Back in the day, when I was a college junior being pressed to choose a major, I didn’t have a clue about what type of job I wanted to do for the rest of my life. (Times were different back then kids. We thought we had to work at the same place until we died.)
After very little research, I pronounced to my friends, family and university advisor that I wanted to work in Human Resources.
Why? Because I thought that working in HR would provide me with an opportunity to work with all employees in the company, and I could be the boss of as many people as possible. See? I was a Millennial before being a Millennial was cool!
Do you want to be a leader who gets noticed by the C-suite, and is known as someone who can add value to any strategic conversation? Then you must learn to communicate like an executive – whether you hold an executive title, or not.
In order to be heard; in order to present effective business cases; in order to get approval to make the changes you want to make; you must be able to communicate in a way that executives can relate to, and understand.
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Who wants to go to Sioux Falls, South Dakota in the middle of winter? I do!
I’m honored to have been invited to join in on the first DisruptHR Sioux Falls event on March 9, 2017. They’re even going to let me speak twice, which means double the fun!
As a business leader, you fill a critical role inside your company. You lead or initiate key projects that can positively – or negatively – impact business performance.
As a result, you must master the art of building (and selling) an effective business case in order to gain executive approval to implement key strategies necessary to achieve strategic business objectives.
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I’m thrilled to be a part of the Only Human Conference, which will be held in Reykjavík, Iceland February 23 – 24, 2017!
At the conference, I’ll be sharing about The Future of HR in the opening keynote address, and will also be leading a 1/2 day workshop the second day on the strategies and mindset necessary for HR leaders to be viewed as business leaders in their organizations, and to contribute maximum value.
And if all goes well, I’ll manage to find an Icelandic horse, and take a tolt around the country! 🙂
Last September, I had the opportunity to attend and speak at the 2016 IBM HR Summit, held in Boston Massachusetts.
While at the Summit, I enjoyed learning more about more about how Fortune 1000 HR and business leaders are addressing challenges and creating opportunities in the areas of candidate experience, employee experience, talent analytics, workforce science, and cognitive solutions.
I also had the opportunity to share some of my thoughts in this 2-minute video below about the challenges CHRO’s face, how they can add value, and how the role of human resources is evolving.
What do you think? What’s ahead for HR and CHRO’s in 2017?
My goal with this presentation is to challenge recruiters and talent acquisition leaders to think creatively about how to approach recruiting talent now – and in the future – and also to consider whether following “best practices” will lead to success if everyone else is doing the same thing.
The folks at CareerBuilder did a great job of summarizing several of the key points from the program, and have used the information to put together an informative guide titled: “From Best Practices To Next Practices: Your Guide To The Future of Recruitment”.
Topics covered in the presentation and summary guide include:
Finding People For Jobs vs. Matching People With Work
Recruitment Marketing vs. Relationship Marketing
Employer Branding vs. Employee Branding
Job Ads vs. Sales Copy
External Hires vs. Internal Hires
Employee Referral Bonuses vs. Employee Referral Education
Talent Communities vs. Resources For Communities
Future recruitment success means choosing a path of creativity and innovation in your recruitment strategy, which is imperative as the competition for top talent continues to heat up. I believe the difference will be made based upon whether you choose to implement BEST practices or NEXT practices in recruitment.
The choice is yours to make. Which path will you choose?
I make my living as a professional communicator, which means I have the honor of speaking with audiences at over 50 corporate, association and conference events each year. Whenever possible, I like to attend other sessions at these events – because I enjoy learning, and I also want to watch great speakers, so I can continue to grow and improve as a speaker myself.
Last year, I attended a conference breakout session led by a speaker with an impressive title. His bio listed many professional accomplishments and years of experience in a topic that I was very interested in learning more about. Even though his session was scheduled a few hours before my closing keynote, I made a point to get to the venue early in order to take advantage of the opportunity to learn from him.
Unfortunately, very quickly into the 75 minute session, it became clear that learning was going to be a challenge. Even though his professional experience and accomplishments related to the subject were impressive, the speaker conveyed zero excitement or passion for the findings of the case studies and research that he was sharing, and he didn’t seem to care at all about connecting with the the audience.
Pretty soon, in an effort to salvage the time investment as a learning opportunity, my note taking shifted towards capturing quotes and actions from the speaker that affected my ability to learn from him.