SHRM Leadership Conference-Panel on D&I, Flexibility, and Social Media #SHRM10Lead

There was a great panel this morning at the SHRM Leadership Conference about some of the “hot” HR issues, including Diversity and Inclusion, Workplace Flexibility, and Social Media. Check out the short video below where I talk about some of the interesting quotes I heard.

(When I tested the video, it played without the lag between the visual and the audio. But them someone told me it was showing weird for them. Sorry about that if it’s broken, but just listen. As always, it’s the content that counts!)

Video Notes:

  • Eric Petersen-importance of separating the things  a 20 year old does and the things that make a generation different.
  • Lisa Horn-workplace flexibility isn\’t just for women. Yeah.
  • Curtis Midkiff-Continuing the conversation after a conference is one of the best uses for social media.

Yeah, it’s not exactly what I came here for, but I thought they were interesting enough to share. :-)

Social Media, SHRM, and Curt Midkiff

SHRM's social media guy-Curtis MidkiffSHRM has some work to do to catch up on social media, and a while back they hired a guy named Curt Midkiff to make that happen. You may remember me writing about Curtis before (part one and part two). Well, it’s been six months since his first appearance here, and I thought it was time for us to give him a performance review.

What do you think went well this year? What did you accomplish?

When I came to SHRM in April, our team had several initial goals for the balance of the year which were:

  1. Enhance our engagement with some of the key “HR voices” in social media.
  2. Increase engagement in our Annual Conference via social media.
  3. Create some initial beta platforms for engagement via social media.
  4. Be a resource for other SHRM departments and leaders looking to engage external audiences via social media.
  5. Get Ben Eubanks to become a SHRM member :-)
  6. Work with the collaborative social media team here at SHRM to develop a strategic approach to social media.

I think that we achieved some of those in these first six months but there is much more we want to next year!

2. Do you see any areas that need improvement?

Hmmm… Let’s see. Quicker blog posting from my SHRM10 blog squad (my fault guys, we will get all your work up next year in Vegas… :-)). And maybe we need to enhance our cloning software here at SHRM so I can be at six or seven places at once especially all the great social media conferences going on. But seriously, I think that next year offers a great opportunity for growth in the social media space here at SHRM. We have a number of people here at the headquarters that are integrating it into the work they are doing so collectively you can expect to see some cool things next year.

3. Goals for the Upcoming Year

  1. To enhance our external social media platforms. I think we made a good start in these areas but in 2011 we can plan to do more. We will generate more content (videos, blogs, etc.) to give people a fuller picture of the work SHRM is doing as a global organization.
  2. Annual Conference 2.0 — We are already working on some interesting things for 2011 to really increase engagement via social media. The feedback we received from the Social Media Lounge, The Blog Squad and TweetUp last year has now set the bar much higher and I think we are up to the challenge. At least from a social media perspective, we want to make sure what happens at Annual Conference in Vegas doesnt just stay in Vegas!
  3. Equip our Leaders and Members with Social Media Tools — I think that we will be in a position next year to provide more tools for our Volunteer leaders and our Members which will enable to understand the power and potential of social media. As I mentioned before, we have a great cross-divisional initiative going on here at SHRM that is going to better equip our employees in the social media space which we can then pass along to our leaders and members.
  4. Blogapalooza 2011 — We really want to get out there among the members to talk about social media and also listen to some of the best practices happening in the “field”. In my travels this year, I have met SHRM members like yourself (who by the way along with Victorio are doing some great work with #ProjectSocial) who are making some great strides in social media. We can assist as well as learn from these experiences as well. I am headed to Ohio in Dec and some of our other state conferences in 2011 so the tour bus is ready to roll.
  5. SHRM11 — As I mentioned before we looked at Annual Conference 2010 as a launch pad for enhanced social media engagement. Since then, we have had a presence at our SHRM Thought Leaders Retreat, SHRM Strategy Conference and our Diversity and Inclusion Conference. You will be happy to know that Annual Conference 2011 will be the next step in that progression. As is everything at SHRM its a team effort, so we are working witn a number of departments here on a social media presence that will build upon last year’s “beta test”. Stay tuned.

Peer reviews (360 feedback)

In an effort to get a well-rounded review for Curtis, I asked a few people to tell me about their own perception of him and the work he’s done so far. I asked for honest feedback, and that’s what I got!

I have met with Curt several times (at SHRM conferences) and found him to be engaging and knowledgeable. The overall impression he gives regarding the possibility of national SHRM adopting social media and encouraging its use is commendable. I still see national SHRM conferences offering sessions that lean more toward the control of employee use of social media platforms, but I do not see this as something that Curt alone can impact.

I would like to see him continue to reach out to HR practitioners in the field who are using sites in their organizations successfully. By sharing those cases with SHRM leadership, he’ll continue to advance the positive image we need. I also recommend having Curt pull together a round table of these same professionals to talk with SHRM leadership about the benefits and how we’ve overcome the concerns of social media use. —Trish McFarlane

Curtis has done the best job he can in his short time with SHRM. He in essence has two bosses, the people at SHRM and the social media HR community. SHRM writes the checks. The challenge lies with SHRM itself and the red tape and seas that Curtis must navigate to help bridge the gap between SHRM and social media.

I would like to see Curtis spending more time engaging and leveraging the social media HR community while also learning more about what it’s like to be a HR practioner. I’d recommend that Curtis spend at minimum four weeks shadowing a typical member and learning about some of the obstacles and issues they face. This will increase his knowledge and credibility among the human resource members he serves. —Jessica Miller-Merrill

As a member and volunteer leader, I was super-pleased when SHRM named Curtis to his position (better late than never, hey SHRM?).  He’s had a lot to accomplish in a short time, but has gamely engaged with his audience of members; an audience which is often clueless, afraid and reluctant    I particularly enjoyed participating in the Curtis-led CLA Membership webinar – “Social Media for Chapters and State Councils.”  Well played Curtis – I hope you can keep it going! —Robin Schooling, SPHR

And that, my friends, is a review! Have any thoughts on the work Curtis is doing? Let’s hear ’em!

SHRM’s Social Media Guy Dishes on #SHRM10

Despite the intense annoyance he must have felt after meeting me ;-), Curtis Midkiff, SHRM’s new Social Media Guy took the time to do a short email interview to talk about the event and what he sees for the days and weeks ahead. Whatever your thoughts on SHRM may be, this guy is doing some great things, and I can’t wait to see what’s next!

So, Curtis, we’ve seen you here before on the blog in the days ramping up to SHRM10 (meet Curtis Midkiff). Out of all of your predictions for the event, do you think it went as well as you hoped it would? What was the best/worst part?

I think that the overall engagement effort went as I hoped. Continue reading

Interview with Curtis Midkiff, SHRM’s “Social Media Guy”

Before I went to HRevolution, I heard rumblings about a new guy on Twitter. Curtis Midkiff (aka @shrmsocmedguy) is SHRM’s new guy in the social media space. And with China Gorman stepping out (video below), they’re going to need someone stepping in to keep ’em on the right track in the social space. I caught up with Curtis for a quick email interview earlier this week…

  • How did you get connected with SHRM?

SHRM has been exploring ways to maximize our use of social media platforms both as an organization and as a service to our members. As a part of that one of the first items that our CEO and the rest of the global leadership team decided was that there was a need to have someone added to the SHRM staff that could be a leader in the area of social media and how we use it to engage our employees and our members. And I am lucky to have been the one they selected to carry out the job.

  • What is your goal as the “SHRM social media guy?”

My goal is to really to work with the folks here at SHRM to make sure that we are using social media tools as a way to educate and engage our members while also connecting with others within the HR profession to increase awareness of SHRM. I also hope to be the Ashton Kutcher of the HR Twitter world…can you help me get to a million followers Ben? [Considering my paltry 2,400, I’m probably not the best resource, Curtis. :-) ]

  • What’s something fun/interesting that most people don’t know about you?

Hmmm, I am a buffalo wing conneisseur with in-depth knowledge of that subject. I will be releasing a list of the best wing spots prior to the SHRM annual conference…stay tuned.

  • The 2009 conference blogger panel was a big moment for those of us in the HR/social media space. Any idea how SHRM is going to involve social tools in the SHRM 2010 conference?

I am excited about what we are doing in that space this year. In addition to being able to follow us @shrm10 and on Facebook, this year we are debuting the social media lounge. This will be an area at the conference for registered bloggers to congregate to post their blogs and videos. We will have plasma screens, video back drops, and computers kiosks and wi-fi as well. In addition, we are going to have a “blog squad” of SHRM members that will cover the people, places and events of the conference. The blogs and videos that we post will be featured on the annual conference website.

We are also hosting an official tweet-up on June 28th at a secret location in San Diego… How\’s that for marketing? But seriously, we are going to host an event for folks to connect the dots with their “tweeps”.

  • If someone is on the fence about attending SHRM 2010, what would you say to push them over?

They will get to hang with the SHRM social media guy, wouldn\’t that be enough? And once their laughter died down, I would say that there are a number of people working hard here at SHRM to put together a conference that is worth every penny. Another interesting event this year is our voluntourism event with the uso where shrm members will create packages that will be sent to our troops.

The sessions are going to be great and folks will get to connect with over 10,000 hr pros in lovely san diego. And hall and oates are gonna bring back the 80s and some good memories.

Make sure you catch up with Curtis (Curt?) on Twitter. He’s @shrmsocmedguy over there!

China Gorman’s “Thank You” Video