CategoryMash-Ups & Collaborations

5 Reasons I Love Victorio Milian — and You Should Too!

Three years ago, the folks over at the Starr Conspiracy launched a thing called Tim Sackett Day. Tim is a great HR blogger who just wasn’t getting the love he deserved from the folks out there who make the Top Lists … You know the lists — Top HR Bloggers, Best of the Best HR Bloggers, and (everyone’s favorite) My Friends Ranked in No Particular Order of Awesomeness.

I’m joking. But only a little.

Anyway, this year, the Starr Conspiracy is honoring my friend and awesome HR professional, Victorio Milian for #TimSacketDay. When I heard this, I decided to write something because I really admire Victorio and I think he’s awesome and totally deserving of this honor.

Here’s why …

  1. He was one of the first people to follow and engage me on Twitter. He still does that. Victorio makes the HR social space a welcome one for new people wanting to learn, do and be more through social networking. And it’s a great thing cuz tweeting ain’t easy and the HR social space can be intimidating to even the most confident soul.
  2. He led Project: Social HR for almost a year. It was a multi-contributor blog where everyone wrote about easy hacks to lead the social media charge for yourself and your organization. The site is gone now but the sentiments aren’t forgotten — I’ve shared a lot on that in these posts
  3. He’s a MVP. A few months ago, I wrote about the MVP Presenters Group started by Chris Fields. The goal is to increase opportunity and diversity in the HR speaker space. Victorio joined the group in December. And I’m super glad to have him as part of the team.
  4. He’s a super cool dude. Victorio is a New Yorker. He’s an artist and a photographer. He’s a husband and a dad. He loves the NY Giants and old skool hip-hop. He speaks several languages. He loves coffee. He’s ambitious and inventive. He’s authentic and sincere.
  5. He knows his brand. I remember hearing him on this episode of Drive Thru HR talking about his job search focus after a layoff. He knew exactly what he wanted and he clearly wasn’t going to settle for less. He created a web campaign called “Hire Victorio” that eventually led him right to the place he said he wanted to be. It inspired me and encouraged me to better define my own personal brand and take a tough look at the environments where I thrive best so I could seek opportunities accordingly

So if you don’t know Victorio, you should get to know him. Connect with him. Subscribe to his blog. You will be glad that you did.

Happy #TimSackettDay, everyone!!

How I Would #MakeHRBetter

I got an email last week from the awesome Steve Browne announcing that he was hosting the first Carnival of HR for 2015.

The Carnival has been around for almost 8 years now. Each week, one HR blogger takes a turn hosting. The host selects a theme and reaches out to other bloggers for either original or recently written posts on the theme … You may remember when I hosted back in February 2014.

Steve is one of my favorite HR people on the planet. He is a constant source of support, encouragement, sharing, positivity and welcome all across the social HR and SHRM space. I admire him greatly. So my response to his requests for posts in his Carnival was three words …

Count. Me. In!!

Steve’s theme? Complete the statement “I would make HR better by …”

So here goes.

I would make HR better by improving the confidence of HR practitioners surrounding the validity, importance and standards of our profession … In my opinion, HR remains the only profession who seems unsure about their very being and their value to and in business. You just don’t see Accounting or IT or Marketing or Operations people questioning if their function is needed and how they help the business reach goals. Yet HR is still having these conversations all the time — and, for the life of me, I cannot understand why.

Well, that’s not true. I kinda do understand why. The issue as I see it is two-fold:

  1. HR is focused on people — and so is everyone else. Every area of the business has people who have managers who have manager who have manager who are responsible for making sure they do right and generally get done right. When a business looks at the HR focus through this narrow lens, HR seems redundant and unnecessary … But just because it looks that way doesn’t make it true — and it definitely doesn’t mean HR should buy into that narrow-minded thinking, too!
  2. HR gets the leftovers. Although the tide is changing, HR has been the place where people without “real” business savvy were plopped. Can’t cut the mustard in Operations? Go to HR! Need a place to put the owner’s daughter? Go to HR! You say you like people and don’t want to be limited by budgets and rigid reporting? Go to HR! And in many organizations, there is still has some of that … So when you add all the fighting and debate about the need for formal and continuing education in the HR profession which leads to people not pushing their learning AND you add all the snake-oil HR salesholes pimping products not based in any business reality, you end up with stale leftovers . Why would anyone want that? Yuck (By the way, this issue of stale HR leftovers existed loooooooong before the HRCI/SHRM break-up.  Way way way before).

When HR doubts itself, the rest of the business world begins to doubt, too. Which leads to our practitioners being under-utilized and under-paid in many organizations and industries. Which leads to good practitioners getting frustrated and either leaving the profession altogether or starting their own businesses. Which leads to more debate about the necessity of HR and whether business is better off without it.

The cycle is vicious. And HR would be better without it.

HR would be better if its practitioners got educated and stayed educated about the history, theory and practical application of the laws behind our areas of influence.

HR would be better if we stopped fighting for recognition and just focused on creating and executing solid strategy to advance the goals of the organization.

HR would be better if we stopped allowing the stale leftovers to be plopped into our department causing bottlenecks, inefficiency and increased risk.

HR would be better if we found our mojo … our swag … our confidence … our voice … our truth.

When HR finds this, business will find it, too. And the world of work will become a better place.

Want to see what the other HR bloggers out there had to say? You can read all the posts HERE at Steve’s blog — or check the #MakeHRbetter hashtag on your social media channels.



Did You Know that I’m a MVP?

Did you know that I’m a MVP???

I’m not talking about being a Most Valuable Person … although I am that, too.

I’m talking about being a Multifarious Voice Presenter!!

The MVP Speaking Group was started this summer by my Blog-FF, HR Jedi and Resume Ninja extraordinaire — Chris Fields!!

Chris saw the need for greater diversity and more dynamic speakers in the conferences and seminars he was attending. He wondered why the great voices he knew weren’t being called on for more of these opportunities.

I’ll tell you all what I told him.

  • Connections. Like any other thing, speaking opportunities are as much about who you know as what you know. I’m not hating — just stating. It’s normal and natural to tap the shoulder of people you already know and trust because you know they’ll show up and do a great job.
  • Time. Opportunity really doesn’t knock as often as we’d like to think. You have to seek it. This takes concentrated effort — and time for that effort can be hard to come by with the other demands of life.

And that’s when I decided I wanted to be part of the MVP Presenters.

Because I want more speaking opportunities. The interviews, panel discussions, keynote presentations, seminars, webinars … I really dig it.  Despite my weeping inner introvert, deep down , I like doing it — and I’ve been told I am pretty darn good at it, too!

Thanks to MVP, now I will get more of those opportunities … Starting tonight when I speak to students at NC State University about the importance of mentoring.

Plus, I get to have my name associated with all the other talented speakers in the group. You should take a look at these folks for your upcoming event.

And if you’re looking for help booking gigs for your speaking aspirations, consider joining the MVPs!

It’s the HR Carnival … Of Love & Other Stuff!!

February is a short month … but it’s also a great month and one of my favorite months of the year! We celebrate Black History and highlight the accomplishments of African-Americans in the USA in February. We celebrate Valentine’s Day and highlight the importance of love and romance in February. Usually, we celebrate the best of the year’s movies at the Oscars in February as well — but this year, the awards airs on March 2nd.

Oh well. Close enough.

So when I saw my friend Shauna Griffis post on Facebook that she needed a blogger to host the HR Carnival for this week, I jumped on it! I’ve been a follower of the Carnival since before I started blogging. I really respect their commitment to sharing great content and featuring new HR blogging voices.

Because it is February, I asked for contributions along the themes of Love in the Workplace, Diversity and Great HR Lessons from the Movies … Enjoy the show!


Karin Hurt gives great perspective on male/female workplace friendships and breaking down boys club barriers in “Can Men & Women Be Friends At Work?”

Looking for seedy tales of workplace whoopee? Then you MUST read these posts from Sabrina Baker and Chris Fields — they are sure to raise your eyebrows and make you blush, giggle and flinch


You’ll never hear me argue against passion for work and showing love for others at work as essential, necessary and desirable for a successful employment relationship. That’s why these 3 posts had to be included in this Carnival —

5 Signs You Found the Love of Your Work Life by Troy Lutz from WagePoint

Falling In Love with Your Employees by Chris Fields from eSkills

Legacy HRMS / Legacy Marriage — Sunk Costs vs Innovation by Naomi Bloom


Tiffany Keuhl encourages you to “Free Your Mind” about traditional ideas and plans surrounding diversity at work. Dwane Lay supports these notions and adds some more ideas to the mix in his post “What’s Missing From Diversity”   then Andrew Tarvin ties it all together with “8 Benefits of an Inclusive Organization“… And I absolutely loved this post from Ian Welsh which combines his thoughts on diversity strategy with the Wizard of Oz!! It just don’t get much better than A Brain, A Heart, The Nerve”

For those who’ve been following my blog for awhile, you know how much I love television and the movies! I pull a lot of wisdom and great workplace lessons from there. So even though the Oscars are on the outskirts of February this year, I still have give honorable mention and share this from Dan McCarthy’s Great Leadership Blog “The 2013 Movie Edition” (spoiler alert: there are GIFs!! Yay!!)

Finally, in direct honor of Black History Month, I want to share this post from my friend Dave Ryan (Black History from an Old White Guy) which was written in response to my post “The N-Word” (oh yes. I went there) back in 2012.

Thank you for stopping by. Hope you enjoyed the Carnival! Check out the website to find out the next stop — and find out how you too can be a host!

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