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How to get started speaking in the hr industry (transcript)

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From HRlancers.com live event. https://www.youtube.com/watch?v=mhn80FO0k6I&t=1322s

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How to get started speaking in the hr industry (transcript)

  1. 1. Speaker1 (00:09): We're lookingforwardtoit.Audioisworking here,butwe can hearyou justfine onthisend. Speaker2 (00:14): Awesome.Awesome.Awesome.We're uh,we're the worldare you? Speaker1 (00:19): I am inSouth Floridaandit'sa prettychaoticdownhere rightnow withthe coronavirus.Yeah.Here all at the beach.We wouldlove tobe,buttheyclosedthose down.The springbreakersare nothappy. Speaker2 (00:34): Okay.Hi Chris.Howare you?Good sir.Are we goodto hear the cancel your, uh, Speaker1 (00:49): I know,I knowyouhave to cancel everything.They're eventalkingaboutcancel andTristate soI don't know. Speaker2 (00:58): That's inmay, right?April?Yes.Hey,Jennifer.Sarah.Hi.Hello.Ihave the wrongthingwiththe window inback of me,but everythingelseistrashinthe,so the seniorapartment.Yeah,Ijustkindof um, moved everythingbackandforthwithmyself lastweek,soitjustgot throwninhere.It lookslike Ihave a lotof time nowto organize andplanthings.How are youfairingoutthere withthe virusand stuff?Oh,you know,I don'teven,lastweekwasprobablythe bestweekend,the worstweektobe offline forthe most part. So I'm justkindof settlinginandtryingto stayoff out of there,outof everythingelse rightnowas state'skindof doing,Iguessina lot of them, makingsure that people are stayingapart.Andthe good newsisI workfrom home.Sothe bad newsis,isthat there'snowork to be done rightnow in termsof speaking,butobviouslythisisnota muchbiggerissue thanthat.I see.Elissa'sjoinedusanduh,uh,Joel. Hey,doinggood.How are you guys?Good. I'm Speaker1 (02:31): Colinfromthe suburbsof Chicago,so it'sa rainyday here,butuh,inthe Twilightzone.ButIlike that. Yeah.But it's,you know,butdoingokay.I mean,I,I, I'm excitedabout,aboutthe communityonthis call.I mean,I thinkthere'sa,froma clientworkthatI have, Speaker2 (02:55): thingsare instantly,it'sbusierthanever,butsome real questions Speaker3 (03:00): aboutwhat doesthat meanfornewbusiness?How dowe have power?We available tosupportina waythat seemsauthenticbutat the same time as an acknowledgementthatthisis,we needtomake moneyoff of this.So that's,yeah,I've seena lotof,um, commentsonFacebookandTwitterabouta cause you're flaggedbyHR tech vendorssayingthatthisisnot the time to go start sending,uh,sales emails,uh,forthatkindof stuff.SoI thinkit'sdesignedtobe helpfulandtryingtohit shouldbe positive conversations.
  2. 2. Speaker3 (03:41): Right.Deanna'shere.Alyssa,are youthere?Hmm, I am here.Ijust had myself onmute cause I will say answers.Soyeah.How'sit goinginTexas?It's going,uh,oddlyenoughIthinkthatrain fromChicagojust made a beeline straightforTexas,sowe've gotalot of yearsto welcome.How'sitgoing,Jenny?It's goingprettygood.Uh, sorry.Loose.Everything'sgood.All right,Dan.Shana,you're new.Where are you from?Hi, I am fromSpringfield,Missouri.All right,Kelly'shere.Hi Kelly.HeyRegina.HeyChris.SorryI'm late.That's okay.We haven'tstartedyet.We're justkindof hangingout.Hi everyone.We'llde steal like twoor three more minutes.Ilooklike people,uh,chime inhere.Um, uh,anyother,uh,major,uh, issuesortopicson yourmindthese daysotherthan the virus?Sois everyone goingintohiringfreeze?I dida little podcasttodayonTwitterand itseemslike it's,it'sforthe most part it'shiringfreezesare happening.It'salittle score attitude dependingonwhatindustryyou're in.Yeah,I've seenall the things, all the spectrumhere intermsof the way we're hiring.We're freezing.We're justpausingforacouple of weeksjusttosee whatit lookslike.Right.SoI'mseeingalotof jobseekertweetsoutthere.A,what'sa childonhold? Speaker4 (05:51): Yeah, Speaker3 (05:52): I thinkwe're goingtosee that for the nextcouple of weeksatleast. Speaker3 (06:00): All right,well let's,uh,be,uh,cognizantof everyone'stime hereandI'mlike the welcome everybodyto HR, lancerslive.Thisisoursecondeverevent,soI'mgladyou're all here.And,uh,we're gonnahave one nextweekaswell.SonextweekI'll be talkingabout,uh,favorite appsforHRfor the answer.SoI'll be comingout witha show,talkingaboutthe differenttoolsIuse inmyeverydaylife thatmake thingseasy for me.Soapps, websites,thingslike that.Soforthat show,kindof bring,I askedeveryonetobringone or two appsthat theyuse on a regularbasisand kindof we'll buildabiglisthere andI'll make a blog postside of that for the communityitself and,um, andjusttryto educate everyone peopleare usingout there overall.Sothat'sa Thursdayat fouro'clock.Uh, the 26th overall,ourguestof honoris here, JenniferMcClure upthere inthe,uh,upperleftinmyscreenanyway,andshe'sa Alleganfrom Cincinnati,Ohio,andshe'ssomeone I've knownforprobablyabouta,I,I'd say 10 years,I think.Jennifer roughsomewhere around,Iguess Speaker2 (07:08): past decade Mark. Yeah. Speaker3 (07:11): Yup. Uh, soshe's beeninministryforalongtime.The HR consultants,she'sspokenatover350 events, uh,according to herwebsite there.And,um, uh,JennyJennylastweekatthe lastcollege andhe said,I wantto learnmore about howto speakinHR andthe firstperson,Ithoughtitwas you,Jennifer.Um,so that's whyI like MIG youto come onto the,uh, the show here.So,um, I guessstart out byjusttell us aboutyour backgroundand um,kindof how you got intospeakinginthe firstplace,if youwould. Speaker2 (07:41):
  3. 3. Sure.Andagain,I apologize formysetup.Ijustmovedto,thisis my seconddayinmy new apartment and nothinghasa place nor can I findanythingsogood.So I'm sittingthe exactopposite awayfromthe light,butthat's the wayit is rightnow.Um, so mybackgroundis I spentabout20 yearsof mycareer in the corporate worldin HR leadershipandexecutive roles.Alwayshadresponsibilityforrecruitingforthe whole organizationinall of mycorporate life there.Um, leftthe corporate worldin2000, early2006 and wentto workfor an executivesearchfirmhere inthe Cincinnatiarea,mainlytolearnkindof how to developbusinessandhowtobuildrelationships.I'ma card carrying introvertandsowhenthe company that I workedforwassoldand I foundmyself withoutajoband not reallywantingtogoback into corporate leadership,alot of greatpeople gave me advice onnotstartingmy ownbusinessrightaway because theysaid,youdon'tknowhowto developabusiness. Speaker2 (08:47): You've neverdone anythinglike that.Sothatwaswonderful advice thatIwill foreverbe grateful for. Andthe recruitingfirmthatI wentto workfor, um, was very different,uh,inmyopinionthanalot of recruitersthatI had workedwith.Itwasn'ta transactionkindof orientedfirm, veryrelationshipfocused people andwonderful people whotaughtme alot.Uh, so I spentaboutthree and a half yearsthere and executivesearchduringthattime and,andkindof,uh, there wasa transitiontime inbetweenthe corporate life andthe time of the executive searchfirm.Ihadengagedacareer coach and he made me go out andnetworkagain,whichIhad not everreallydone.AndImeta lotof reallywonderful peopleas I said,whogave me some greatadvice.Um, and duringthat time I,uh, came across a gentlemanata executivenetworkingmeetingwhowassharingkindof hisexperienceof beinginjobsearch. Speaker2 (09:41): He wasa CEO,had recentlyjoinedanothercompany.Andone of the thingsthathe mentioned,uh,was that so manypeople were helpful tohiminhistransitionthathe made a decisiontogive away10% of histime once he became employedtohelpingothers.AndIlikedthe waythat'sfounded.AndsowhenI startedat the searchfirm,of course,if you're familiarwithexecutivesearchconsultants,um, usually they're workingonbehalf of,well,theyare workingonbehalf of clients.Sotheydon'tspendalot of time,uh,necessarilyinteractingwithpeople whoaren't agoodfitfor the rolesthat they're currently workingon.You know,they'll putyouintheirdatabases,etcetera.SoI decidedIwouldgive away10% of mytime forseniorexecutivesandcareertransitiontohelpthem, youknow,justlistentotheirstory to helpthemwiththeirresume,um,totalkaboutnetworkingasanintrovert. Speaker2 (10:32): There are a lotof us outthere and justto be a safe place,um, soallowed,youknow,fourhoursorso of my week,uh,tobe able to helpotherpeople.AndLinkedInwasrelativelynew duringthattime.AndsoI startedsharingwiththem.Um, I hadgottenon LinkedIn,I'mmembernumber5 million,somethingso behindpeoplelikeChris,I'msure,butaheadof a lot of others.Um, and so I startedshowingthemhow to use LinkedIn,howtobuildaprofile,how to,tokindof, youknow,use it fortheirnetwork.And,uh, unbeknownsttome,I hadsaid about10 yearsintomy career thatsomedayI'd like tobe a professional speakertrainer.Um,but I kindof forgotaboutthat. Andwhat ultimatelyhappenedwasthat,uh, meetingwithpeople,sharingmyexperiences,teachingthemsomethingthatIknew turnedintoonce theybecame employedortheywentbackto organizationsthattheywere apart of,they'dsay, Hey,we needtoget JenniferMcCordhere to come and teachus how to use LinkedInorto come andteach our recruitershowtouse social mediato,you know,getour,weren'tcallingitemployerbrandbackin 2006, but howto getour employerbrandoutthere,how touse social mediaourselves.
  4. 4. Speaker2 (11:45): Um, and so the speakingkindof,youknow,I'dalwaysspokeninfrontof corporate training,youknow, done that andat all employeemeetingsandthings,butbeinginvitedtocome andspeakactuallycame out of teachingotherpeople whatIknew.Theyfoundthatvaluable.Andthentheyaskedme tocome and share withtheirorganizations. Soin2010 I was doingenoughspeaking,itkindof startedwhere I was justdoingitfor free andthenit wastakingme away frommy day jobenoughinall thiswaswiththe recruitingfirmsblessing.Ithelpedtheirbrandforme to be outthere as well.Um,I startedcharginga little bittogo inand speakandthena little bitmore,um, andeventuallyfeltlikeIhadbuiltenoughof a base and itwas readyto take the stepouton my own. Speaker2 (12:37): So in2010, um,startedmy ownbusinessasa full time speaker,um, trainerandIdo a little consulting everynowandthen.Not,not so muchanymore.Uh, andI have an executive coachingcertification,soI take on maybe one or twoexecutive coachingclientsayear.Sothat's the story of me andhow I got to where Iam today.I slice.Sohowmany eventswouldyousayyouspeakona yearlybasisrightnow? Yeah,I guessI shouldupdate mywebsite.Ineedtogo back andcount. Uh, it'sdefinitelyoverthree 50. Uh, I'd say inthe beginningwhenIwasspeakingforsome versionof expensesonlyormaybe evensome free andyou know,a lowerrate,Iwas at one pointdoing50 to 60 eventsperyear.Andthenaftera few yearsin andI beganto target more keynotesand,oronlypaidspeakingevents,itprobablywouldbe 30 to 50, uh,withinthe lastcouple of yearsbecause I alsohave anotherbusiness,uh,organizationcalled disruptHR. Speaker2 (13:47): AndI've appliedalot of bottle andtear time tothat probablytoowell,definitelytothe detrimentof my ownbusiness.I'dsaythe last couple of yearsI've spoken20 or 30 timesayear.That is not whatI would ideallyliketobe doing.I'dlike tobe doingmore.Um, but I've,andso much time kindof,uh,buildingthe disruptHR community,Ididn'tspendenoughtime ondevelopingmyownbusiness,etcetera.Soforme as a full time speaker,I'dsayI Dealyandagain,I am at a point where Ilove the travel.Ilike tobe out and about,so I don'thave youngkidsat home or anythinglike that.Um, you know,andso some people have to make decisionsto,youknow,the seasonof life thatthey're in.ButI'dlike tobe speaking anywhere from40 to 50 to 60 timesayear.And hopefullyafterwe getthroughthiscurrentseasonthat we're in,I'll be able to getback to that. Speaker2 (14:48): Didyou initiallystartoutspeakingforIwill play.Didyoustart to getpaidfor what youdo? I did,yeah.It justkindof turnedinto,youknow,one of the executivesmaybe thatIhadconnectedwith,uh,would say,Hey,you know,I'ma part of thisExecunetgroupor thischurch organizationthathelpsjobseekers or my church reach outto me and said,Hey,can you come inand, and share yourtipson networking and,um, usingLinkedInatwhateverwithourorganization.AndsoIdid thatfor free.Um, and thenas I said,itkindof became,youknow,asan executive searchconsultant,itwasahundredpercent commission.Soanytime thatIwasn'trecruiting,Iwasn't goingto be makingmoney.SoIstartedat some pointcharging,youknow,justenoughtomaybe knockoff a few of the free events,youknow,soeven two50, $500 and not anythinglife changing. Speaker2 (15:43):
  5. 5. Um, and then,uh,once some largerorganizationsstartedtoreachout to me,uh,kindof raisedthe fee a little bitbecause Iwasdevelopingareputationandsome expertise inaparticulararea.Um, and so just overthe years,dependingonkindof how,how I'mprogressingandhow mybrand has beenbuilt,you know,have,have raisedmyfeesaccordingly.Uh,I'dsayfor anyone though,whenI,Igive youno advice aboutspeaking,Ipersonallythinkthere'sstilla,Isee a lot of chatter outthere on Twitterabouthow, youknow,relativelynewornewbie speakersare complainingthatpeople are wantingthemtospeakfor free.AndIthinkthere are two,twosidestothat. Numberone?Yes.Any,huh?Pardonyour,your opiniononthis?I'mcurious.Yeah.Anytime a,someone'sspeakingforfree,that'scertainly,uh,letting organizersknowthatthat's an option,youknow,so,soin one wayit's,it's potentiallytakingmoneyout of,uh, the pocketsof people whospeakprofessionallyorwanttoget paid. Speaker2 (16:54): On the otherhand,I do believethere isaperiodof time andfor some people,maybe it's,it'sshorter than otherswhere youneedtobe outthere speakingasmuch as youcan. You're nota provenentity,so you're goingto needtoget the repsin.Uh, and so everyopportunitytospeakforfree,butagain, whetherthat'sa church group or a evena conference oraneventor a professionalassociationwhere youcouldget infront of an audience thatyou're targetinga hottarget audience withyourmessage.Uh, I thinkinitiallysome of those are goingtobe free because you're anunknownentity.Youknow,if someone'swillingtogive youa chance.Um, and itworksfor bothof youto buildyourexperience and your reputation.Ithinkthat'sa goodmutual exchange.Um, at some point,youknow,if youare doing the right things,if you're buildingyourbrand,if youhave a unique message oratleastunique enough, thenyou're goingto be in demandenoughwhere Ithinkyouwill be able tostart. Speaker2 (17:53): Uh, I thinkforme the progressionwasIspoke forfree.Iaskedto speakfor free atsome conferencesor eventsthatI wastargeting,builtrelationshipswiththe organizers.Thenmaybe afterI'dspokenforfree a year or two,insome cases I wouldsay,wouldyoupaymyexpensesthisyear?Uh,andthenafterdoing that for a periodof time,itwas,I'm onlytargetingpaidevents.Um, andI still,Ithinkeveryspeaker,I have a feweventsperyearthat I still dospeakat,uh, forfree because,uh,again,there'salotof reasons couldbe that I knowthere are people inthisaudience thatItypicallygetseveral clientsoutof the meeting.Anexample wouldbe forseveral years,Ispoke atourCincinnati chambersleadershipevents. So theirwomenleadershipgroup,youknow,ortheyselect40 or 50 communityleadersandtheyput themthroughlike a12 weekleadershipdevelopmentprogram. Speaker2 (18:53): Andfor several yearsIdida personal brandingworkshopforthe women'sleadershipgroup.Ialsodidit for the leadership,Cincinnati forthe youngleaders,Cincinnati.Andthose were all peoplefromfortune 500 companies,fromlawfirms,fromwhatever.AndIwouldtypicallyprobablygetthree orfour additional speakingopportunitiesfrombeingable tobe infrontof such a, a, a rich kindof potential crowd.Um, so I always,youknow,theyneverofferedtopayme and I neveraskedtoget paid.Istill to thisday,I haven'tspokenfortheminprobablyfour or five yearsandI still getprobablytwoor three,uh, gigsout of that a yearfromsomeone whosays,Iwas inthe wheelie class,youknow,andin2015 and I'd like foryouto come in anddo your personal brandingworkshopatmyorganization. Speaker2 (19:43):
  6. 6. So I thinkat some pointyougetsmart aboutdoesit make sense tospeakforthisgroup for no compensation.Um,andthere'salways,youknow,if atsome pointyouhave a choice,do youwant to do it or not?So, youknow,whenIsee people outthere,again,relativelynew me speakerswhoare saying, Oh,I can't believe,youknow,thisconference organizerjustreachedouttome and askedme to speak for free.Iknowthere'sa piece of me that maybe it'smy age,youknow,well,you've gottoworkfor it. Cause I did,I don'tknow.But at the same time,I'mkindalike,really?Youexpecttocome outof the gate gettingpaid,youknow,if you're nota bestsellingauthor,likenotjustAmazonbestseller,althoughI wouldlove tobe one of those two.Um, if you're nota bestselling,likeNew Yorktimesbestselling author or a celebrity,oryouwalkedupMount Everestbackwardsblindfolded,youknow,soinotherwords, there'ssome real,um,reasonstopay youright outof the gate to speak.Ithinkthere'sa of time where youjust needtobe out there gettingreps. yeah. Speaker3 (20:51): How longdidand bellyaudience,feelfree tochime inwithquestionsaswell,butIhave a listof Jennifer. How longdidittake youto getgood at speakingJenniferof beingaself proclaimedintrovert?Uh,what wouldyousaywas your,your tippingpoint? Speaker2 (21:06): Oh wow.Youprobablyhave to asksomebodyinthe audience.Um, maybe some of those firstaudiences wouldbe like,she'snotgood.Idon't know.Uh, I think,youknow,comingfroma humanresources backgroundwhere Iwas,uh, youknow,alwaysinfrontof people.Ipersonallythankfullydidnotgetthe gene where I'mnervous.Um,so, you know,whetherit'sacrowd of 10,000 or a crowdof 10, um, I'm able to getup there andto deliver.SoIthink,youknow,intermsof gettinggood,where Ifeltlike Ihada talkthat absolutelyhitthe Mark,had the rightstories,hadthe rightflow. Um, the mostpopularkeynote that I have iscalledthe future of HR for strategiesfordeliveringmaximumimpactinyourorganization.I thinkthat's the restof it.Andthe firsttime I gave that was a, the LouisianaShermconference. Speaker2 (22:06): That was myfirstreal keynote.Thank youRobyn.Schooling.If youguyshave heardof Robinschooling. Uh, she was a conference organizer.Again,afriendorrelationships.AndwhenIdevelopeda relationshipwithwhohadseenme speakinsmallervenuesandwhenshe wasselectingspeakersfor that event,invitedme, Ithinkitwas2013. Uh, and sothat was the firsttime I didthat future of HR and got goodfeedbackthere andIfeltgoodabout it.But that has evolvedoverthe lastsevenyears.Ikeepit updatedintermsof the data,but a good keynote likethatIthinkistimeless.It'snotaboutthe future of HR is uh,AI or thisspecifictool.It'sabouta mindsetandhow leadersshouldthinkandthe storiesthat go withthat make itrelevant,notjusttoHR leadersbutbeyond. Speaker2 (22:56): So I thinkgettingthatfrom2013 to it wasprobablytwoor three yearsago before itreallylockedin.You know,again,I tell alot of storiesinpresentation,butum, now there are some specificstoriesinthat talk.I knowtheywork,theyillustrate pointswell.Um, soI'm notjust tellingrandomstoriesnow andI'd say itprobablytooka good three tofour yearsfor thattalk to become solid.Um, soI thinkanyspeaker, again,you're goingto getbetter.Uh, you're goingto know how to, uh,there will be timeswhenyou come intoa roomwhere forwhateverreasonthe audience isjustnotwithyou.Um, or the upis really not conducive topeople beingengagedwithyou.Andyou've gottobe able to recognize thatandfigure
  7. 7. out howto adjust.Andthere will be timeswhereif,if youdogetto largerand largeraudiencesthe same talkthat couldkill ina room with300 people where itiskindof,Ican still connectwithpeople. Speaker2 (24:06): The lightsare upenoughthat maybe Ican see facesandnoddingheadsandwhatever.Orthenyouget to a room where there's3000 people andthe lightsare darkand youcan't see anythingexceptthe light inyour face.You have to bringa whole otherlevel of energytothatbecause I dofeedoff the audience so whenIcan't see the audience orthey're spreadoutenoughthatI can't feel like I'mconnectingwith everyone inthe room.Ithinkthat's where professionalismasaspeakercomesin.You know enough nowabout youhave to amp. Evenas an introvert,Ihave to ampmy energyup.I have to be more demonstrative.Ihave tohave rise and fall andmy voice,I,I,I tendto be a little monotoneinmynormal everydaylife andIgotfeedbackonthat earlyon. Speaker2 (24:54): So I have to remember,I've gottooveremphasize things,especiallyinthe biggerroomlike that.Um,so that's the kindsof thingsthat I thinkyoulearnovertime asa speaker.Maybe youstart speakingina room of 10 people andtheneventuallyyou're inaroomof a hundredandthenyou're in a room of a thousand.Um,you can give the same talkto all of those groups,butyou're goingto have to do more. The larger the groupsget Regina,she of course itdid.Um, so whenyoufirststarted,Jennifer,were you, didyou have like one ortwospecifictopicsthatyoualwaysspoke onor didyou create tailored presentationsdependingonthe eventorthe groupthat you're talkingto?That's a greatquestionand I'm certainlyone where Ithinkalot of new speakersgettrippedup. Speaker2 (25:45): In the beginning, asIsaid,I wasteachingpeople how touse LinkedIn.Iwassharingmyownpersonal, uh,transitionstory,mynetworking,whatIlearnedaboutnetworking,etcetera.Sothat'swhatpeople were askingme to come in.Uh, that turnedinto,youknow,again,I'man executive searchconsultant often,youknow,fillinghighlevelpositionsfororganizationsthatitturnedintoa,once people said,Oh she knowsLinkedInandIsee she has a blognow and she'son Twitter,she cancome and teachus how to use social mediaforrecruitingorHR. Andso I alwayssaidthiswas again2006, seven,eightmaybe. Um, I neverwantedtobe like a social mediaconsultantdidnotconsidermyself anexpertinthatby any means.Butbecause of the timingof social mediawasreallycomingonthe scene,HRwas still saying, youknow,no to social media. Speaker2 (26:39): Recruiterswere tryingtofigure itout.Andso there wasa lot of at the time forhow to use social media inHR and recruiting.Andsoprobablyif youlookbackat my schedule,whichnobodywould,butIdo,uh, probably2000, youknow,six,seven,eight,nine,10,11, 12. I was speakingprimarilyabouthow touse H social mediainHR and recruitingbecause that'swhatpeople wantedfromme.Thatisnot how they wantedmybusinesstobe.I wasn'tinbusinessformyself yet,butthat'swhatthe marketdemandedin me.I had an expertise,Iwasusingit.Uh, I hadusedit to developmybrand.Iwasalso beingaskedto talkabout personal brandingbecause Ikindof hadto reinventmyself.Sothe marketkindof toldme whatit wantedto hearfor,I'd say the firstseveral yearsof myspeaking. Speaker2 (27:32):
  8. 8. AndthenI reacheda pointafterI startedmy ownbusinessin2010. Soagain,maybe a couple of years intothat 2012 or so where Isaid,I don't wantto be a social mediaspeaker,neverwantedtobe asocial mediaspeaker.Uh,Iwant to be more about,and again,not justHR andof course I was a couple of years out of recruitingasa practitioneratthat point.SoI can only,I can talkhighlevel aboutrecruitingand candidate experience anduh,youknow,how to engage withcandidates,but Ican't talkanymore about the nuts andboltsof uh,you know,the dayto day recruitingstuff.SoImade a decisiontosay,I want to start speakingaboutstrategicHR.I want to start speakingaboutagain,thatkindof highlevel,um, what youshouldbe thinkingaboutintermsof strategyand talentstrategy. Speaker2 (28:27): So I startedthenpitchingorganizationson,Iwantto talk aboutthis.Or evenif theyreachedoutto me and said,Hey,can youcome to ourconference andspeakabouthow to use HR andsocial media recruiting?I'dsay,I can do that and I couldalsodo anothersessionforyouonthis.So itprobablytook, youknow,anotheryearor two to start goinginthe direction.Finally,afterseveral yearsof speaking aboutwhat people toldme theywantedtohearfromme about,whichwere thingsthatI knew,you know,whensomeone asksme howdoI getstartedinspeaking,Isay,teach people whatyouknow,um, and of what youknowis notnecessarilywhatyouwanttotalk abouttoday,thenyou're goingto have to do that overtime.AndIthinkfor me,I taughtwhat I knew.Ialsoknow about,youknow,kindof talent strategyand strategicHR and leadershipandinfluence andpersonalbranding.ButIhadto convince people,uh,andgetagain,people evenafterbeingaprofessional speakertotake a chance on me ina newarena.So I thinkit's,uh,in the beginning,teachwhatyouknow,if there are thingsthat youwantto speakaboutbeyondthat,once you've builtareputationasa goodspeaker,thenthere willbe people whowill allowyoutohave the opportunitytotry somethingnew.Doesthatansweryourquestion? Speaker2 (29:54): What othertopics?A kindof a talk withmytoday,Jennifer,asfaras strategicHR stuff goes.I mean,is,is there anythingnewemergingaroundthat?Whatthe lasttwo weeksisayet?I thinkit'swrestling.I,I,I guessremote workiseverythe momentrightnow.Yeah,definitely.The otherpersonagain,andyousee that out there are people whohave some expertise inremote workoryouknow,they're doingvideos, they're saying,Ican teach yourorganization,you've gotto,youknow,you don't wantto certainly,um, hopon in a negative way,atrendlike that.But thisisa great opportunityforpeople whodohave expertiseinthatto share for free.Again,yourexpertise,buildvalue,be seenasanexpert.Andthenif and when,well,whenandthe,uh,the marketallows,thenyou'llbe seenassomeone whoprovided value,whohasexpertise,andyou'll be the firstpersontocome to mind. Speaker2 (31:03): Uh, interms of what's now,I thinkit'sinteresting, youknow,I,Ido have a talkcalledthe future of HR. Um, but again,I thinkit'sthe future of leadershipreally.AndIgetaskeda lot,whetherit'sona podcast interview oranykindof interview,I'mlate.People will saythingslike,well,whatisthe future of HR? Andmy response tothatfor yearshas been,Ithink,youknow,whenI'maskedaboutthe future of HR, whenI go toconferencesandI,youknow,I see the keynotes,uh,especiallyatatech conference,you know,whetherit'sJoshBersonorsomeone else andtheyare talking,theyare futuristsinthe sense of they're thinkingabout,youknow,howdowe use a learningmanagementsystemsandAIandall these thingsthat I needafewpeople wayoutfront,kindof thinkingaboutthatstuff. Speaker2 (31:51):
  9. 9. But I alwaysgo backto probably90% of the businessesinthe US at least,maybe it'seven,Ithinkit's evenmore thanthat. Our small businesseswithlessthanahundredemployees,uh,soanother,for,you know,twoor 3% of those are probablya thousandor lessemployees.Andsowhenwe constantlytal k aboutthe future of HR beingall of these techthingsandall of these,youknow,kindof enterprise solutions,there'sawhole groupof people thatare reallyleftoutof that conversationandthey're not readyto implement,youknow,Workdayorthe latest,youknow,theymay,theymaystill usingExcel spreadsheets.That'sjustthe realityof the majorityof the workplacesoutthere.So,soI've alwayskind of talkedabout,I'mhere to the everydayHRleader,recruitingleader,businessleader,thinkabouthow theycan bestserve the needsof theiremployeestodaywithsome oldschool toolsandsome new school tools. Speaker2 (32:50): But it's reallyabouthumanhumansandrelationshipsandhow dowe treat people andhow dowe understandourvaluesandwhatwe bringto the table.Andsothat's whatI kindof play inthat space.I saw yesterday,JasonAverbookorabook,I alwayssay hisname wrong.Um, he'sgot a hashtag outthere nowwhere he'stalkingaboutthe nowof work.Youknow,that now is notthe time tobe talkingabout the future of work isto be talking aboutnow,whichI'm like,it'slike alotof thingsyougo, well why didn'tI thinkof that nowof work?Because I've reallybeentalkingaboutthe now of work,uh,for years. AndI thinkthere'sa lotof opportunitytunityfororganizationstoshore up existingprocessestobe more humanin howtheyinteractwithemployees,tothinkabouthow theyhave establishedvaluesand principlesintheirorganizationsandhowtheycommunicate the culture asitis. Speaker2 (33:44): There'sso muchopportunityinthatspace.Um, again, I'll letsome people runaheadwithsome of those forwardthinkingthingsand,andfollowthose trends.Butthere are a lotof work,lotof,lot of good blockingandtacklingthatcan be done inorganizationstodaytoshore upthe foundationsandcertainly withwhat'sgoingon inthe worldtoday.Those foundationsare critical andimportant.AndIthinkwe'll see organizationsthatdidn'thave that.Those will be the onesthateitherdon'tsurvive orhave real difficult.OhTand comingback.The onesthat do may getthrough,youknow,withsome difficulty,but they'll dobetter.SoI think,yeah,we're probablygoingtobe takingastepback for a periodof time on all the future talkand thinkingaboutthe now of workgettingthose basicsright.Are theystill struggle with,yeah.Idon't thinkthere'sanyHR leaderoutthere rightnow,probablyinthe worldthat's sitting aroundgoing,Hmm, whatHRS systemdoI needto,you know,be more fitnow they're,they're like,how do I communicate withmypeople?HowdoI make sure that our people know thatwe're goingtoget throughthis?How dowe make sure that our people understandwhattheyneedtodobetterinorderto serve ourcustomers?To wantback to the basics. Speaker2 (35:06): So if for any,any resourcesoutthere,youcouldpointthose twotermsof how to become a better speakerandstill roll andthink,yeah,I'mnota memberof the national speakersassociationandthat's not because Ish,uh, it'smore because we don'treallyhave achapternear me that I've beenable toget to, butit isa global ora national organization.Soif youare trulyinterestedinlike speakingfulltime or evenasa goodchunkof yourbusiness,uh,lookintonational speakers,theyhave anannual conference hopefullyinJulyagainthisyear.Um,and that's a great organizationfor resources,foreveryone from newbies,speakersuptopeople whoare performersorotherwise.Andthere are alot of goodpeople involvedwiththat.Itendtolistentoa lotof podcasts,uh,from a lotof,uh, youknow,marketingand branding,online entrepreneurstuff.
  10. 10. Speaker2 (36:02): AndI have three or fourspeakingpodcaststhatI listento.One of my favoritesisthe national speakers associationpodcast,whichisfree,eventhe nonmembers,soit'scalledvoicesof experience.Um, there's anotherpodcastby Jay Baerwho's a highlypaidkeynote speakerwhere he'sinterviewingsome of the otherreallytopprofessionalsandit'scalledstandingovation.Um, andthensomeone thatI've followed for years,uh,Jane Atkinsonhasa website andapodcastand, and,and coachingprograms,et cetera, calledthe wealthyspeaker.Uh,andher bookiswhat I wouldrecommendtoany,anyspeaker,um, calledthe wealthyspeaker.There'sa2.0 versionnow andit's verygoodfrom like how to,how to set yourself up,howtochoose yourtopic,how to pick yourlane for whatyou're speaking.Andthenalittle biton the businessside of that. Speaker2 (36:57): Kindof on the flipside of that,anotherbookthat I read,youknow right whenIfirststartedat alongwith Jane'sbookis calledmilliondollarspeaker.It'sbya guy namedAlanWeisswhohaskindof the million dollarbrand.So he has milliondollarconsultant,milliondollar,everything.Um, he,Ithinkif you readhis book,milliondollarspeakerandJane Atkinson'sbook,the wealthyspeaker,theyare kindof two,two sidesof the coin.Jane came outof like the speakersBureauindustry,soshe haskindof a perspective on howyou can buildkindof a goodmarketable referrable speech.AlanWeisscomesoutof,youknow, more of the opposite side of,uh,maybe alittle bitmore goingrogue andbeingonyourown.So,you know,regardless of howyouwantto do this,Ithinkif you readbothof those,uh,they're greatbooksto kindof helpgive yousome ideas. Speaker2 (37:53): I still goback, I've readJane'sbooknow twice.Uh,I'll be readingit againhere soonbecause Ithinkit's justa goodfoundationwillbookeventhoughI'm, youknow,11 yearsintomybusinessandagain,her coachingprograms,uh, I knowpeople who'vegone throughthose,she hasbothgrief coaching, individualcoaching,andnowwealthyspeakerschool.So,um, those are some podcastsandbooks.Um, there isanotherone out there calledthe speakerlab.Uh,that'sa podcast withgrant Baldwininthe interviews.That's,thatkindof runs the whole gamutfromthe businessspeakingtohow todelivera goodtalk,et cetera.Andhe has an online trainingprogramandjustcame out withthe book.I it,I don't rememberwhatit'scalled,butitjustlaunchedacouple of weeksago.Um, so it,it's probablyavery goodbook.I'd say. Speaker2 (38:43): You know,[inaudible] Ialsohave some speakertraininganddevelopmentandsoI've kindof lookedatit as like,tome grant Baldwinsthe speakerlabstuff isprobablyforthatemergingspeakerwho'slookingto maybe eventuallygettobookingspeakingengagementsandprobablythe,youknow,thousanddollars to $5,000 range.Although,Imean,he,youknow what,it worksforhigherlevel,butit'salot of the how to setup your systems.I'dsayJane Atkinson'suh,resourcesare reallymore,how doyougetto you again,pickingyourlane?She'sa bigfan onyou.Like choose.Like I saidearlier,Ispoke folkaboutsocial media,personal branding,startingabusiness,networking,youknow,all thosethings.That'stoomuch. That's justwhat I didinthe beginning.Cause that'swhatpeople askme.Butif youwant to start making moneyat itand youreallykindof needtopicka lane. Speaker2 (39:34):
  11. 11. Um, and so mine isthatkindof talenttalentleadershiplane that I'minand I get,I still getto speak abouta lotof those topics,butI thinkshe'sverygoodand herresourcesare verygoodon helpingyouto hone yourcraft and maybe getto that a highlevel keynotespeaker,paidspeakers.Andthen,uh,if you wantto go to the performance side of it,if,let'ssayyou're comfortable withthat,aheroicpublic speakingismore around,uh,it's,it's a more highendprogram where theyworkwithyouonthe craft of like where youstandonstage and howyoudeliverthe message andyouknow,whatyourstorieslook like andall that.And thenanotherbook,a storytellingisall the rage now,uh,inboth marketingandthe world.But,uh,certainlyinspeakingstoriesare goingtobe the keyto yoursuccessas you, uh,maybe move intokeynotesorchargingmore inthe beginning,uh,youknow,abreakoutsessionoraworkshop reallyyou're teachingfourorfive keypointswhenyougetintothe keynote. Speaker2 (40:38): Evenif you're talkingabouta businessrelatedtopic,youstill needtomotivate andinspire people.Um, and that's more than likelygoingtobe more storyrelated.Soa good bookiscalledstoriesthatstick. Kendrahall,K.I N D R a hall,uh,she'sreallyemergedoverthe lastfew years,isprobablyone of the darlingsof the speakingindustrynow.Um, she hasa great talk,a great story,um, and she teaches storytelling.So,um,boththe bookisgreat,but she has some workshopsandsome online programsthat she'scomingout withas well.Um,andshe doesa great jobfroma speakingperspective,uh,on Instagram.If you followheronInstagram.Of course not rightnow.She like alot of us inthe speaking worldiskindof grounded,butwhenshe'sactive outthere onthe road speaking,she'salwayssharing like,uh,youknow,the behindthe scenesof goingtothe soundcheck,the behindthe scenesof whatit's like tobe goingon stage. Speaker2 (41:42): Andso she'spersonable andfriendlyandIthinksomeone tokindof,um, we can all aspire,she'sgetting paida lot of moneynow,um,per talk.Andso thatwouldbe someone tokindof like,that'sa range of folksyoucan followthere.Um,butI thinkwe'll be greatresources.It,what'sthe craziestthingthatever happenedtoyouon stage?You know,I,yeah,I've heardspeakerssaytheyfall off stage andall that, you know,fire,fire alarmthathad a fire alarmor anythingyetor anybodyinthe audience get.SoI don't reallyhave agood, crazy speakingstory.Iknow itwill come.Um, but I thinkyouhave to be comfortable withyourself andthe messagesthatyou're delivering.Andthenwhateverhappens,Ithink,uh,listened to a podcast yesterdayfromBrendonBurchardalso,he speaks,buthe doesa lotof things,uh,where he was talkingaboutbasicallyhowtohandle crisis. Speaker2 (42:46): Andhe sharedthe example of beingonstage inone of hisworkshopswhere someone hadaseizure and youknow,thousandsof people inthe roomandpeople startedpanickingandfreakingoutandhe said, youhave to rememberwhenyou're onstage,youare the leaderandyouare incharge.So whetherit's againstspeakers,you've hadtodeal withfire drillsorfire alarmsgoingoff orsomeone getting,once you are upon the stage,you're the expert,you're the leader.Soyourabilitytoremaincalm, um, evenif you fall off the stage,uh,whatever,you've gottogetback up because people are lookingtoyouand they, theysee youinthat role.Andit's a veryimportantrole.SoI,I, it doesn'thurtto thinkabouthow you wouldrespond,um,andpayattentionif youare in an environmentwhere something,anemergencyor somethingweirdhappens. Speaker2 (43:40):
  12. 12. I mean,I've certainly,I've beenup,canmaybe answer yourquestionalittle bitwithoutweirdest,butit's happenedmore thanonce andit will happenagain.You're upthere,you've gotyourPowerPointgoing and the lightgoesouton the projectoror you getthere andyou can't hookup your computer.Ihad that happenearlyon.We're supposedtobe doinga workshop,whichno,there are a lotof slideswith,here's the five thingsyouneedtodoand we just couldnotget the laptophookedup.AndsoI just said,Hey, youguys are here.I'm happyto do a Q and. A.Uh, what are yourquestions?Itwasaboutusingsocial mediainHR recruiting.Isaid,whatare your questions?AndIprobably,here Iam, 11 yearsintothe fulltime speaking,that'sprobablythe bestfeedbackI've evergottenbecause theyactuallyenjoyedthat more. Speaker2 (44:28): Theygot theirquestionsanswered.Um,soit wasn't,youknow,Hey,we needtocancel cause I can't hookup my laptop.AndIalso didn'ttake 20 minutestryingtohookitup. I've been,youknow,inother sessionswhere the laptop'snotworkingandthe speakersupthere withthe tech crew and it's20 minutesafterit's,butdon'tdo that, um,make a decisionthatyoucan eitherdeliversomethingwithout your slides.If the slideprojectorgoesout,are yougonnagetall kindsof thingshappenwhere your slides,Ikeepgoingandit'shappenedmultiple timeswhere the Mike isgoingoutorsomethingandI keepgoingandtheybringme,I was thinkinginTrinidadandTobagoa couple of yearsago, theyhadput the lavaliermiconand I'm a girl,so itwas underneathmydress,youknow,um, goton stage and it,it wentout. Speaker2 (45:16): Uh, and I couldsee there wasa bigsoundcrew across the side of the room.I see.They're like onit.SoI justkeepgoing.Iwalkedovertothe podiumor the personwhowouldintroduce me spoke andIjust,I don't like tostandbehindthe podium,butIstoodthere andI keptgoing.He came up and he brought me anotherlavalierMike.Uh,I lethimdo histhingandby my dressI kepttalking.Uh,that one didn't work.So he ran back. He got a handheldmic.Ikepttalkingthe whole time andafterwards,youknow, people came upand saidgoodtalk,youknow,enjoywhatever.ButIgot waymore commentsandthen the feedbackformswere like,youwere soprofessional,youkeptgoing.I've neverseenanybodydo that. Andthat probablyhappenedfourorfive timesayearwhere there'sasoundissue or something. Speaker2 (46:06): I thinkif it'sto the point,like Iwasspeakingata conference earlierthatlastyear,uh,where there wasa scratchy noise onthe mic.Um, and again,I can see the soundtechpeople are,are runningaroundtrying to get,and I keptgoingandI thinkat some pointI was ina program withanotherspeakerwhere itwas so annoying.She stoppedandsaid,we're goingtotake justa secondandtake care of this.Because I thinkI wasteeteringonthe edge where the audience probablywasn'tlisteningtome.Cause everybody'slookingaroundgoing,are theygoingtofix that?You know,soyouhave to learnthat, but alwaysbe incontrol.Um, evenwhenweirdthingshappen. Speaker3 (46:45): Nice.Nice.Sogena disruptHR. Um, one of myfavorite networkingevents,uh,the one inNew Yorksky, Kansas,obviously,but,um,give usa quickhistoryof that.How'd you getstartedwithit?And,uh,uh, let'stalkabout a little bit. Speaker2 (47:01):
  13. 13. Yeah,I think,um,I alwaystell people,yousurroundyourself withsmartpeople whodon'tthinklikeyou do.Uh, andI just happenedtobe luckyenough,Imeta youngman,uh, at an HR networkingevent,uh, several yearsago.Um, I thinkIwas at the recruitingfirm.Yeah,Iwas,I wasat thirdgrade,so thisagain wouldhave beenbefore 2010.Uh, met him, he wasa startupguy,tech guy,um, hadHR technology productcalledBlackbookjar,um,that he had foundedkindof outof hisown experience of beingan employeeanda candidate forjobsandso smart on him.He showedupat the HR associationmeetingto try to meetHR people.Um,andI guessI tookpityon himcause nobodyreallywantstotalkto vendors at HR. So she's,or recruitersat HR associationmeetings. Speaker2 (47:54): Andso he askedif I wouldadvise,youknow,be anadvisorforhisfirm.AndI said,sure.Anunpaid advisor.Um,and so we meta couple of timesa year justto have lunchand he wouldaskme questions or, youknow,share whatwas newwiththeirproduct.AndI alwayssay,I love beingaroundpeoplelike that. Entrepreneurial peoplestartthatup again.People,someone like Chrisostriches,hisname, um, easyto kindof personthat,no ideasaboutidea,youknow,everyidea,hisskillset,hisgiftiswe can make thiswork.Andso I, we were at lunchandI'd kindof gottenthe update onwhere he wasat with hiscompanyand he said,what's newwithyou? Whatare you thinking?AndIsaid,well,youknow,I'm, I'm a couple of yearsintothisspeakingthingnow. Speaker2 (48:39): So I am speakingalotof particularlyHRand recruitingconferencesandeventsandI'mdoing40, 50 of those a year.Andwell Iknowmy experience isnotthe same.Andasan attendingwhomade thatmay be the onlyconference thattheygotoall yearbecause Imet40 or 50 differentones.Isee alot of the same speakersandI heara lotof the same topics.Do youknow,if it'san HR conference,it'scompliance, it's FMLA, there'salaw,you're,youknow,um, there'ssomebodytalkingaboutusingsocial mediainHR recruiting,whichwasme at the time.AndIsaid,I wouldlove toeventuallyhave myowneventin Cincinnati where Iinvitedsome cool people thatI've met,like you,Chris,youknow, startuppeopleor whateverwhohave adifferentperspective andtogive themanopportunitytoshare. Speaker2 (49:28): AndI justkindathrewthat ideaoutthere.Andagain,you're talkingwhenyou're talkingwiththe right people,he waslike,that'sagreatidea.Andhe got hislittle notepadoutandhe saidlike,youknow, whathave you thoughtaboutthis?AndI'm like,Ihadn't reallygotto have ideas.Idon'tdo anything withthem.Uh, thiswas,um,so disrupted,thisiswould,would'vebeen2013,probablysummer2013. Uh, and so I justleftourlunchmeeting andkindof wentbackto what I wasdoing.Andmaybe a weekor twolater he calledme or reachedoutto me and said,I've beenthinkingaboutthis.Ithinkit'sa great idea.Andat the time he was the communityorganizerforignite eventsinCincinnati. Soif you're familiar withignite talksof theirfive minuteswith20slides,itautomaticallyadvanced. Speaker2 (50:14): Every15 secondsare usuallyopen.Uh,theytake applicationsfrompeopleinthe communityandalotof timestheytalkedabout,youknow,communityissuesorenvironmental issues.Andsowhenhe reached out to me,he said,I thinkwe shoulddothis,whywe use that ignite format.Uh,andat the time he had some fortune 500 clientsinCincinnati.Plus,again,he'sinthe startupcommunity.We have acouple of, or several startupandcommunitieshere inCincinnati.Andhe said,Ithinkwe can getsome cool people to come and give thatignite style talk.We'll call itdisruptHR.Are youin? I'm like,let'sdoit.Sohe gets
  14. 14. creditfor beingthe founder,um,disruptHRbecause,uh,who,uh,I'dsay there'sa 90% chance it probablywouldneverhave gone anywhere formy,it,I'd,I hadan event,butitwouldn'thave beenwhat disruptHR has turnedinto. Speaker2 (51:05): So we heldthe firstevent,December,2013. Uh, there were peoplefromstartupshere inCincinnati. There were people,uh,anHRpersonfromProctor and gamble,whichI'm, I've beeninCincinnati 26 years.My ex husbandworkedforProcter,gamble.Idon't thinkI'devermetan HR person.Procter, gamble.Theydon'tgo outin the wild.Uh,so Chriswas able toget one of them.Uh, I spoke,uh,I dida talkon awesomeness.Still one of the mostpopulartalksoutthere today.Um, and Christalkedaboutbig data bullshit.So,youknow,we hadhadpeople thatwe said,youcan talklike youtalkat work if youuse for olderwords.Goahead.We had itat a microbrewery,gave awaybrewerybeersandthere were cornhole gamesaroundandpicnictablesforpeople tositon and people lovedit. Speaker2 (51:54): Anda friendof mine,um,wasspeakingataneventinIndianapolisthe nextday.SoItoldher she had to drive overthe nightbefore tocome to our event.Andshe did.Um, and she hada greattime and said, couldI do thisinDenver?Um, soher name isMary Faulkner.Andwe said,sure,we'll helpyou.Uh,so Chrisand histeamkindof helpedmarrythis.Here'show we didthe eventBrite ticketregistrations, here'showwe selectedspeakers,here'show youpublicize it.Um, andso Mary didthat andI thinkafter that we put the videosonlineandthenafriendof mine fromTorontoreachedout,uh,Jeff Waldman and said,thislookscool.Canwe do thisinToronto? Andso forabout a year anda half,itwasjust people whowe knew,IkneworChrisknew reachingoutandsaying,Hey,um, can we dothisin our city? Speaker2 (52:43): Andabout a yearand a half,inmid2015, Chriswas exitingthe HRtechnologycompanyand,andco foundingacompanythat's not inthe HR space.He sent out an announcementandsaid,youknow,I'm goingto be leavingBlackbookanddoingthisnew thing.AndIsaid,Hey,youknow,what'sgoingto happenwithdisruptHR?Andhe said,um, let'sforma partnershipandmake it a thingcause it seems like more andmore people are interestedinit.So,uh,Julyof 2015 we formed,disruptedourLLC.We put our ownmoneyintobuildingoutthe website,uh,the videohostingall that.Um, I thinkwe had maybe 14 licensedcitiesaroundthe world.Then,um, mostlyin,well Iprobablyall inCanadaorthe U S and so fastforwardto todaywe've got a hundredwell over157 licensedcitiesin35 countriesaround the world. Speaker2 (53:40): There had beenover5,000 disruptHR talksgivenover 400 eventsheld.Um, andthey're justfunevents where people givefiveminute20 slide 15 secondtalksandaboutany topicrelatedtothe workplace. Andeventhat'slooselyinterpreted.Idon'tknow if awesomenesswasrelatedtothe workplace butI talkedaboutthat.Um, and I thinkit's,yeah,it's,it's somethingthatI'mreallyproudof.A lot of things aboutdisruptHR. Again,I'm still avolunteerwithdisruptive jar,whichagainisapart part of a problem cause it's definitelytakenawayfrommyown business.Um, butI feel kindof like astewardshipforthe communitynowforour other,ourvolunteerorganizersaswell.ButwhatI love aboutdisruptHR isthat not onlyhave Iseenit,heardit heardfrompeople,itisa place where anyone cangive a talk. Speaker2 (54:38):
  15. 15. I mean,obviouslythere'sapplication processesandthe organizerschoose theirspeakers,butI personallyloveitwhensomeone getsuponstage who'snevertalkedbefore.Um, neverwantstospeak on a bigconference stage ormaybe theyhave an ideaandthey're justnot able toget invitedto speak on a commerce stage because theydon'thave a reputationorit's a topicoutside of theirexpertise and that theyhave an opportunitytodothat. So yeah,it'sgreatto see a great disruptHR talkabout somethingthatreallyisdisruptive.Youknow, sometimesI'll seeacommentfromsomebody,likethere's nothingdisruptiveaboutthattalk.Well the factthat someone challengedthemselvestogetupand share an ideaor justto get pasttheirfearof speakingonstage.I'mcool withthat.So of the 5,000 talks, I'd say probably500 or less,orlike five stars,stellartalks.Um, they're probablyatleast500 that are really,reallyterrible.Andthenthere'sthat,youknow,a4,000 inthe middle thatissomewhere in between.Some of themare reallygood,some of themare justokay.Um, butI'm okay withall of that. I love itall. Speaker2 (55:54): So we appreciate the time today,Jen,uh,forthe questionsfor,forJennifer,we're gettingclose tofive here.Ijust likedit.Theysaythankyouto you,Chrisfor gettingthisarrange and alsoobviouslyto Jenniferforsharingall of these greatresources.Ican'twait to checkout some of these books.Ithinkit's goingto be reallyinformative.Thankyou.Thankyou.Andcertainlyif,if,uh,we're notconnectedon LinkedIn,seemslikealotof people are doingthatwhile they're workingfromhome.Sofeelfree tosend me a LinkedIninvite.Uh,letme knowthat,thatyou were onthis,um, you know,call sothat I'll be sure to connectthat that's howwe connected.Andif youhave furtherquestions,uh,Ido have a podcast calledimpactmakerswithJenniferMcClure anditwill be backup and running. Speaker2 (56:42): Uh, nowthat I'm in myapartment,butthere are some greatepisodesoutthere.Andactuallythe very lastepisode of the impactmakerspodcast,I sharedthe audioof my future of HR talk thatwas from Sherm.Uh, itwas a mega sessionatShermanannual,uh,in2016 I believe.AndIwasjustkindof going throughand cleaningoutsome of the audioinmy computerto make space.AndI heardthat and I'm like,thisisprobablyone of the besttoptalksof thattalk that I've given.So,soI sharedit onmy podcast and as I saidinmy shownotes,um,I thinkfroma speakingperspective,evenif you're notinhuman resourcesandyou're justmore interestedinspeaking,if youlistentothe flow of thattalk,and it's even bettertodaythan it,youknow,thisalreadya couple of yearslater,two,three,well,2016, four years later. Speaker2 (57:35): So it's,it's eventighternowbecause Shermtalksthenwe're anhour15 now they're anhour. Andof course sometimespeopleaskme todo it in45 minutes.Soa couple of the storiesinthere have been takenout or thingshave beenshortened,butit's,it's,Ithinkif I say so myself,it'sagoodexample of a talkthat starts witha good storyor at leasta story that bringsyouin.There are fourpoints.Sothree to five pointsiswhatthey'dprobablytell youtoputintoany talk.Sothere are fourpointsinthat. Each pointhas a at leastone story.Now,nowI'm downto one story.I thinkittolda couple withsome of those inthe audio.Andthen,um,I have some takeaways.Sothere'sfive takeawaysandthenIendwith a story that ismemorable,uh,thatmaybe youthinkisnotrelatedtowhat I'm talkingabout,butI am able to kindof circle,pull itback andbringit all togetherat the end. Speaker2 (58:31):
  16. 16. Andso whenI give thattalk,uh,you know,people come upandyouknow,maybe theyresonatedwith one of the points,butmostof the time,um, theyhave somethingtosayaboutone of the stories.Soit's not perfect.ButI think,uh,again,wouldlove foryoutosubscribe tothe podcast cause there will be newepisodescomingoutstartingnextweek.Uh,there are some [inaudible] episodesoutthere about, uh,personal branding.Uh,there are some interviewswithalotof HR, uh, influencersandthought leadersinthe space as well asjustsome people thatare inmy ownpersonal networkthatIthinkhave made an impactand are makingan impact.SoI love these startwithepisode one,butyoucouldgoto 39, uh,and that's the future of HR keynote anditwouldbe a greatplace to listenandwouldlove tohear your feedback.If youhave any, Speaker3 (59:23): youknow,the podcasts,it's an Jennifermccord.net. Speaker5 (59:26): Yes,go there too. Speaker3 (59:31): All rightguys.Well,I'll, uh,uh,thisisrecorded,soI'll putit up on YouTube lateronand I'll also transcribe itas well forthe each of the answersor blogso youcan all go read back incase youmissed anythingand,uh,Jenniferwill linkouttoall your stuff,uh,once I dothat. So again,appreciate yourtime todayand, uh,thanksfor joiningus.Thankyou.You guyshave a great day.Say thankyou verymuch. Bye bye Jennifer.See younextweek.

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