Comments on: If You Want to Help HR, Get Out of the Echo Chamber http://www.knowhr.com/blog/2009/09/22/if-you-want-to-help-hr-get-out-of-the-echo-chamber/ Know More HR. Thu, 09 Sep 2010 12:08:30 +0000 hourly 1 http://wordpress.org/?v=3.0.1 By: HRM Today - Blog Archive » The HR Profession – Part Two (People) http://www.knowhr.com/blog/2009/09/22/if-you-want-to-help-hr-get-out-of-the-echo-chamber/comment-page-1/#comment-4415 HRM Today - Blog Archive » The HR Profession – Part Two (People) Thu, 19 Nov 2009 00:53:40 +0000 http://www.knowhr.com/blog/?p=2410#comment-4415 [...] over at Know HR recently wrote a post about this very subject.  He called it getting out of the echo chamber.  I had never heard the term ‘echo chamber’ before…but it’s so true.  We easily fall into [...] [...] over at Know HR recently wrote a post about this very subject.  He called it getting out of the echo chamber.  I had never heard the term ‘echo chamber’ before…but it’s so true.  We easily fall into [...]

]]> By: People and Profession | improvement starts from within both — hr bartender http://www.knowhr.com/blog/2009/09/22/if-you-want-to-help-hr-get-out-of-the-echo-chamber/comment-page-1/#comment-4414 People and Profession | improvement starts from within both — hr bartender Wed, 18 Nov 2009 08:56:07 +0000 http://www.knowhr.com/blog/?p=2410#comment-4414 [...] over at Know HR recently wrote a post about this very subject.  He called it getting out of the echo chamber.  I had never heard the term ‘echo chamber’ before…but it’s so true.  We easily fall into [...] [...] over at Know HR recently wrote a post about this very subject.  He called it getting out of the echo chamber.  I had never heard the term ‘echo chamber’ before…but it’s so true.  We easily fall into [...]

]]> By: Frank Roche http://www.knowhr.com/blog/2009/09/22/if-you-want-to-help-hr-get-out-of-the-echo-chamber/comment-page-1/#comment-4413 Frank Roche Wed, 23 Sep 2009 16:33:10 +0000 http://www.knowhr.com/blog/?p=2410#comment-4413 @Ben You do interesting things...that's what matters. Getting info from lots of places is what works. @Ben You do interesting things…that’s what matters. Getting info from lots of places is what works.

]]> By: Ben Eubanks http://www.knowhr.com/blog/2009/09/22/if-you-want-to-help-hr-get-out-of-the-echo-chamber/comment-page-1/#comment-4412 Ben Eubanks Wed, 23 Sep 2009 13:29:19 +0000 http://www.knowhr.com/blog/?p=2410#comment-4412 Some of my best ideas come from non-HR people/conversations. It's neat how talking to a class of 3rd graders will challenge you to explain what you do in "real" terms. No ambiguity allowed, just a simple "I do xyz." Great post, Frank. Some of my best ideas come from non-HR people/conversations. It’s neat how talking to a class of 3rd graders will challenge you to explain what you do in “real” terms. No ambiguity allowed, just a simple “I do xyz.” Great post, Frank.

]]> By: rick http://www.knowhr.com/blog/2009/09/22/if-you-want-to-help-hr-get-out-of-the-echo-chamber/comment-page-1/#comment-4411 rick Tue, 22 Sep 2009 23:26:24 +0000 http://www.knowhr.com/blog/?p=2410#comment-4411 I live in the Exec Comp space but have some great interactions with top notch HR leaders. Since very few come up through the comp side it can be enlightening for me to listen to what they think is important and what excites them. It gets me out of my echo chamber. Yesterday I was with a Comp Committee to review how we were going to grant the long-term incentives for the year. As the senior HR person went through the deck she was relatively monotone as she presented the competitive data, the black-scholes calculation and the rest of the basics. Then she declared that we had come to the exciting and important section. She explained how the exec committee (CEO and reports) had jointly reviewed and discussed the performance and potential of all the company's VPs as a group and over a series of sessions had come to agreemnt on who the top talent was, what positions were hard to replace and which people were critical to the success of the strategic plan. Best of all they made large distictions in terms of rewards for the best and most valuable versus the average performers. A large enough distinction that some of the directors were uncomfortable. Yes, she was excited that a leadership team had taken ownership of what can be a compensation staff process and therefore took ownership as a group for the top people and the company's future. My associates in the exec comp world do not get excited about process and ownership. They get excited about the nuances of Black-Scholes assumptions. Which of these two do you think will likely drive this company to greater success? I live in the Exec Comp space but have some great interactions with top notch HR leaders. Since very few come up through the comp side it can be enlightening for me to listen to what they think is important and what excites them. It gets me out of my echo chamber.

Yesterday I was with a Comp Committee to review how we were going to grant the long-term incentives for the year. As the senior HR person went through the deck she was relatively monotone as she presented the competitive data, the black-scholes calculation and the rest of the basics.

Then she declared that we had come to the exciting and important section. She explained how the exec committee (CEO and reports) had jointly reviewed and discussed the performance and potential of all the company’s VPs as a group and over a series of sessions had come to agreemnt on who the top talent was, what positions were hard to replace and which people were critical to the success of the strategic plan. Best of all they made large distictions in terms of rewards for the best and most valuable versus the average performers. A large enough distinction that some of the directors were uncomfortable.

Yes, she was excited that a leadership team had taken ownership of what can be a compensation staff process and therefore took ownership as a group for the top people and the company’s future. My associates in the exec comp world do not get excited about process and ownership. They get excited about the nuances of Black-Scholes assumptions. Which of these two do you think will likely drive this company to greater success?

]]> By: Frank Roche http://www.knowhr.com/blog/2009/09/22/if-you-want-to-help-hr-get-out-of-the-echo-chamber/comment-page-1/#comment-4410 Frank Roche Tue, 22 Sep 2009 22:31:04 +0000 http://www.knowhr.com/blog/?p=2410#comment-4410 @nelking There's something great about stepping away from the echo chamber. That kind of Eye-ore mentality is so messed up. I like to gripe, sure, but I like to offer solutions even more. I think knowing interesting and smart people really helps with that...those ones I talked about in the article are some very, very smart ones. They know people. @nelking There’s something great about stepping away from the echo chamber. That kind of Eye-ore mentality is so messed up. I like to gripe, sure, but I like to offer solutions even more. I think knowing interesting and smart people really helps with that…those ones I talked about in the article are some very, very smart ones. They know people.

]]> By: nelking http://www.knowhr.com/blog/2009/09/22/if-you-want-to-help-hr-get-out-of-the-echo-chamber/comment-page-1/#comment-4409 nelking Tue, 22 Sep 2009 20:23:23 +0000 http://www.knowhr.com/blog/?p=2410#comment-4409 The very reason I've stepped away from the recruiter echo chamber. Too loud, to much of the same ideas, and ways of doing things. Talking about and studying why humans make the choices they make, leads me to a much broader and interesting group of people. Plus, it's usually never about recruiting yet I find it useful in what I do for a living. The very reason I’ve stepped away from the recruiter echo chamber. Too loud, to much of the same ideas, and ways of doing things. Talking about and studying why humans make the choices they make, leads me to a much broader and interesting group of people. Plus, it’s usually never about recruiting yet I find it useful in what I do for a living.

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