april breakfast meeting · sun oasthr hols annual all- ay hr onrn an xpo the “on the utting...
TRANSCRIPT
Chapter 0238
While SuncoastHR retains complete editorial right over any articles appearing in this newsletter, the views and opinions expressed within each article are those of the individual author and not necessarily those of SuncoastHR.
April 2015
In this issue The President’s Corner page 2
April Breakfast Meeting / World at Work page 3
On The Cutting Edge Look-back page 4
Conference Premier & Platinum Sponsors page 5
HR Person of the Year page 6
Refresh Leadership Conference page 7
Article: How Do You End a Meeting? page 8
Suncoast HR 2015 Executive Board page 9
Suncoast HR 2015 Committee Chairs page 10
2015
Suncoast HR Breakfast Meeting April 8 Refresh Leadership Conference April 15 Member Social w/VACO April 30 Suncoast HR Breakfast Meeting May 13 World at Work Classes June 15-16 SHRM National Conference June 28-July 1 HR Florida Conf & Expo August 30-Sept 2
April Breakfast Meeting
Wednesday, April 8, 2015 Speaker: Pat Smolen, M. Ed., SPHR,
CPLP, CBCP President, Sr. Consultant with Achieving
Performance Success “Evolving Organizations
Through Performance Improvement”
8:00 AM— 9:30 am Registration begins at 7:30 am
Feathersound Country Club 2201 Feather Sound Drive, Clearwater
NOTE: Breakfast buffet starts at 7:30 AM
Register at: www.SuncoastHR.org
If you experience any issues registering, please email [email protected]
Celebrating 31 Years
1984—2015
Meeting Registration is a ‘Must’
In our continuous efforts to TRANSFORM your SuncoastHR chap-
ter experience in 2015, we are going to streamline our registration
process and requirements beginning with our April meeting. We
have committed to providing a headcount to the Feather Sound
Country Club 72 hours in advance of our monthly meetings. This al-
lows us to ensure we are able to provide enough seating and food and
for all attendees and effectively manage the chapter venue costs.
Beginning with our next chapter meeting in April, all attendees, in-
cluding Premier members, will be required to register prior to the
monthly meetings to maintain membership status pricing. All non-
registered premier and regular members will be required to pay $20
(cash or check only) at the meeting.
As a reminder, breakfast fees paid in advance cannot be refunded
unless cancellation is received before the Friday of each chapter
meeting. Thank you for your support.
Feel free to contact [email protected] with any ques-
tions.
Coming Soon:
May Breakfast Meeting: May 13, 2015
Speaker: Clara Rose
“Transform your organization by creating a culture of diversity that embraces our differences”
Member Social: April 30, 2015 5:30 pm to 7:30 pm
Villa Bellini on Gulf to Bay—see details page 2
Thank you! Medi Weight Loss
For sponsoring our April Monthly Meeting!
Chapter News - April 2015 Page 2
The President’s Corner :
Hello SuncoastHR Members:
What a spectacular way to end the first quarter of 2015! The 18th year of our chapter’s On the Cutting Edge event was
another great success. This event attracted 200+ people, including our sponsors and speakers. It goes without saying
that the energy was definitely in the house! A special “thank you” to our members for joining us, our sponsors and
speakers for supporting us, and our OTCE committee members for making it all happen.
What’s next? Let’s take the time to reflect and review. How were you planning to transform over the last few months?
Hopefully you had a plan with a goal, and you feel good about your accomplishments. Your SuncoastHR chapter is con-
tinuing its transformation. Our membership is growing and we are expecting more growth during the next quarter. We
will also wrap up our HRCI certification classes and prepare for our fall classes when we will offer both HRCI and SHRM
certification. If part of your transformation includes becoming a certified HR professional, this is it – don’t wait!
As we move toward the second quarter at a high rate of speed, here’s a challenge that I am planning for myself. My plan
will include trying something that in the past, I have only dreamed of doing. Whatever I choose, it will definitely be
something that will take me completely outside my comfort zone. Perhaps I can inspire you to do the same?
“You can only grow if you are willing to feel awkward and uncomfortable when you try some-
thing NEW.
~Brian Tracey
Warm regards,
Mary
Mary Trombitas, SPHR, SHRM-SCP
SuncoastHR and VACO invite you to a Member’s Social
Thursday, April 30th 5:30 pm to 7:30 pm
Come mingle with fellow HR Professionals in the “Heart of Italy” at
Clearwater’s newest Italian restaurant, Villa Bellini.
The event is free for SuncoastHR members!
Appetizers and one drink ticket per member included (Wine or beer)
Please register at suncoasthr.org and RSVP by 4/27/15
Chapter News - April 2015 Page 3
Speaker Bio: Pat has over 20 years of demonstrated leadership and fiscal performance. She is an integrated
strategic thinker who thrives on challenges and adding value to both the organization and its employees. She is a talent
management and development specialist known for building strong, loyal, business savvy teams. Pat has led successful
strategic planning, succession planning and career planning programs. She is also known for creating and implementing
leadership and professional development programs.
“Transforming Performance Measurement for Organizational Success”
Topic: It’s no secret that you can’t improve your organization’s performance without measuring it. In fact, every
function, unit, process, and the organization as a whole, is built and run according to the parameters and expecta-
tions of its measurement system. All too often, performance measurement creates dysfunction, whether among
individuals, teams, or across entire divisions and companies. Most traditional measurement systems actually en-
courage unhealthy competition for personal gain, creating internal conflict and breeding distrust of performance
measurement.
Particpant ROI’s: "Transforming Performance Measurement for Organization Success" presents a breakthrough
approach that will not only significantly reduce those dysfunctions, but also promote alignment with business strat-
egy, maximize cross-enterprise integration, and help everyone to work collaboratively to drive value throughout
your organization.
CEUs: This program has been submitted for 1 recertification credit hours toward PHR, SPHR and GPHR recerti-
fication through the HR Certification Institute. SuncoastHR is recognized by SHRM to offer Professional Devel-
opment Credits (PDCs) for the SHRM-CP or SHRM-SCP.
Pat Smolen, M. Ed., SPHR, CPLP, CBCP
President, Sr. Consultant with
Achieving Performance Success
April Breakfast Meeting—April 8, 2015
2015 WORLDATWORK COURSES COMING TO ST PETERSBURG
June 15-16
Business Acumen for Compensation Professionals (C8)
Strategic Communications in Total Rewards (T4/GR9)
Take advantage of great savings available to SuncoastHR members! For more information, contact Amy Bailey ([email protected])
Chapter News - April 2015 Page 3
SUNCOASTHR HOLDS ANNUAL ALL-DAY HR CONFERENCE AND EXPO The “On The Cutting Edge” event was held on Wednesday, March 11th with a theme of Transformation. Conference attendees earned six continuing education credits towards HRCI and SHRM certifications.
“A big thank you to our members, guests, speakers and sponsors for delivering one of the most exhilarating HR events of the year!” stat-ed Chapter President, Mary Trombitas.
CONFERENCE HIGHLIGHTS:
This years’ all-day HR conference and expo saw an 11% increase in attendance over 2014. The conference was attended by 106 chapter members and 58 guests and non-members. Approximately 16 volunteers from the Chapter were on site to make sure the conference ran smoothly.
Attendees this year saw the addition of a third speaker in each of the four concurrent sessions offered. The opening general ses-sion was an Employment Mock Trial by Bill Grob and Bob McCormack, of Ogletree Deakins in Tampa, a Premier Sponsor.
Terry Wood of Right Management, also a Premier Sponsor, provided the Masters Series session. Speakers also included Kelley Rexroad, Jennifer Price, Corey Lilburn, Joe Shaker Jr., Matthew Snook, Joe Kager, Chad Sorenson, Nicole Negvesky, Glen Evelyn, Larry Lawman, Melanie Hancock, and Birgit Zacher Hansen.
Also new this year was the inclusion of the SHRM Store, which offered attendees the ability to view a selection of SHRM’s best sell-ing books and order at SHRM member rates at the conference.
ATTENDEE FEEDBACK:
Conference attendee and Chapter member, Susan __ said: “The conference was fantastic. I know there were a lot of individuals in-volved in the coordination of this conference and it takes a lot of “volunteer” hours to make it happen but the group did a great job from start to finish. Please let them know I am grateful for all of their efforts. I walked away with skills and knowledge in relation to strategic influence, change, coaching, etc. which will help me from a professional and personal perspective.”
Now it’s your turn. Please take a couple of minutes to complete our attendee survey: https://www.surveymonkey.com/
s/2015OTCEAttendee
SPONSOR RECOGNITION:
As our Chapter President, Mary Trombitas, pointed out at the conference, we couldn’t bring this event to you with out the support of
our Sponsors. Please take sometime to recognize them for not only supporting our chapter but also for their support of you as HR Pro-
fessionals.
This year’s sponsors included Right Management, Ogletree Deakins, Tampa Bay Times/Monster, livingHR, Hill Ward Henderson, All-
state, Mercer, GTE Financial, Gallagher Benefit Services, Inc., Alltrust Insurance, Paycor, Grow Financial, Delta Dental, Helinger Ad-
vertising Inc., Lee Hecht Harrison, and TBJobs.com. Klynergy Massage & Wellness offered free 10 minutes massages throughout the
conference.
Chapter News - April 2015 Page 4
Thank you to our Sponsors for On The Cutting Edge Annual Conference & Expo !!!
At Ogletree Deakins, 650 lawyers in more than 40 offic-
es around the United States work daily with employers in
connection with their workplace needs. From traditional
labor issues, to employment litigation, to workplace safe-
ty, to employee benefits and other areas, Ogletree Dea-
kins has experienced professionals in all areas of labor
and employment law who provide efficient, client-
focused service to our clients. Our labor and employ-
ment law practices are complemented by thriving prac-
tices in immigration, construction, environmental law,
and corporate litigation.
Right Management is a global leader in talent and career man-
agement workforce solutions within Manpower Group. The firm
designs and delivers solutions to align talent strategy with busi-
ness strategy. Right Management partners with companies to
help grow and engage their talent, increase productivity, and
optimize business performance.
Premier Sponsors
Platinum Sponsors
Chapter News - April 2015 Page 5
Would your company like to advertise in our monthly newsletter?
Contact Ginger Dodds at [email protected]
Chapter News - April 2015 Page 6
Chapter News - April 2015 Page 7
How Do You End a Meeting? Netflix’s HR Rebel Asks Two Simple Questions
When I was a young and naïve professor, I was under the impression that meetings in for-profit organizations weren't plagued with the same pointless blath-er, disorganization, and frustration that I endured in far too many university faculty meetings. After all, many academic deans and department chairs are se-lected for their scholarly accomplishments rather than their management skill. And most university faculty are tenured and, too often, love to talk and talk about what should be done rather than to make firm decisions and actually get on with it. I assumed that “real” companies had far more effective meetings because they were led by skilled managers and filled with people who were under constant pressure to produce time-sensitive deliverables.
I was wrong.
Shortly after becoming a full professor in the early 1990s, I started doing some research and a bit of consulting. I learned that meetings in renowned for-profit companies can be every bit as screwed up as those I had experienced in academia. Yet I only recently realized that two intertwined lessons just might be the most crucial for leaders who are determined to use meetings to propel organizational performance. Before I get to those new lessons, however, let me give some examples of those bad meetings and discuss my past efforts to discover how to run good meetings.
For starters, I remember being surprised when, in about 1996, the president of one famous national chain complained that he felt as if “I have been going to same meeting every week for 20 years.” He confided that the same issues and problems came up each time, and it seemed as if nothing was ever done to resolve them. In several companies I worked with, the highest status people did nearly all the talking in meetings: Less powerful, and usually more knowl-edgeable, people rarely interjected (except to express agreement with their bosses, even when they privately disagreed with those blabber-mouths). And in one Fortune 100 company, I found that senior executives repeatedly made the same decisions again and again. Yet somehow, many of those decisions were never implemented. One decision they made again and again, but never implemented, was to put the company name on their products!
In the years since this revelation, my Stanford colleagues and I have worked to understand the differences between good and bad meetings. In 1999, Jeff Pfeffer and I focused on how leaders and teams can overcome “the smart talk trap,” where people are rewarded for saying smart things rather than doing smart things (this was the main problem in that Fortune 100 company). In a Stanford d.school class that Debra Dunn and I taught in 2008, our students helped executives at Timbuk2 (an iconic messenger bag company) make big improvements in their disorganized and dull weekly “all hands” meeting. Our students identified changes that were quickly implemented by Timbuk2’s management -- ranging from a fun ritual for introducing new employees to helping the CEO abandon his uptight body language. In 2010 in Good Boss, Bad Boss, I emphasized how effective leaders protect their people by calling as few meetings as possible, starting and ending gatherings on time, using stand-up meetings to increase efficiency, and, as Henry Mintzberg suggested, taking their own time to meet visitors so their teams can tend to their work.
I've learned a lot over the years about what happens during great (and horrible) meetings. Now, for those two powerful lessons I recently learned.
The first lesson is that, even though everyone may be at the same meeting, they often have clashing perceptions and opinions about which decisions were made (or not made) during the gathering. If you lead a meeting, your job is to make sure that every decision made is crystal clear to everyone present before the meeting ends. The second lesson is that leaders must make sure that decisions made in meetings are communicated to, and ultimately implemented by, their organizations. I know, this all sounds absurdly simple. Alas, my (admittedly biased) experience is that most organizations screw up both lessons on a regular basis.
These simple insights came toward the end of a rollicking interview that my colleague Dave Hoyt and I did with Patty McCord last month. Patty was Netflix’s chief talent officer from 1998 to 2012. Patty and CEO Reed Hastings are widely been praised for helping to reinvent HR, especially as co-developers of the “Netflix Culture Deck”. This summary of Netflix’s high performance culture has been viewed over 8 million times and described as one of the most important documents produced by a Silicon Valley company. Key elements include high pay, rapid termination when an employee’s performance does not meet the company’s high standards and current needs, a high degree of trust, and lack of conventional HR tools such as vacation tracking, expense policies, or perfor-mance reviews. Perhaps the most famous practice is that, “unlike many companies” where adequate performance gets you a raise and continuing job securi-ty, at Netflix, it gets you “a generous severance package.”
As Patty put it, she and her Netflix colleagues were bent on building a “no assholes, no bozos” culture. Patty emphasized that, although she and Hastings seem to get all the public credit (and criticism) for the deck, many other Netflix colleagues spent hundreds of hours reviewing and changing the details: “Everything we wrote and practiced went through a very thorough vetting with the leaders and employees.” McCord added that the deck (which has evolved since she left in 2012) has proven to be a valuable recruiting tool because it reflects how Netflix really operates. So it attracts job candidates who fit the cul-ture and drives away those who don’t.
Toward the end of our conversation, we asked Patty about senior team meetings at Netflix and elsewhere. Patty was vehement that, in the best companies, executive teams really are teams and that they make the hardest decisions together. We were especially struck by what she said next: “The most important role I played at Netflix was, at the end of every executive meeting, to say ‘Have we made any decisions in the room today, and (if we have) how are we going to communicate them?’”
We call these “Patty’s Parting Questions.” She gave us a great example of how she put these simple guidelines into action – in this case, to help the team realize that they were considering a decision, but hadn't actually made it:
Someone would say, ‘Well, we decided to spend $50 million on this.’ I’m like, ‘No, no, no, no. We decided to consider spending $50 million on that.’ They say, ‘but, if we don’t tell them, we’re not being honest.’ I respond, ‘Tell them that we haven’t decided. We can tell them that. If they want to know why we haven’t decided, tell them we think there’s more that we need to find out before making the decision.’
After our conversation with Patty was over, Dave and I thought back to all the bad meetings we had studied and suffered through over the years. If only these two questions had been asked and answered before those meetings had been adjourned. So many people inside and outside those meetings would have been spared unnecessary confusion and frustration. So many people would have been saved from getting pissed off. And, best of all, what happened in those meetings would have helped so many organizations march forward in constructive ways.
One more time. As your next meeting winds down, make sure that you've answered Patty’s Parting Questions: “Have we made any decisions in the room today, and (if we have) how are we going to communicate them?”
I am a Stanford Professor who studies and writes about leadership, organizational change, and navigating organizational life. Follow me on Twitter @work_matters, and check out my other posts on LinkedIn and my Work Matters blog. My most recent book (with Huggy Rao) is Scaling Up Excellence.
Chapter News - April 2015 Page 9
2015 SuncoastHR Executive Board— Executive Officers
President Secretary Mary Trombitas, SPHR, SHRM-SCP Lee Domarasky [email protected] [email protected]
Past President Vice President of Membership Lovese Purifoy, MSM, SPHR Vacant [email protected] [email protected] Vice President of Professional Development Vice President of Public Relations Tom Topping, PHR Ginger Dodds [email protected] [email protected] Treasurer President Elect Amber Gurley Vacant [email protected]
Chapter News - April 2015 Page 9
College Relations Director Programs Director Jill Sassone, PHR Stephanie Jones, MBA, PHR [email protected] [email protected]
Communications Director Social Media Kathi Acree, PHR, CP Rose Gangemi, PHR [email protected] [email protected] Conference Director (OTCE) Sponsorship Director Aisha Butcher, SPHR/Kelly Banchak, PHR Brian Hanrahan, MBA [email protected] [email protected]
Diversity Director Membership, Engagement & Retention Director Maalikah Yorke Meghann Bedell, MBA, SPHR [email protected] [email protected]
Government Affairs Director Workforce Readiness Director Bill Grob Dominique Van Kirk [email protected] [email protected] Hospitality Director Conference Director (OTCE) Kevin Flanner, SPHR Kelly Banchak [email protected] [email protected]
HR Certification Director At Large 1 Laura Johnson Bob McCormick JD [email protected] [email protected] Job Bank Director At Large 2 Sarah Davis, BA, BSW, SPHR Gyda DePeppe, MBA, PHR [email protected] [email protected] World at Work Webmaster Amy Bailey, SPHR, CEBS, CCP, CBP, GRP Jenni Stone [email protected] [email protected]
2015 SuncoastHR Board – Committee Chairs