This week I attended the SHRM Leadership Development Forum in Boston. It was a GREAT experience!
I have perhaps never been to a conference that made interacting with, and getting to know the PEOPLE attending it so easy. I’m not sure if it was the setup, the topics, the speakers, or simply the extraordinary humans involved, but I loved getting to interact with new friends and old throughout my trip:
The sessions were great too! I am a firm believer in lifelong learning, and that as we grow our perspectives on topics shift and that presents an ever changing opportunity to grow personally, and for the organizations we serve.
Below are a few of the key lessons and insights from each session I attended:
Opening Session: Claire Shipman
Cracking the Confidence Code
Our ability to practice consistently stretching our capabilities, perhaps even failing, then learning, recovering, and moving forward increases our confidence over the long run. Experiencing the struggle, and “surviving” to see the next and the next and the next creates the kind of confidence that leads us to take appropriate risks that advance our lives and careers.
Heather Christie:
Be a Coaching Leader: Seven Steps to Transform Your Leadership Style
Want to be a better coach? Stop providing the answers, stop taking on the work when people are stuck, and stop solving problems for people! START, asking questions, providing insights, and start helping people discover their own answers. Remember, we train what we tolerate and we get what we tolerate!
Lunch Session: Olivia Fox Cabane
Dealing With Difficult People
To truly deal with difficult people we must first understand ourselves, then understand the human beings we are dealing with. We can’t label people at the expense of their humanity and expect to be able to work with them. Until we see things from the perspectives of the other, truly, our challenges with difficult people will remain unresolved.
Michael Lyons:
Connecting the Dots: How to Stay Relevant and Position Yourself for Future Growth and Success
Take charge of your development, your future, your career. You can’t be passive about where you want to go and expect to get there. Don’t wait to be a leader, BE ONE. Don’t wait for an opportunity, CREATE ONE.
Samm Smeltzer:
The HRart of Engagement: The 5P’s to Authenticity
Your true, authentic self can easily get lost in the day to day challenge of staying on top of your work. Reconnecting with what you believe in, why you do what you do, and how you want to help others is the first step in helping the people we serve do the same. When people can be more of who they truly are at work, employee engagement stands a fighting chance.
Angelina Darrisaw Cheeks:
Facilitating for Results: Demonstrating Leadership While Driving Impact for Your Audience
Conscious inclusion means making an active effort to give everyone a chance at being heard. Extended, this means our presentations need to be representative of the populations we serve in all aspects to include ways of thinking, learning, and leading. When we take a proactive approach to our facilitation in this area we engage everyone, and that’s the start of changing our organizations for the better.
Closing Session: Phil Jones
Exactly What to Say
We need to ask more questions in our conversations, and not the kind that elicit one word or canned responses. We need to seek understanding through well crafted, well thought out dialog that encourages people to respond. It takes effort, but it pays off in opportunities to build relationships that are meaningful at work and in life.
Karlyn Borysenko:
Tap Into Your Unique Leadership Style
There is no right leadership style. There is YOUR leadership style, and your ability to adjust based on the situation. It’s critical to know your strengths and tendencies, then work to understand the same of the people you lead.
Lora Haines:
The Art of Executive Presence
Act and truly believe that you “deserve to be in every room that you are in”. Executive presence isn’t about being someone else, it’s about bringing the best version of yourself to the table ever single time. Work on this like you would work to learn any new skill!
Originally posted on Carlos Escobar blog.
Carlos Escobar is a Human Resources (HR) and organizational development leader, change manager, project manager, analyst, writer, and entrepreneur. He works with people and organizations that want to improve productivity and outcomes by focusing on service, innovation, and execution.
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