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“If you can’t feed a hundred people, then just feed one.”

– Mother Teresa

In many ways, Florida is the land of plenty – plenty of sunshine, plenty of beaches, plenty of entertainment, plenty of tourists, plenty of snowbirds and plenty of wealth. But, we also have plenty of hungry and plenty without nutritious food.

In the U.S., hunger is a reality for 1 out of every 6 people. Over 16 million children go to bed without food. Florida in particular suffers one of highest food insecure rates in the county at 16.1%*, meaning that over 1 million of our Florida kids are either hungry or starving.

And it continues to worsen.

Many people think the problems we face with hunger are only found in small pockets of society or in certain neighborhoods. The reality is much different. There are many people, hardworking adults with children, who simply cannot make ends meet and are forced to go without food.

It’s time to change that. NO CHILD SHOULD GO HUNGRY. EVER.

The mission of Kids Against Hunger, a humanitarian food aid organization, is to significantly reduce the number of hungry children in the U.S. and to feed starving children throughout the world. The organization is not affiliated with or restricted to a particular religious group. It doesn’t discriminate on any basis. If you’re hungry, they’ll help you.

The Kids Against Hunger approach to achieving its goal involves the packaging of highly nutritious, vitamin-fortified soy-rice casserole meals by volunteers. Formulated by food scientists, each casserole provides a rich source of easily digestible protein, carbohydrates and vitamins needed by a malnourished child’s body and mind. The packaged meals are distributed to starving children and their families in the U.S. and in over 60 counties through partnerships with global humanitarian organizations. Each meal costs about 23¢ a serving.

In 2011, Kids Against Hunger volunteers packaged 40 million meals for children around the corner and around the world. In Florida, we packaged 125,000 meals – well short of the organization’s 600,000 meal packaging goal.

That’s not enough. This year’s goal is even higher: 1 million meals. That’s right. One. Million. Meals.

Help HR Florida help our Florida children. We are once again partnering with Kids Against Hunger to sponsor a food packaging event at the 34th Annual State Conference & Expo at the Rosen Shingle Creek Resort. Last year, we raised $5,000+ in cash and packaged 20,000 meals.

That’s a lot, but this year I’m tossing you a challenge – help us raise $6,000 in cash and package 21,000 meals. That’s only $1 and one packaged meal per attendee more.

We can do it. I know we can.

Don’t wait – make an online donation at www.hrfloridaconference.org. Volunteer on site to spend an hour packaging the meals. It’s clean. It’s hygienic. It’s a good cause. It’s a helluva lot of fun.

The payoff? No matter how small, you WILL have made a huge difference in the lives of thousands of children and families who are hungry and starving here in Florida.

Take a stand today and join the HR Florida State Council, the 2012 Conference Team and our attendees, sponsors, exhibitors and partners in protecting our future through the feeding of our hungry children.

* Statistics cited from Kids Against Hunger and Feeding America. For more information, please visit www.kahcfl.org and www.feedingamerica.org.

Aside from being the 2011-2012 President of the HR Florida State Council, Heather E. Vogel, MHR, SPHR consults and speaks professionally with local and national Fortune 100 and 500 companies on human resources and organization development. As the HR Whisperer [hrwhisperer.com], she focuses on human behavior and its impact on the workplace to rehabilitate organizations by developing talent.  Heather has 20+ years of leadership experience across corporate and nonprofits alike – so she gets HR/OD from both sides of the financial equation.

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“I don’t play politics.”  It’s not uncommon to hear an HR pro utter this phrase, usually colored with a tone that hints of disdain and self-righteousness.  It seems than many of us in the business of HR have decided that politics are root of all evil within our organizations.  This is a mistake.  Adopting a mindset that politics is evil can be the kiss of death for any ambitious professional.

Politics is a natural part of any organization or group of people.  If you look up the definition of politics, this is what you’ll find:

Politics is a process by which groups of people make collective decisions.  It consists of “social relations involving authority or power.“

source: Wikipedia

When two or more people come together as a group for a common purpose, there is politics.  Your family has politics.  Decisions within your family are made in a certain way.  The amount of input a child is allowed to have in family decisions is politics.  The way spouses make major (or minor) purchasing decisions is politics.  Politics are everywhere.

Politics is a process.  They aren’t good or bad.  They simply exist and they affect how work and life happen every day.  But political systems like our companies involve people and that’s where things get complicated.  People can have hidden or ulterior motives that drive how they use politics.  And that’s where politics has gotten its bad wrap.  Bad behavior within the political system doesn’t make the politics bad.

So, the HR leader who wants to be successful must become a student of political systems.  Rather than “playing” politics, study them.  Be curious about how decisions are made and how information travels.  Observe how people play the game and make note of their behavior.  Because, once you understand the political system, you can use that information to navigate successfully to create positive change.

Below are a list of questions that are useful when studying corporate politics:

• How do major decisions really get made?
• Who seems to be involved in every decision?
• What factors are considered most frequently in promotional decisions here?
• Who has risen up the corporate ladder the quickest?  What is the story about how that happened?
• Who has the most power to help me make change and what do they care about?
• Who has the most power to prevent me from making change and what do they care about?
• Who are people most intimidated by within the organization?
• Outside of the CEO, who appears to have the most power to affect corporate direction?

If you can get objective answers to these questions, you will be well on your way to understanding the political system within your organization.  And, you’ll have a road map for how to navigate your way through that system to do the important work you need to do to propel your company forward.

Jason Lauritsen is a former human resources executive turned consultant and keynote speaker. His company, Bulletproof Talent, helps organizations to develop accountable leaders and employees who are bulletproof to their circumstances. Bulletproof Talent helps organizations implement a more reality-based approach to employee engagement and talent development. Jason is the co-author of the book, Social Gravity: Harnessing the Natural Laws of Relationships and is half of the dynamic and provocative speaking duo, Talent Anarchy.

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Words with Friends is my new distraction.

The first few games, I looked for high-quality words but my words were quickly followed by words like mu and sorb. What the heck? I’d like to say it was the word nerd in me that asked the question but it really was the competitor in me because these tiny little words were racking up the points.

So, I started to venture out and loosen up my word choices. Would anyone think any less of me if I used a little purfle or qat here and there? Next thing you know I am creating words, slipping vowels in between and along side letters, and racking up the points.

Sharing my new found prowess on Facebook, a friend noted, “and the grasshopper becomes the teacher.”

When it comes to conferences, I am not your typical HR professional. I have been to 2 SHRM conferences in my career. Until recently, my impression of HR conferences was walking into a convention center full of swag-laden HRCI credit seeking colleagues watching them accept the same ideas without question or passion and begin morphing into one indistinguishable HR mass.

When I think about it, I get the cold sweats.

I don’t want to talk about HR the way people always talk about HR. I don’t want to talk about policies, procedures or police.

Talk withme about re-energizing a wall-flower incentive awards program, linking everything workforce development to the strategic plan or responding to changes in leadership styles. Talk with me about upward mobility and whether tuition programs are a benefit of employment, a talent management tool with expectations or something completely else.

Talk with me about how it all starts with 1 HR professional and how, working together, we can change the course of a profession.

Talk with me about this and I am hooked.

And that’s why I am heading to HR Florida 2012 State Conference and Expo. When it comes to connection, change and chewing on ideas HR Florida is different.

Come little grasshopper …

Lisa Rosendahl, SPHR is a practicing HR professional with over 18 years experience in leading people, inspiring commitments and managing change. Lisa has held human resource leadership roles in both public and private organizations and with the Federal government. Lisa is an active participant in social media, she writes about leadership, growth and human resources at lisarosendahl.com and is the editor and co-founder of WomenofHR.com. Lisa lives in Minnesota with her husband and daughter.

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It’s hard to believe that March is here and we are five months out from another amazing conference put on by the conference planning team at HR Florida!

If you’ve not been to the conference website and had the chance to peruse the Keynote line up this year, let me be the first to share some insights!

Each year we set out to bring our attendees exciting, cutting edge, informative and thought provoking speakers – that’s just what we do. So, while I cannot speak everywhere and every year, let’s face it – I’m in high demand; we’ve done a pretty good job with bringing you the next best thing!

This year I will have the pleasure once again, as your emcee, to introduce you to an exciting lineup that will speak to the Human side of HR, Leadership at its best and how we brand ourselves, our business and our value proposition to compete in the global marketplace!

Our first keynote will be Mitch Joel…

We know our conference attendees are savvy, forward thinkers and are always looking for what is “over the wall” – that is why we chose Mitch Joel. He will speak to what the HR professional and profession needs to be thinking about and preparing for!

Marketing Magazine dubbed him the “Rock Star of Digital Marketing” and called him, “one of North America’s leading digital visionaries.” In 2006 he was named one of the most influential authorities on Blog Marketing in the world. Mitch Joel is President of Twist Image – an award-winning Digital Marketing and Communications agency (although he prefers the title, Media Hacker). Joel has been called a marketing and communications visionary, interactive expert and community leader. He is also a Blogger, Podcaster, passionate entrepreneur and speaker who connects with people worldwide by sharing his marketing insights on digital marketing and new media.

His debut book, Six Pixels of Separation: Everyone is Connected, Connect Your Business to Everyone (Fall 2009—Grand Central Publishing) is the first book to integrate digital marketing, social media, personal branding and entrepreneurship in a clear, entertaining and instructive guide. Through the use of timely case studies and fascinating stories, Joel offers a complete set of the latest tactics, insights and tools that will help businesses increase revenue, awareness, and overall success in the marketplace—without the support of traditional mass media.

Our second keynote will be Soledad O’Brien…

Day two will bring you face to face with Soledad O’Brien who is an anchor and special correspondent for CNN/U.S. Since joining the network in 2003, O’Brien has reported breaking news from around the globe and has produced award-winning, record-breaking and critically acclaimed documentaries on the most important stories facing the world today.

In 2010, she released her critically-acclaimed memoir The Next Big Story: My Journey through the Land of Possibilities, which chronicles her biggest reporting moments and how her upbringing and background have influenced these experiences. That same year, the National Association of Black Journalists named O’Brien “Journalist of the Year,” and the Edward R. Murrow Awards lauded her with the RTDNA/UNITY Award for Latino in America. She was the first recipient of The Johns Hopkins Bloomberg School of Public Health’s Goodermote Humanitarian Award for her efforts while reporting on the devastating effects of Hurricane Katrina and the Southeast Asia tsunami. Soledad is part of CNN’s “Best Political Team on Television.”

Our final keynote will be John Foley…

We are going to close the 2012 conference with a motivating, moving and exciting Keynote speaker by the name of John Foley, CEO of CenterPoint Companies and Former Solo Pilot for the Blue Angels.

Never mind that he has a military background and we have a soft spot in our hearts for that, but his journey to become a pilot and the lessons learned are truly ones that hold true today and can transcend to our businesses and lives.

He says, “What I learned most from being with the Blue Angels had nothing to do with flying itself,” Foley says. “I learned that the process of engaging at this high level, when my very life depended on successful communication, accurate information, trust and follow-through, is the same process leaders and successful individuals use to achieve excellence.”

You won’t want to miss this presentation as John truly brings you into the cockpit and shares how trust and communication can change outcomes for everyone!

So, there you have it! Be sure to get registered and get a front row seat as you won’t want to miss a minute!  For more information, visit www.hrfloridaconference.org.

Carol is the current Vice President of the HR Florida State Council, Inc.   Since beginning to volunteer in 2006 as President of the HR Tampa Chapter, she has become one of the most recognizable forces behind HR Florida. Carol’s career started in the military as a Protocol Officer, where she quickly became immersed in the HR Industry. After working in the staffing industry and corporate recruiter, she found her calling through consulting on Talent Management.  

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I recently read an article from Barbara Hanna Grufferman, author of The Best of Everything After 50 and it got me thinking.  The post had to do with what women over the age of 50 are fear most and why.  Kind of hit home for me.  And no, not the ‘50’ part.  The ‘fear most’ part.

Grufferman did an informal survey on Facebook asking her women friends to reveal the one thing that keeps them awake at night, the one thing that has the potential to overshadow their outlook on life.

You might think the women were concerned about getting older, getting wrinkles, and getting replaced by a younger model.  Surprisingly, in spite of all the media surrounding the importance of youth in our culture, none of the women brought those issues up.  What’s on their minds is not the fear of getting wrinkly or getting sick, it’s the fear of not having enough money as they get older.

Of course, this anxiety is not just held by women over 50.  The Wall Street Journal reported that “at an age when they should be generating peak incomes and savings, many unemployed and underemployed Americans are applying for early Social Security benefits and spending what’s left in their retirement accounts.”

Those of us who are fortunate enough to still be working, could be working into our 70s because we didn’t – or couldn’t – save enough to retire.  And women seem to be in the most shaky position as we get older.  It’s well known that men tend to be more financially secure, make more money and have bigger pensions.  What doesn’t help is the fact women are not regaining the jobs they lost in the recession as fast as men are.  The Bureau of Labor Statistics reports that of the 1.3 million jobs created in 2010, about 90 percent of them went to men.  Women gained only 149,000 jobs.  Yuck.

As unemployed women look for work, cultural and other unconscious biases can throw a wrench in their search.  Yes, we have antidiscrimination laws, but we also know there are employers out there who secretly believe that males put in longer hours or are more dedicated to their jobs simply because they cannot give birth.

So, you ask, what should we do?  Well, we should stop ageism, create more jobs, provide access to affordable healthcare and stop job discrimination for everybody, not just women.  But, that’s going to take some serious paradigm shifting and politicking in America, isn’t it.

We can, as HR professionals however, contribute to our organizations in a way that will start the ball rolling.  Given the realities the boomers are aging, people are retiring, and our intellectual capital may be passing on or walking out the door, we as HR strategists must have plans in place to help our businesses and employees cope with these changes…and sometimes even take advantage of them.

Here is what I would do:

• Institute wellness programs to help employees stay healthy.  Not only will it help to reduce benefits costs, but it will also contribute to the reduction of the #1 financial risk we all have as we age.   Give employees a financial incentive to participate.  That extra $10 or $25 in a paycheck could go a long way.
• Encourage employees to stay current with their skills.  Yes, we know younger people tend to be more technically savvy, but all employees should have a baseline in the use of technology.  Biologically, older workers may take longer to learn, but given the opportunity, they will end up just as skilled as their younger counterparts.  Up-to-date skills maintain employability from both perspectives, employer and employee alike.  There is an enormous amount of free training offered through state workforce boards – and some of those workforce boards have grant money you can take advantage of to help fund other training, too.
• Educate workers on the need for saving.  Communicate and show them how to participate in the retirement plans you have in place.  There’s no such thing as a sure thing anymore in terms of retirement.  Pensions are going out the window; 401k’s and other savings vehicles are the norm.  There’s a great article coming out in the Winter issue of HR Florida Review (mid February) that shares some ideas on how to stress to employees the importance of using savings plans.
• Examine how jobs are created and defined in your organization.  Are there opportunities to redesign them to be more flexible?  Are there opportunities for job sharing, so more than one person can be employed without additional costs to the company?  Can some jobs work well for telecommuting?  Can other jobs be designed to entice the “nontraditional worker?”
• Be aware of bias lurking in the corners of all your HR policies, processes, and programs.  Do you automatically toss out a resume because the person has an unusual or a feminine name?  Do you ignore the applications that indicate a person has been unemployed for several months?  Take a look at your HR programs and see if there are ways to make changes that allow for a much more level playing field.  For example, develop evaluation tools that keep interviewers focused on relevant criteria.  Highlight the importance of diversity and inclusion in job descriptions.  Incorporate self-reflection and emotional intelligence in leadership development.  Ensure pay scales reflect knowledge, skills, ability and other objective criteria, etc, without regard to gender.

I know we HR pros can’t solve America’s or women’s problems in a day, a week, a year, whatever.  But we can be business partners that reflect doing what are the right things to do.  One person or program at a time.

Aside from being the 2011-2012 President of the HR Florida State Council, Heather E. Vogel, MHR, SPHR consults and speaks professionally with local and national Fortune 100 and 500 companies on human resources and organization development. As the HR Whisperer [hrwhisperer.com], she focuses on human behavior and its impact on the workplace to rehabilitate organizations by developing talent.  Heather has 20+ years of leadership experience across corporate and nonprofits alike – so she gets HR/OD from both sides of the financial equation.

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Since I get to do a little recruiting in between my full load of HR duties, I sometimes read the email newsletters from Recruiter.com as they come out, and I saw an infographic that made me laugh recently. It was comparing the costs of phone and video interviews. Check it out.

Apparently video interviews are even better than sliced bread.

The points I contend with:

• Scheduling difficulty: Easier to schedule a video interview than a phone interview? Really? Not everyone totes a laptop with a webcam and microphone around with them all day. Most people carry a phone.

• Ethical/moral issues: The example they provide is “taking time off work to interview.” So you’re saying someone can do a video interview without taking time off? If there’s another point I’m not seeing it.

• Average time spent per candidate: It takes just as much time to set up a video interview as it does a phone interview. If you are substituting one video interview for both the phone screen and in-person interview, then it will take just as long as the in-person interview, and it might take multiple interviews to confirm the candidate as the primary choice.

I’m not saying video interviews are not an option or are even inferior, but I am saying that they aren’t head and shoulders above the traditional recruiting and selection methods. As long as the hiring process involves recruiters and hiring managers making educated guesses based on resumes and interviews, there will always be some level of inefficiency and poor decision-making.

Would anyone else like to discuss? Do you agree with me that these points are stretching the truth when it comes to video interviewing costs, or am I off the mark?

Check out the rest of the infographic here.

Ben is an HR Generalist for a private defense contractor located in Huntsville, AL.  Wish a passion for leadership, straight talk, and social media, he blogs at UpstartHR and is a co-founder of HRevolution.  Ben is also an active SHRM volunteer in the state of Alabama and has written an eBook on HR certification study strategy (Rock the PHR).

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It’s almost the end of the year and you’ve made the commitment to volunteer for your local HR association in 2012. Perhaps you agreed to be on a committee or you’ve taken the plunge and (gulp) you’re going to be a board member. Either one can be extremely rewarding – not only for the chapter, but for your own personal and professional growth.

But let’s face it – if you’ve never volunteered for your local chapter (whether you are a newbie or long time member) it can be a little intimidating. Just keep in mind that they need YOU; they need your enthusiasm AND your fresh ideas. Trust me on that.

But how do you get the most out of your volunteer experience? Here are some suggestions:

• Make sure you understand what’s expected of you – if you’ve already talked with the President or Committee Chair; attended the planning meeting for the New Year, and you still don’t know what they want you to do, get clarification NOW. No one will think you’re stupid.
• Don’t make commitments you can’t keep – everyone gets busy, and yes your paid job and family take priority, but your association needs you to do what you say you’re going to do. Don’t become “that guy” (or girl) who is always falling behind. Volunteering is a great way to develop (or ruin) your personal brand.
• If you’re falling behind speak up – everyone has unexpected issues that come up, and if you give them the proper heads up, the committee chair or President of the association can jump in and find you a helping hand without it becoming a big deal.
• Don’t allow others to mistreat you – when you volunteer it’s supposed to be fun and rewarding – not miserable. If you feel someone is behaving inappropriately, politely remind the offender (in private) that you’d appreciate being treated as a professional.  Sometimes people who get a bit over-zealous in their role need a gentle reminder. Staying silent makes matters worse.
• Share your ideas – you probably have a lot of them. Every association needs new ideas to continue to grow and develop their membership. If you ever griped about the organization or its leaders – now is your chance to make a difference.
• Don’t be in it to sell – if you’re an HR vendor and your sole objective is make sales in return for your hard work, forget about it – everyone will see right through you. Do it because you love the industry and you want to give back. One of my favorite quotes is “make happy those who are near and those who are far will come”.
• Don’t make it “all work and no play” – volunteering is serious business and it can be hard work, but if you’re not having fun – why do it? I’ve made some great friends and learned a lot along the way. Keep an open mind and you will too!

Hopefully I have given you a few ideas to help make your volunteer year successful. Have a wonderful holiday and if you’re in Florida and attending the HR Florida Leadership conference, be sure to say “Hello”!

Deborah is “Your Recruitment Business Partner” at DH Talent Strategies, LLC in Pompano Beach, FL. She’s a blogger at www.hroptimist.com, and an HR professional with 20 plus years of director-level experience in staffing, marketing and employment communications. Deborah is also proud to serve as a District Director for HR Florida State Council.

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I recently was the target of one of those sharp little communication darts that was intended to be a quasi joke. You know the type of comment I mean.  Sometimes they’re followed by, “just kidding.”

Buried within the snarky joke-like comment is usually the speaker’s true opinion. It’s the point that they’re too intimidated to voice in a more effective manner.

This communication tactic is used often. I guess I’ve never given it much thought before because it is so prevalent. It has become part of our communication culture.

There were many people present today that heard the comment. In the post comment discussion among those individuals, there was a vast assortment of interpretations of the comment. What was the speaker really trying to say? One thought it was actually a compliment that we were acknowledged by the speaker. In an extreme opposite opinion, another felt it was intensely inappropriate to share an unsubstantiated remark in an open forum where there was no opportunity for rebuttal. There was a common thought among the eight or so people participating in the discussion, however, the comment left us feeling uncomfortable.

I’ve hurled my share of snarky comments. It is because I’m such a seasoned pro, that I feel confident I got the true intent of this speaker’s comment. And yet, even though I got the point of the message, I was offended by the style in which it was delivered. This event has caused me to reexamine my communication style. I challenge you to do the same. Watch those off hand comments. They don’t uplift or inspire. And, they just might offend. Either way, they can diminish your speaking effectiveness and damage your leadership ability. Got that? (Sarcasm implied). Just kidding.

With many years of senior-level human resources experience in the private sector environment, Joyce Chastain brings practical know-how to each engagement. Her human resources consulting practice specializes in talent development, employee relations, internal investigations, employment law compliance, and affirmative action plans. She is the owner of Chastain Consulting and currently serves as the President-elect of HR Florida State Council, Inc.

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Winning Isn’t Everything.

When you agree to be a volunteer for your local HR association or state council, you hope to become a part of a great team; one that will support your efforts, tell you when you’ve done a great job AND most important – you hope they’ll care enough about you to give you constructive criticism when it’s needed. I have served on the board of four different HR organizations and I have learned (and continue to learn) a lot from my HR mentors and friends.

After serving as the President of EMA (now known as SMA South Florida), I was asked to join the HR Florida State Council as a District Director. Being the “Switzerland of South Florida” as I’ve been called, they felt I’d be able to keep the peace in my district. The chapters were a bit competitive back then – but that competition helped to keep us on our toes.

The competitive spirit that HR folks have was evident during the SHRM Leadership Conference that I attended recently in Washington DC. This annual event is hosted by SHRM and 900+ HR volunteers from around the country attended this year. There is the serious business of the Pinnacle Awards that chapters and state councils vie for by submitting their most outstanding achievements and contributions. HR Florida was a finalist and we didn’t win this year, but it sure was fun to wear our matching scarves to the dinner and cross our fingers and toes via Twitter.

An HR volunteer with that same competitive spirit was SMA South Florida’s Past-President Larry Kohn, co-founder of Graymark Security Group and husband to Jackie Kohn (who started the SMA chapter here in South Florida). Larry was the kind of guy who would give you the shirt off his back. He was also the kind of guy who would challenge you and make you think – even when you didn’t want to. If you told Larry that the sky was blue, he’d turn it into a lesson about the color wheel and make you figure out what SHADE of blue it really was so you’d know for the next time.

Less than 2 years ago, Larry found out he had cancer. At first he wasn’t going to submit to any treatments because he didn’t want to be a burden to his family; maybe deep down inside, he knew this was one battle he wasn’t going to win. But Larry was one of us – an HR volunteer. He was going to fight until he could fight no more. And just like a true HR pro, he looked out for everyone else and made sure those around him were taken care of first. He did it with dignity, he did it with class. He even made sure that the Publix Pharmacy received flowers the day after he passed away, which was on November 8th.

There is no doubt that it’s important that we stay on top of our game and stay competitive – but winning isn’t everything. When all is said and done, what’s important is how we played the game; how we made people feel, what we contributed without expecting in return. That in my opinion is the true meaning of winning.

Deborah is “Your Recruitment Business Partner” at DH Talent Strategies, LLC in Pompano Beach, FL. She’s a blogger at www.hroptimist.com, and an HR professional with 20 plus years of director-level experience in staffing, marketing and employment communications. Deborah is also proud to serve as a District Director for HR Florida State Council.