I recently conducted an informal, unreliable, and not-too-scientific study. The kind of study that many of us do to support our hunches.
I went to a couple of websites for HR associations and pulled up the agendas for their most recent annual conferences; I read the speaker bios for the keynotes and breakout sessions. I then went to the monthly magazines for a few HR and benefits associations to which I belong, and I flipped through a few of the most recent editions to read the articles’ author bios.
The question I had was this: “How many of the conference sessions and article contributions were from Trench HR practitioners?” What I found was that roughly 85% of the conference speakers at these events were professional speakers, consultants and vendors. The article submissions, except for one, were from staff writers, consultants and vendors. While the voice of the HR practitioner is growing in the non-traditional media spaces (e.g., blogs, websites, etc.), it seems to be largely absent from the more traditional “media” venues.
So What?
I had the opportunity to attend the Health Care Social Media Summit at Mayo Clinic a couple of weeks ago. One of the many interesting stories that I heard was from a social media pioneer named Dave deBronkart (@ePatientDave), who delivered one of the best keynotes I’ve ever experienced, in which he explained how he used social media in his fight to beat stage IV kidney cancer. In his keynote address, Dave demonstrated how new media (e.g., blogs) gives us freedom of the press, but that it is still the traditional media that gives us credibility and impact. In other words, we may have the ability to share our Trench HR wisdom more freely through the new media platforms, but we will not have mainstream credibility, or impact, until our message is published through traditional media.
Even if you don’t necessarily agree with the gap that I am proposing, Trench HR pros still seem to be largely voiceless on the conference platforms, and in our own professional publications. To me, that speaks volumes about the perceived gap in our credibility. If the traditional media theory is true, I can’t help but notice that it is easily remedied.
What do you think? Why aren’t more Trench HR practitioners speaking and publishing?
At least from what I’ve seen, it is a question of time and preparation.
I know I’ve begged certain practitioners to speak and they’ve told me flat out that they can’t devote the time to do it well. Some of the practitioners we get are people who are exploring the concept of launching their own consulting business, moving to a different job or raising their profile in the industry.
But another part of it is the fault of conference organizers and publications in the field. Taking submissions a year before your conference starts caters to professional speakers and consultants. It’s also much easier to do than to go out and identify, let’s say 50%, of your trench HR speakers and get them to come to your event. Same thing goes with publishing.
Even when you’re intentional about finding them, it isn’t easy. That’s no excuse. But we need both sides of the equation: practitioners who are willing and prepared to talk and teach and publishers and conferences who are willing to do the extra legwork to book and publish them.
Thanks for your perspective Lance. It has been pointed out to me that I’m a bit hypocritical in this piece; I haven’t spoken for a couple of years, and it’s been longer since I’ve published.
I was chatting with Lisa Rosendahl on Twitter this morning, and time does seem to be a barrier. I also can’t help but notice that other professions appear to make speaking, writing, and sharing a more significant part of their professional game.
I will publicly declare, and simultaneously challenge some of my practitioner colleagues to seek at least one speaking opportunity, and one article submission in 2012.
That’s because a lay HR person may need help from other HR colleagues to get noticed or invited. HR colleagues, used to judging as they are, from interviews, from discussions about performance/promotions/ethics, from choosing the best trainers, etc, somehow use even higher standards of judgement with fellows of their own profession. And steer clear of recommending, helping or supporting mere mortals.
HR folks, mandated by their profession to ‘serve’ and ‘control’, usually get flak from their constituents, just like those in Legal or Finance functions do. This occupational hazard dimishes the chances of help from even non-HR quarters.
I agree that a helping hand, or the right connections are critical to breaking through. My opinion about HR folks being open and helpful has changed in the positive direction through my interaction with some very helpful folks in social media. Interesting perspective on being more critical of colleagues within the same profession.