Light Bulb Moments From New Orleans #LASHRM

It’s been a few weeks now since I got back from #LASHRM in New Orleans. I have something I always do a few weeks after an event. I take some blank sheets of paper and I write down a few statements and words under 3 headings:

> What do I remember? What were the light bulb moments?

> Who do I remember?

> Out of 10, would I go back again?

Just for a change I thought it would share the first and last sections publicly, and for the record, in terms of who I remember, it was one of the longest lists from any event. This was a memorable event with a memorable crowd.

My light bulb moments:

> If you only connect with people like you, you will learn nothing and gain nothing.

> Diversity is as much about personality as colour, race etc

> Your network is your posse who are in your corner.

> If we all think the same some of us are irrelevant

> It’s not what you know it’s who you know, and that’s a good thing, despite negative connotations. Network intentionally.

> When you reward people for what you want them to do before you ask them to do it, they are much more likely to do what you want compared with rewarding them only if they do it.

> New Orleans is both one of the 5 most friendly cities in the world, and also the 5 most dangerous at the same time.

> Gumbo with everything is perfectly acceptable.

> It’s better to be the party than go to the party.

> People who earn $14.5 Mn a year essentially want the same things from work and colleagues as people on minimum wage. People are people whatever the status.

> Creating opportunities for accidental engagement is the best way to get people to ask what they really want to know. talking in places like car parks and water coolers beats meetings in offices because of informality. Executives need to create plenty of opportunities for this to happen.

> 5% of the people influence the behavior of the other 95%. The key is knowing who the 5% are, what motivates them and reaching them.

>  Its more effective to manage the work rather than the hours.

> It’s easier to take the work to where the skills are than take try to bring the skills to the work.

> People have better technology in their houses than they have in their offices.

> Don’t be afraid to fly the freak flag.

> Best practice is not innovation.

> State conferences beat champagne headline  events for content and community.

> Police horses fit in bars.

> You can tap dance by fitting tin can lids on the bottom of your shoes.

>If you are communicating the need for change, you need to deliver it as a benefit to the ones who are going to have to do the changing, not the benefit to you.

> When you give an order, people will follow but absolve themselves from responsibility for the outcome.

> American service can be as bad as UK service, they just wish you a “nice day” after.

> I’d like to work for Rose Hudson, the CEO of Louisiana State Lottery.

> The worst and most dangerous type of prejudice is delivered by people who would not consider themselves prejudiced.

> You don’t go to work, work comes to you.

> Robin Schooling is quite brilliant at getting everyone together. We all went to New Orleans because Robin asked. Thats the power of personal connections.

> Everyone in Louisiana talks about their life in 2 parts. Before the storm and after the storm.

> User adoption is more important than technical capability in HR Tech.

> Most people operate their current technology at 20%.

> New Orleans has gone through the rebuilding period and is now in the renaissance period. Town branding is important for its citizens.

> Jazz is quite cool but Blues is better.

> Big Al Carson should be a worldwide star.

Thats what I remembered from #LASHRM, and it’s a big list. I remembered a whole lot of new people. Thanks to you all, it was a lot of fun.

And the last bit, my score for if I would go back, it’s 11 out of 10! Brilliant conference. Brilliant time, and I’m already plotting #truNewOrleans for later in the year.


Cool Social Recruiting Tools With @Fishdogs #LASHRM

At Louisiana SHRM I got the privilege of presenting again with my friend Craig Fisher, better known as @Fishdogs. It is a bit of a geek fest when I get together with Craig. We are always looking at the latest apps that come out, and trying to hack them for recruiting purposes. With 100′s of apps coming out each week, it’s hard to keep up without one slipping under the net, so it is great when we can compare notes, even if the stalker potential scared the HR audience a little.
I have included the presentation that lists all the tools that we had a look at. Whilst the presentation is called cool tools, I would always maintain that it’s not the tool that is cool. A carpenter doesn’t call a hammer or a saw cool, but it’s what they do with them that sometimes get great and unexpected results. I think these tools are much the same, less cool tool than cool result. You need to be careful to not get seduced by the bright and shiny things, whilst being open to finding the ones that really will help you find the best talent.
As well as the ones on the list, i also did a bit of a live demo of Bullhorn Reach, and talked a little bit about Tribepad (as middleware), and the Visibli share bar that i have blogged about recently. It was a great session, and a real joy to show some of the unitiated just what is possible with a little imagination. Thanks Craig for inviting me to join you again. It’s always a blast.
As well as looking at the tools, Craig also shared a few tips on LinkedIn, that form part of his LinkedIn certified training. Things like:

> A profile of a 1000 words or more gets 40% of clicks.
> Pictures or avatars with photos of men staring straight at the camera and trying to smile or holding their chin 80% less connection requests from women than those who look at an angle.
>The word jobs is searched for 4xmore than job. always use Jobs in keywords.
>Embed keywords and long-tailed keyword phrases as the name on links to sections of your website for SEO.

While I like them all, I think to tool that really stood out for me was Rapportiv. I’m going to be blogging about this in more detail later in the week. Enjoy the show!

The Next Level with @ScottEblin (Liveblog) #LASHRM

Scott Eblin is delivering the closing key-note to an excellent Louisiana SHRM. Scott speaks about the behaviors leaders need to adopt or ditch in order to move to the next level in their careers.
He begins by talking about how the expectation of results have never been greater. He quotes Einstein: “the definition of insanity is to keep doing what you have always done and expect the results to improve.”
Changing behaviors starts with dialing in to your strengths to just the right level. if we need to get improved results, then we are going to have to build on these strengths and pick up a few new ones. It’s easier to pick up new skills than it is to let go of old ones.
picking things up is a cognitive challenge, but letting go is an emotional one. Eleanor Roosevelt had a philosophy “do one thing every day that scares you.” If things scare you a little, then you are stepping out of your comfort zone and learning new skills to cope.
Leadership presence is broken in to 3 areas:
> Personal presence
> Team presence
> Organisational presence
you need to pick up confidence in your presence and let go of doubt. Work on personal energy and take time out to recharge, rather than running flat-out till you crash. (Note to self.).Preparation is about visualising what a successful outcome looks like, and how do I show up to get the best outcome. Doubt blocks this. As a leader, you control the weather. You can decide if you want every day to be sunny, then you need a sunny disposition. if you are turning up dark and gloomy then that is going to be the mood of your team. and you control this on a personal level.
Scott gets everyone to think of a meeting that is coming up in the next week. Consider the outcome you are trying to create and how your going to show up for that meeting.A critical question for leaders to ask and remind themselves is what is it only I can do? I think this focus on what you actually have, and how you can make a unique contribution.
I like Scotts approach to building change on your strengths, and visualizing what the future should look like.
You can find Scotts blog here

On the couch with Dr.Dan (live blog) #LASHRM

Dr. Daniel Crosby is among other things a behavioural psychologist who specialises in change. He is currently working with the U.S. Olympic tea on behaviours and winning pschology. He is a top line speaker. Daniel runs the incblot organisation. I love his approach to translating science to mortals like me.
Dan is talking about change. The 3 things we need to think about when planning change are:
Change due to circumstance is being forced in the current economy, and forced change is hard. The solution starts with communication, beginning with the why, and the why through the eyes of the people it is going to impact on the most. An hourly paid worker has no benefit to an increased share price or better profit. People work for more than a paycheck. if you communicate change just in $’s and cents, then they just don’t buy in.
Over control is another big barrier to change. control is a trust issue. If you over manage, people have no opportunity to display if they have the skills required because they are just following orders. if change happens because of orders, then it’s not a lasting change.
Dan asked the room the question “What do people want more than anything else in the whole world? There were plenty of answers like recognition and reward. Dan feels the big one that underpins everything is that people want to be competent at what they do, and it is this that brings people all the other things.
In change, we often ask people to do things, with no clear guidelines or metrics as to how far they have improved or changed. The focus of measurement is usually all the things an individual is doing wrong, and this just isn’t motivating. People need to be able to see increasing levels of competence. The old adage of catching people doing things right comes to mind.

To bring about effective change, first you need to apply a little extra TLC. Some people will naturally have some champions. You need to harness the champions to build the message and bang the drum, but at the same time you need people who are resistant to bring about a touch of reality and respect tradition. Tradition and the way things have been done are important considerations, in the same way that it is o.k. for people to talk about their concerns, comfort level and fears.

Change has distinct stages:

> See. People need to be able to see what the change is and why.

> Want. Moving people from intellectual understanding to desire. It’s a hearts and minds thing. We understand before we believe.

> Know. Desire is only as good as the tools for execution. Change can be all about theorey, when it should be about clear actionable steps.

> Do. Change comes with implementing the plan.