© Copyright 2016 – 2018 HR Studio Podcast – hrstudiopodcast.com 1

Episode 59 Show Notes: How To Advance Your HR Career

And Your HR Function

Ian Ziskin is one of the preeminent leaders, thinkers, and trendsetters within our profession. He makes a

return appearance on our podcast to discuss the 2018 EXcelerating HR™ Conference, an edgy forum which

is hosted by Ian’s firm and designed to facilitate shared HR learning. He also discusses the CHREATE Project,

which has been exploring the forces of change having a profound impact on the nature of work and HR. Key

takeaways from our conversation are important issues that HR is, or needs to be advancing and what HR

professionals need to be doing to advance the function and their careers.

Ian is the President of EXec EXcel Group, a human capital coaching and consulting firm. Ian is an

experienced CHRO, author, speaker, Board advisor, teacher, and coach. He is the recipient of many awards

and now spends his time helping others develop to improve performance and their impact on their

organizations.

Key Learnings From This Episode

About EXcelerating HR™ Conference. The conference started several years ago by the EXec EXcel

Group to create a forum for clients, colleagues, and others. The concept was to keep the event small

(the most recent conference hosted about 80 people) and to include CHROs, VPs of HR, and up-and-

coming HR professionals, as well as consultants and academics. Approximately 12 sponsors also

participated this year, coming together to interact and contribute to something at no cost. The goal

was to create a shared learning environment, as well as a token of gratitude for all of the

contributions to the firm. Typically, the conference is held about every 18 months.

The agenda is developed with topics that HR really wants to talk and learn about. The content is

driven by what is relevant at the moment and what participants are currently struggling with.

Participants must also be willing and able to contribute their thoughts and perspectives from their

practices because they are currently working on those issues.

© Copyright 2016 – 2018 HR Studio Podcast – hrstudiopodcast.com 2

2018 EXcelerating HR™ Key Conference Takeaways. Large-scale transformational change was a key

theme. For talent acquisition professionals in particular, understanding ‘fulfillment’ versus employee

engagement and why fulfillment is much more important. There was much discussion on digital

disruption in the workplace and its implications for transformation and innovation, for careers, and

how organizations are redefining the notion of career through digital platforms and products and

services that did not exist five years ago.

The Future of Work. This topic was the most engaging and generated the most discussion, raising

questions such as:

o What is going to be the most different 10 years from now?

o What do I need to do personally as an HR leader to be ready for and relevant to the world that

is evolving?

o Am I going to be able to step up to what is going to be expected of me?

The CHREATE Project. Over the last six years, Ian has been involved in The CHREATE Project,

involving over 100 contributing volunteers. The goal is to explore the forces of change in the

external environment that have profound implications for the nature of work. The project team also

examines new capabilities that HR and non-HR leaders will need to have in order to be effective.

o Forces of change. Emphasis on the evolution of technology and machine collaboration,

automation and artificial intelligence (AI). The anxiety around whether human beings will be

replaced by machines, robots, and computers? Recent data shows it will create more jobs,

although it is anticipated that it will also create up to 70% unemployment in certain

professions. Therefore, there is a massive transformation of the workforce whose skills need

to transition to ‘play’ effectively in the world of automation.

o Reconfiguration of work. Becoming more virtual and flexible and shifting from the traditional

‘employee’ employment model to the world of freelancing, gigs, and short-term projects that

people take on without becoming long-term, full-time employees. HR leaders need to look at

HR policies and procedures (in place in most companies today) that assume regular, full-time

employment. While this model is not going away completely, it is being supplemented by a

non-traditional workforce, and many practices do not contemplate these trends.

© Copyright 2016 – 2018 HR Studio Podcast – hrstudiopodcast.com 3

Develop an External Perspective. Most HR people are internally focused. They know their own

organization, culture, and people. A clearer, external perspective is demanded. HR professionals

should know what is happening in their own industries but also understand other industries and

geographies. Capabilities that are beginning to emerge are much more externally savvy and more

multi-disciplinary in nature since issues that arise tend to be more cross-functional. An ‘orchestra

conductor’ mentality needs to be developed. The orchestra conductor may not be fluent in

particular issues but they need to be comfortable looking for the best people who are.

The difference between fulfillment and engagement – William (Bill) Schiemann (author of Fulfilled!

Critical Choices: Work, Home, Life) spoke at the conference. His book explores the evolution from

satisfaction to engagement to fulfillment. He discussed ‘lighthouse goals’ as stepping stones to

achieving one’s broad, long-term aspirations, using the concept of a ship at sea that is not sailing

directly to the lighthouse. The lighthouse is providing general direction and guidance, identifying

where the rocks might be so that the ship can make adjustments to stay on course.

People should bring their whole self to the

workplace and try to strike a balance between

what they are trying to achieve at work and

what they are trying to achieve in their life –

health, spirituality, and physical and emotional

well-being. People are burning out. It is difficult

for people to feel fulfilled if they feel completely

overwhelmed, not in balance, under-resourced,

and underappreciated in the face of change.

Research indicates that only 20% of people feel

highly fulfilled which impacts productivity and

quality of work. The trend is towards better

balance and incorporation of the full person, to

feel more comfortable bringing their entire self

to work. This will have a significant, positive

impact on diversity and inclusion.

© Copyright 2016 – 2018 HR Studio Podcast – hrstudiopodcast.com 4

It is important to build the business case for stakeholders (e.g., CEOs) providing the data: (1) as to

the value of making the investment and creating an environment where people feel more whole at

work; and (2) outlining the negative consequences for the lack of fulfillment and sustainability of

energy. Greater fulfillment supports innovation and growing the business.

The fear of experimentation. There is a fear of trying new things because people see what happens

to people who fail. Failures aren’t well received and do not last long. Companies who promote

innovation need to understand failure as an acceptable outcome. Part of fulfillment is trusting each

other, learning from processes, and experimentation. Experimentation needs to be resident in HR as

well.

Don’t wait for divine guidance. If HR wants to play a relevant role in transformational change, they

have got to lead. The role is not to just facilitate, it is not to seek permission, and it is not to

persuade other people to do things and then stand on the sidelines. HR is expected to lead,

demonstrating a connection, knowing what the business needs are, understanding the value chain,

and recognizing that you need to be out front leading the change.

HR professionals need to take responsibility for their own development and career. Participating in

conferences not only provides for learning of content but it also stresses the importance of building

and cultivating a network of people you can rely on before you need to tap it a specific purpose.

Attending conferences is necessary, practical and fun.

Recommended Reading and References From this Episode

EXec EXcel Group website

Black Holes and White Spaces eBook (FREE) by John Boudreau, Carolyn Lavelle Rearick, and Ian

Ziskin

Fulfilled! Critical Choices: Work, Home, Life by William A. Schiemann

© Copyright 2016 – 2018 HR Studio Podcast – hrstudiopodcast.com 5

To Follow Ian Ziskin

Email: iziskin@exexgroup.com

Twitter: @IanZiskin

LinkedIn: Ian Ziskin

Aired: 7/31/18

Industry: HR Consulting

Host: Linda Hlavac

Guest: Ian Ziskin

Click the microphone to listen to Episode 59