Many stories are told through DistruptHR, Across the world, DisruptHR raises a stage for TED Talk-like speeches by HR pros for HR pros. The stick is that every 15 seconds your slide changes for a whirlwind five minutes. No stops, no do overs. Just mic drops.
As a recent Disrupt speaker, I told the story…of all things… my Dollar Tree soda koozie turned trusty pencil cup. Yes, inspiration comes from everywhere.
Using my Learning and Development experience as a case study for HR at large, my talk argued that HR professionals are not crazy. We’re simply passionate. Take a listen….
One of the things this experience reinforced for me was the need to ruthlessly edit in order to hit your mark. (I even did this live…toward the end, I omitted the sentence, ‘I believe in the power of possibility and personal potential,’ with mild regret.) What I learned is that this ruthless editing leaves more to be said. The magic of DistruptHR is that is spurs conversation and reflection. These live talks live on in the hearts of the live audience and all those who encounter the encore recordings.
Without the pressure of runaway slides but with the same disruptive spirit, I must share the untold truth behind the punch lines of my talk.
While we may appear crazy… | We’re really passionate! |
We have to make leaders believe that investing time in future hopes for achievement over today’s pressing tangible demands is worthwhile. | Any leader worth their salt knows that good things take time and as long as they can map it into project plans, time can be reserved for it. Investment and time management are not foreign concepts. |
70:20:10 Model appears to tout that 90% of learning doesn’t require an L&D department. | If your L&D department is merely transactional and drowning in eLearning, then maybe this is true. Talent development professionals have a direct impact in experiential learning (70%) through shaping stretch assignments, rotational programs, on-the-job training and coaching managers in articulating experiences as opportunities to grow. We also shape social learning (20%) through peer learning networks, cohort-based learning, mentoring/coaching programs and sharing stories through fireside chats. In an ironic albeit obvious twist, formal learning (10%) does not solely rely on us either; every time we take in information, we learn! The full 100% is influenced by the learning culture talent development leaders guide and shepherd. |
Much of what is learned is quickly forgotten. | Content that is not targeted, relevant and actionable is often lost. However, most adults seek learning because they desire application. L&D pros must respect their learners by making timely content engaging, practical and applicable. Reinforcement exercises and action learning projects aid these efforts. |
Many learners hate CYA training while others have an insatiable hunger for more. | We hate CYA training, too…shhhhh! Check the box training that does not meet a personal need may keep the organization compliant, but it doesn’t have the strongest impact. We love lifelong learners, but we do not have the bandwidth to custom curate and spoon feed each employee. The only choice is to teach you how to fish for yourself. |
The volume of learning resources on the market is its own headache. | True. The best response is curate the limited amount that is relevant and to market its relevance. A monumental task indeed. However, it’s one that helps us sleep at night out of fear of not providing everything we could. This also helps us to spend wisely. |
Proving the value of L&D is hard when stakeholders only expect a “butts in seats” measurement. | Often, we have to show stakeholders what measurements are possible. The best solution is to tie our success to their existing KPIs, not invent new ones. As business partners, we need to speak their native language. The Kirkpatrick Model is a great resource for measuring impact and sustained behavioral change. |
You do have to be passionate to work in HR. I won’t train you. | Attitude cannot be taught, and motivation can only be flamed. Skills are another story. |
As I built the case for apparent “crazy,” I was laughing at the passion-fueled irony. I know I’m not nuts….now, you do, too! Passionate HR advocates not only lead with heart, they also lead with wisdom!
Future Disruptors: Behind the Scenes Story
If you’ve ever considered giving a talk and have a memorable idea you feel propelled to share, DO IT! Take the leap. A few practical tips I learned behind the scenes are:
Talks come together quicker than you think. More time can actually be your enemy.
In total, I spent 50 days preparing. I was only a confirmed speaker for 21 of those days. Passion drove me to draft my talk in the hopes of one day delivering it.
Fifteen seconds is about three lines of text.
Speaking in front of peers is less daunting than it appears. Remember, HR pros are nice people!
Go ahead and strut your stuff. Moving around the stage helps you walk out your nerves.
Pick your primary medium and then go for it…script then design or design and then script. Word then PowerPoint or vise versa.
While your slides fall a distant second to your content, beautiful slides form a highly supportive cast.
Your event organizers and fellow speakers have your back. DisruptHR is about truth, fun and comradery. Not competition.
To the Point
I said it once, so I’ll say it again – You do have to be passionate to work in HR. I won’t train you!
Shoutouts
Monica Panetta, for enabling me to shadow your talk and coming to support me in mine! Many of the behind the scenes tips came from you.
DisruptHR Philadelphia organizers, for your commitment to cultivating and celebrating a bold and innovative HR community in our area… and for making the experience so fun!
My fellow disruptors, for your energy, support and insights! It was a pleasure to be a student of yours.
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