I want to admit something that might be a bit silly. A few years ago I had my first opportunity to attend the HR Technology Conference, and I didn’t take it seriously. Most of the sessions were not “typical” HR sessions and were focused on case studies of how organizations solved their problems. At the time, I just didn’t see how that was worth my time.
Fast forward a few years, and I actually work on publishing case studies as a part of my daily work. I can see the value of these tools for solving business problems. I understand why they are used at high levels to help frame issues and lay out solutions.
And this is not just about justifying what I spend my time on. :-)
When I’m talking with company leadership, teaching classes, or speaking at events, I have the opportunity to pull from some of the insightful things other organizations are doing around talent, learning, marketing, etc. I’m an “example” kind of learner, and I pick up new concepts and ideas from seeing how other organizations tackle their problems.
If you’re wondering where I’m going with this (other than to convince you, if you believe like I originally did), I’m talking about the Brandon Hall Group Excellence Conference next January. The sessions at our conference are going to be geared around how some of these award-winning companies are facing and conquering their talent problems, and personally I’m excited to see how it plays out. .
This is a high level conference for high level HR and business leaders. If you or someone you know might be a good fit for attending, be sure to use the coupon code BHConfBen to get $200 off of the standard registration. I will be leading an unconference session with Trish McFarlane in addition to the other strategic sessions we’ll be holding, so we have a great agenda already laid out.
I’d love to see some of you there! Let me know if you have questions.
Some of the most fun opportunities I have include joining HR professionals like you at events around the country. I can write and speak all I want, but having the opportunity to sit next to other trench HR folks and talk about the issues they are facing is something I truly enjoy. Speaking of events…
Next month, I’m going to be joining the social media team in support of the Tennessee State SHRM Conference. The event will be held at Sevierville Convention Center September 17th-19th (more info here).
Fun fact: I was trying to find a “Huntsville” location for my video background since that’s where I am based. The first thing that came to mind was the NASA Space and Rocket Center. The Center is one of the main tourist attractions in the area and features many artifacts and other fun items from the nation’s history of space exploration.
Not only will the social media team be covering the event from a social perspective, but we’ll also be participating in two sessions on using social for HR and recruiting. I’m really excited about the opportunity to interact with some of the great HR pros in and around Tennessee and to share with them how we can leverage new tools to improve our HR service and delivery.
If you’re going to be at the event or think you want to participate, I’d love to connect with you! Shoot me an email (email@example.com) or comment below.
Next week I’ll be attending the SHRM Talent Management Conference in Nashville. It’s an event focusing on recruiting and talent, and I’m excited about attending and sharing some of the sessions I’ll be viewing.
If you’re going to be there and want to connect, hit me up via email and we can try to make it work.
As a preview, here are the sessions I’m planning to check out during the event.
Big Data: Your Best Bet In The War For Talent
Why: As our organization has grown it has become harder to source from some of the same pools that we’ve used repeatedly over the years. I’m hoping to learn more about using data to help find the next person I hire.
Quality of Attrition: Management’s Favorite Human Capital Metric
Why: We have a long-standing discussion at work about the difference between retention and turnover. For our purposes, retention is preventable, turnover is not. I’m hoping to learn more about attrition, what the market averages are, and how we can leverage that for better organizational metrics.
Why: Thanks to my buddy Chris Ponder, I’ve been getting more interested in the field of performance improvement lately. I’d like to look at ways we can take our paper (shudder) performance reviews to another level with more impact to the business.
Effectively Managing a Remote Workforce
Why: We have more people outside our local office and we’re adding new work sites regularly. It becomes difficult to make sure everyone feels included and engaged when they are not physically in the same workplace. I’m looking for ideas on how managers can lead those people as well as how to make sure we’re taking care of the remote staff adequately.
Strategic Talent Acquisition: The “Talent Advisor” Approach
Basically, how valuable would your leadership say your recruiting function is? Do they think it enhances the overall business by finding the right people at the right time? I think we do this pretty well, but I am always looking for ways to improve our service delivery on the recruiting side.
Well? Anything in there look interesting to you? What would you like me to share about?
I’ll keep this as brief as I can. It’s been a long few days and I’m still trying to catch my breath.
I’m always floored by people who say they read this blog. I see the stats–there’s a lot of you out there. However, it’s always interesting to meet someone face to face. Jane, you know who you are. Thanks for reading.
The session I led with Matt Charney was a success. We wanted to cover specific topics with regard to generations in the workplace, and although we didn’t prepare heavily (you normally don’t for an unconference-like event like HRevolution anyway), it went exactly as we had hoped. We helped the audience to open their eyes to the idea that maybe everything they “know” about Gen Y isn’t really as solid as they once thought.
The HR improv session was, by all accounts, pretty freaking hilarious. My only regret? I was running the A/V and wasn’t able to do videos again this year of all the presentations. Darn. Next year…
The session on “anything but HR” was a blast. I left there with some new ideas and am still trying to decide what it all means to me. Thanks to Jennifer McClure for asking some big questions.
We’re already discussing the next HRevolution. This year we had about 50% new participants. That’s amazing. And so many that I spoke with were itching to come back again. It’s tough to measure the effectiveness or success of the event quickly, or from year-to-year, but this year’s event was above par, even for our high standards.
For those of you who wanted to come but couldn’t make it, I urge you to make it happen next time. Tickets are cheap. The experience and deep questions you leave with are anything but.
Thanks again to my great teammates and to the volunteers who jumped in last minute to help this event be as successful as possible. I appreciate all of you, and I’m honored to know you.
HRevolution 2013 brought to you by Sum Total Systems
So, what now?
Wondering if this event is for you? Feel free to contact me at firstname.lastname@example.org and I’d be happy to give you an honest assessment. If you want to sit down, take notes, and then walk out of the event without a plan to make any changes in your organization, then it’s probably not a fit for you.
I’ve made some great friends and long-time connections at HRevolution events, and they’re unlike anything you’ve ever been to in the HR world before. Just check out the funny session we had on HR Improv last year.
Recently the organizers for the inaugural UAB Innovations in Wellness Conference reached out to me to see if I would be interested in attending. It sounds like a unique event with some great insights, and I am excited about the opportunity to check out this new conference.
Even better, I can take you with me.
Yes, you heard me correctly.
If you’re local to the Huntsville/Birmingham area (or within a reasonable drive and you want to get a hotel in Birmingham) and you are interested in attending, please send me an email by Thursday, November 8th. Continue reading →
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