There are lots of reasons to write a post conference post.
1) relive the glory moments
2) get in on the hashtag action
3) post awesome pictures of yourself
4) maintain connections posted
5) because you were inspired
Obviously number 5 is the best reason and that’s likely why you’re seeing so much come out of the day long event that was HR Evolution. It wasn’t the largest conference I attended this year or even this month. It didn’t have the most sponsors nor did the leaders employ an incredible new and groundbreaking strategy. What HR Evolution did right was execute properly. A cohesive team worked together to create a day that touched on unique content that I haven’t heard before. Track leaders acknowledged next steps when an hour wasn’t long enough to solve a problem. Organizers were inclusive in their speaker choices and created time for issues that are not yet done being discussed. Like Laurie, I attend a lot of conferences. Like Laurie, I was very impressed with this one. By now, many people know the names of the players involved in making HR Evolution happen: Trish McFarlane, Steve Boese, Mark Stelzner, Crystal Peterson, Joan Ginsberg and Ben Eubanks (if I am missing anyone, ping me in the comments, it was NOT intentional). What most don’t know is how difficult it is to put a conference or unconference together. It takes even more work to pull it off with as much class as this team did.
Not only was the content top notch and delivered by some great track leaders, but the ability to reach out and touch someone (yeah, I’m going there) is evidenced by the dramatically different responses and blog posts seen (and this is just day ONE!). Quick roundup of the posts that have gotten my attention:
Send your posts to Ben to be included in the roundup
I know this is getting kind of long and I certainly wasn’t able to attend all the sessions. But here are some that made an overall impression on me:
Accountability of job seekers is the only way that we will be able to assist in a broad change in HR. Whether it was the motivational talk by Paul and Jason or the Generational Session with Sarah, Benjamin and Joan, or the benefits session with Mark and Will, I was struck by the impression that HR seems to feel the need to be accountable for absolutely everything. I disagree with this and I’m willing to be proven wrong but shouldn’t young jobseekers try to find their own mentors, can’t employees start being responsible for their families’ health, isn’t it possible that candidates can take a long deep look inside themselves and understand what their motivations are for getting the job done? Sure HR can and should support these inititatives, but in a world where consultants grow as if engineered in bunny fertility labs, perhaps it’s time for a shift. They may say I’m a dreamer…
Corporations need to stop being fraidy cats. Someone posed the question that several facebook pages of a large company that rhymes with Shnikey had been taken over by protesters and this was a possibly valid reason for other large companies to restrict their social media efforts. Maybe so, but I’d reached my limit. How is your twitterstream getting hijacked any different from a protest in front of your flagship store? How is a controlled, edited blog with moderated comments different from a company newsletter? If your company does BAD things, expect that angry consumers will find you wherever you are. Granted social media makes it a little simpler for us lazy folks who’d rather sign a twitter petition than hang out in front of a store drinking bad coffee with no cream but a little flattening of the playing field can’t hurt. I tweeted something to this effect: “Don’t come at me with problems. Take the information you get and use it in another area of business.” So what if it’s not great PR? You can take the feedback and design a better service tree or create a new usability test. If you want people not to hate on you in social media, DON’T DO BAD THINGS.
The Echo Chamber is not the worst place to be. The term “Echo Chamber” was used so many times, I thought there was a physical echo in the space. And at first, I found myself nodding my head. Yes, we’ve heard this all before. Yes, we’re discussing the same things. Sure, I see 100 posts a month about HR’s seat at the table, social recruiting and influence. But maybe YOU don’t. We all read each other’s blogs and there is a select contingent that hit all the major conferences so it’s easy to think that we’ve saturated the market. We haven’t. As Paul Herbert pointed out, there were 80 more people at this year’s HREvolution than last year’s, that’s 80 new minds that hadn’t heard this info before or maybe it’s a whole new world to them.
Okay there’s more, but I get wordy when passionate and no one needs to see that. Kudos again to the HRevolution team. We can all learn a lot from them.