Tag: leadership

#SHRM18: Style or substance?

As #SHRM18 winds down and 20,000 +/- HR professionals get ready to head home, it’s time to reflect a bit on what we saw, heard and learned during the conference.

My fellow SHRM Bloggers have been sharing amazing content throughout the conference, and I encourage you to read what they’re writing. Many of them are breaking down the sessions and highlight key takeaways, and you should definitely go read what they’re writing.

Thinking about what I’ve seen this week, my challenge to you as you go home is to think about style vs substance. No doubt you saw a number of speakers who entertained, energized and basically showed you a good time. That’s great! It’s always fun to see that kind of speaker.

Now…what did you learn from them? When you go back to your workplace and your coworkers ask you what you like about the conference, what will you tell them? Will it be about the fun you had? Will it be about what you learned? Will it be both?you-cant-have-style-if-you-dont-have-substance-quote-1

My hope is it’s a mix of both. Don’t confuse “fun” with “learning.” Don’t confuse entertainment with takeaways. Again – there is nothing wrong with fun and entertainment. Both of those things can help drive home the content and ensure you remember what the speakers wanted you to remember. But what will you apply? Can you recreate the feeling of the session you were in back home? Can you share the content of the session you were in with your team?

As leaders, we all struggle with the balance of style or substance. We see leaders who are charismatic and high energy gain popularity…and ultimately burn their teams to the ground because they have no freaking idea what they’re doing. We see leaders who are incredibly smart and capable fail to get ahead or gain buy-in because they lack the “spark” that people seem to respond to.

I don’t think it needs to be an either/or – it should be a continuum, a balance of style AND substance, capturing hearts and minds and spurring people to action. As you respond to the speakers, so might you respond to leaders.

So remember this lesson as you return home with dreams of changing your environment. Think about your leadership team and how they interact with your employees. Think about how YOU interact with employees. Are you simply “entertaining” them? Or are you helping them learn, grow and change?

Thank you, #SHRM18! You made us think. You helped us connect. You challenged us to change.

See you next year!

Some thoughts before #SHRM18

The big one – SHRM National – is coming up next week in Chicago. Over 15,000 HR professionals from across the world will be there to learn, talk, listen, and eat (hey, it’s Chicago).

There have been a number of fabulous blog posts written about the upcoming conference – you can find them here.  The posts highlight speakers, vendors, tips on navigating the conference, and great sights to see in Chicago.

Since those posts already exist and are really good, I thought I’d share some random thoughts as I prepare to attend – both as a speaker and a member of the SHRM Blogger Team.bros_0

  • The keynotes this year are all over the map in terms of political and social outlook. Mark Fogel wrote this terrific piece over on Fistful of Talent about the spectrum of speakers. My challenge to attendees is to listen critically and not be afraid to ask tough questions of leaders – if not at SHRM, then back in our workplaces.
  • There are people I only see once a year at national SHRM, yet I keep in touch with them all year long. With all the dangers and demons social media brings with it, I will always appreciate its ability to help me maintain long-distance connections.
  • Speaking of social media – GET ON TWITTER. It’s an imperfect tool, but it’s great for conferences. And start tweeting. Participate. We all start somewhere!
  • Attendees range from bright-eyed first-timers to jaded veterans. It’s important that we who have attended a lot of conferences remember that not everyone has “heard it before.” First-timers – ask questions. Engage with those around you. Veterans – be patient and remember you were once bright-eyed and bushy-tailed, too.
  • Speakers work hard to get share their content with you. It’s more than just having the idea and sharing the content. It’s about bringing things we think will be meaningful to the audience. It’s about making it interesting AND informative. So when it comes time to share feedback – share MEANINGFUL feedback. A speaker may get 1000 positive comments, but it’s the one dismissive or mean one that sticks with them. Maybe you could have looked up the reports online, but the speaker actually DID do the research, put together a slide deck, practiced it, and put themselves out there for the sake of our profession.
  • I’m going to seek out topics and speakers I don’t necessarily know. I think it’s good to expand horizons and learn about new areas of HR. I’m also going to be okay with skipping a session or two to recharge. This is your experience – own it.
  • I did this in Chicago last time I was there.
  • Portillo’s. That is all.

So there you have it – a stream-of-consciousness sharing of thoughts about #SHRM18. Follow the hashtag on Twitter. Tweet some content yourself! There’s a #NotatSHRM18 group out there, too. And the SHRM Blogger Team will be posting content throughout the conference! (I’ve been known to live tweet like crazy.) Plenty of opportunities to be a part of the event. You’re only as disconnected as you choose to be.

I’ll see you in Chicago!

Do you suffer from MBSO?

MBSO: Management By Shiny Object

Symptoms:

  • Tendency to assign action items based on the last meeting you had
  • Forwarding every article on the latest management fad to your entire team
  • Inability to complete a project
  • Forgetting who you actually assigned as owner of a project
  • Vigorous head-nodding when something is suggested by the higher ups

Side Effects:

  • Frustrated team members
  • Lack of planning
  • Eye rolling in meetings
  • High turnover
  • Low engagement

Diagnosis:

  • Can usually be made within two (2) face-to-face meetings
  • Observe email syntax – probable lack of continuity; may also display needless repetition
  • Ask for a priority update on Monday…then as the same question Wednesday to see if there are massive changes

Treatment (to be administered by those around the MBSO sufferer):

  • At the next staff meeting, stage an intervention. “Joe, we love you very much. And we want you to be successful…”
  • Airing of grievances
  • Dead-eye stare at the afflicted member of your team
  • Finding a new job

MBSO can be stopped, but it takes awareness.

Don’t be that manager.