
  
  It is assumed that vendors could give two shits about session content and are simply there to hand out logo-ed head bands - not so in my case. As such, it was great to track the insight of:
  Mark Stelzner, Laurie Ruettimann, Michael VanDervort, Jennifer McClure and Matthew Stollak during sessions.
  
  It was also encouraging to see SHRM giving Curtis Midkiff a forum to reign in the 'reviewers board' in an attempt to encourage healthy conversation.
  
  Jessica Merrell and Robin Schooling gave me a full overview of their climb to influence, the power of the unconference and the undeniable influence that is being recognized to the power of the pen (keystroke). For the record, I have seldom met a group of people more willing to educate...I must say the formal education process is not always as forthcoming.
  
  My challenge to SHRM is to continue to evolve content by presenting an alternative track where the unconference thought leaders can facilitate round table discussions. In doing this, those attending can challenge views of the content and present the objectives that make best sense to their organizational culture. Content without interpretation is just notes on a page; never to be revisited.
  
  I applaud SHRM for opening the can of Social Media worms. HR is understandably the last to adopt personality driven directives...but, the Blogger Bus has arrived at the conference center!

• Do you want those with a voice to millions to be a promoter or a detractor?
• If we pay $1,200 to attend/exhibit at a conference shouldn't we get more out of it than a bag full of swag and a hangover?

Baby Steps.....

Don't Forget to Remember!

Dave

Vendors Are People Too

Hello From the Society for Human Resource Management National Convention!

You have finished a full day of programming, logged a few certification hours and have seen a few old friends. Now you face the dreaded task of braving the Exhibitor Hall. Your only goal: grab a bag full of logo-ed schwag for your teenager; because kids love squishy cows and stuffed animals.

You are greeted by a manic energy you never thought possible. People in uniforms throw a badge scanner in your face and rapid fire questions about a service that might not be applicable to your organizational role. After 7 minutes of furrowed brow conversation you are given the cow and sent off into the wild...knowing full well that someone has your email address and will be stalking you to buy a non-applicable product or service.

I GET IT!

I hate the word 'vendor'; it is so objective....but in most cases the punishment fits the crime. I am also the first to admit that most 'booth teams' do not have an exhibitor strategy that promotes anything more than scan the badge, get their contact info and get our logo into the hands of your 12 year old (because they have decision making power).

DON'T HATE THE PLAYER, HATE THE GAME!

Guess what....it is not my favorite thing to stand on my feet for 12 hours engaging in awkward conversation. I love missing my daughter's first visit to Disneyland to wear an uncomfortable shirt and hand out fliers. Getting doors slammed in my face, being hung up upon and receiving email responses offering to contact the authorities if I keep stalking you is a way of life for me; but it is still a little defeating every time it happens.

Yes, the people in the bright shirts have kids just like you, they may very well read the same books that you do or sit next to you in church. Shame on them for not engaging you in conversation accordingly. This might sound completely bizarre, but 'vendors' like working with people who appreciate them. The best business relationships involve Friday night brain storming sessions while our daughters have dance recitals, Saturday morning project strategy meetings while our sons play in the little league championship and/or a Tuesday evening call to extend our condolences for a business partner's personal tragedy. We are willing to climb mountains for you if the aforementioned sacrifices come with two words: Thank You!

VENDORS ARE PEOPLE TOO!

So in the midst of the Exhibit Hall madness...I met my hero. I did not scan her badge or give her a magnet. I gave her a hug and told her how honored I was to finally be in her presence. She is even more lovely in person than she is online. If I leave San Diego without the emails of people who hate me and a empty bag of schwag, at least I added another friendly face to my motivational rolodex....to keep me going when someone slams a door in my face.

And to my daughter Marley - Sorry I didn't get to meet Snow White with you....I assure you my time away will serve our family well!

Don't Forget to Remember!

Dave