Oh to be an HRE

Do you find yourself bogged down in the details of HR at the cost of being strategic? Do you flip through the pages of Human Resource Executive and wonder who those Human Resource Executives (HRE) are anyway? Do you lament because you aren't pictured with tall buildings towering in the background and  an "I can leap tall buildings in a single bound" look on your face?

Quit looking for the yellow brick road and wondering why you can't get there from here - because you can. Yup, if you want to, you can. How? Well, I don't know, but I am in the inquiry to find out. Yes, I could read a book and get lists of 10 handy dandy attributes to succeed but I'm not taking the book learning route; I'm taking the experiential (live it, feel it, breathe it) route to see what I come up with.

Why? To see if I am closer to or further away from being an HRE, (what ever that really means anyway) than I think; to coach others (speaking from experience is very credible); and because, well, the idea was suggested to me as a blog topic (to step a tad out of my comfort zone.)

So, here it goes. First on the agenda is to learn the language. I'll start by connecting more regularly with organizations like Human Capital Institute (I am a certified Human Capital Strategist now, you know) and The Conference Board and reading more blogs by women in business. Then, I'll build thinking time into my week (which should be easier now that I'm adding two new HR professionals to my already amazing HR staff.)

What comes after that? Oh, I don't know but I'll keep you informed as this whole thing unfolds. One thing I do know for sure (I think) is that being an HRE is not an office, a parking spot, a business card or a company name. . . . and it's more than a state of mind. Being an HRE will take more than a photo shoot, a top ten lists of leadership traits, and a pair of ruby red slippers.

And with that, the adventure begins.

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If Your Sky Falls, It Won't Be Because of Social Media

I attended a local SHRM chapter meeting Thursday to hear the latest on developing social media case law, progressive approaches businesses have taken with social media use. I expected to hear excitement and possibility. Instead, I heard fear and trepidation.

Perpetuating Fear

The social media = fear apple may not fall far from the HR tree. In his post, Fear and Social Media, Mark Stelzner shares comments that SHRM's 2010 Employment Law and Legislative Conference covered the use of social media to spy on employees, blocking of popular social media sites and the general risks to broad adoption. Bloggers Mike Vandervort and Joan Ginsberg rant about the same.

Disappointing to hear on a national level, this message was frustrating to listen to at a local level. The two attorneys at our chapter meeting discussed social media in a "sky is falling" kind of way. One was not aware of Twitter until she developed her presentation and the other was not engaged with any social media tools. It goes to credibility my friends and for me, there was little. (Note: I had to leave early so did not hear the entire presentation.)

As frustrating as the presentation was, it was just as disheartening to look around the room and see HR professionals appear to be taking this all in. Maybe some were, and maybe some weren't, but even one HR professional buying into the social media = fear discussion is too much.

It doesn't have to be this way

Change, perceived loss of power and lack of knowledge and understanding can equal fear but social media should not. HR professionals, you don't blindly accept opinions of others without first understanding something about it yourself first, do you? Don't start doing so with social media. 

Got attorneys? Getting advice? Take it under advisement. Attorneys mitigate risk and while I value that perspective greatly, I know it is only one perspective. Yes, even the obedient little rule follower in me questions and questions and questions. I've got to know the upper and lower ends of my risk scale to make an informed decision and know that the best attorneys are the ones who will engage in that conversation with me. I don't buy into fear.

Next Steps 

Above all, be the voice of reason. Ditch the chicken little attorneys, learn everything you can about social media, and make your own informed decisions. Be prepared to provide the leadership necessary to successfully address the social media questions facing your organization, and if the decision is to adopt, to implement the practices right for you and your organization. 

If you don't, someone else will. Then your sky really may fall.

Photo credit iStockPhoto