Well, it’s been a week since HRevolution. There’s been a lot said about the event. Me? I’ve been in the weeds, perpetuating the discussion from the event about influence… but that doesn’t mean I haven’t been listening. As one of the organizers for HRevolution2010, here are my thoughts, a week later:
1. Stelzner’s right. The discourse since the event has been fantastic. The level of discussion is unprecedented for an HR conference, and the range of opinions is both awesome and welcome. Change is afoot.
2. Dare yourself to move. At HRevolution, I could see people struggling with the idea that they might be in the drivers’ seats upon return to the real world: There’s something I want to do… if I do it and everyone follows, it’ll be perfect… but if I move and no one follows? I’m toast! There’s no way around this risk. HR will change only at the pace that people are willing to take the plunge.
3. Many of us are looking for the same thing, but few of us from the same vantage point. It turns out that the HR world is more diverse than it looks from the outside. It was clarifying for me to see these differences manifest during the day’s discussions. How to bridge the differences moving forward, though? During a post-event conversation I had with the incomparable Amanda Hite, she suggested this: pick an issue—a single issue—and get the voices to rally around that issue. For a year. I don’t know what it would be (yet); maybe you have an idea? But I love the idea of framing future discussions with a clear, action-based focus. I think it would help the community get on the same page and clear up some of the discussion disconnects that occurred.
4. Social media is divider as well as a uniter. To borrow a metaphor coined by Steve Boese, trying to jump into an online community in 2010 seems for some to be a bit like trying to get into a popular TV show in its fourth season. There is a real dichotomy now forming between the digital haves and the digital have-nots. I don’t have the solution for this (yet), but judging from the comments I got at the unconference and the conversations I’ve had since, this divide is real and needs to be addressed.
5. People’s energy during the conference was focused on meeting people. Leading up to the event, the online conversation was about seeing old friends and making new ones, and Friday night was exactly that. The vibe at Friday night’s Monster Social was one of palpable excitement. Saturday, some of my best conversations were hallway 1-on-1s with people I hadn’t met or hadn’t seen in a year. So I’m reading some of the comments written since the event about the sessions, and I’m wondering… were the sessions too limiting? Perhaps people wanted to take these professional and personal connections in a different direction altogether? And if so, what direction would that have been?
HR is definitely evolving. Something new is being born… though I’m not sure what. Like any creative process, things are not always smooth or obvious. But, that doesn’t make the journey less viable, less important, or even less magical. I’m proud to have been a part of this event and I look forward to what’s next.
Thank you to everyone who came to HRevolution, and special thanks to Mark Stelzner, Steve Boese, Trish McFarlane, Ben Eubanks, Crystal Peterson, and Joan Ginsberg. You are a terrific planning committee.
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I'm Jason. I make people shine. My mission is to help 1 million people tell their stories better. 
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How about making the single topic “outreach” – if small groupsof the people who attended this HRevolution could run a half day hyper-local HRevolution and get local folks out to experience the magic, we could spread the magic – take it viral, broadcast it to the HR community.
Personally, I am thinking of a couple of possibilities – an outreach unconference to HR grad students in cooperation with a major university, and a more specialized labor relations unconference are two distinct possibilities.
Just a suggestion.
Hi Jason,
I had a blast at HRevolution! You and the other organizers did a wonderful job of creating a great event this year. Now that it’s behind us I also have a few observations to share:
Smaller may be better- The topics were great, as was Catalyst Ranch. Some of the sessions had too many people in it and as a result the more dominant personalities took over the discussion. Maybe next time there could be more tracks to force the groups to be smaller and more interactive.
Replicate the DNA- One of the big complaints this year was that most tracks were led by vendors or consultants. That balance needs to shift. But if you’re a full-time HR pro where do you find the time to be a facilitator? Maybe the solution is smaller, more frequent HRevolution events. Last year’s event in Louisville showed people that it could be done by just a handful of dedicated individuals. HRevolution organizers could share the blueprint for others to use. Those of us that are truly interested in moving the profession forward would find it a valuable resource.
Diversity- It was interesting to note that we had a track on Diversity and Inclusion and it wasn’t on display at the event. I’m not pointing fingers at anyone, just pointing out something that may have been missed. Aside from the obvious (race), we, as passionate HR professionals, need to get our business partners involved in the event (which I have taken on as part of my post-HRevolution action plan).
Once again, great event! I’m looking forward to next year’s already as well as what comes out of this year’s.
Great reflections. Every industry is changing in some way due to the economy and due to the newest awareness of Social Media. Change takes time and it sounds like HRevolution did what it set out to do. Raise the heads of HR and have them say why not.
Just on opinion of a job seeker following your thread!
Well put Jason. There are really so many ways to take this ‘evolution’, and the hard part is that they are all probably valuable and relevant. Thanks for all your hard work and for your leadership.
Jason, well said as always. I really like Mike’s idea around “outreach” and have been thinking about the same – maybe even focused on getting TrenchHR people better assimilated to the fourth season of the social media TV saga. Thanks for your contributions to the conference and the profession.
@Michael & Charlie—Outreach could be right on the money. It solves a number of concerns in one fell swoop…
@Victorio—The only point there that has me scratching my head is the one about having more practitioners leading the sessions. Here’s why: (1) During times of rapid change, it can be the vendors and consultants who see it first; their bird’s eye view of the industry let’s them spot which anecdotal experiences rise to the level of “trend” before the people on the ground can. (2) Many of the vendors and consultants who were at HRevolution were business leaders and decision makers in their own right; how many of the practioners on site asked them, “Hey, as business owners and decision makers, how do you want your HR team to approach this topic?” Before we escort them to the door, let’s make sure we’re taking full advantage of their inclusion. (3) Nobody was there to sell. (I know, I know… if anyone was, apparently it was me, though I didn’t learn about my intentions until I read about them in a blog afterward.) Given this, where is the harm here—aren’t we bringing the entire HR ecosystem together by mixing vendors and practitioners? And finally, (4) if you’re concerned that HR practitioners’ voices get drowned out in a friendly environment filled with supporters, what do you think is going to happen to you inside your respective companies, where others have interests that don’t align with yours?! I can’t help thinking that HR practitioners actually need the friendly challenge to get heard about the din at an event like this as practice for the real thing… This issue needs to be addressed, but let’s keep the discussion alive for now so we can be sure to solve the right problem in the right way at the right time.
@Kimba—Thank you!
To Victorio’s point about HR practitioners and to your point about the business owners. There is absolute, no doubt about it value in having business owners talk to HR about their expectations – the HR pros that seek that out are the ones evolving, the ones at HRevolution, the ones “inside the echo chamber.” But that’s just one piece of the whole puzzle. if we call that the pull . . . let’s talk about the push. HR pros pushing HR pros to get better – or get out of the way. There is value in HR pros talking to other HR pros about how they were able to make a change, what they are doing to make a change and what challenges they are facing – on the ground – in making changes. Replace “making” with “influence” and you have a superb topic to focus on for the next year.
The influence discussion you have going is right on. Now what if we take your ideas and step it back one level and bring the discussion into the life of a day to day HR practictioner. Most (all?) HR pros have experienced that sinking-pit-of-the stomach feeling when a trust was violated, integrity challenged, and motives questioned and have recovered – and came out stronger (more influential?) – at the end. Delving into that – operating in the gray – would be interesting for me. And interesting not to figure out HR policies (boring) but to probe leadership, influence and power on the ground.
Jason-
Great job to you and the organizers for a great HRevolution. With this being my first unconference, I really was just taking it all in. One thing I would like to see is smaller groups, more HR. Practioners, and smaller overall attendance. Catalyst Ranch was a great venue! I just wonder, how it would have been with say 60-70 ppl. Looking forward to the next one!
Jason – love the insights and the comments. As a “practitioner”, I think that we need to bridge the two camps, and make them understand we’re all in business. I hope future HRevolutions reach a larger and larger group so we truly have an engaged profession. Thanks for making this event happen !! I have only seen amazing things happen so far. Thanks for leading the cutting edge of #HR.
@Lisa—”Operating in the gray…” My own experience is that this topic is infinitely fascinating to folks, but also infinitely difficult. I have an semi-structured learning module that puts people into a gray area, and it makes them very uncomfortable—it’s interesting to watch people reject the very thing they say they want. And it doesn’t matter how many modules people go through before that point to prepare themselves; when the scaffolding comes down, the stage fright sets in. The other challenge I run into is that people often reject, on principle, the reality of how influence works: they turn the conversation into a high level discussion of values that is inactionable; they argue that the human psyche isn’t glitchy (it is), they reject the idea of bending people to their will purposefully in favor of a world in which success is courted through a series of happy accidents… in short, there is a whole cluster of people who, when shown what it means to operate with free will, stand up and choose FATE.
In short, How do we engage these people in the discussion if they feel they have a moral obligation to oppose it, don’t believe it necessary, or simply stick their fingers in their ears when it comes up?
I heard about this show called Lost. Should I give it a try?
Let’s ask them what the heck they are afraid of and see what reactions we get – keep the flipcam on the ready because I bet it would be priceless!
Maybe instead of trying to engage the people with their fingers in their ears humming out loud so they can’t hear us – we find ways to move forward in spite of them.
@Laurie—I have Lost planned as soon as I watch this new show called ’24′.
@Lisa—I think we need to pull them along… if for no other reason than to make us look more cutting edge.