John Hudson is a Chicago-based HR Business Partner with Slalom, LLC, the parent company of Slalom Consulting, Two Degrees, Versa Resources and mLevel. With over 15 years of experience in the Human Resources field, John provides consultation and expertise in the areas of performance management, employee development, employee relations, compensation, and recruiting. John has worked in the media, communications, insurance and consumer products environments supporting various departments including IT, Legal, Finance and Operations. John has a Bachelor’s degree in Education from Indiana University and the SPHR certification.
Follow him on Twitter @johnphudson
I spoke at the Wisconsin SHRM conference, last week. My topic was “What Oprah Taught Me About Great HR,” and we discussed areas of trust, onboarding, and engagement. This is the second time I’ve presented this content and there still needs to me some work, but I learned some more things to improve the presentation.
Over the past couple of weeks, I have realized that I work with a lot smart and talented people. I look back and my career and I have been fortunate enough to work with some of the best and brightest minds in their respective industries. I have and have had some fantastic bosses and peers that not only push me and bring out the best in me, they are also great people and friends.
We dropped my oldest daughter off at a YMCA overnight camp for the week, this past Sunday. This is the second year she attended and, this time around, my anxiety levels are a little lower and I'm getting a little more sleep than last year. Not by much, but it's better. Even writing this post makes me a little anxious.
May is a bittersweet month for me. I was born in Speedway, Indiana, home of the Indianapolis 500. If you are not familiar with this event, it is the single most attended sporting event in the world and it is run the Sunday before Memorial Day. Also, most importantly, my first daughter was born in May. On race day. Nope, I can’t even make that up.
Three years ago, my good friend took his own life.
I remember that morning like it was yesterday. The feelings of disbelief, sadness, anger, and loss. I also had a feeling of helplessness. As an HR professional, I am very good at helping others to cope with loss, stress and pain, but I had never been in a position to help myself. And for the first time in my career, I did what I recommend countless times per week. I called my company's EAP.
May is Mental Health Month. I have written about this for the past few years and I will continue to write about it.
There have been many great articles written about feedback. They cover how to give it, when to give it, what to call it. I’ve seen feedback referred to as guidance, reflection, coaching, or yelling. We talk about the consequences of not giving it. There’s giving it upward, downward, backward and sideways. One area where I don’t see a ton of coverage, though, is about the importance of asking for and receiving feedback.
The month of May has always been my favorite month of the year. I was born and raised in Speedway, Indiana, and if you don't know about this small town, it is famous for the Indianapolis 500. The Indianapolis Motor Speedway is the lifeblood of the town and community and it will always hold a special place in my heart.
While everyone is talking about employee engagement and company culture, I would like to address the all-important use of sports references in the workplace. It’s what I know and what I love to do. Whether we like it or not, there are many parallels between the work place and sports. Both have teams, coaches, managers, strategy, rules, and role players, just to name a few. So if we want to get rid of the references, we got a lot of work to do.