Everyone faces distractions at work. Very seldom do any of us ever enjoy the luxury of eight to nine solid hours to dedicate to focusing on priorities and projects without something coming up to draw our attention elsewhere.But what happens when you’re faced with a distraction that’s not quite so easy to deal with? What happens when it’s a more major crisis in your life, or even a series of significant distractions that all but sap any hope for concentration you might have?
I had the opportunity this year to attend the SHRM National Conference for this first time this year. This year’s event brought nearly 16,000 HR professionals to Atlanta, GA for four days of learning and connecting, and I was honored and privileged to be among them. For our readers who were not able to attend (and even for those who were) I wanted to share my observations and take aways from the experience.
I quickly realized that at a conference as large as this one, it is simply not possible to do, see, and learn everything that you want to, so my strategy became focusing on finding a few gems of wisdom to bring back. Beyond the speakers, sessions, and nuggets of wisdom, the thing that struck me the most about being in attendance at SHRM was incredible feeling of being in the presence of so many fellow HR professionals with a passion for what we do.
Recently, Time magazine ran a feature article, Women, Money and Power, about the rise of the female breadwinner in America, and why this phenomenon is good for everyone involved. While at first glance I thought the article was going to simply discuss powerful female earners supporting lower-wage earning men, in truth the main point was…read more
As an HR professional, I understand that there needs to be certain rules and guidelines in place; rules to ensure a safe, legal, and productive environment for our employees. But when we spend too much time focused on those rules and who might break them, we lose sight of what our true purpose should be: providing the support to perpetuate the success of our organizations through our people.
If our astrological signs that we’ve always believed ourselves to be may actually be wrong, yet we still feel we fit the attributes associated with them, how much of that behavior is actually learned?