Taking the secret formula out of the vault at #SHRM12

SHRM, social media and the secret formula

The new World of Coca-Cola
The new World of Coca-Cola (Photo credit: Wikipedia)

Atlanta seems to be the Silicon Valley for the development of secret formulas.  For over 125 years, Coke has kept their most closely guarded trade secret in a vault, locked away from the public.  It is only recently that they have made it a little more open to the public when they opened the new Vault of the Secret Formula experience at the World of Coca-Cola.

After getting home from #SHRM12 yesterday, I realized that SHRM been holding onto it’s own secret formula for social media for at least a few years.  Like Coke, they decided to make it a little more available to the public HR community in Atlanta this year.

Here’s the really cool thing.  I got a chance to look at the formula and write it down.   I’ll probably be banned from SHRM for life, but I’m revealing that formula right here, right now. (well actually – after the musical jump)

SHRM’s secret formula

Here is the proprietary information from SHRM that I promised to reveal.  Don’t tell anyone else, ok?

(4)  : Hn ! SnC2 = C2n/Sn is the projective and birational morphism mapping each I 2 Hn to the corresponding
algebraic cycle (I) = [[P1, . . . , Pn]]

Oh crap, that’s the Chow morphism, not the SHRM secret formula. Wrong session notes, I guess.

Here is the SHRM secret formula for real.

Curtis Midkiff + DICE + the “All in” HR bloggers + a receptive membership = Awesome #SHRM12

Every state and local chapter that is part of SHRM should take note of this formula, and put it to work.

It’s magical, even if you can’t clone Curtis Midkiff.  Let’s break down just what the hell I am really talking about here into the basic elements of the formula.

Social Media Manager

Curtis is the social media manager for SHRM.   He’s been working tirelessly for the past few years to get SHRM where they are today in regard to social media.  Your chapter may not be able to hire Curtis, but you can find your own social media manager.  Several state and local chapters already have established such a position, but not enough.  Every chapter should be finding someone in your area to take over a leadership position that provides community building, promotion for the chapter, and skill development for your membership.

Conference Partnership

Dice did a fabulous job in supporting the growth and development of the HR profession this week in Atlanta.  They didn’t sell their product. They supported our profession in a new way.  In doing so, they have built incredible credibility with me, and many other HR social practitioners.  They made a long play here, and I believe the benefits will be immense down the road.  We should all be challenging our conference partners to do the same for at the state and local level.

Social Media teams (bloggers and that ilk)

There were about 80 bloggers present and talking about what was happening at the conference, sharing information with connected HR pros who couldn’t attend, and helping to promote the vendor offerings.  Here are the metrics on why that matters.  The stats for the #SHRM12 hashtag were 25,000+tweets, 103 million impressions, 3,800 people engaging in the conversation, and a potential reach of nearly 5.5 people.  All that in five days.  That’s impressive.

Engaged membership

We still have a long way to go on  building the competencies, but it is clear to me that the HR profession is now aware of the need to understand social media and how it is affecting the workplace.   Hundreds of people stopped into the Hive for social media training and advice from tech savvy volunteers.  I put in about eight hours of volunteer work there myself during the conference.  The hunger for knowledge was apparent.  Chapters have to take the lead on this and start promoting the development of social media skills in your members.  This formula only works when you provide the  opportunity, and the members take advantage of it.

SHRM National has given us a model to make our great profession better.  Now we need do some heavy lifting of our own, and leverage our professional skills to the next step through similar efforts at the state and chapter level.  Resources are available, if you only look for them.

I know this was long, and a touch preachy, but it matters.

Go ahead, tell me what you think.

 

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