Project Social

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Today is your last day… How the loss of a job is truly an opportunity!

PSHR Contributor | June 6, 2012 | 2 comments

“When one door closes, another opens; but we often look so long and so regretfully upon the closed door that we do not see the one which has opened for us.” – Alexander Graham Bell

A journey of a thousand miles begins with a single step – Lao Tzu

The minute I heard those words, I immediately went into action mode. I was already applying to jobs in my head and I had not even been escorted out of the building yet. My brain was in such overdrive that you could probably see the smoke coming out of my ears. The worst had occurred and I just wanted to move on. By the time I got home that night, I knew who I had to call and advise of my new employment status.

As a natural person of action, I always have a solution in mind for everything that comes up. Naturally, my immediate response was to make looking for a job, my full time job. After all, I heard this strategy many times before and was ready for it! I immediately formulated my action and marketing plan based on my desired results and the amount of time it would take to get the end result, which was to find THE JOB, not a job, but “THE JOB”.

After three weeks of a lot of lost sleep, tireless nights, acid filled intestines, discombobulated and emotional outbursts, and many headaches, I realized that my approach was not effective at all! I was on the computer job searching up to 12 hours per day, and watching the days slip by like grains of sand through my hands with little to no result. I decided to re-strategize and formulate a new plan. Overall, the new plan has worked wonders and I am happy to report that it has lead to doors being opened in areas where I only saw a wall!! Let’s start with mourning!

MOURN, MOURN, MOURN! – Spend 24 hours (that’s right, just 24 hours is all that is needed!) mourning the loss of you former employer. Mourn to your very core and release all that draining emotion from your system! You ARE not your job! Embrace this new chapter of your life and understand that there IS a valid reason for why this is happening. Remember that it is not happening TO you, it is just happening.

EMPTY YOUR MENTAL HARD DRIVE!- De-clutter all that is blocking you from moving on. Your e-mails, contact lists, paperwork, material items, finances, relationships, etc. Do not limit this activity to your work life and include all items in your home and personal life as well. The simple act of de-cluttering will free you of the emotional chains attaching you to your past employer and you may discover some newfound energy you never knew existed.

ASK YOURSELF! – Ask yourself what the opportunity means for you and what you should learn from this experience. This will help you transition into a higher awareness and recharge your emotional battery.

CREATE YOUR “JOB SEARCH” BUSINESS PLAN – What value do you add? What are your strengths and weaknesses? Conduct a SWOT analysis of yourself. What is your marketing strategy? What is your personal brand? What do you stand for? Who is your target employer and its demographics? How will you differentiate yourself from the rest? Do you believe in the value you THINK you add? Make a list of ALL the attributes of the ideal job and employer and make a list of an acceptable one to you. The list should include things like job title, salary, industry, schedule, location, employer, etc. Don’t settle for anything less than what is on your list! You deserve only the best!

CONTINUE TO DEVELOP YOUR SKILLS! – Read books, attend seminars, webinars, networking events, and keep that brain sharp!! Become a superstar in your area of expertise!

EMBRACE TECHNOLOGY! – This IS the time to kick up your social media skills to the next level. No more excuses! It is here to stay and continue growing and IS part of your brand. May employers recruit from Twitter, Facebook, and of course LinkedIn. Is your profile updated? Are your keywords inline with your desired “JOB” While it may seem daunting to start getting involved with something that used to be considered for kids only, learning to master this new technology will energize you and keep your mind sharp!

TAKE CARE OF YOU! – Use this opportunity to learn new things, take up new hobbies or pick up ones that you pushed to the side when you were working. Think of all the things you said you wish you could do when you were working and do at least ONE of them.

Once you see this transition as an opportunity and a project, you will begin the paradigm shift needed to be successful in your job search. Just begin with one step at a time…

I am always listening! Send me your thoughts!

Loren Rosario-Maldonado is a bi-lingual HR Consultant, entrepreneur, and Life Guru bringing simplicity to everything she touches. You can find her on LinkedIn or Twitter.

Started in the Fall of 2010, Project: Social HR is a community in-the-making for Human Resource professionals interested in social media. The purpose of PSHR will be twofold. One will be to encourage and support HR practitioners’ growth in the use of social media (SM) tools and strategies. The second purpose is to provide a forum for diverse points of view on HR and business related topics.

What we’re looking for are Human Resources professionals who have opinions about what they do, how they do it and, through their content and connections, want to contribute to the advancement of the profession. You can do this by being a contributor to the PSHR blog, creating content to post on the site. Or you can be a part of the mentoring program, either as a mentor or mentee.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

Category: Human Resources, Newbie | Tags: HR, Human Resources

Twitter Faux Pas According to Sheritz

PSHR Contributor | June 1, 2012 | No comments

Twitter is my one of my favourite social media platforms. It allows me to connect with people at large and within the HR field, some of whom make a random splash across my Timeline. I am glad that HR professionals are embracing it in growing numbers, but there are a few things that prevent me from adding some of them, and that I observe from Tweeps (Twitter peeps/people) in general. Far be it for me to dictate how others should use it, but I would like to make mention of three things in particular that make my eyes twitch.

Retweetaholism. The majority of our conversations don’t need to be retweeted to everyone, unless you’re seeking to drive an inclusive debate or something of the sort. This is particularly true of compliments. If you are thanking someone for nominating you as a great #FF (#FollowFriday) candidate, for example, your response needn’t be “Thanks! RT@randomperson #FF: […]” Most of the people who will see it already deem you worthy of being followed, so it is somewhat redundant. It’s nice to let the world know how highly you are regarded every now and again, but on average, one might do better to respond directly to the person without ensuring that it shows up on everyone’s TL. The one notable exception might be the promotion of specific content, but even that tends to be overdone. Also, if you’re going to address an endless stream of people, it’s probably best to “@abc @xyz @infinity then Insert message here,” because “Insert message here, then @abc @xyz @infinity” is going to make a mess of my TL. Starting with the “@” means that it will only reach its intended audience and perhaps some shared followers.

Hashtag Mania. #Not #Everything #Needs #To #Be #Hashtagged. It hurts my eyes when more than 30% of someone’s 140 characters or the majority of their TL consists of hashtags. Sometimes, I see “#xyzchat was awesome today! #xyzchat.” As you may already be able to tell, I am not a big fan of redundancy (except when it comes to things that I continuously whine about on Twitter). For readability’s sake, please make sparing use of them.

Library TimeLine (aka Snoozefest). I often talk to “myself” on twitter and just put out thoughts into cyberspace. My favourite Twitter character does the same. I also enjoy being able to engage with people and getting a sense of their character; after all, it’s called social media for a reason. Blog posts that populate my timeline make for a good read. However, the main reason I have not followed a good number of HR people is because their TLs are full of posts, passive retweets, endless Foursquare updates and little else. Although I can appreciate taking advantage of Twitter as a means to push content, people who focus on that aspect of it lose out on opportunities to connect and network with others.

Ultimately, how you choose to use Twitter and the various available SM platforms is entirely up to you. I am not one to change my habits to suit others’ fancies, myself. However, these are things I would like people to be mindful of as they navigate their way through the Internets.

One last thing to remember is that no one owes you a follow, nor vice versa. I have observed that #teamfollowback is alive and well within the professional Twitterverse, but I do not follow people if I do not feel like it, and I make use of the unfollow feature if I find that browsing my TL has become tiresome for whatever reason. If anyone followed me and continues to do so merely out of perceived obligation, then it’s a shame.

I once came across a blog post that basically likened unfollowing an individual to breaking a sacred commandment. I can see how it could create some awkwardness, but you should mainly focus on creating an environment that suits you. Also, you can engage with people without necessarily following them, and then do the latter only after some enjoyable exchanges have taken place between you. Whatever works! As for me, my list remains manageable and my interactions, largely cozy, informal, and light-hearted…just the way I like ‘em.

Sheritz Sogbesan is a recent HR postgraduate certificate student who will shortly be pursuing her Masters in Industrial Relations. She yearns for a world in which organizations recognize that their internal clients (i.e employees) are as crucial to their success as the external clients. A typical Gen Y social media addict, she has been engaging with strangers from all over the world for most of her life. She can be found tweeting away via @ssogbes and can be reached privately at ssogbesan@gmail.com.

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Category: Newbie, Social Media | Tags: HR, Human Resources, Social Media

Meet me at the Crossroads

PSHR Contributor | May 30, 2012 | 2 comments

Recently I published an article on the benefits of blogging. You can read it here. Every member of this Project: Social HR team sees the benefits of using social media as way to connect, promote, improve, share, develop new relationships, increase knowledge and advance our professional excellence. I like that, which is why I wanted to be involved. As I read the other articles by the other contributors, I love the tone of community and acceptance.

Sometimes material from the HR blogosphere suggests that those of us using social media are somewhat more advanced and evolved than those that do not. And that’s just not true. This is why Project: Social HR is so cool and important. PSHR doesn’t judge. We know that this social lifestyle can be a daunting one and so we are all committed to the idea of sharing its benefits with anyone willing to listen. Everyone is working or has worked in the corporate world and stumble across this social community some kind of way and enjoyed it. We just want to share it.

Just like in your office there are good HR professionals and not so good HR professionals, the same thing occurs in the social world. Being online does not translate to being awesomeness. You’re not going to like everyone’s blog, comments or opinions however we simply want to help open up the lines of communication and demonstrate how we can use social networks as a positive tool. It’s get so much bad press that it’s easy to understand why someone may feel it’s an undisciplined medium. It’s really like anything else; it’s as good as you make it.

Victorio Milian, Dave Ryan, Laura Schroeder and Lyn Hoyt (founders and long-time supporters of Project: Social HR) are such visionaries, they know the HR community needs to move forward and bridge the gap between the online and offline. One excellent way to accomplish this goal is to get out from behind the laptop, turn off the mobile device and unplug from the net and get to the professional conferences and associations. I am a conference rookie, and this year will be making my debut. I can’t wait to meet more HR professionals, as many as I can.

Here’s the closing; we deal with “human” capital; people! And people are social, more social than ever. It’s not going anywhere, in fact new social networks keep popping up all the time, like Pinterest, Yammer and Tagged. Facebook is not the only player in the game; it’s not even the fastest growing any more. I recently read an article claiming that within 5 years it will be defunct. Hard to imagine, huh? Doesn’t matter there will be something new in its place.
Chris Fields, MLHR is a HR professional and consultant that currently blogs at CostofWork.com. In addition to Project Social, Chris is a contributor to Performance I Create, Secrets of the Job Hunt and Smart Recruiters. He has also launched a resume writing campaign known as “The Resume Crusade.” You can follow him on Twitter @new_resource and LinkedIn.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

Category: Human Resources, Social Media | Tags: HR, Human Resources, Project Social, Social Media

Using Facebook for Employee Communication

PSHR Contributor | May 25, 2012 | No comments

If you have dipped your toes in the waters of researching whether you (as a HR professional) and your company should be on social media, you have undoubtedly heard that you should be because your employees and customers are already there. I wanted to give you a real life example of a time I was able to prove this was true. Because this is an active client of mine, I am unable to share the company, but that really is not important anyway. I can tell you they have been around for 30 years and have 8500 employees in the manufacturing industry.

This company has a social media footprint the size of a small child. They have a Facebook page, Twitter account and a few company specific groups on Linkedin. They use each of them sporadically, with Facebook being the most frequently visited by employees and customers. Without much press, the Facebook page had several hundred “likes” in its first few days, most of which were by employees. They post updates every couple of days, upload pictures from fun events and really keep a minimal presence on the site.

While chatting with my HR contact about a project I was helping with, she mentioned how frustrated she was with all she had going on. Not only were we working on a very lengthy and time consuming project, but she had several open positions and was in the middle of open enrollment (sounds familiar, right?). She mentioned that for whatever reason, they were really struggling getting their employee’s to turn in the necessary documentation for open enrollment this year. They had tried all of their typical methods–emails, messages posted in the breakroom, chair drops and talking points for managers to share in meetings–yet they were still having a hard time getting what they needed. I asked if she had put it out on their Facebook page. They had not and had not even thought of using Facebook for that. “Could we really do that?” she asked. “Why not?” I answered. What could it hurt?

So she did. When I talked to her a few days later she was ecstatic with the results. Almost immediately, employees started reacting either by turning their documentation in or mentioning to HR that they saw the update and would get everything in by the deadline. Employees started telling other employees and the engagement on their Facebook page went through the roof.

The really cool thing with social media is that there are not a lot of rules. As HR practitioners we can try things and if they do not work, we know not to try them again. But if they work, we have just found the easiest way ever to get all those darned open enrollment papers turned in, on time. I don’t mind taking the chance, do you?

Sabrina Baker, PHR owns and operates Acacia HR Solutions, a consulting and recruiting firm in Chicago, IL. Sabrina is passionate about bridging the gap between employers and candidates and works actively on both sides to ensure the right people find the right jobs. You can connect with her on LinkedIn and follow her on Twitter.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

Category: Human Resources, Noodling, Social Media | Tags: HR, Human Resources, Social Media

The Social Media Juggling Act

PSHR Contributor | May 23, 2012 | 2 comments

In addition to HR blogging and consulting, I have a full-time job as an HR Manager. I am also a single mom with 2 young children living about an hour away from my nearest relative. Most people are amazed at the amount of stuff I am able to successfully juggle.

So am I.

During the last 18 months of building my professional network through social media, I’ve learned the importance of time management and routine. Although I occasionally stumble or spread myself too thin, I am able to keep up with all my accounts and connections fairly easily.

And if I can do it, you can do it! Here are a few tips help:

Start out small. When I first jumped into the online HR community, I focused the majority of my attention on one medium. For me, this was Twitter because I was fascinated with the phenomenon and wanted to master it. For you, it may be Facebook or Linked In or Google Plus. The good news is that there are professionals everywhere who are looking to discuss our industry and share ideas so it doesn’t matter where you go! When starting out, choose the medium that most interests you and spend most of your time there connecting and communicating with people.

Stick to a schedule. As I became more comfortable, I branched out to more social media sites. It was still important to continue keep up and in touch with people, especially those who were supportive and encouraging to me. I set specific days and times to check in with certain sites and groups, send and respond to messages, read and comment on other blogs, etc. I put this in my calendar like any other meeting or appointment – and stick to it. When creating your schedule, look for down time during the evening or during your lunch break at work where you can work in a few moments to interact.

Select an automation suite. Over time I realized that social media doesn’t sleep, but I definitely have to. And I have other stuff to do! So I started using automation tools to help. I can set up blog posts, status updates and other messages to post to sites and groups any time. Hootsuite, Tweetdeck and Social Ooomph are just a few of the sites that can help with this – and they are free! It takes me about 20 – 30 minutes to set up my schedule for 2 – 3 days in advance. When automating your communications, don’t schedule so much you cease to interact normally or neglect your network altogether. The goal is to make authentic connections.

Your time may be limited but, with just a few hours a week, you can work wonders and accomplish a lot. There is a great, big wonderful world out there of people with similar experiences and new ideas they want to share. And that world is waiting for you to share your voice and perspective! Get started today!

Buzz has Bachelor’s Degree in Communication Studies with a focus on Organizational Communication and Leadership as well as a Master’s Degree in Human Resources Management. She is also a part-time HR consultant offering resume writing, basic management coaching, process improvement and compliance assistance services.

When not working or writing or researching, Buzz is a single mom with 2 young children living in North Carolina. She enjoys mindlessly watching television, spending time with friends and family, reading, eating and sleeping.

Read more of her writings, connect and contact her through her blog’s website: The Buzz on HR (www.thebuzzonhr.com)

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

Category: Human Resources, Social Media | Tags: HR, Human Resources, Social Media

Why it Matters

PSHR Contributor | May 18, 2012 | No comments

The plea is still out there for HR people to jump in and embrace Social Media. I’m sure that the constant barrage is no longer inviting, but annoying. I get it. When you’re reading something from someone you may/may not know, you feel a bit pressed when it’s always join, join, join.

I think I have something that may help you. . . context.

Social media is viewed by many as a great way to hear MY voice and people view it as ego driven. It is personal, but you need to see it more as a communication forum. There are people who love to talk just about themselves, but the real innovators in HR who thrive in social media understand it’s about others, the field and making a difference.

I’ve been watching the Company I work for, LaRosa’s, Inc., see what the best forum of social media works best. We have a Twitter presence, but we’re really embracing Facebook through our Company page. We use the page to promote items, gather feedback from guests and have interactions with them. It’s exciting to see us be proactive with this.

Sure, there are many forums to embrace, but the great example that my Company uses is this. . . find what works for you!!

The personal brand that you build through social media should always encompass and highlight the brand of your Company. Seeing them succeed will allow you latitude to grow yourself. I’ve seen this happen and it is powerful. The more people and guests who get to know LaRosa’s, Inc. because of my involvement in social media, the more exposure our brand receives. That will hopefully lead to more of you experiencing a phenomenal restaurant with a genuine family experience.

Being in active in social media matters because you can show how HR can be more integrated throughout all that your Company has to offer!!

Now, jump in!!

Steve Browne, SPHR – Unconventional Senior Human Resources Executive who is passionate about ALL things!! He incorporates culture, rock music and creativity into HR and is an unashamed practitioner who really digs the field, and the people, of the Human Resources community. Openly active in many social forums and connector of HR pros from around the globe!!

You can connect with Steve on LinkedIn and on Twitter (@sbrownehr). He also has a blog called Everyday People. Check it out!

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

Category: Human Resources, Noodling, Social Media | Tags: HR, Human Resources, Social Media

It’s All So Clear…Wait…Who’s There?

PSHR Contributor | May 16, 2012 | No comments

Two years ago I started a professional journey into the strange and scary world of social media. I’m no genius, but it didn’t take one to see what was happening in the world of human resources: either get on board with social media or turn in your ID badge. Very simple.

Fast Forward
So here I am several years into this and I’ve come a long way. I’m constantly testing new applications, integrating social into my HR practice, and overwhelming….er….working with my team on social strategies every day. I’m feeling pretty satisfied with myself that I’ve taken the proverbial plunge and am still able to come up for air.

At least, I think I’m pretty satisfied.

Swing and A Miss
One of the scariest parts of the public world of social media (for me) is charging ahead and not being humble enough to make sure I get feedback on my blind spots. No, I don’t think I have any….that’s why they’re called BLIND SPOTS!

Have I created an environment where my team can feel comfortable telling me I’m off-base? Do my colleagues outside my organization know it’s okay to send me a note that says I missed the mark on something and know I won’t be offended? Do I ever stop and ask myself if I’ve done my due diligence before I launch into new territory (read here => Pinterest)?

It’s All On Me

I’m the only one who can control for those pesky blind spots on my social media journey. Since I can’t see them…I’m going to let you all know formally that I’d love your feedback when you see me stumbling around. I trust you…plus I hate stumbling.

Jay Kuhns is Vice President of Human Resources at All Children’s Hospital, located in Florida. He’s passionate about Human Resources, leadership, social media, coffee and hockey. You can follow him on Twitter, his blog, entitled No Excuses HR, or LinkedIn.

Picture courtesy of perfectcustomerexperience.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

Category: Human Resources, Noodling, Social Media | Tags: HR, Human Resources, Social Media

Facing Down the Terrible, Horrible, No Good, Very Bad Day

PSHR Contributor | May 11, 2012 | No comments

One day recently, I hit the proverbial wall. It had started off badly, with me running late, my daughter determined to make me even later, along with two puppies who have a penchant for making gigantic messes, and a plumbing emergency. Did I mention that I spilled coffee all over me and my driver’s seat, and received two emails saying, “Thanks, but no thanks!” for positions I’d submitted to? All before 8:00am.

Being front and center in my mind, I honed in on the job search portion of my misery. I chewed on the fact that I’d applied for every job I could find where my skills and qualifications were a match (ok, and some that weren’t). I recalled all the phone calls, emails and networking I’d been doing, using every tip and trick in the book to get my resume noticed. When called in to interview, I came dressed professionally and ready to rock, having done my homework on the company and position. And yet, I was getting rejection emails hand over fist. I spent that day (and others too) wondering what I was doing wrong, replaying all the steps recently taken and second guessing every one of them. All I managed to do was undermine my confidence in my abilities as well as my enthusiasm for the HR profession. Yep, I was a real pleasure to be around.

I could tell it was going to be a Terrible, Horrible, No Good, Very Bad Day.

If you haven’t read Alexander and the Terrible, Horrible, No Good, Very Bad Day, please do. Yes, it’s a children’s book, but it’s got something to teach you, no matter who you are or where you are in life. It’s a simple story with an even simpler message. Everyone has bad days (even in Australia). Sounds pretty basic, and yet I know on this particular day I was HAVING THE WORST DAY OF ANYONE EVER.

As I ride the roller coaster that is job searching today, I had a thought: I’m going to approach more things, including my job search, using my inner 5 year old. No, this doesn’t mean writing my resume in purple crayon, or throwing a temper tantrum when I don’t get my way, and/or the job offer (well, maybe a little one, in the privacy of my home). What I mean is that I am going to stop internalizing and fixating on the things happening around me that I can’t control, and focus on the things I can.

It’s easy to get demoralized on the way to finding a new job. There’s lots of talk about the candidate experience (some good, mostly bad), and everyone knows that competition is fierce for the jobs that are available. It’s next to impossible to get feedback on how to improve as a candidate. None of which is under my control.

A 5 year old doesn’t care if you email or call him back, nor does he sit and ruminate over what he may have said or done that caused it to happen. Nope, he gets up and shakes the disappointment off before he heads to his next adventure without a backward glance. Just like (the new) me.

So I decided to stop fussing over black holes and unanswered emails, and focus on the items I can impact – building great relationships and building on my relevant skills, using social media as a way to do both. “Meeting” so many HR professionals on Twitter and LinkedIn has given me access to lots of best practices and lessons learned. It has allowed me to stretch my knowledge and get me out of my comfort zone. Having new connections who “get” the trials and tribulations of looking for work in the HR field is an added bonus, as I’m clearly not the only one dealing with the same challenges. Any journey is better when it’s shared, and social media makes it a little easier and a lot more meaningful.

The bottom line is this – every day is colored by the way in which we view the “stuff,” and the occurrences around us. Glass half empty? Time to reframe that view, fix what can be fixed and focus on what’s next instead of what’s behind you. So yes, it’s time to get over that Terrible, Horrible, No Good, Very Bad Day. The next great job can’t be too far away!

Pamelyn Eichelberger has over 15 years of progressive leadership and human resources experience with expertise in employee engagement, performance management and organizational culture.

She holds a certification as a Professional in Human Resources (PHR), attended Tufts University in Medford, MA, and currently lives in Tampa, Florida. You can find her on LinkedIn and Twitter.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

Category: Human Resources, Newbie, Social Media, Uncategorized | Tags: HR, Human Resources, Social Media

SM Engagment – It’s Personal

PSHR Contributor | May 9, 2012 | 6 comments

Believe me when I tell you that I get it. Some of you reading this post are social media lurkers. What is that? Well, it’s someone who reads blogs, who follows Twitter chats, who likes pages on Facebook, but who chooses not to comment or engage in the dialogue that is happening in front of him or her. I get it; most of us have been there at some point in our social media experience.

Apprehension is a sense of anxiety over the belief that something unpleasant might happen to us. It is rooted in the uncertainties of things about which we know too little. Our imaginations are engines of the absurd; we take seemingly disparate bits of information and weave ridiculous narratives of chaos and pain. We create our own anxieties out of little knowledge, and almost no experience. We do it to ourselves.

The Diabetes Online Community
I was diagnosed with Type 2 diabetes a year ago. For the past several months I have been lurking around the dialogue of the Diabetic Online Community (DOC). I subscribe to blogs, follow diabetics on Twitter, have liked diabetic Facebook pages, and have even followed a couple of Twitter chats. I learn from other diabetics every day. I have contributed nothing to the community – no blog comments; few tweets; and, no comments on wall posts. Despite my comfort with being active in social media concerning human resources and business, I find myself back in the role of a lurker.

It’s Personal
Since I was diagnosed a year ago, I’ve become a walking lab result, and a daily science experiment. The tips of my fingers are callused and littered with small, black dots. I’m the pretentious a-hole who doesn’t eat the cake and cookies at parties and staff celebrations – people notice. I’m getting used to it.

I thought that social media might be a good place to connect with others who have figured out the same diabetes things that I am experiencing. I’ve learned a lot from them. Yet, I sit here stuck. I’m lurking and not contributing.

2 Egos of Social Media Confidence
I’ve concluded that there are two egos associated with the willingness to engage in social media communities. The first is a confidence around the use of social media tools. It is the knowledge necessary to send a tweet, and to connect with others across different electronic platforms. This is a technical skill set which can be built quickly and easily. Getting a Project Social HR mentor will significantly bend the learning curve.

The second ego is personal. It goes to the root of who we are – it is our personality and our presence. It is the knowledge that we possess, and the wisdom that we are willing to share. It’s the humility to take risk, and to overcome the apprehension that we create in our own imaginations. This is the underdeveloped ego that keeps me lurking around the DOC dialogue.

I will continue to engage in the topics that I know well. Joining in conversations for the purpose of learning takes more courage. I suppose that it is time to start contributing to the DOC community. After all, my apprehension is likely a symptom of my overactive imagination.

What stops you from participating in online dialogue? Bonus recognition for anyone who leaves their first comment on PSHR!

William Gould, CEBS, SPHR is a human resources executive for an independent, community-based healthcare system in Minnesota. Before spending the last dozen years in healthcare administration and HR, he served some time as a law enforcement officer and administrator. He occasionally and sporadically writes at his HR Soot blog, and just about anywhere else someone is willing to give him a blank canvas. You can connect with him on LinkedIn, and on Twitter you can follow @wllmgould.