Cool Kids, Lunch Tables, and the changing nature of HR

So far it's been a great pleasure for me to use social media to connect with other HR professionals worldwide. Without my blog and other mediums I would not have met these people. I'm engaged, more creative, and generally very satisfied with the results of my efforts. I've been inspired as I've rarely been before. I feel part of a community of like-minded people.

And that bothers me.

People who understand me know that I'm a standalone type of guy. I'm naturally distrustful of groups because I've seen the destructive power of "groupthink" firsthand. There's a thin line between teamwork and peer pressure, collaboration and following the herd (MOO!). So as I'm immersing myself deeper online and off, my spidey-sense has been tingling. Why is that?

Part of it stems from the medium itself. Being on Twitter, for example, is something that a lot of HR people are still afraid to do. For those of us taking the risk, using social media tools is "cool," and we're perceived as being part of an emerging trend. People read our blogs, follow our tweets, and they look at us through a different lens than say, those HR pros offering us their latest white paper (do people still do that anymore?). If this was high school, we would be sitting at the center lunch table, where everybody could see us and be soooo jealous.

Some of this perception also comes from the types of conversations that are occurring within the HR realm currently. Human Resources is at a crossroads in my opinion; we're not as obsessed about a "seat at the table" as before. People are focused more on the profession; for example, how it's perceived and what's needed to raise the quality of its practitioners. Some of the biggest discussions center around whether organizations such as SHRM truly support those in the field. This has led to a lot of ideas, from unconferences to the creation of networks such as HRM Today which, taken collectively, challenge the need for more traditional institutions. I've been lucky enough to be part of some of these conversations and initiatives and I look forward to what results from this outpouring of passion, creativity, and energy.

I think all of these things can be good for Human Resources if they're done with the right purpose. Are we looking to make use of these tools and our talents to improve the profession? Or are we looking to separate ourselves from those we perceive as out of touch? As we move forward those of us at the center of these initiatives should reflect on this. My biggest concern is that, in our efforts to change the status quo, we wind up substituting it for another type. Don't "get" social media? Sorry man, get in the slow lane, because I don't have time for you. It's like disowning your parents because they don't know how to set the time on the VCR. Because let's face it, that will be all of us one day. No one's immune from change; it's all in how you embrace it.

In conclusion, we do ourselves a disservice if we don't reach out to those who would most benefit from our unique insights. If they're scared, put them at ease. If they don't understand, convince them. If they're not supportive, or if they're actively hostile, then move on. But don't ignore them or else you might be wind up in the slow lane yourself.