• It’s Getting Crowded Out Here

    Last weekend I saw an interesting tweet that had to do with a podcast for the gang over at Fistful of Talent.  Of course I was drawn in and had give it a listen.   While it took me about two hours to listen to the 38 minute broadcast,  when I finally got through it I was most impressed by the efforts put forth by Kris Dunn, Tim Sackett and Dawn Hrdlica Burke.  I have met Tim and Dawn and have an idea what they are like so I have a connection with them.  I feel like I know Kris from his writing, and when he speaks he is pretty much the same guy that writes. He is witty, cynical, somewhat sarcastic and very entertaining.  Given all of the talented people they have at FOT there is not doubt that this will broadcast effort will be a sucess.

    This did get mye to thinking about what all is going on on here in the HR space of social media.  I consider myself active in social media, but not consumed.  On  a weekly basis I like to tweet daily.  I like to participate in the on-line weekly twitter chat called #TChat, which take place Wednesday at 6 pm Central.  Within the last couple of months #TChat, with the help of Focus,  has started to do a monthly live broadcast, while weaving in the so called channel of twitter into the show.  I also like to listen to Steve Boese and his weekly blog-talk radio show #HRHappyHour.  This takes place from 7 pm to 8 pm on Thursday evenings.  The show is live and consists of live callers, guest and a lively tweet stream,

    Oh and we should not forget the daily half hour blog-talk radio show of Bryan Wempen and William Tincup – Drive Thru HR. While I also enjoy listening to this, I often find myself listening to the podcast of this, as the events of the day often take presidence over the  show.

    I also enjoy reading blogs (there is a whole list of them on the right).  Some of them I check out routinely regardless of whether the posts end up in the tweet stream.  Then I am drawn into some posts by the tweet about the post.  It’s like the shiny object I can’t stop looking at.  Oh and I also try and post myself once or twice a week here and once a week over at ilshrmblog.org.

    I look at facebook about 6 to 7 times a week to see what is going on on this platform.  I get push emails and such from Linked In, and head over there when I get something, someone wants something from me, or I am trying to find someone on th LI platform.

    I don’t think my level or participation in Social Media is that different that many of the folks who are active in this realm.  But I am starting to feel it is getting crowded out here.   I think there will only be more and more things going on.  I see more on line events morphing into live evens.  A case in point is this.  Craig Fisher is taking his TNL Live network show on the road now.  He is bringing a TNL Event to the Chicago area on December 5th.   I see more of these on-line event tuning into periodic face to face events.

    This is where I meet up with my imaginary friends

    So how do we deal with all of this?  I spend a lot of time in the basement at my house.  Pictured to the left  is  my space.  My wife says I am going downstairs to spend time with my imaginary friends.  (This would be my on-line friends.)  Don’t mistake this,  my wife is very supportive and finds interesting what I do – she just likes to tease.  I don’t know where this is all going.  I do know that the space is getting crowded and more demands are going to made on a smaller and smaller amounts of free time. I guess the choices will just get harder to make.  No doubt more video will continue to creep into the social media realm.  I see more television style shows coming to us via the internet.

    I am sure there  will be new tools emerging that will help us keep up in the future.  We will need these tools because from my vantage point, the HR Social Media space is getting really crowded!

  • You Can’t Fire Everyone

    Last week I was not quite home, as it was  go time for HR Happy Hour.  So I thought no problem I will just call in on my cell phone and catch the start of the show that way.  Shortly thereafter, I found myself speaking to the show’s host Steve Boese.  Steve was missing his guest, and checking the phone lines for him.  A few moments later, I found myself along with Dawn Hrdlica-Burke (on twitter @DawnHRRocks ) as what Steve referred to as conscripted guests.

    So in true live broadcaster fashion Steve charged ahead with the show and tossed a few question at Dawn and me, that he was going to ask his guest Hank Gilman.   Hank has authored a book called You Can’t Fire Everyone.  You can catch the show here if you like.

    Now during the course of our conversation Steve asked Dawn and me both about “top talent”

    Photo from PresentationProcess.com

    and how we treat them.  I kind of downplayed top performers saying  that I didn’t want to rock the boat too much.  Dawn on the other hand said she wanted a whole organization full of rock stars.  Dawn is in the software business and I am in manufacturing.  After reflecting on our comments and where they came from, I had somewhat of an epiphany about this. Compared to Dawn I am practicing defensive HR  (not unlike defensive medicine).  Dawn is seeking all the rock stars she can get, me not so much.

    Dawn is more than willing to deal with the difficulties that the rock star may bring her, in return for their rock star performance and talent.  Me, I am trying to keep peace in the house.  As I thought about this, it became clear to me that what I am doing is maintaining the status quo.

    Rather than leading with bold innovation and pushing the envelope, I don’t stray too far from the known path. I don’t take outlandish risk.  However it is with outlandish risk come outrageous gains.   The great equalizer here is this, if one goes too far out on a limb and things don’t work out, you may find yourself in a very precarious employment situation, depending upon how your superiors views your actions.  Said another ways does your boss think you are being reckless or innovative?  In many instance this will speak to who is willing to take risk and who is not.

    As I look at the industry comparison, those of us in manufacturing are into replication, while those in software are always looking for innovation.

    I am not sure what all of this means.  I am going to look real hard and my prospective here and see if I can force myself to live a little closer to the edge.  So I owe Steve and Dawn a big thanks for helping me to see this.