A Blog Post

Two things I like to mention that I can’t fit on Twitter:

1. The Brazen Careerist has a new design and new attitude.  It will still be a place for Gen Y workers, but instead of a blog network, it is a social network.  Think of it as Linkedin or KODA.  Let’s see how this goes because there in new territory and will they get any new Gen Yers to go to their site.  I know there are people who are for and against Brazen Careerist and I understand, but this one has a little more interest because they featured two of my posts and I’m grateful and met other Gen Y bloggers in DC.  For me, they help me build an audience and the first site to give me a spotlight.  I cannot wait for it.

2. I went to the DC Bloggers meeting last week just to get a feel of what it is and have to say it is a very diverse group from food, writing, DC, politics, etc.  There is a sense of community with this group and can’t wait to help out my fellow bloggers.  In fact, I’m going to make a difference for DC Bloggers, but you have to wait until next month to figure that out.  Here are the other DC Bloggers:

Kier Duros:  http://Durosia.com

A. Glenn:  http://jenesaisrein.blogspot.com

S. Polastre:  http://www.freeagentwriter.com

Phil:  http://www.feedbacksecrets.com

Mike:  http://NotionsCapital.com

Amy in DC:  http://www.freeindc.blogspot.com

Dave W.:  http://www.autumnrain2110.com

Joe Logon:  www.joelogon.com/blog

Frank:  http://swordandthescript.blogspot.com/

Jadxia:  http://jadxia.livejournal.com

Can you feel the love?

If I Was Running A Company…Segmentation

This was brought up originally with Mark Stelzner’s blog post on the SHRM Conference and I have mention this about my criticism about SHRM that big organizations need to break down in sectors.  Last week made me realize this is coming true.

I was in an ASAE Consultants Meeting last week with Kevin Whorton, who is a Marketing Consultant for associations, and said that the American Society of Association Executives (ASAE) conference attendance was down 25% from last year, which was not a big shock. The most stunning stat I heard from the meeting was that the specialty associations like biotechnology professionals, and of their ilk, have increase not only membership, but conference attendance the past year.  I wonder why is that?

I did not get a clear answer until I read an article about what else…newspaper columnists.  In the article, Greg Wyshynski (aka, Puck Daddy on Yahoo! Sports) argues that the era of a general sports columnists is gone and saying hello to niche reporting because of new media.  What does this have to with associations and most organizations?  Everything.

It used to be organizations had to rely on getting answers from big organizations like SHRM or the American Management Association (AMA), but since there is a variety of sectors people can select and with new and alternative media, the big organization might be losing its significance.  What people want from conferences is to get their answers for themselves and their industry.  So far, the big conferences like SHRM and ASAE have not embrace the change yet, in my opinion.  This might be a concern as well for the big companies as well such as Booz Allen Hamilton, Deloitte, and others might have to change their ways.  So, how do big organizations like ASAE and SHRM embrace these changes?

The first thing organizations need to realize is no one owns everything.  The next step is organizations need to split up to industry sectors so people know where they can get their specific answers.  Each sector should have its own conference and tailored their events according to their industry.  Finally, if the big conferences like SHRM or ASAE want to make revenue, eliminate the conferences and conventions and start having a “Spring Break” for industry or profession organizations and just have a hug out for a week and show at the end of the day, they’re united no matter their subject matter.

In essence, the generalization of organizations are close to a thing of a past, but segmenting to industry-specific organizations will drive the future of organizations.  In the end, you get what you want and that is your answer.

Tracy’s Random Thoughts: August 2009 Edition

I’m sick, I’m tired, it’s August. Why I am not stunned?  Let’s go.

1. Healthcare Debate

You know my prediction of Obama at the end of 2009 will have a 60% approval rating?  That doesn’t look good for now as Obama’s approval rating has dipped to 51% because of the healthcare debate.  Personally, I prefer the public option where government controls healthcare and the health insurance companies are not taking advantage of their customers/patients.  Obama wants it and so does most of the country.  The problem is two-fold:

1) We have no idea what Obama wants on healthcare reform.  We have a sense, but Obama has not blurted out the details.  That is why there is confusion on all sides.

2) Although the Democrats have 60 seats in the Senate, a quarter of the Senate Democrats are conservatives (Blue Dogs). The Senate has to respond to the people in their state and thus the main cause of the healthcare debacle.

I really don’t care for the town hall meetings since the right-wing nuts are…you know, nuts and have no room for empathy.  What should happen is after Labor Day, Obama must have a prime time appearance and lay out what he wants on healthcare reform.  Right now, he’s asking the Senate to create the reform bill, but there is no compromise in that, so he must get HIS message out before he comes another Bill Clinton.  I do hope there is healthcare reform before the end of this year, but Obama must give us specifics and tell us like adults.

2. The Social Media Wars

When Facebook acquired Friendfeed for almost $50 Million, it’s telling us that Facebook is trying to eliminate Twitter and challenge Google in the real-time search wars, conversational battle, all-purpose thingabobber.  Google have their own response this fall with Google Wave.  This is a reaction to how Twitter became a media darling, while Facebook and Google trying to catch up.  I found it odd that the traditional media ( and some social media news sites) want to make this into a war.  What I also found this interesting because in sites like Facebook, Google, and Twitter, there are sharing options that you post on either Facebook, Google, or Twitter and they all overlap.  All the social media wars is like the Chip battles with Lays, Doritos, Ruffles, and others.  Each chip has different tastes, but eventually will be in a snack box for anyone’s enjoyment.  I feel the same way for the big social media companies.  On the outside, these social media companies will compete, but on the inside, they know what’s good for the consumer and that’s a win-win.

3. Your 2009 Washington Redskins

The good news is the NFC is up in the air and almost every team has a shot at the conference crown, except for the lions and Rams.  The bad news is I don’t think the Redskins have a shot at winning a conference championship or the playoffs.  They have a talented team, but they’re not there yet.  The reason I’m talking about the Skins is this could be the last year for Jim Zorn and Jason Campbell since 2010 is an uncapped year and you know that means…Dan Snyder’s year long spending spree.  If the players care, they will help out Zorn and Campbell and if they don’t care, this will be a long season.  Hail to the Redskins, because they are going to need it.

That’s all I got. I hope next month is a little better.

The Strasburg

Before I begin, it should be noted from here on out, I’m calling Stephen Strasburg, “The Strasburg.”

Yesterday, I went to The Strasburg press conference to not only see The Strasburg speak, but see the real, devoted Nationals fans in attendance.  There were around 200, but most of them were under the facade since the seats were sitting on coals.  I was dumb enough to take a front seat along the third base side to see the press conference.  There was nothing special about the press conference, but it was important to see The Strasburg show off his new jersey and supporting the team (Good Move, The Strasburg).

After the press conference, the Nationals front office held a town hall meeting.  That lasted five minutes not because of protesters, but mother nature, although you could argue mother nature could be protesters.  After a few hours and food from Five Guys (not at the park, but at Navy Yard), it was time for the game.

The game was anti-climatic as the Nats lose to the Brewers 7-3.  The only exciting parts to came out from the game was the heavy downpour, and the rainbow before the game.  One thing of note: Teddy lost the race again.  Although the Nats lost, there was some positive things to came out of the day and for the future.

As you know, I’ve been calling out the Nationals for many different things from the front office, their play, the lousy music, the uniforms, you name it.  The reason I did The Strasburg Signing Deadline Countdown was to see if the Nationals are serious about building a team in DC.  It’s not important if The Strasburg does great with the Nats, although that’s would be a nice bonus.  The key is if the Nats care about being cheap or really care about their investment. In the past two months, the Nationals:

• Traded Lastings Milledge and Joel Hanrahan to Pittsburgh for Nyjer Morgan and Sean Burnett.  Trade is looking good so far.
• Trade Nick Johnson to the Marlins for prospects.
• Sign The Strasburg before the deadline.
• Mike Rizzo became the permanent General Manager of the Nationals.
• $1 all day passes which include the press conference, town hall, and the game.  Attendance was 75% capacity that day, which is not bad for a terrible team.
• I did not hear a song from Jonas Brothers or any awkward intro music of players (i.e. Nick Johnson and “Sexyback”).
• “We Want The Strasburg” chants were not only from baseball.  Redskins fans were chanting during a preseason game against the Steelers.

From the looks of it, the Nationals future looks bright and cannot wait for next year, where the team comes full circle…ok, they’re not going to win the division or the wild card, but with Bryce Harper in the 2010 Amateur Draft next year, the Nationals could be the great relatives of the 1994 Montreal Expos.

The Strasburg has arrived in DC

MASN’s Coverage of the Press Conference with a cameo appearance by someone you know, Part 1

MASN’s Coverage of the Press Conference with a cameo appearance by someone you know, Part 2

MASN’s Coverage of the Press Conference with a cameo appearance by someone you know, Part 3

If I Was Running A Company…Succession

The workplace has change through the years.  From a lifetime guarantee at the workplace, then to a 10 year plan, and now to a year-to-year plan; the workplace is turning over everyday for better or worse, which means employees change.  This brings up what every company needs: a succession plan.

You got your protocol on succession planning: hire employees, then develop your employees, then the execution, which  leads to the result and decision.  Between that, there will be variables the manager has to deal.

Let’s get real;  the hiring portion of the job is the easiest part of the process.  However, when work begins, the manager has to deal with two people: the people who exceed beyond their resume and the people who do not live up to their resume.  The manager has to see who can work independently and who needs guidance.  The employees have to agree to their roles and if they don’t, then we have a mess in the department.  It’s up to the manager to form a department into a well-oiled machine.  The result will come on how the department performs, which is influence by the manager.  This leads to the main point of the post.

It’s a simple equation: if your department does well, the manager will take most of the credit, but if the department falters, the manager will get most of the blame.  Either way, there’s going to be an end since the current workplace has intervals.  It’s also simple that if the department fails to do the job, most likely everyone is on the chopping block and change is likely to happen.  If the department is successful, everyone will get rewarded and get notoriety, but what if the manager quits for a better opportunity.  What does the organization do?

There are several factors in play to look for manager:

1. Has the manager taught enough of their department of the knowledge and wisdom within the organization/industry?
2. Did the employees learn from their manager?
3. Do any of the employees want to be in a managerial and leadership role?
4. Is the manager leaving in a transition or for a better opportunity?
5. Are the employees loyal to the company or to the manager?

Organizations have to think about this and decide if they want to hire within or go to a totally different direction.  In this case, the organization needs to have an open mind of what is best out there.  Sure, the employees know the system and the organization, but can it be better and most importantly, can the potential manager adapt to a new culture? Organizations must be one hundred percent sure that the current employees are not only leaders and managers, but can adapt to the current situation they’re in.

Basically, it is up to the manager to shape up the future of the organization.  The manager can setup their department to succeed now, where everyone is happy in the current state, or succeed in the future where the manager not only share their insight and trends of the organization, but the intangibles that can never be taught.  When the manager is gone, it is up to the employee who needs to step up and if they’re willing to take that role and adapt.  Simply put, does your employees have the onions to take it to the next level?

If I Was Running A Company…Fantasy Leagues

This is the last part of the series of what if HR and Sports Business do merge.

There must be a way how employees must appreciate HR.  Employees complain that HR are a bunch of administrative people, the internal police, the buzzkill of the organization (thanks Toby), the fillers, every name in the book.  However, there is one thing the department can implement HR without using HR: Fantasy Leagues.

We are in the beginning of fantasy football season where people sign up and the premise is simple: get 10-16 people to have teams and have one commissioner (department manager likely).  The participants must agree on the scoring system, rules, fees, and other miscellaneous items.  It might be simple, but the little things like ties, points, tiebreakers, deadlines, how to the draft are very crucial to make your league as fair as possible.  Then the fun part begins.

When you hold your fantasy league draft, look at how people prepare the draft.  Some bring magazines, some write notes, some wing it.  When the draft begins, look at the people that spends the 2 minutes.  Do they go immediately or take their time.  The approach could also give you a hint of what your employee does at work.  During the season, your employees will make free agent transactions, trades, and waivers.  There will be movers and shakers and look at the transactions to see if 1) it’s fair and 2) they follow the process.

Unlike the real workplace, employees must depend people they cannot control.  On paper, they might have a bad draft, but with injuries and luck, the person can win the league.

Fantasy leagues should be fun for your offices, but what department managers need to do is parlay the fantasy league experience into the workplace.  Managers can reassess their department by looking how the employees prepare the draft and during the season when something falters like an injury or a trade.  Football is common in fantasy leagues, but really doesn’t help since the games are on Sunday.  If you want to assess your department, try fantasy basketball, hockey, soccer, or baseball since they play nearly every day during the season.

If you’re not a sports fan, not a problem.  You can startup a Fantasy Congress League or a Fantasy Actors League.  I would recommend doing these leagues since activity happens everyday and see how your employees react to the changes.

In essence, here’s how fantasy leagues translate to HR in your organization:

• Fantasy League Rules -> Policies and Procedures
• Fees and Rewards -> Compensation
• Draft Preparation -> Performance
• Player Statistics -> Recruiting (Candidate List)
• Player Trades – > Negotiations
• Player News -> HR News and Updates
• Draft Meetings -> Work Meetings
• Attitude of the Commissioner -> Attitude of the Manager
• Effort in Fantasy Leagues -> Results at work

So if you want to do an HR job, start a fantasy league.  It’s a great simulator of  how human resources works.

If I Was Running A Company…Drafts

This is part two of  what if HR and Sports Business merge.

Every year, everyone will bring in new talent and the majority of them will be straight out of college.  Imagine the college recruiting trail where admissions people are hunting you down and giving you tours and pamphlets, but on the professional side.  Now, what if we implement a draft for the graduating students?

To make it happen, there will be three college job fairs: fall, spring, and summer.  There will be separate categories from technology, nonprofits, the big 4, etc.  They have the first 3 days to network, interview, and talk to potential interns.  On the 4th day, the companies must select their potential interns, but doing it in draft form.  The companies have all the information and decide who they want…but it will be done in draft form.  It would be some form of lottery of who will get the first pick and the draft continues throughout the day.  It will be also fun is seeing the interns see the process on how they made the decision.

The great thing about drafting is if you’re selected in a draft, there is someone who sees your potential and are willing to mold you into a business leader in that sector.  The other part I love about drafting is the process of seeing how HR, recruiters, and hiring managers select their interns.  There is a lot of work, but if you see the process, the people will get a better understanding of why selections are very difficult.

On the other side, the main problem of having a draft is the logistics.  It does take a lot of time to prepare and you only have a short amount of time and location to do it.  Another problem is the same thing I mention about trades is people want to have the freedom to choose which company they want to go.

Drafts do make it interesting at the workplace and job fairs, but logistics, choices, and location would be too much to have a draft to be held.  Think about it: have Mel Kiper break down your work habits and style and which company he thinks fits you best.  Only time will tell.

If I Was Running A Company…Trades

This is the first of a three part series of what if HR and Sports Business merge

In every workplace, there will be disgruntled employees who do not want to be there and want to go somewhere they feel comfortable or appreciated.  Of course, there are available job seekers in the market (free agents).  However, what if the best person for the job and the workplace culture is currently working with another company and vice versa?

The company can still do the interviewing process to find their employee, but if they interview someone who still holds a position and they really want the person, they can negotiate the person and that person can leave their current position at their current company in reality.   However, let’s just say both companies has a  person who is doing great work, but do not have the heart to continue and they want to work with the other company that is currently occupied by someone else?

First, the employees must have close to equal value so no one has an advantage.  Then, both companies among themselves must agree through reports and interviews that their employee was the best candidate and best fit for the other organization.   It then heads to a state or federal arbitrator, depending on the situation.  The arbitrator reviews the agreement, the companies personnel files and budget and makes a decision.  If the arbitrator accepts, then the trade is approved and the employees removed themselves immediately with their current company and start working the following work day with their new company.  Do you think that sounds cool to have trades?

In reality, there are two major problems: The first problem is the arbitrator could take a long time since these documents must be shipped to the state’s Capitol or in Washington D.C. and that might take a long time before a decision is made.  The second and the biggest issue is that we’re living in a free agency period and people have the freedom to roam around.  Also, contracts are not guaranteed and most contracts do not have an end date, so you can work for 30 years or 30 days.  People prefer to have the freedom to make their choice on their own.

If it were 20 years ago, the trade option would of been awesome for companies who were trying to find talent and swap their resources.  However, in this day in age, people wanted to be treated as human beings, not a prize.  In addition, social media, technology, and happy hours have made it easier for companies to get their talent.  That is why you will never see a blockbuster trade anytime soon.

By the way, the last blockbuster non-sports business trade: Al Michaels was traded from Disney to NBC for a cartoon show, Oswald the Lucky Rabbit” and other resources.