Posts Tagged ‘@sbrownehr’
It’s time for another SHRMChat!
For newbies, SHRMChat is a monthly Twitter chat where we discuss issues affecting state and local affiliates of SHRM. There are different issues every month, and I preview and recap every month on my blog.
This month, SHRMChat will be discussing conferences. Many of us attended the recent Annual SHRM Conference & Exposition (SHRM12), where more than 13,000 people gathered to drink in all things HR. I belong to two different local SHRM affiliates, and both have hosted, or are preparing to host, one day conferences. And most state affiliates offer a conference.
So let’s chat about what needs to be done to make an HR conference a success. To help us with this discussion, we will be joined by 3 special guests:
Mike VanDervort – @MikeVanDervort – Mike is the social program strategist for HR FLorida, one of the largest state councils and conferences in the country. He also recently attended SHRM12 as an official blogger, and decided that SHRM has a formula for success through social media. Read about it here.
Here are the specific questions we will ask during the chat. The first question will be asked at 8:10 and each successive question will post on the 10′s.
- Q1. Excluding content, what are the 3 most important ingredients for a successful conference?
- Q2. Can there be a successful HR conference without social media? Why or why not?
- Q3. Name the top 3 social media practices a conference should use.
- Q4. Are HRCI credits a must for a successful conference? If not, how do you attract attendees?
- Q5. What are the 2 or 3 most important attributes of a successful conference director?
There was one theme that the tweeters returned to frequently in the busy hour that was the May SHRMChat:
Marketing to and educating businesses without an HR function is a huge opportunity that is generally overlooked by most state and local SHRM affiliates.
Most of the chatters admitted that they have a healthy number of members or function attendees that are small business representatives and not specifically HR pros. Some chatters felt that their program offerings were targeted to generic business issues that would benefit everyone, even if their audience was not HR specific.
But more felt that their SHRM affiliate didn’t do enough to market to small business, and needed to reach out to them more specifically instead of waiting for the business to come to the chapter. Some of the suggestions for increasing non-hr attendance at events and programs were
- Direct marketing and announcements to Chambers of Commerce and local business schools
- Marketing and reach out efforts through local business press sources
- Meeting attendance incentives such as free guest attendance and free student admission
- E-books or other publications on basic HR topics for small business
- Make sure the Board and volunteer positions includes business pros who are not necessarily HR pros
There was also a robust discussion about the type of programs that would be of interest to small business without an HR function. One of the chatters, Alicia Arenas, a small business strategist, offered some specific suggestions regarding the types of topics or issues that small business wants to address
- How to have a performance discussion with employees
- How to motivate employees
- How to tell when an employee is lying
In short, chapters and councils need to think basic when considering how to attract and educate the business without a dedicated HR pro or consultant.
Finally, the chatters – ever vigilant about how to get their chapters to buy into increased involvement in the non-HR community, discussed how chapters tend to do things that get measured. SHAPE plans that require some type of initiative to reach small business was discussed. One of my favorite comments was that an initiative that focused on educating and engaging the small business community would be “ripe for a Pinnacle Award.”
Although it wasn’t the last discussion of the chat, this probably best sums up the feelings of the May SHRMchat participants:
Small business access to chapter and council initiatives doesn’t have to mean an increase in membership or revenue. Connecting to your community, and improving human resources business function should be the ultimate goal.
Join us for a special two-part June SHRMChat. Our June topic is “SHRM national – what can they, will they, and should they do for the state/local affiliate?” We will be chatting on Tuesday, June 12, at 8 pm EST/7 pm CST to flesh out these issues in preparation for a special live chat from the SHRM conference in Atlanta. The Atlanta date and time will be announced as soon as it is finalized.
The next monthly #SHRMchat – a Twitter chat to discuss using social media with state and local SHRM chapters – will be held on January 10th at 8 pm EST/7 pm CST. Here are the details:
During the November chat, I was impressed with a comment made by Steve Browne of Ohio, which I will paraphrase here: Don’t use social media just as a bulletin board for chapter announcements. Use it to create and engage a community.
I’m still thinking about that message and wondering about the best ways to implement it. Consequently, the theme of the January chat will be PLATFORMS. Let’s discuss Facebook, Twitter, Linkedin, YouTube, and blogs and how to use those platforms to build a community – since we all probably know how to make chapter announcements. Here are some specific questions to drive the discussion:
#1. We all know that the different platforms have their own advantages. Can you identify one specific goal of your social media efforts (example: increase chapter membership) with one platform that works best for that goal?
#2. Which platform has the best time/return ratio? For example, do you find Facebook fast and easy with a high rate of engagement, or is it too cumbersome for the benefits it reaps?
#3. Have you been able to get others in your chapter excited about social media use? Which platform works best for individual member engagement and why?
#4. If you have found a particular chapter to be good at a specific social media site/platform, please share the URL, account name, link etc.
Don’t forget to identify the specific question- Q1 or A1, for example – in your tweet so we can all follow along.
In February, we will move into a general discussion of how to broaden this chat beyond social media and into a discussion of SHRM chapter issues in general. Stay tuned!
A day or so before I was to depart for college, I became violently ill with what I thought was gastroenteritis, (what people commonly call stomach flu). But it cleared up almost immediately after I met my roommate and settled into my dorm room.
It was really stress, you see, from a girl who had almost never been out of her white-bread, suburban Detroit, lower-middle class community. We were poor, and even restaurant dinners and family vacations were totally foreign to me. The idea of being 90 miles away from my mother and family was sufficiently stressful to induce 2 days of vomiting.
After college I returned to the same suburban community where I grew up, beginning my first career as a police officer and maintaining some old friendships and forging new ones among co-workers and neighbors. I stayed safely snuggled in those six square miles, leaving infrequently and never going very far when I did.
Then I met and married my husband, and he yanked me out of my safety zone to live in his world. That world was only another suburb about a 1/2 hour drive away, but to me it was like moving to another planet. I didn’t know the geography and, before cell phones and computers, immediately lost touch with many people. I didn’t get physically sick this time, but I was irritable, argumentative, or crying for at least 3 months after moving. More stress.
So I wasn’t really sure what to expect a few weeks ago when I packed up my dogs and car and began the biggest move of my life: 1,400 miles and almost 24 hours of driving, from Novi, Michigan to Naples, Florida – from the same 30 or so square miles I had lived my entire life to, as my friend Dave Ryan said, ” just north of Cuba.”
This time, though, I didn’t get physically sick. I haven’t screamed, cried, or other wise acted out. I’ve been tired, sure, but peaceful. Calm. Happy. This time, my friends and family have been with me the entire time:
- Driving across the Brent Spence Bridge in Cincinnati, when I thought of Eric Weingardner, Jennifer McClure, Benjamin McCall, and several others who live there.
- Hearing “Everyday People” by Sly and the Family Stone on Sirius/XM Sixties radio in Kentucky, which I will forever associate with Steve Browne‘s broad smile and ready hug.
- Driving by the I-71/Louisville exit and recapturing the HRevolution #1 post-lunch walk with Lisa Rosendahl.
- Thinking of Mike Krupa when the rakish young man in a Mini Cooper flashed me a bright smile as he passed in northern Tennessee.
- Watching a family walk their GSD puppy in a Georgia rest area and wondering how Deirdre Honner was.
- Driving through Atlanta and remembering everyone from HRevolution #3, especially Neil Morrison, James Papiano, Tammy Colson, and Frank Zupan.
- Hearing Jason Danieley sing “You Walk With Me” from The Full Monty, who is forever associated in my mind with Trish McFarlane.
- Having several Floridian Facebook friends reassure me that I will get used to, even welcome, having geckos skitter across the kitchen floor.
Last week I went to my first Florida HR meeting. I was inevitably asked by a tablemate what I did for a living. I explained a little about me and my social media venture. One of the people at the table made the standard complaint about social media and “not wanting to read about what people eat for breakfast.”
I don’t mind hearing about your breakfast; I find it endearing. I want to see pictures of your kids and grandkids, too. Tell me about your good days and your bad – I’ll try to be there for both, because the gift of fellowship I get in return is worth it.
Social media changed my life, and it is the greatest gift I have ever received. Thank you.
Have a wonderful holiday season and the best New Year ever.
As the Director of the recently concluded Ohio HR conference, he chose a fun theme – HR Rocks – and then had vendors, presenters, and attendees spend their time immersed in the theme, listening to, looking at, and even dressed like rock stars. Steve himself opened the show in wig and with guitar in hand. (See the video of his opening act here.) There was no way to confuse this conference with any other.
I spent most of my conference time sitting in on sessions that focused on HR as a business function, not as a compliance, benefits, or health care administration department. The best of these sessions were “Making A Business Case To the C-Suite”, by Mark Stelzner, and “Transform From HR Leader to Business Leader” by Jennifer McClure. Both speakers were excellent as they discussed HR pros as business people first and foremost, and how speaking business language, not HR language, was one of the keys to strategic business success.
The most important thing I heard during my 2 day experience came during Jennifer’s session. She was discussing the need for HR pros to look at themselves as business functionaries. She used Steve Browne as an example: ”Ask Steve what he does for a living. He won’t say, “I’m the Executive Director of HR for LaRosa’s. He says, ‘I make pizza.’ ” Jennifer’s point was, of course, that Steve helps run the business – which is a chain of pizzerias. Making pizza is the main function of LaRosa’s, and Steve’s function in the long run. That kind of thinking is what HR needs more of.
It also shows that Steve is a genius, with or without the insane.
I will step up my efforts with SHRM, local and national, to improve the HR community and help increase collaboration among members.
Sounds a little like a scout pledge, doesn’t it?
This was one of the goals I articulated last year for the Creative Chaos Consultant‘s “Put Up Or Shut Up” challenge (more on that challenge coming soon). So, during fall conference season, it was reasonably imperative for me to attend my state SHRM conference. Wasn’t it?
In making my fall conference plans, I discovered that Ohio‘s state SHRM was being held in Sandusky, Ohio, which is actually a tiny bit closer to my home than Grand Rapids, Michigan, site of the Michigan SHRM conference. I could easily and cheaply travel by car to attend either – but attending both was not in my budget or interest. Looking at the sessions offered became the deal maker. Here were two of my actual choices, one from Michigan and one from Ohio:
Employer CONTROL versus USING social media? Should I learn how to help HR grow up and move forward, or listen to tired practitioners cling to archaic and outdated concepts? Michigan’s choices all seemed to encompass the latter. I chose Ohio, and I was treated to informative, innovative, and thoughtful sessions. As Steve Browne, Program Director for the 2010 Ohio Conference said at the beginning of one session, “if you are here just to get re-certification credits, let me ask you one question: WHY?”
I want so much to support my local and state organization, but not at the expense of my personal development. Next year, I’ll be going back to Ohio.
If you had a choice, which SHRM state or local would you choose to invest in?