From HRlancers.com live event. https://www.youtube.com/watch?v=mhn80FO0k6I&t=1322s

1. Speaker1 (00:09):
We're lookingforwardtoit.Audioisworking here,butwe can hearyou justfine onthisend.
Speaker2 (00:14):
Awesome.Awesome.Awesome.We're uh,we're the worldare you?
Speaker1 (00:19):
I am inSouth Floridaandit'sa prettychaoticdownhere rightnow withthe coronavirus.Yeah.Here all
at the beach.We wouldlove tobe,buttheyclosedthose down.The springbreakersare nothappy.
Speaker2 (00:34):
Okay.Hi Chris.Howare you?Good sir.Are we goodto hear the cancel your, uh,
Speaker1 (00:49):
I know,I knowyouhave to cancel everything.They're eventalkingaboutcancel andTristate soI don't
know.
Speaker2 (00:58):
That's inmay, right?April?Yes.Hey,Jennifer.Sarah.Hi.Hello.Ihave the wrongthingwiththe window
inback of me,but everythingelseistrashinthe,so the seniorapartment.Yeah,Ijustkindof um, moved
everythingbackandforthwithmyself lastweek,soitjustgot throwninhere.It lookslike Ihave a lotof
time nowto organize andplanthings.How are youfairingoutthere withthe virusand stuff?Oh,you
know,I don'teven,lastweekwasprobablythe bestweekend,the worstweektobe offline forthe most
part. So I'm justkindof settlinginandtryingto stayoff out of there,outof everythingelse rightnowas
state'skindof doing,Iguessina lot of them, makingsure that people are stayingapart.Andthe good
newsisI workfrom home.Sothe bad newsis,isthat there'snowork to be done rightnow in termsof
speaking,butobviouslythisisnota muchbiggerissue thanthat.I see.Elissa'sjoinedusanduh,uh,Joel.
Hey,doinggood.How are you guys?Good. I'm
Speaker1 (02:31):
Colinfromthe suburbsof Chicago,so it'sa rainyday here,butuh,inthe Twilightzone.ButIlike that.
Yeah.But it's,you know,butdoingokay.I mean,I,I, I'm excitedabout,aboutthe communityonthis
call.I mean,I thinkthere'sa,froma clientworkthatI have,
Speaker2 (02:55):
thingsare instantly,it'sbusierthanever,butsome real questions
Speaker3 (03:00):
aboutwhat doesthat meanfornewbusiness?How dowe have power?We available tosupportina
waythat seemsauthenticbutat the same time as an acknowledgementthatthisis,we needtomake
moneyoff of this.So that's,yeah,I've seena lotof,um, commentsonFacebookandTwitterabouta
cause you're flaggedbyHR tech vendorssayingthatthisisnot the time to go start sending,uh,sales
emails,uh,forthatkindof stuff.SoI thinkit'sdesignedtobe helpfulandtryingtohit shouldbe positive
conversations.

2. Speaker3 (03:41):
Right.Deanna'shere.Alyssa,are youthere?Hmm, I am here.Ijust had myself onmute cause I will say
answers.Soyeah.How'sit goinginTexas?It's going,uh,oddlyenoughIthinkthatrain fromChicagojust
made a beeline straightforTexas,sowe've gotalot of yearsto welcome.How'sitgoing,Jenny?It's
goingprettygood.Uh, sorry.Loose.Everything'sgood.All right,Dan.Shana,you're new.Where are you
from?Hi, I am fromSpringfield,Missouri.All right,Kelly'shere.Hi Kelly.HeyRegina.HeyChris.SorryI'm
late.That's okay.We haven'tstartedyet.We're justkindof hangingout.Hi everyone.We'llde steal like
twoor three more minutes.Ilooklike people,uh,chime inhere.Um, uh,anyother,uh,major,uh,
issuesortopicson yourmindthese daysotherthan the virus?Sois everyone goingintohiringfreeze?I
dida little podcasttodayonTwitterand itseemslike it's,it'sforthe most part it'shiringfreezesare
happening.It'salittle score attitude dependingonwhatindustryyou're in.Yeah,I've seenall the things,
all the spectrumhere intermsof the way we're hiring.We're freezing.We're justpausingforacouple of
weeksjusttosee whatit lookslike.Right.SoI'mseeingalotof jobseekertweetsoutthere.A,what'sa
childonhold?
Speaker4 (05:51):
Yeah,
Speaker3 (05:52):
I thinkwe're goingtosee that for the nextcouple of weeksatleast.
Speaker3 (06:00):
All right,well let's,uh,be,uh,cognizantof everyone'stime hereandI'mlike the welcome everybodyto
HR, lancerslive.Thisisoursecondeverevent,soI'mgladyou're all here.And,uh,we're gonnahave one
nextweekaswell.SonextweekI'll be talkingabout,uh,favorite appsforHRfor the answer.SoI'll be
comingout witha show,talkingaboutthe differenttoolsIuse inmyeverydaylife thatmake thingseasy
for me.Soapps, websites,thingslike that.Soforthat show,kindof bring,I askedeveryonetobringone
or two appsthat theyuse on a regularbasisand kindof we'll buildabiglisthere andI'll make a blog
postside of that for the communityitself and,um, andjusttryto educate everyone peopleare usingout
there overall.Sothat'sa Thursdayat fouro'clock.Uh, the 26th overall,ourguestof honoris here,
JenniferMcClure upthere inthe,uh,upperleftinmyscreenanyway,andshe'sa Alleganfrom
Cincinnati,Ohio,andshe'ssomeone I've knownforprobablyabouta,I,I'd say 10 years,I think.Jennifer
roughsomewhere around,Iguess
Speaker2 (07:08):
past decade Mark. Yeah.
Speaker3 (07:11):
Yup. Uh, soshe's beeninministryforalongtime.The HR consultants,she'sspokenatover350 events,
uh,according to herwebsite there.And,um, uh,JennyJennylastweekatthe lastcollege andhe said,I
wantto learnmore about howto speakinHR andthe firstperson,Ithoughtitwas you,Jennifer.Um,so
that's whyI like MIG youto come onto the,uh, the show here.So,um, I guessstart out byjusttell us
aboutyour backgroundand um,kindof how you got intospeakinginthe firstplace,if youwould.
Speaker2 (07:41):

3. Sure.Andagain,I apologize formysetup.Ijustmovedto,thisis my seconddayinmy new apartment
and nothinghasa place nor can I findanythingsogood.So I'm sittingthe exactopposite awayfromthe
light,butthat's the wayit is rightnow.Um, so mybackgroundis I spentabout20 yearsof mycareer in
the corporate worldin HR leadershipandexecutive roles.Alwayshadresponsibilityforrecruitingforthe
whole organizationinall of mycorporate life there.Um, leftthe corporate worldin2000, early2006 and
wentto workfor an executivesearchfirmhere inthe Cincinnatiarea,mainlytolearnkindof how to
developbusinessandhowtobuildrelationships.I'ma card carrying introvertandsowhenthe company
that I workedforwassoldand I foundmyself withoutajoband not reallywantingtogoback into
corporate leadership,alot of greatpeople gave me advice onnotstartingmy ownbusinessrightaway
because theysaid,youdon'tknowhowto developabusiness.
Speaker2 (08:47):
You've neverdone anythinglike that.Sothatwaswonderful advice thatIwill foreverbe grateful for.
Andthe recruitingfirmthatI wentto workfor, um, was very different,uh,inmyopinionthanalot of
recruitersthatI had workedwith.Itwasn'ta transactionkindof orientedfirm, veryrelationshipfocused
people andwonderful people whotaughtme alot.Uh, so I spentaboutthree and a half yearsthere and
executivesearchduringthattime and,andkindof,uh, there wasa transitiontime inbetweenthe
corporate life andthe time of the executive searchfirm.Ihadengagedacareer coach and he made me
go out andnetworkagain,whichIhad not everreallydone.AndImeta lotof reallywonderful peopleas
I said,whogave me some greatadvice.Um, and duringthat time I,uh, came across a gentlemanata
executivenetworkingmeetingwhowassharingkindof hisexperienceof beinginjobsearch.
Speaker2 (09:41):
He wasa CEO,had recentlyjoinedanothercompany.Andone of the thingsthathe mentioned,uh,was
that so manypeople were helpful tohiminhistransitionthathe made a decisiontogive away10% of
histime once he became employedtohelpingothers.AndIlikedthe waythat'sfounded.AndsowhenI
startedat the searchfirm,of course,if you're familiarwithexecutivesearchconsultants,um, usually
they're workingonbehalf of,well,theyare workingonbehalf of clients.Sotheydon'tspendalot of
time,uh,necessarilyinteractingwithpeople whoaren't agoodfitfor the rolesthat they're currently
workingon.You know,they'll putyouintheirdatabases,etcetera.SoI decidedIwouldgive away10%
of mytime forseniorexecutivesandcareertransitiontohelpthem, youknow,justlistentotheirstory
to helpthemwiththeirresume,um,totalkaboutnetworkingasanintrovert.
Speaker2 (10:32):
There are a lotof us outthere and justto be a safe place,um, soallowed,youknow,fourhoursorso of
my week,uh,tobe able to helpotherpeople.AndLinkedInwasrelativelynew duringthattime.AndsoI
startedsharingwiththem.Um, I hadgottenon LinkedIn,I'mmembernumber5 million,somethingso
behindpeoplelikeChris,I'msure,butaheadof a lot of others.Um, and so I startedshowingthemhow
to use LinkedIn,howtobuildaprofile,how to,tokindof, youknow,use it fortheirnetwork.And,uh,
unbeknownsttome,I hadsaid about10 yearsintomy career thatsomedayI'd like tobe a professional
speakertrainer.Um,but I kindof forgotaboutthat. Andwhat ultimatelyhappenedwasthat,uh,
meetingwithpeople,sharingmyexperiences,teachingthemsomethingthatIknew turnedintoonce
theybecame employedortheywentbackto organizationsthattheywere apart of,they'dsay, Hey,we
needtoget JenniferMcCordhere to come and teachus how to use LinkedInorto come andteach our
recruitershowtouse social mediato,you know,getour,weren'tcallingitemployerbrandbackin 2006,
but howto getour employerbrandoutthere,how touse social mediaourselves.

4. Speaker2 (11:45):
Um, and so the speakingkindof,youknow,I'dalwaysspokeninfrontof corporate training,youknow,
done that andat all employeemeetingsandthings,butbeinginvitedtocome andspeakactuallycame
out of teachingotherpeople whatIknew.Theyfoundthatvaluable.Andthentheyaskedme tocome
and share withtheirorganizations. Soin2010 I was doingenoughspeaking,itkindof startedwhere I
was justdoingitfor free andthenit wastakingme away frommy day jobenoughinall thiswaswiththe
recruitingfirmsblessing.Ithelpedtheirbrandforme to be outthere as well.Um,I startedcharginga
little bittogo inand speakandthena little bitmore,um, andeventuallyfeltlikeIhadbuiltenoughof a
base and itwas readyto take the stepouton my own.
Speaker2 (12:37):
So in2010, um,startedmy ownbusinessasa full time speaker,um, trainerandIdo a little consulting
everynowandthen.Not,not so muchanymore.Uh, andI have an executive coachingcertification,soI
take on maybe one or twoexecutive coachingclientsayear.Sothat's the story of me andhow I got to
where Iam today.I slice.Sohowmany eventswouldyousayyouspeakona yearlybasisrightnow?
Yeah,I guessI shouldupdate mywebsite.Ineedtogo back andcount. Uh, it'sdefinitelyoverthree 50.
Uh, I'd say inthe beginningwhenIwasspeakingforsome versionof expensesonlyormaybe evensome
free andyou know,a lowerrate,Iwas at one pointdoing50 to 60 eventsperyear.Andthenaftera few
yearsin andI beganto target more keynotesand,oronlypaidspeakingevents,itprobablywouldbe 30
to 50, uh,withinthe lastcouple of yearsbecause I alsohave anotherbusiness,uh,organizationcalled
disruptHR.
Speaker2 (13:47):
AndI've appliedalot of bottle andtear time tothat probablytoowell,definitelytothe detrimentof my
ownbusiness.I'dsaythe last couple of yearsI've spoken20 or 30 timesayear.That is not whatI would
ideallyliketobe doing.I'dlike tobe doingmore.Um, but I've,andso much time kindof,uh,buildingthe
disruptHR community,Ididn'tspendenoughtime ondevelopingmyownbusiness,etcetera.Soforme
as a full time speaker,I'dsayI Dealyandagain,I am at a point where Ilove the travel.Ilike tobe out
and about,so I don'thave youngkidsat home or anythinglike that.Um, you know,andso some people
have to make decisionsto,youknow,the seasonof life thatthey're in.ButI'dlike tobe speaking
anywhere from40 to 50 to 60 timesayear.And hopefullyafterwe getthroughthiscurrentseasonthat
we're in,I'll be able to getback to that.
Speaker2 (14:48):
Didyou initiallystartoutspeakingforIwill play.Didyoustart to getpaidfor what youdo? I did,yeah.It
justkindof turnedinto,youknow,one of the executivesmaybe thatIhadconnectedwith,uh,would
say,Hey,you know,I'ma part of thisExecunetgroupor thischurch organizationthathelpsjobseekers
or my church reach outto me and said,Hey,can you come inand, and share yourtipson networking
and,um, usingLinkedInatwhateverwithourorganization.AndsoIdid thatfor free.Um, and thenas I
said,itkindof became,youknow,asan executive searchconsultant,itwasahundredpercent
commission.Soanytime thatIwasn'trecruiting,Iwasn't goingto be makingmoney.SoIstartedat some
pointcharging,youknow,justenoughtomaybe knockoff a few of the free events,youknow,soeven
two50, $500 and not anythinglife changing.
Speaker2 (15:43):

5. Um, and then,uh,once some largerorganizationsstartedtoreachout to me,uh,kindof raisedthe fee a
little bitbecause Iwasdevelopingareputationandsome expertise inaparticulararea.Um, and so just
overthe years,dependingonkindof how,how I'mprogressingandhow mybrand has beenbuilt,you
know,have,have raisedmyfeesaccordingly.Uh,I'dsayfor anyone though,whenI,Igive youno advice
aboutspeaking,Ipersonallythinkthere'sstilla,Isee a lot of chatter outthere on Twitterabouthow,
youknow,relativelynewornewbie speakersare complainingthatpeople are wantingthemtospeakfor
free.AndIthinkthere are two,twosidestothat. Numberone?Yes.Any,huh?Pardonyour,your
opiniononthis?I'mcurious.Yeah.Anytime a,someone'sspeakingforfree,that'scertainly,uh,letting
organizersknowthatthat's an option,youknow,so,soin one wayit's,it's potentiallytakingmoneyout
of,uh, the pocketsof people whospeakprofessionallyorwanttoget paid.
Speaker2 (16:54):
On the otherhand,I do believethere isaperiodof time andfor some people,maybe it's,it'sshorter
than otherswhere youneedtobe outthere speakingasmuch as youcan. You're nota provenentity,so
you're goingto needtoget the repsin.Uh, and so everyopportunitytospeakforfree,butagain,
whetherthat'sa church group or a evena conference oraneventor a professionalassociationwhere
youcouldget infront of an audience thatyou're targetinga hottarget audience withyourmessage.Uh,
I thinkinitiallysome of those are goingtobe free because you're anunknownentity.Youknow,if
someone'swillingtogive youa chance.Um, and itworksfor bothof youto buildyourexperience and
your reputation.Ithinkthat'sa goodmutual exchange.Um, at some point,youknow,if youare doing
the right things,if you're buildingyourbrand,if youhave a unique message oratleastunique enough,
thenyou're goingto be in demandenoughwhere Ithinkyouwill be able tostart.
Speaker2 (17:53):
Uh, I thinkforme the progressionwasIspoke forfree.Iaskedto speakfor free atsome conferencesor
eventsthatI wastargeting,builtrelationshipswiththe organizers.Thenmaybe afterI'dspokenforfree
a year or two,insome cases I wouldsay,wouldyoupaymyexpensesthisyear?Uh,andthenafterdoing
that for a periodof time,itwas,I'm onlytargetingpaidevents.Um, andI still,Ithinkeveryspeaker,I
have a feweventsperyearthat I still dospeakat,uh, forfree because,uh,again,there'salotof reasons
couldbe that I knowthere are people inthisaudience thatItypicallygetseveral clientsoutof the
meeting.Anexample wouldbe forseveral years,Ispoke atourCincinnati chambersleadershipevents.
So theirwomenleadershipgroup,youknow,ortheyselect40 or 50 communityleadersandtheyput
themthroughlike a12 weekleadershipdevelopmentprogram.
Speaker2 (18:53):
Andfor several yearsIdida personal brandingworkshopforthe women'sleadershipgroup.Ialsodidit
for the leadership,Cincinnati forthe youngleaders,Cincinnati.Andthose were all peoplefromfortune
500 companies,fromlawfirms,fromwhatever.AndIwouldtypicallyprobablygetthree orfour
additional speakingopportunitiesfrombeingable tobe infrontof such a, a, a rich kindof potential
crowd.Um, so I always,youknow,theyneverofferedtopayme and I neveraskedtoget paid.Istill to
thisday,I haven'tspokenfortheminprobablyfour or five yearsandI still getprobablytwoor three,uh,
gigsout of that a yearfromsomeone whosays,Iwas inthe wheelie class,youknow,andin2015 and I'd
like foryouto come in anddo your personal brandingworkshopatmyorganization.
Speaker2 (19:43):

6. So I thinkat some pointyougetsmart aboutdoesit make sense tospeakforthisgroup for no
compensation.Um,andthere'salways,youknow,if atsome pointyouhave a choice,do youwant to do
it or not?So, youknow,whenIsee people outthere,again,relativelynew me speakerswhoare saying,
Oh,I can't believe,youknow,thisconference organizerjustreachedouttome and askedme to speak
for free.Iknowthere'sa piece of me that maybe it'smy age,youknow,well,you've gottoworkfor it.
Cause I did,I don'tknow.But at the same time,I'mkindalike,really?Youexpecttocome outof the gate
gettingpaid,youknow,if you're nota bestsellingauthor,likenotjustAmazonbestseller,althoughI
wouldlove tobe one of those two.Um, if you're nota bestselling,likeNew Yorktimesbestselling author
or a celebrity,oryouwalkedupMount Everestbackwardsblindfolded,youknow,soinotherwords,
there'ssome real,um,reasonstopay youright outof the gate to speak.Ithinkthere'sa of time where
youjust needtobe out there gettingreps. yeah.
Speaker3 (20:51):
How longdidand bellyaudience,feelfree tochime inwithquestionsaswell,butIhave a listof Jennifer.
How longdidittake youto getgood at speakingJenniferof beingaself proclaimedintrovert?Uh,what
wouldyousaywas your,your tippingpoint?
Speaker2 (21:06):
Oh wow.Youprobablyhave to asksomebodyinthe audience.Um, maybe some of those firstaudiences
wouldbe like,she'snotgood.Idon't know.Uh, I think,youknow,comingfroma humanresources
backgroundwhere Iwas,uh, youknow,alwaysinfrontof people.Ipersonallythankfullydidnotgetthe
gene where I'mnervous.Um,so, you know,whetherit'sacrowd of 10,000 or a crowdof 10, um, I'm
able to getup there andto deliver.SoIthink,youknow,intermsof gettinggood,where Ifeltlike Ihada
talkthat absolutelyhitthe Mark,had the rightstories,hadthe rightflow. Um, the mostpopularkeynote
that I have iscalledthe future of HR for strategiesfordeliveringmaximumimpactinyourorganization.I
thinkthat's the restof it.Andthe firsttime I gave that was a, the LouisianaShermconference.
Speaker2 (22:06):
That was myfirstreal keynote.Thank youRobyn.Schooling.If youguyshave heardof Robinschooling.
Uh, she was a conference organizer.Again,afriendorrelationships.AndwhenIdevelopeda
relationshipwithwhohadseenme speakinsmallervenuesandwhenshe wasselectingspeakersfor
that event,invitedme, Ithinkitwas2013. Uh, and sothat was the firsttime I didthat future of HR and
got goodfeedbackthere andIfeltgoodabout it.But that has evolvedoverthe lastsevenyears.Ikeepit
updatedintermsof the data,but a good keynote likethatIthinkistimeless.It'snotaboutthe future of
HR is uh,AI or thisspecifictool.It'sabouta mindsetandhow leadersshouldthinkandthe storiesthat
go withthat make itrelevant,notjusttoHR leadersbutbeyond.
Speaker2 (22:56):
So I thinkgettingthatfrom2013 to it wasprobablytwoor three yearsago before itreallylockedin.You
know,again,I tell alot of storiesinpresentation,butum, now there are some specificstoriesinthat
talk.I knowtheywork,theyillustrate pointswell.Um, soI'm notjust tellingrandomstoriesnow andI'd
say itprobablytooka good three tofour yearsfor thattalk to become solid.Um, soI thinkanyspeaker,
again,you're goingto getbetter.Uh, you're goingto know how to, uh,there will be timeswhenyou
come intoa roomwhere forwhateverreasonthe audience isjustnotwithyou.Um, or the upis really
not conducive topeople beingengagedwithyou.Andyou've gottobe able to recognize thatandfigure

7. out howto adjust.Andthere will be timeswhereif,if youdogetto largerand largeraudiencesthe
same talkthat couldkill ina room with300 people where itiskindof,Ican still connectwithpeople.
Speaker2 (24:06):
The lightsare upenoughthat maybe Ican see facesandnoddingheadsandwhatever.Orthenyouget
to a room where there's3000 people andthe lightsare darkand youcan't see anythingexceptthe light
inyour face.You have to bringa whole otherlevel of energytothatbecause I dofeedoff the audience
so whenIcan't see the audience orthey're spreadoutenoughthatI can't feel like I'mconnectingwith
everyone inthe room.Ithinkthat's where professionalismasaspeakercomesin.You know enough
nowabout youhave to amp. Evenas an introvert,Ihave to ampmy energyup.I have to be more
demonstrative.Ihave tohave rise and fall andmy voice,I,I,I tendto be a little monotoneinmynormal
everydaylife andIgotfeedbackonthat earlyon.
Speaker2 (24:54):
So I have to remember,I've gottooveremphasize things,especiallyinthe biggerroomlike that.Um,so
that's the kindsof thingsthat I thinkyoulearnovertime asa speaker.Maybe youstart speakingina
room of 10 people andtheneventuallyyou're inaroomof a hundredandthenyou're in a room of a
thousand.Um,you can give the same talkto all of those groups,butyou're goingto have to do more.
The larger the groupsget Regina,she of course itdid.Um, so whenyoufirststarted,Jennifer,were you,
didyou have like one ortwospecifictopicsthatyoualwaysspoke onor didyou create tailored
presentationsdependingonthe eventorthe groupthat you're talkingto?That's a greatquestionand
I'm certainlyone where Ithinkalot of new speakersgettrippedup.
Speaker2 (25:45):
In the beginning, asIsaid,I wasteachingpeople how touse LinkedIn.Iwassharingmyownpersonal,
uh,transitionstory,mynetworking,whatIlearnedaboutnetworking,etcetera.Sothat'swhatpeople
were askingme to come in.Uh, that turnedinto,youknow,again,I'man executive searchconsultant
often,youknow,fillinghighlevelpositionsfororganizationsthatitturnedintoa,once people said,Oh
she knowsLinkedInandIsee she has a blognow and she'son Twitter,she cancome and teachus how
to use social mediaforrecruitingorHR. Andso I alwayssaidthiswas again2006, seven,eightmaybe.
Um, I neverwantedtobe like a social mediaconsultantdidnotconsidermyself anexpertinthatby any
means.Butbecause of the timingof social mediawasreallycomingonthe scene,HRwas still saying,
youknow,no to social media.
Speaker2 (26:39):
Recruiterswere tryingtofigure itout.Andso there wasa lot of at the time forhow to use social media
inHR and recruiting.Andsoprobablyif youlookbackat my schedule,whichnobodywould,butIdo,uh,
probably2000, youknow,six,seven,eight,nine,10,11, 12. I was speakingprimarilyabouthow touse H
social mediainHR and recruitingbecause that'swhatpeople wantedfromme.Thatisnot how they
wantedmybusinesstobe.I wasn'tinbusinessformyself yet,butthat'swhatthe marketdemandedin
me.I had an expertise,Iwasusingit.Uh, I hadusedit to developmybrand.Iwasalso beingaskedto
talkabout personal brandingbecause Ikindof hadto reinventmyself.Sothe marketkindof toldme
whatit wantedto hearfor,I'd say the firstseveral yearsof myspeaking.
Speaker2 (27:32):

8. AndthenI reacheda pointafterI startedmy ownbusinessin2010. Soagain,maybe a couple of years
intothat 2012 or so where Isaid,I don't wantto be a social mediaspeaker,neverwantedtobe asocial
mediaspeaker.Uh,Iwant to be more about,and again,not justHR andof course I was a couple of years
out of recruitingasa practitioneratthat point.SoI can only,I can talkhighlevel aboutrecruitingand
candidate experience anduh,youknow,how to engage withcandidates,but Ican't talkanymore about
the nuts andboltsof uh,you know,the dayto day recruitingstuff.SoImade a decisiontosay,I want to
start speakingaboutstrategicHR.I want to start speakingaboutagain,thatkindof highlevel,um, what
youshouldbe thinkingaboutintermsof strategyand talentstrategy.
Speaker2 (28:27):
So I startedthenpitchingorganizationson,Iwantto talk aboutthis.Or evenif theyreachedoutto me
and said,Hey,can youcome to ourconference andspeakabouthow to use HR andsocial media
recruiting?I'dsay,I can do that and I couldalsodo anothersessionforyouonthis.So itprobablytook,
youknow,anotheryearor two to start goinginthe direction.Finally,afterseveral yearsof speaking
aboutwhat people toldme theywantedtohearfromme about,whichwere thingsthatI knew,you
know,whensomeone asksme howdoI getstartedinspeaking,Isay,teach people whatyouknow,um,
and of what youknowis notnecessarilywhatyouwanttotalk abouttoday,thenyou're goingto have to
do that overtime.AndIthinkfor me,I taughtwhat I knew.Ialsoknow about,youknow,kindof talent
strategyand strategicHR and leadershipandinfluence andpersonalbranding.ButIhadto convince
people,uh,andgetagain,people evenafterbeingaprofessional speakertotake a chance on me ina
newarena.So I thinkit's,uh,in the beginning,teachwhatyouknow,if there are thingsthat youwantto
speakaboutbeyondthat,once you've builtareputationasa goodspeaker,thenthere willbe people
whowill allowyoutohave the opportunitytotry somethingnew.Doesthatansweryourquestion?
Speaker2 (29:54):
What othertopics?A kindof a talk withmytoday,Jennifer,asfaras strategicHR stuff goes.I mean,is,is
there anythingnewemergingaroundthat?Whatthe lasttwo weeksisayet?I thinkit'swrestling.I,I,I
guessremote workiseverythe momentrightnow.Yeah,definitely.The otherpersonagain,andyousee
that out there are people whohave some expertise inremote workoryouknow,they're doingvideos,
they're saying,Ican teach yourorganization,you've gotto,youknow,you don't wantto certainly,um,
hopon in a negative way,atrendlike that.But thisisa great opportunityforpeople whodohave
expertiseinthatto share for free.Again,yourexpertise,buildvalue,be seenasanexpert.Andthenif
and when,well,whenandthe,uh,the marketallows,thenyou'llbe seenassomeone whoprovided
value,whohasexpertise,andyou'll be the firstpersontocome to mind.
Speaker2 (31:03):
Uh, interms of what's now,I thinkit'sinteresting, youknow,I,Ido have a talkcalledthe future of HR.
Um, but again,I thinkit'sthe future of leadershipreally.AndIgetaskeda lot,whetherit'sona podcast
interview oranykindof interview,I'mlate.People will saythingslike,well,whatisthe future of HR?
Andmy response tothatfor yearshas been,Ithink,youknow,whenI'maskedaboutthe future of HR,
whenI go toconferencesandI,youknow,I see the keynotes,uh,especiallyatatech conference,you
know,whetherit'sJoshBersonorsomeone else andtheyare talking,theyare futuristsinthe sense of
they're thinkingabout,youknow,howdowe use a learningmanagementsystemsandAIandall these
thingsthat I needafewpeople wayoutfront,kindof thinkingaboutthatstuff.
Speaker2 (31:51):

9. But I alwaysgo backto probably90% of the businessesinthe US at least,maybe it'seven,Ithinkit's
evenmore thanthat. Our small businesseswithlessthanahundredemployees,uh,soanother,for,you
know,twoor 3% of those are probablya thousandor lessemployees.Andsowhenwe constantlytal k
aboutthe future of HR beingall of these techthingsandall of these,youknow,kindof enterprise
solutions,there'sawhole groupof people thatare reallyleftoutof that conversationandthey're not
readyto implement,youknow,Workdayorthe latest,youknow,theymay,theymaystill usingExcel
spreadsheets.That'sjustthe realityof the majorityof the workplacesoutthere.So,soI've alwayskind
of talkedabout,I'mhere to the everydayHRleader,recruitingleader,businessleader,thinkabouthow
theycan bestserve the needsof theiremployeestodaywithsome oldschool toolsandsome new
school tools.
Speaker2 (32:50):
But it's reallyabouthumanhumansandrelationshipsandhow dowe treat people andhow dowe
understandourvaluesandwhatwe bringto the table.Andsothat's whatI kindof play inthat space.I
saw yesterday,JasonAverbookorabook,I alwayssay hisname wrong.Um, he'sgot a hashtag outthere
nowwhere he'stalkingaboutthe nowof work.Youknow,that now is notthe time tobe talkingabout
the future of work isto be talking aboutnow,whichI'm like,it'slike alotof thingsyougo, well why
didn'tI thinkof that nowof work?Because I've reallybeentalkingaboutthe now of work,uh,for years.
AndI thinkthere'sa lotof opportunitytunityfororganizationstoshore up existingprocessestobe more
humanin howtheyinteractwithemployees,tothinkabouthow theyhave establishedvaluesand
principlesintheirorganizationsandhowtheycommunicate the culture asitis.
Speaker2 (33:44):
There'sso muchopportunityinthatspace.Um, again, I'll letsome people runaheadwithsome of those
forwardthinkingthingsand,andfollowthose trends.Butthere are a lotof work,lotof,lot of good
blockingandtacklingthatcan be done inorganizationstodaytoshore upthe foundationsandcertainly
withwhat'sgoingon inthe worldtoday.Those foundationsare critical andimportant.AndIthinkwe'll
see organizationsthatdidn'thave that.Those will be the onesthateitherdon'tsurvive orhave real
difficult.OhTand comingback.The onesthat do may getthrough,youknow,withsome difficulty,but
they'll dobetter.SoI think,yeah,we're probablygoingtobe takingastepback for a periodof time on
all the future talkand thinkingaboutthe now of workgettingthose basicsright.Are theystill struggle
with,yeah.Idon't thinkthere'sanyHR leaderoutthere rightnow,probablyinthe worldthat's sitting
aroundgoing,Hmm, whatHRS systemdoI needto,you know,be more fitnow they're,they're like,how
do I communicate withmypeople?HowdoI make sure that our people know thatwe're goingtoget
throughthis?How dowe make sure that our people understandwhattheyneedtodobetterinorderto
serve ourcustomers?To wantback to the basics.
Speaker2 (35:06):
So if for any,any resourcesoutthere,youcouldpointthose twotermsof how to become a better
speakerandstill roll andthink,yeah,I'mnota memberof the national speakersassociationandthat's
not because Ish,uh, it'smore because we don'treallyhave achapternear me that I've beenable toget
to, butit isa global ora national organization.Soif youare trulyinterestedinlike speakingfulltime or
evenasa goodchunkof yourbusiness,uh,lookintonational speakers,theyhave anannual conference
hopefullyinJulyagainthisyear.Um,and that's a great organizationfor resources,foreveryone from
newbies,speakersuptopeople whoare performersorotherwise.Andthere are alot of goodpeople
involvedwiththat.Itendtolistentoa lotof podcasts,uh,from a lotof,uh, youknow,marketingand
branding,online entrepreneurstuff.

10. Speaker2 (36:02):
AndI have three or fourspeakingpodcaststhatI listento.One of my favoritesisthe national speakers
associationpodcast,whichisfree,eventhe nonmembers,soit'scalledvoicesof experience.Um, there's
anotherpodcastby Jay Baerwho's a highlypaidkeynote speakerwhere he'sinterviewingsome of the
otherreallytopprofessionalsandit'scalledstandingovation.Um, andthensomeone thatI've followed
for years,uh,Jane Atkinsonhasa website andapodcastand, and,and coachingprograms,et cetera,
calledthe wealthyspeaker.Uh,andher bookiswhat I wouldrecommendtoany,anyspeaker,um,
calledthe wealthyspeaker.There'sa2.0 versionnow andit's verygoodfrom like how to,how to set
yourself up,howtochoose yourtopic,how to pick yourlane for whatyou're speaking.Andthenalittle
biton the businessside of that.
Speaker2 (36:57):
Kindof on the flipside of that,anotherbookthat I read,youknow right whenIfirststartedat alongwith
Jane'sbookis calledmilliondollarspeaker.It'sbya guy namedAlanWeisswhohaskindof the million
dollarbrand.So he has milliondollarconsultant,milliondollar,everything.Um, he,Ithinkif you readhis
book,milliondollarspeakerandJane Atkinson'sbook,the wealthyspeaker,theyare kindof two,two
sidesof the coin.Jane came outof like the speakersBureauindustry,soshe haskindof a perspective on
howyou can buildkindof a goodmarketable referrable speech.AlanWeisscomesoutof,youknow,
more of the opposite side of,uh,maybe alittle bitmore goingrogue andbeingonyourown.So,you
know,regardless of howyouwantto do this,Ithinkif you readbothof those,uh,they're greatbooksto
kindof helpgive yousome ideas.
Speaker2 (37:53):
I still goback, I've readJane'sbooknow twice.Uh,I'll be readingit againhere soonbecause Ithinkit's
justa goodfoundationwillbookeventhoughI'm, youknow,11 yearsintomybusinessandagain,her
coachingprograms,uh, I knowpeople who'vegone throughthose,she hasbothgrief coaching,
individualcoaching,andnowwealthyspeakerschool.So,um, those are some podcastsandbooks.Um,
there isanotherone out there calledthe speakerlab.Uh,that'sa podcast withgrant Baldwininthe
interviews.That's,thatkindof runs the whole gamutfromthe businessspeakingtohow todelivera
goodtalk,et cetera.Andhe has an online trainingprogramandjustcame out withthe book.I it,I don't
rememberwhatit'scalled,butitjustlaunchedacouple of weeksago.Um, so it,it's probablyavery
goodbook.I'd say.
Speaker2 (38:43):
You know,[inaudible] Ialsohave some speakertraininganddevelopmentandsoI've kindof lookedatit
as like,tome grant Baldwinsthe speakerlabstuff isprobablyforthatemergingspeakerwho'slookingto
maybe eventuallygettobookingspeakingengagementsandprobablythe,youknow,thousanddollars
to $5,000 range.Although,Imean,he,youknow what,it worksforhigherlevel,butit'salot of the how
to setup your systems.I'dsayJane Atkinson'suh,resourcesare reallymore,how doyougetto you
again,pickingyourlane?She'sa bigfan onyou.Like choose.Like I saidearlier,Ispoke folkaboutsocial
media,personal branding,startingabusiness,networking,youknow,all thosethings.That'stoomuch.
That's justwhat I didinthe beginning.Cause that'swhatpeople askme.Butif youwant to start making
moneyat itand youreallykindof needtopicka lane.
Speaker2 (39:34):

11. Um, and so mine isthatkindof talenttalentleadershiplane that I'minand I get,I still getto speak
abouta lotof those topics,butI thinkshe'sverygoodand herresourcesare verygoodon helpingyouto
hone yourcraft and maybe getto that a highlevel keynotespeaker,paidspeakers.Andthen,uh,if you
wantto go to the performance side of it,if,let'ssayyou're comfortable withthat,aheroicpublic
speakingismore around,uh,it's,it's a more highendprogram where theyworkwithyouonthe craft of
like where youstandonstage and howyoudeliverthe message andyouknow,whatyourstorieslook
like andall that.And thenanotherbook,a storytellingisall the rage now,uh,inboth marketingandthe
world.But,uh,certainlyinspeakingstoriesare goingtobe the keyto yoursuccessas you, uh,maybe
move intokeynotesorchargingmore inthe beginning,uh,youknow,abreakoutsessionoraworkshop
reallyyou're teachingfourorfive keypointswhenyougetintothe keynote.
Speaker2 (40:38):
Evenif you're talkingabouta businessrelatedtopic,youstill needtomotivate andinspire people.Um,
and that's more than likelygoingtobe more storyrelated.Soa good bookiscalledstoriesthatstick.
Kendrahall,K.I N D R a hall,uh,she'sreallyemergedoverthe lastfew years,isprobablyone of the
darlingsof the speakingindustrynow.Um, she hasa great talk,a great story,um, and she teaches
storytelling.So,um,boththe bookisgreat,but she has some workshopsandsome online programsthat
she'scomingout withas well.Um,andshe doesa great jobfroma speakingperspective,uh,on
Instagram.If you followheronInstagram.Of course not rightnow.She like alot of us inthe speaking
worldiskindof grounded,butwhenshe'sactive outthere onthe road speaking,she'salwayssharing
like,uh,youknow,the behindthe scenesof goingtothe soundcheck,the behindthe scenesof whatit's
like tobe goingon stage.
Speaker2 (41:42):
Andso she'spersonable andfriendlyandIthinksomeone tokindof,um, we can all aspire,she'sgetting
paida lot of moneynow,um,per talk.Andso thatwouldbe someone tokindof like,that'sa range of
folksyoucan followthere.Um,butI thinkwe'll be greatresources.It,what'sthe craziestthingthatever
happenedtoyouon stage?You know,I,yeah,I've heardspeakerssaytheyfall off stage andall that, you
know,fire,fire alarmthathad a fire alarmor anythingyetor anybodyinthe audience get.SoI don't
reallyhave agood, crazy speakingstory.Iknow itwill come.Um, but I thinkyouhave to be comfortable
withyourself andthe messagesthatyou're delivering.Andthenwhateverhappens,Ithink,uh,listened
to a podcast yesterdayfromBrendonBurchardalso,he speaks,buthe doesa lotof things,uh,where he
was talkingaboutbasicallyhowtohandle crisis.
Speaker2 (42:46):
Andhe sharedthe example of beingonstage inone of hisworkshopswhere someone hadaseizure and
youknow,thousandsof people inthe roomandpeople startedpanickingandfreakingoutandhe said,
youhave to rememberwhenyou're onstage,youare the leaderandyouare incharge.So whetherit's
againstspeakers,you've hadtodeal withfire drillsorfire alarmsgoingoff orsomeone getting,once you
are upon the stage,you're the expert,you're the leader.Soyourabilitytoremaincalm, um, evenif you
fall off the stage,uh,whatever,you've gottogetback up because people are lookingtoyouand they,
theysee youinthat role.Andit's a veryimportantrole.SoI,I, it doesn'thurtto thinkabouthow you
wouldrespond,um,andpayattentionif youare in an environmentwhere something,anemergencyor
somethingweirdhappens.
Speaker2 (43:40):

12. I mean,I've certainly,I've beenup,canmaybe answer yourquestionalittle bitwithoutweirdest,butit's
happenedmore thanonce andit will happenagain.You're upthere,you've gotyourPowerPointgoing
and the lightgoesouton the projectoror you getthere andyou can't hookup your computer.Ihad that
happenearlyon.We're supposedtobe doinga workshop,whichno,there are a lotof slideswith,here's
the five thingsyouneedtodoand we just couldnotget the laptophookedup.AndsoI just said,Hey,
youguys are here.I'm happyto do a Q and. A.Uh, what are yourquestions?Itwasaboutusingsocial
mediainHR recruiting.Isaid,whatare your questions?AndIprobably,here Iam, 11 yearsintothe
fulltime speaking,that'sprobablythe bestfeedbackI've evergottenbecause theyactuallyenjoyedthat
more.
Speaker2 (44:28):
Theygot theirquestionsanswered.Um,soit wasn't,youknow,Hey,we needtocancel cause I can't
hookup my laptop.AndIalso didn'ttake 20 minutestryingtohookitup. I've been,youknow,inother
sessionswhere the laptop'snotworkingandthe speakersupthere withthe tech crew and it's20
minutesafterit's,butdon'tdo that, um,make a decisionthatyoucan eitherdeliversomethingwithout
your slides.If the slideprojectorgoesout,are yougonnagetall kindsof thingshappenwhere your
slides,Ikeepgoingandit'shappenedmultiple timeswhere the Mike isgoingoutorsomethingandI
keepgoingandtheybringme,I was thinkinginTrinidadandTobagoa couple of yearsago, theyhadput
the lavaliermiconand I'm a girl,so itwas underneathmydress,youknow,um, goton stage and it,it
wentout.
Speaker2 (45:16):
Uh, and I couldsee there wasa bigsoundcrew across the side of the room.I see.They're like onit.SoI
justkeepgoing.Iwalkedovertothe podiumor the personwhowouldintroduce me spoke andIjust,I
don't like tostandbehindthe podium,butIstoodthere andI keptgoing.He came up and he brought
me anotherlavalierMike.Uh,I lethimdo histhingandby my dressI kepttalking.Uh,that one didn't
work.So he ran back. He got a handheldmic.Ikepttalkingthe whole time andafterwards,youknow,
people came upand saidgoodtalk,youknow,enjoywhatever.ButIgot waymore commentsandthen
the feedbackformswere like,youwere soprofessional,youkeptgoing.I've neverseenanybodydo
that. Andthat probablyhappenedfourorfive timesayearwhere there'sasoundissue or something.
Speaker2 (46:06):
I thinkif it'sto the point,like Iwasspeakingata conference earlierthatlastyear,uh,where there wasa
scratchy noise onthe mic.Um, and again,I can see the soundtechpeople are,are runningaroundtrying
to get,and I keptgoingandI thinkat some pointI was ina program withanotherspeakerwhere itwas
so annoying.She stoppedandsaid,we're goingtotake justa secondandtake care of this.Because I
thinkI wasteeteringonthe edge where the audience probablywasn'tlisteningtome.Cause
everybody'slookingaroundgoing,are theygoingtofix that?You know,soyouhave to learnthat, but
alwaysbe incontrol.Um, evenwhenweirdthingshappen.
Speaker3 (46:45):
Nice.Nice.Sogena disruptHR. Um, one of myfavorite networkingevents,uh,the one inNew Yorksky,
Kansas,obviously,but,um,give usa quickhistoryof that.How'd you getstartedwithit?And,uh,uh,
let'stalkabout a little bit.
Speaker2 (47:01):

13. Yeah,I think,um,I alwaystell people,yousurroundyourself withsmartpeople whodon'tthinklikeyou
do.Uh, andI just happenedtobe luckyenough,Imeta youngman,uh, at an HR networkingevent,uh,
several yearsago.Um, I thinkIwas at the recruitingfirm.Yeah,Iwas,I wasat thirdgrade,so thisagain
wouldhave beenbefore 2010.Uh, met him, he wasa startupguy,tech guy,um, hadHR technology
productcalledBlackbookjar,um,that he had foundedkindof outof hisown experience of beingan
employeeanda candidate forjobsandso smart on him.He showedupat the HR associationmeetingto
try to meetHR people.Um,andI guessI tookpityon himcause nobodyreallywantstotalkto vendors
at HR. So she's,or recruitersat HR associationmeetings.
Speaker2 (47:54):
Andso he askedif I wouldadvise,youknow,be anadvisorforhisfirm.AndI said,sure.Anunpaid
advisor.Um,and so we meta couple of timesa year justto have lunchand he wouldaskme questions
or, youknow,share whatwas newwiththeirproduct.AndI alwayssay,I love beingaroundpeoplelike
that. Entrepreneurial peoplestartthatup again.People,someone like Chrisostriches,hisname, um,
easyto kindof personthat,no ideasaboutidea,youknow,everyidea,hisskillset,hisgiftiswe can
make thiswork.Andso I, we were at lunchandI'd kindof gottenthe update onwhere he wasat with
hiscompanyand he said,what's newwithyou? Whatare you thinking?AndIsaid,well,youknow,I'm,
I'm a couple of yearsintothisspeakingthingnow.
Speaker2 (48:39):
So I am speakingalotof particularlyHRand recruitingconferencesandeventsandI'mdoing40, 50 of
those a year.Andwell Iknowmy experience isnotthe same.Andasan attendingwhomade thatmay
be the onlyconference thattheygotoall yearbecause Imet40 or 50 differentones.Isee alot of the
same speakersandI heara lotof the same topics.Do youknow,if it'san HR conference,it'scompliance,
it's FMLA, there'salaw,you're,youknow,um, there'ssomebodytalkingaboutusingsocial mediainHR
recruiting,whichwasme at the time.AndIsaid,I wouldlove toeventuallyhave myowneventin
Cincinnati where Iinvitedsome cool people thatI've met,like you,Chris,youknow, startuppeopleor
whateverwhohave adifferentperspective andtogive themanopportunitytoshare.
Speaker2 (49:28):
AndI justkindathrewthat ideaoutthere.Andagain,you're talkingwhenyou're talkingwiththe right
people,he waslike,that'sagreatidea.Andhe got hislittle notepadoutandhe saidlike,youknow,
whathave you thoughtaboutthis?AndI'm like,Ihadn't reallygotto have ideas.Idon'tdo anything
withthem.Uh, thiswas,um,so disrupted,thisiswould,would'vebeen2013,probablysummer2013.
Uh, and so I justleftourlunchmeeting andkindof wentbackto what I wasdoing.Andmaybe a weekor
twolater he calledme or reachedoutto me and said,I've beenthinkingaboutthis.Ithinkit'sa great
idea.Andat the time he was the communityorganizerforignite eventsinCincinnati. Soif you're familiar
withignite talksof theirfive minuteswith20slides,itautomaticallyadvanced.
Speaker2 (50:14):
Every15 secondsare usuallyopen.Uh,theytake applicationsfrompeopleinthe communityandalotof
timestheytalkedabout,youknow,communityissuesorenvironmental issues.Andsowhenhe reached
out to me,he said,I thinkwe shoulddothis,whywe use that ignite format.Uh,andat the time he had
some fortune 500 clientsinCincinnati.Plus,again,he'sinthe startupcommunity.We have acouple of,
or several startupandcommunitieshere inCincinnati.Andhe said,Ithinkwe can getsome cool people
to come and give thatignite style talk.We'll call itdisruptHR.Are youin? I'm like,let'sdoit.Sohe gets

14. creditfor beingthe founder,um,disruptHRbecause,uh,who,uh,I'dsay there'sa 90% chance it
probablywouldneverhave gone anywhere formy,it,I'd,I hadan event,butitwouldn'thave beenwhat
disruptHR has turnedinto.
Speaker2 (51:05):
So we heldthe firstevent,December,2013. Uh, there were peoplefromstartupshere inCincinnati.
There were people,uh,anHRpersonfromProctor and gamble,whichI'm, I've beeninCincinnati 26
years.My ex husbandworkedforProcter,gamble.Idon't thinkI'devermetan HR person.Procter,
gamble.Theydon'tgo outin the wild.Uh,so Chriswas able toget one of them.Uh, I spoke,uh,I dida
talkon awesomeness.Still one of the mostpopulartalksoutthere today.Um, and Christalkedaboutbig
data bullshit.So,youknow,we hadhadpeople thatwe said,youcan talklike youtalkat work if youuse
for olderwords.Goahead.We had itat a microbrewery,gave awaybrewerybeersandthere were
cornhole gamesaroundandpicnictablesforpeople tositon and people lovedit.
Speaker2 (51:54):
Anda friendof mine,um,wasspeakingataneventinIndianapolisthe nextday.SoItoldher she had to
drive overthe nightbefore tocome to our event.Andshe did.Um, and she hada greattime and said,
couldI do thisinDenver?Um, soher name isMary Faulkner.Andwe said,sure,we'll helpyou.Uh,so
Chrisand histeamkindof helpedmarrythis.Here'show we didthe eventBrite ticketregistrations,
here'showwe selectedspeakers,here'show youpublicize it.Um, andso Mary didthat andI thinkafter
that we put the videosonlineandthenafriendof mine fromTorontoreachedout,uh,Jeff Waldman
and said,thislookscool.Canwe do thisinToronto? Andso forabout a year anda half,itwasjust
people whowe knew,IkneworChrisknew reachingoutandsaying,Hey,um, can we dothisin our city?
Speaker2 (52:43):
Andabout a yearand a half,inmid2015, Chriswas exitingthe HRtechnologycompanyand,andco
foundingacompanythat's not inthe HR space.He sent out an announcementandsaid,youknow,I'm
goingto be leavingBlackbookanddoingthisnew thing.AndIsaid,Hey,youknow,what'sgoingto
happenwithdisruptHR?Andhe said,um, let'sforma partnershipandmake it a thingcause it seems
like more andmore people are interestedinit.So,uh,Julyof 2015 we formed,disruptedourLLC.We
put our ownmoneyintobuildingoutthe website,uh,the videohostingall that.Um, I thinkwe had
maybe 14 licensedcitiesaroundthe world.Then,um, mostlyin,well Iprobablyall inCanadaorthe U S
and so fastforwardto todaywe've got a hundredwell over157 licensedcitiesin35 countriesaround
the world.
Speaker2 (53:40):
There had beenover5,000 disruptHR talksgivenover 400 eventsheld.Um, andthey're justfunevents
where people givefiveminute20 slide 15 secondtalksandaboutany topicrelatedtothe workplace.
Andeventhat'slooselyinterpreted.Idon'tknow if awesomenesswasrelatedtothe workplace butI
talkedaboutthat.Um, and I thinkit's,yeah,it's,it's somethingthatI'mreallyproudof.A lot of things
aboutdisruptHR. Again,I'm still avolunteerwithdisruptive jar,whichagainisapart part of a problem
cause it's definitelytakenawayfrommyown business.Um, butI feel kindof like astewardshipforthe
communitynowforour other,ourvolunteerorganizersaswell.ButwhatI love aboutdisruptHR isthat
not onlyhave Iseenit,heardit heardfrompeople,itisa place where anyone cangive a talk.
Speaker2 (54:38):

15. I mean,obviouslythere'sapplication processesandthe organizerschoose theirspeakers,butI
personallyloveitwhensomeone getsuponstage who'snevertalkedbefore.Um, neverwantstospeak
on a bigconference stage ormaybe theyhave an ideaandthey're justnot able toget invitedto speak
on a commerce stage because theydon'thave a reputationorit's a topicoutside of theirexpertise and
that theyhave an opportunitytodothat. So yeah,it'sgreatto see a great disruptHR talkabout
somethingthatreallyisdisruptive.Youknow, sometimesI'll seeacommentfromsomebody,likethere's
nothingdisruptiveaboutthattalk.Well the factthat someone challengedthemselvestogetupand
share an ideaor justto get pasttheirfearof speakingonstage.I'mcool withthat.So of the 5,000 talks,
I'd say probably500 or less,orlike five stars,stellartalks.Um, they're probablyatleast500 that are
really,reallyterrible.Andthenthere'sthat,youknow,a4,000 inthe middle thatissomewhere in
between.Some of themare reallygood,some of themare justokay.Um, butI'm okay withall of that. I
love itall.
Speaker2 (55:54):
So we appreciate the time today,Jen,uh,forthe questionsfor,forJennifer,we're gettingclose tofive
here.Ijust likedit.Theysaythankyouto you,Chrisfor gettingthisarrange and alsoobviouslyto
Jenniferforsharingall of these greatresources.Ican'twait to checkout some of these books.Ithinkit's
goingto be reallyinformative.Thankyou.Thankyou.Andcertainlyif,if,uh,we're notconnectedon
LinkedIn,seemslikealotof people are doingthatwhile they're workingfromhome.Sofeelfree tosend
me a LinkedIninvite.Uh,letme knowthat,thatyou were onthis,um, you know,call sothat I'll be sure
to connectthat that's howwe connected.Andif youhave furtherquestions,uh,Ido have a podcast
calledimpactmakerswithJenniferMcClure anditwill be backup and running.
Speaker2 (56:42):
Uh, nowthat I'm in myapartment,butthere are some greatepisodesoutthere.Andactuallythe very
lastepisode of the impactmakerspodcast,I sharedthe audioof my future of HR talk thatwas from
Sherm.Uh, itwas a mega sessionatShermanannual,uh,in2016 I believe.AndIwasjustkindof going
throughand cleaningoutsome of the audioinmy computerto make space.AndI heardthat and I'm
like,thisisprobablyone of the besttoptalksof thattalk that I've given.So,soI sharedit onmy podcast
and as I saidinmy shownotes,um,I thinkfroma speakingperspective,evenif you're notinhuman
resourcesandyou're justmore interestedinspeaking,if youlistentothe flow of thattalk,and it's even
bettertodaythan it,youknow,thisalreadya couple of yearslater,two,three,well,2016, four years
later.
Speaker2 (57:35):
So it's,it's eventighternowbecause Shermtalksthenwe're anhour15 now they're anhour. Andof
course sometimespeopleaskme todo it in45 minutes.Soa couple of the storiesinthere have been
takenout or thingshave beenshortened,butit's,it's,Ithinkif I say so myself,it'sagoodexample of a
talkthat starts witha good storyor at leasta story that bringsyouin.There are fourpoints.Sothree to
five pointsiswhatthey'dprobablytell youtoputintoany talk.Sothere are fourpointsinthat. Each
pointhas a at leastone story.Now,nowI'm downto one story.I thinkittolda couple withsome of
those inthe audio.Andthen,um,I have some takeaways.Sothere'sfive takeawaysandthenIendwith
a story that ismemorable,uh,thatmaybe youthinkisnotrelatedtowhat I'm talkingabout,butI am
able to kindof circle,pull itback andbringit all togetherat the end.
Speaker2 (58:31):

16. Andso whenI give thattalk,uh,you know,people come upandyouknow,maybe theyresonatedwith
one of the points,butmostof the time,um, theyhave somethingtosayaboutone of the stories.Soit's
not perfect.ButI think,uh,again,wouldlove foryoutosubscribe tothe podcast cause there will be
newepisodescomingoutstartingnextweek.Uh,there are some [inaudible] episodesoutthere about,
uh,personal branding.Uh,there are some interviewswithalotof HR, uh, influencersandthought
leadersinthe space as well asjustsome people thatare inmy ownpersonal networkthatIthinkhave
made an impactand are makingan impact.SoI love these startwithepisode one,butyoucouldgoto
39, uh,and that's the future of HR keynote anditwouldbe a greatplace to listenandwouldlove tohear
your feedback.If youhave any,
Speaker3 (59:23):
youknow,the podcasts,it's an Jennifermccord.net.
Speaker5 (59:26):
Yes,go there too.
Speaker3 (59:31):
All rightguys.Well,I'll, uh,uh,thisisrecorded,soI'll putit up on YouTube lateronand I'll also
transcribe itas well forthe each of the answersor blogso youcan all go read back incase youmissed
anythingand,uh,Jenniferwill linkouttoall your stuff,uh,once I dothat. So again,appreciate yourtime
todayand, uh,thanksfor joiningus.Thankyou.You guyshave a great day.Say thankyou verymuch.
Bye bye Jennifer.See younextweek.