Tag Archives: Social Media

December 24, 2010 · 5:58 pm

Am I Rich, or What?

You know what?  I like gifts.  Especially this time of year.

And Social Media has been the gift that keeps on giving – all year this year for me.  It has enabled me to connect with some pretty inspiring people in 2010.  Through Twitter, FaceBook, LinkedIn and my blog, www.chinagorman.com, I’ve “met” hundreds of smart, interesting and committed HR professionals.  I count myself one lucky gal.

The real gift, though, is taking these relationships beyond the social media channel.  Talking with people on the phone – or, better yet, meeting face-to-face.  And I got to do that with some pretty special people this year.  People that I now count as friends not just contacts.  People with whom I have a real relationship.  People who have provided support, information, wise counsel and friendship.  The real gift.

These are the folks I connected with face-to-face in 2010 for the first time and who have inspired me:

  • Steve Boese                     Genius behind HR Happy Hour
  • Susan Burns                   “They were people before they were   resumes.”
  • Matt Charney                 Social media maven
  • Joni Doolin                      Business intel + people metrics = brilliance
  • Joe Gerstandt                “Fly your freak flag proudly”
  • Paul Hebert                     Neo Thought generator
  • Maren Hogan                 Community manager to the HR stars
  • Chris Hoyt                        Pepsi’s secret recruitment weapon
  • Charlie Judy                    Brave HR pro who speaks the truth
  • Jason Lauritsen             Epitome of walking the talk
  • Trish McFarlane            Role model for HR pros. In every way.
  • Jessica Miller-Merrell  Trail blazer in the world of HR and social media
  • Shauna Moerke              Real genius behind HR Happy Hour
  • Jamie Naughton            A CHRO or a CEO in 10 years:  her choice
  • Jason Seiden                    Teaching us we should all fail spectacularly
  • John Sumser                    Ranker of influence and predictor of disruption
  • William Tincup               The real deal. In every category.
  • Sarah White                    “Social media is not real.”

Am I rich, or what?

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October 21, 2010 · 10:41 pm

Unemployed…and grateful

Trish McFarlane wrote a post over at HRRingleader a couple of weeks ago about gratitude.  I loved that post.  Not because she mentioned me, but because I know what a powerful force for good gratitude is. 

And she got me thinking about my life and the gratitude I feel every day for the people in my life, the experiences I’ve had and the extraordinary life I’ve led.  I’ve been afforded opportunities that a middle class kid who grew up in a small town in Michigan couldn’t even begin to imagine.  My parents instilled in me the belief that I could do anything – but not even they could have conceived of the path my life would take.

 My grandparents made it possible for me to attend an outstanding boarding school when the school system in my town was nearly broke and broken.  I was able to excel at an equally outstanding small liberal arts college and made friends that last today.  I met and married my soul mate who has provided love, support and more fun than should be legal for almost 30 years. 

As my career unfolded it has afforded me the opportunity to lead teams of gifted professionals, to travel the world to support my organizations and to work alongside some pretty impressive intellects housed in some of the finest people I’ve ever met.  I’ve served on the boards of several non-profit organizations that are making real differences in our world and I’ve been blessed by involvement in my faith community.

 Most recently I’ve been filled with wonder and gratitude for the way my community of friends have been supporting my job search.  It’s hard to make an executive transition these days.  It’s easy to feel like a tiny sliver in a bad pie chart.  The news is never positive about job growth and the messages from the press seem to target job seekers with ever more depressing reasons why we’ll never find our next situation – or if we do, how drastically under employed and unfulfilled we’ll be.

 But you know what?  My friends and professional network are incredible.  They keep me focused on a positive outcome.  They send me leads.  They introduce me to their colleagues.  They introduce me to executive search firms.  And they give me encouragement. 

 And you know what else?  I’ve never met some of these folks face to face.  We’ve connected through social media – and I don’t just mean LinkedIn.  We comment on each others’ blogs.  We tweet.  We email each other.  And we talk to each other on the phone.  And when they’re in town they call and we get together.  Sometimes for the first time.

 I know how powerful gratitude is.  It can change your health.  It can change your job.  It can change your life.  And I’m sitting here in my beautiful home office, with my sweet dog next to me and my amazing husband down the hall and I’m grateful.  Grateful for all the good in my life.  Grateful for all the good people in my life.  Grateful for all the opportunities I’ve had and will continue to have to do good in my life and make a positive difference.  And thinking that, even without a job, I’m amply employed.  And unspeakably grateful.

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October 10, 2010 · 8:47 pm

Re-imagining the Conference Experience

 I speak at a lot of HR-related conferences.  I started this as part of my job responsibilities when I was Chief Operating Officer of SHRM (the Society for Human Resource Management).  Supporting SHRM state conferences by being a keynote speaker was a great part of my job.  It got me (and by extension, SHRM) close to our members in a very personal way and was useful to create stronger relationships and to know what was on the minds of our members. 

 And through my SHRM experience where the very talented Meetings & Conferences department was part of my responsibility, I know a lot about the mechanics of putting on successful conferences for as few as 200 and as many as 20,000 attendees.  While the execution is extremely challenging, the formula for success has been pretty simple:

  1. Contract outstanding and well known keynote speakers that motivate people to attend.  (Typically these folks fly in to speak and fly out after their book signing.  They have almost no personal interaction with the participants.)
  2. Offer a wide range of breakout/concurrent sessions focused on knowledge development and skill building.  (These sessions are led by content experts and experienced practitioners who focus on practical applications in traditional classroom style.  PowerPoint presentations abound.)
  3. Engage a set of high profile corporate sponsors to underwrite the conference so attendee registration fees can be kept low and sponsors’ visibility is high.  (The sponsors are kept at arm’s length so the programmatic content isn’t “tainted” by the commercial nature of that relationship.)
  4. Create multiple networking activities so that people can connect in person and carry those relationships forward.
  5. Select an attractive and affordable city and conference/convention venue.  (The focus is on making the participants comfortable in the physical surroundings.)
  6. Execute a strong plan to market the conference to the universe of potential participants.  (Most conference organizers use traditional marketing methods.  Some have stuck a toe into the social media marketing world; most haven’t figured out how to do that yet.)

 I had the privilege of participating in last week’s RecruitFest! in Boston organized by RecruitingBlogs.com and Monster.  And it’s clear that the effectiveness of this conference has the potential to change how conferences are conceptualized and experienced going forward.  In fact, I might go so far as to say if other conference organizers in the HR space aren’t paying attention to what these folks accomplished, they may well be selling buggy whips next year when they go to market. 

 I have to hand it to Eric Winegardner at Monster and Jason Davis, Miles Jennings and Ashley Saddul at RecruitingBlogs.com for having a startlingly new vision and risking it all to try something substantially different in the world of conferences.  These folks went way beyond “thinking outside the box” and “pushing the edge of the envelope.”  They re-imagined the experience from top to bottom.  Let me give you some examples.

  • There were no keynote presentations or concurrent sessions.  It was a series of important conversations between thought leaders.  Unrehearsed, substantive, sometimes controversial, sometimes argumentative, and always informed and thoughtful, these discussions between two, three, four and five experts explored issues and practices that matter to business leaders and talent management professionals.
  • The thought leaders were asked to participate in the entire day – in fact the day started with each of the 12 of us giving a brief overview of the reasons we were participating and our particular point of view; the day ended with each of the 12 of us sharing what was the most impactful learning we experienced during the conference.  Additionally, each of us participated in one or two of the live discussions and asked questions of our colleagues in the other discussions.  We also were part of the studio audience so we were seated side by side with the live audience throughout the day.
  • There were almost no PowerPoint slides.  Really.  The focus was on having real discussions and exploring different points of view.
  • Participants were encouraged to weigh in and agree/disagree or ask questions.  The comments came from the studio audience where a microphone was available as well as from the remote participants via telephone, Twitter and a chat box on the RecruitFest! Live web site.
  • The focus on the “participant experience” covered both the live attendees and the remote attendees – with an emphasis on the experience of the 3,800+ remote attendees.  The technology employed to ensure a rich remote experience included a 3-camera video team, a web site that offered the live stream, a chat box and question box, and the call in telephone number.
  • The sponsors were all involved in creating the experience.  They suggested speakers, they participated in crafting the discussion agenda, they were in the audience and participated in the Twitter stream and through their blogs.
  • The marketing was almost exclusively conducted through social media:  Twitter, blog posts, FaceBook pages and LinkedIn updates.  In a matter of 2 weeks the number of registered attendees grew from just over 100 to the nearly 3,900 participants (from 38 countries).
  • The venue was more TV studio than conference classroom venue.  The newly re-constructed Paramount Theatre (part of Emerson College) and stage gave the conference a look and feel that felt contemporary and useful and made the live streaming feel natural. 
  • The entire day was recorded and will be shared with anyone who would like to experience this next step in the evolution of conferences.  (Click here to enter your email address so you may receive the url.)

 Although it was a tremendous and exciting experience, it wasn’t a perfect experience.  Clearly the financial model needs some more thought.  And the studio audience could have been engaged even more.  But I have to tell you, after managing conferences, attending conferences, and being a keynote speaker at conferences, this was more fun, more engaging, more interesting, more exciting and more impactful from a learning perspective than any other conference in which I’ve played a part.  And I’ve been involved in a lot of conferences. 

 So again.  Kudos to the Monster and RecruitingBlogs.com organizations for stepping off the precipice into the future.  They’ve created something remarkable.  I can’t wait till the next RecruitFest!

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October 3, 2010 · 6:50 pm

A Tale of Two Conferences

How lucky can a gal get?  I’m speaking at RecruitFest! on Thursday (October 7) in Boston and attending HR Southwest in Fort Worth the following week (October 10-13).  Two great conferences, two great organizations, two great cities  – all focused on providing up to the minute content for the development of HR professionals.  That’s  5 conference days in 7.  Whew!

First up, RecruitFest! put on my the good folks at Recruiter.com (formerly RecruitingBlogs.com) and Monster.  And they’re cooking up something really new and special.  Here’s the deal:  they’ve collected a group of thought leaders in the Recruiting space to engage in important discussions for the benefit of the attendees.  Stars like

 And here’s the really interesting part:  there will be audience participation – questions from the live audience, questions from those watching the live stream, and questions from those listening in and participating in the Twitter back channel.  Pretty exciting stuff!  If you haven’t signed up, click here to attend in person or virtually.

Next up is HR Southwest, the largest SHRM state conference.  The organizing team is expecting nearly 2,000 live participants at the Fort Worth Convention Center!  That’s big!  That also makes HR Southwest second only to the SHRM Annual Conference in the world of SHRM conferences. 

 I remember in the early ‘90s, when I lived in Dallas and managed the southwest region of a global HR consulting firm, the cornerstone of our marketing plan every year was supporting HR Southwest.  I still have pictures (somewhere) of our booth and the team that staffed it.  We connected with our customers and showed our support for our friends in the HR profession by supporting this important event.  I wouldn’t have dropped this important event from our budget – ever!

 The keynote speakers this year look outstanding:  Ambassador Nancy G. Brinker, founder of Susan G. Komen for the Cure®; Chad Hymas, world-class wheelchair athlete; and Jon Wee and Owen Morse, otherwise known as The Passing Zone.  With more than 110 concurrent sessions and the ability to earn as many as 20.75 recertification credits from the HR Certification Institute, this conference is going to set a new standard for HR conferences.

 I’ll be tweeting at HR Southwest, so be sure to follow the #HRSWC10 hashtag and to follow me on Twitter at http://twitter.com/ChinaGorman.  See you at the conferences!

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September 3, 2010 · 6:07 pm

Fear and Loathing in Orlando

I’ve just returned from the SHRM-affiliated HR Florida state conference. What an experience!  Organized and executed entirely by SHRM chapter volunteers, this conference had over 1,400 attendees in a beautiful and roomy resort in Orlando.  Carol MacDaniel, Lori Goldsmith , Stephen M. Geraghty-Harrison and the entire team did a remarkable job in bringing a content-laden and interactive experience to the attendees.  Truly a terrific experience.

Here’s something that was validated for me in Orlando about HR professionals and social media.  Of the 1,400+ attendees at the conference in Orlando, maybe 200 were engaged actively in social media.  That’s 14%.

Knowing that this would be an issue, the folks at HR Florida did a superb job of providing sessions, support and encouragement for the attendees to start to engage with social media.  A very robust effort.

Trish MacFarlane over at HR Ringleader noticed it too.  And I agree with her identified reason for the lack of engagement:  fear.   I’m not sure what they’re afraid of, but here are some suggestions to those of us who do “get it”:

  • be encouraging
  • be role models
  • be generous with your time
  • teach and mentor
  • be patient
  • BE LEADERS

Despite the conventional wisdome that social media is only for the younger generations, a post on The Social Graf blog by Erik Sass gave some interesting data about the adoption of social media by those who aren’t young.  Here’s what it says about survey data collected from Princeton Survey Research Associates on behalf of the Pew Internet & American Life Project:

  • Among Internet users ages 50+ overall, social network use increased from 22% in April 2009 to 42% in May 2010. To boot, 10% of the 50+ cohort uses Twitter or a similar “status update” service, either to post updates or check other people’s updates.
  • Looking at specific age cohorts, social network use among Internet users ages 50-64 surged from 25% to 47%, with 20% of this group saying they check into social networks on a daily basis — up from 10% last year.
  • By contrast, social network use among Internet users ages 18-29 appears to be reaching saturation, growing from 76% in April 2009 to 86% in May 2010.

There’s a message here for HR professionals.  It says more of our employees are engaged in social media than aren’t — and not just the folks we assumed were engaged!  We have a real opportunity, perhaps even an obligation, to get out in front of our employees.

Because if they’re using social media at home they’re using social media at work.

But I get it.  It’s scary.  I held my breath when I jumped into social media when I was the Chief Operating Officer of SHRM.  And guess what?  I lived.  More to the point, SHRM lived.  My adoption of social media paved the way for greater engagement of members and non-members alike.  And it also paved the way for SHRM to begin to step up organizationally to the opportunities active social media involvement creates.  Their new public relations campaign, We Know Next, has significant social media outreach strategies embedded in it.

As a profession, we need to be able to lead the social media policy discussions, not abdicate them to the legal department or the marketing department.  As business leaders, we need to understand the implications of the use (and misuse) of social media on our corporate and employer brands.  As HR leaders, we need to be out in front of our employees and understand the impact of social media on employee engagement and our cultures.

This is the work of Human Resources.  It’s new (for most).  It involves technology.  It’s scary.  So let’s step up and support our colleagues in learning these new applications for engaging our employees and building stronger cultures.  Let’s not let fear paralyze our profession from doing its essential work:  providing strategic business leadership that positively impacts employee and customer satisfaction.

After all, isn’t that our job?

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