Posts Tagged ‘human resources’


Thoughts on the 2012 SHRM National Conference

In Uncategorized on July 31, 2012 by RWHRMA Tagged: , , , ,

I left the SHRM National Conference in Atlanta with 15 pages of notes.  Don’t worry…my blog isn’t that long.  I want to share some of the highlights that I took away from three of the keynote speakers, focusing on three core areas: engagement, leadership and culture.


When I think of engagement, I think of highly motivated individuals.  I think of dynamic teams.  I think of success.  According to Patrick Lencioni, by understanding dysfunction, you will understand how one can be engaged by:

  1. being trustworthy;
  2. proposing healthy conflict;
  3. being committed;
  4. being accountable; and
  5. being results oriented.

All companies want to increase their level of engagement today.  What does that mean?  You have two pools of employees.  Those that are engaged and those that are not.  I guess you can create a third and say that there are those employees who are “sorta” engaged.

Regardless, I like this outline because we can all encourage our employees to specifically work on one or all of these areas to improve our level of engagement.  My favorite quote from Lencioni:

“Consensus is a four letter word.”


In all of the research that Jim Collins and his team conducted, they found that the number one “x” factor in all great leaders was humility.  If you’ve read any of his books, you know that he talks about the role of luck in good leaders and how great leaders make their own luck.  Call them ‘humble, luck makers’ if you will.  This was the second time I got to see Collins speak.  Every time I hear him, I remind myself that I never have to buy another leadership book again because I believe in what he says.  If you get the right people together to accomplish a common goal and you allow them to meet their maximum potential, great things are achieved.  My favorite quote from Collins:

“Spend less time trying to be interesting and be more interested.”


I also had the pleasure to see Malcolm Gladwell speak.  What a brilliant mind.  He can take complex issues, like how to understand the generational differences in our work place, and break it down by tying historical facts to current, relevant situations.   Gladwell spoke about Martin Luther King Jr. and how he strategically planned “Project C”.  He talked about Steve Jobs and how Apple built a hierarchy out of a network (and that it only worked because it was led by a dictator!).  He talked about the Millennials and how they push the social paradigm, which not only impacts corporate culture, but our society as a whole.

How companies strategize to define their identity impacts their culture.  The difference in generations adds to this culture shift. The unique background of each individual in your organization influences how each employee interprets your company’s culture and in turn impacts the fabric of your organization. One of my favorite quotes from the entire conference was from Gladwell:

“Networks can start revolutions, but you need hierarchies to finish them.”

If you want more information about the SHRM National Conference, please feel free to email me at

Teri Harrell, PHR
RWHRMA President


Congratulations RWHRMA: Named 2011 Membership Superstar Chapter

In Uncategorized on April 19, 2012 by RWHRMA Tagged:

We are excited to announce RWHRMA’s achievement of attaining Membership Superstar status for 2011!   Our chapter attained over 3% growth in SHRM members for 2011.  Considering the challenges faced due to the economy, this is an outstanding accomplishment.   RWHRMA focused on innovative resources, like a New Member Social to attract and retain local HR talent, direct mail pieces to HR professionals at large and small companies in the Raleigh and RTP areas, as well as a Linked In campaign to promote membership!

The Membership Services Committee is committed to growing and maintaining an engaged and enthusiastic human resource professional membership!  Our involvement in the community attracts professionals whose passion is supporting the community and giving back.  We are extremely proud of this accomplishment, and the recognition it brings! 

Shontera Gillespie-Coleman 

Membership Services Committee



In Uncategorized on April 12, 2012 by RWHRMA Tagged: , , , , , , , , , , , , ,

Award Winning Brand Messaging Tips from Titanic in 3D

True Story: When Titanic was released in 1997, I was part of the theater audience not once, not twice, but SIX times. And, every single time I saw the movie, both in theaters and later on my VHS, and then DVD set, I cried when Rose promised she would “never let go.” Now, to coincide with the 100th anniversary of the sinking of the Titanic, James Cameron has released the 3D version of this movie. Fifteen years later, fans are still enamored by this story of history, action and romance.

As you steer the course of your branding strategy, what lessons can you learn from the launch of Titanic in 3D?

1)      A good story, well told, will always appeal to your audience. Over a dozen movies have been released in the past 100 years telling the story of the sinking of the Titanic. To this day people continue to be fascinated by the unsinkable ship that sunk. On top of that, a good love story always appeals to audiences. Think about the elements of your employment brand that are a consistent factor in attracting your target audience. Does your company offer exceptional opportunities for growth and advancement? Have excellent perks and benefits? Support a rewarding mission that gives back to the community? Make sure the anchor of your story shines through in your recruitment message.

2)      Your brand may need a refresh to keep people talking. The new Titanic 3D movie will contain the same plot and actors as the original film, yet the visual experience will be enhanced. This change gives fans of the movie a reason to revisit a beloved story and experience it in a new and exciting way. It may not be necessary to start from scratch and build a new employment brand to attract a new audience. You may benefit from a refresh that adds a new element or carries out your current theme in a different way. This will allow jobseekers that previously considered employment with your organization to revisit the reasons why your opportunities may be the right fit for them today.

3)      So you have brand recognition, but awareness is relevant. There has been a buzz surrounding Titanic 3D for quite some time, and the news coverage of the anniversary of the historical event will only add to the film’s publicity. Yet with all this coverage, the studio still sought out creative and innovative ways to promote their film, such as utilizing Facebook log-out page advertisements. Why make that extra investment? Because it is important to keep your message in front of your target audience to keep a pipeline of interested movie goers, and of interested candidates. You may have strong name recognition in your community, but you should continue to take advantage of opportunities to remind jobseekers why your organization is an employer of choice.

4)      Keep your testimonials realistic. Kate Winslet has been on press tours lately promoting Titanic 3D, but that doesn’t mean everything she has revealed has been glowing. A lot of news and celebrity gossip sites have been buzzing with headlines that Kate hates “My Heart Will Go On,” Celine Dion’s famous theme song from the original Titanic movie, in fact going so far as to say the song makes her want to throw up. This might appear to be a sound bite that would make a PR department cringe, but it has actually caused a lot of people to be talking about the song, the film, and, of course, the new release. While I am not suggesting that you frame a recruitment message around negative comments from your employees, the reality is that employee stories should be honest and reflect the true picture of what it is like to work for your organization. The more realistic testimonials are, the better job they can do in attracting the right type of talent for your positions.

5)      Use events and anniversaries to remind internal and external candidates about your brand messaging. The 100 year anniversary of the Titanic’s tragic voyage is an exceptional time to release a new version of Titanic, both from the human element of honoring this important historical occurrence and from the business aspect of capitalizing upon the renewed interest in this event. Is your company celebrating an important milestone? Is something happening in the news now that is relevant to your mission? Take advantage of events that are already occurring to remind your current employees about your employment value proposition and to let potential employees know about your workplace.

I encourage you to join me in the theater for the 3D viewing of Titanic, and I do suggest that you bring your own tissues. I will also challenge you to target your audience, refresh your brand as needed, keep your message relevant, use realistic employee stories and celebrate milestones.

That’s a wrap.

By Kendra Pearson

Director, Business Development  NAS Recruitment Communications

**This post originally appeared on NAS Talent Talk.


10 Women Ready for the World

In Uncategorized on March 31, 2012 by RWHRMA Tagged: , ,

For the first time, Forbes’ list of the World’s Most Powerful Women is dominated by women who control the bottom line.  In short, the top 10 women in 2012 rival the top 10 men. 

Gone from this high ground are the women who snag headlines and dominate the world stage based on an ability to turn heads, initiate fashion frenzies or inspire awe based on their use of inherited wealth. This top 10 is so solid that I had no desire to look at the bottom 90.  Gaga, Oprah and British royalty fans will need to retreat to the pages of People Magazine and Vanity Fair to find out what they’ve been up to. 

Most important, the list is rich in diversity of ethnicity, race, social economic origins, professional career paths and education.  Get to know these women, they’re here to stay as the decisions they make will influence world peace, economic stability, human health and growth for decades to come!


By Arlene Roane


President & Founder Redhouse Performance Consulting, LLC







1    Image


Angela Merkel





2    Image


Hillary Clinton

Secretary of State


United States


3    Image


Dilma Rousseff





4    Image


Indra Nooyi

Chief Executive, PepsiCo


United States


5    Image


Sheryl Sandberg

COO, Facebook


United States


6    Image


Melinda Gates

Cofounder, Cochair, Bill & Melinda Gates Foundation


United States


7    Image


Sonia Gandhi





8    Image


Michelle Obama

First Lady


United States


9    Image


Christine Lagarde

Managing Director, International Monetary Fund




10   Image 


Irene Rosenfeld

CEO, Kraft Foods


United States