HRPA 2012

Day 1
Welcome to Your Brain - Bob Gray (

All memory is based on assocation. Your subconscious cannot tell the difference between real and imagined. Left brain is linear, logic, analytical. Right brain is colour, imagery, imagination.

In this fun and interactive session, Mr. Gray discussed tips to remember names and random data.

His unique talents have also earned him a place in the Guinness World Records and Ripley's Believe It Or Not.

What Got You Here Won't Get You There - Marshall Goldsmith (

Marshall Goldsmith has written many books and is a dynamic speaker - you should attend one of his sessions if you ever get the chance.

A leader's job is not to help people learn but to help people do. We need to teach leaders to stop doing what they do - for example, successful leaders have often achieved by always trying to win. Sometimes it's best to just shut up rather than compete. Another problem is when leaders try to always add value - and then their suggestions become orders and no longer feel like the employee's idea. As a leader, stop and ask yourself - "is it worth it?" Leadership is not about me, it's about them.

Don't waste your time coaching someone who doesn't care.

Develop yourself as a leader and a partner/spouse. Practice - 1. What is one behavioural change that will make the biggest positive difference in your life? 2. Why will it make a positive difference? 3. Repeat this process with your partner or family.

Pick one thing to be better at and own it. Must have discipline to follow through.

3 pieces of personal advice - 1. Be Happy Now. 2. Put Friends and Family First. 3. Go For Your Dreams.

3 pieces of professional advice - 1. Have Fun! 2. Help Others. 3. Go For It!

Social Networking Websites and Workplace Law - Whitten and Lublin, employment lawyers

There is no current legislation or statutes that solely address social networking at work. Issues should be based on the same principles as any other issues, including policy, previous warnings, severity of misconduct, mitigating factors. This may include cyberbullying or cyberharassment. There are privacy implications - although employers are permitted to monitor employee work computers. Employers can also monitor and address off-duty social networking - items within the public domain. Things to keep in mind - vicarious liability, bill 168, HR Code, WSIA. The session also included advice on limiting the risk of social media misuse at work.

The Canadian Economy, Business and Human Resources - Amanda Lang

Innovation comes from asking Why and Why Not. Be a 2yr old and ask those questions over and over. Fear of failure or of looking stupid is what prevents us from being innovative. Companies should turn their focus to service innovation rather than product innovation. Everyone needs to see their role in the big picture.

**Managing Performance Ravaging Toxic Communication Styles **- Jennifer Britton and Sharon Miller

Toxi relationship is defined as damaging to one person - emotionally or physically - although it takes 2 to have a toxic relationship. The toxic partner needs someone to damage. 94% of people have worked with a toxic person, 27% have experienced direct mistreatment.

3 main ways to display - shaming, passive hostility or team sabotage.

The 4 toxins - criticism, defensiveness, stonewalling, contempt

Day 2

The Search for AWESOME Leadership - Neil Pasricha

4 A's - Attitude, Awareness, Alignment, Authenticity.

Attitude - SouthWest Airlines motto - kill them with kindness, caring and attention. Upbeat and positive attitude will get the job done.

Awareness - embrace your inner 3 yr old and see the world as a little kid. Talk about what's awesome to remind yourself.

Alignment - Make sure everyone is complete aware of your service standards and that behaviour is aligned with it. Ex. Four Seasons Hotels - SERVICE (Smile, Eye, Recognition, Voice, Informed, Clean, Everyone)

Authenticity - being yourself and being cool with that. Follow your own heart and be ok with it. Daily affirmations.

Enjoy your life in the here and now - can't predict the future so live in the present. Don't force yourself out of dark spots, just understand that they will pass and realize that it's ok to be down sometimes.

For an awesome workplace - 1. Social (interaction), 2. Structure, 3. Stimulation (learning)

Leadershift - Emmanuel Gobillot

There are 4 trends and 4 questions - Leadership is D.E.A.D.
D - Demographics. What will happen when the people at your table have nothing in common with you?
E - Expertise. Why do you even exist? What is your value if you can get expertise elsewhere? Examples of new thinking include; mass customization, mass participation, mass collaboration, and crowdsourcing.
A - Attention. Where do you focus when there is so much information? The world is getting narrower at the same time that it's getting flatter (ex. Google cookies which tailor your search). Banning social media at work mean that you're closing the world that most of your employees live in, rather you should figure out how to embrace it.
D - Democratic. Your experience and power are irrelevant.

3 keys to unlocking leadership
1 - Simplify. The more things are uncertain, the more you need clarity and simplicity. What will bring people together in a coherent way? Need to see things as a whole rather than individual parts (ex. car). In 40 words or less - what's your story? Who are you? Where are you going? Why are you going there?
Help people discover what needs to be done. Dream what could be, not what is - create destiny.
2 - Unify. Effective actions=conversations+shared history. SPAM - Stories, Proverbs, Analogies, Mantras.
3 - Personify. Love is our ability to value, nurture and help others grow. Ask - is it worth talking about? Is it easy to follow? Have I made them feel stronger and more capable?

Take time to stop and ask big questions.
Be courageous and take big risks.

An Easier Way to Have Those Tough Conversations Michael Bungay Stanier

Good things about feedback - involved, genuine, immediate, specific, constructive.
Act of feedback - self-awareness+practice+delivery
4 elements of feedback - Data, Feelings, Judgements, Wants/Needs
3 perspectives of judgement - about yourself, about the other person, about the situation

Need to acknowledge how you're feeling to think clearly.
Share data and wants/needs to build relationships, you want to thoughtfully share feelings and judgements.

4 tips
1 - API - Assume Positive Intent
2 - Ask how they want their feedback (get permission to give it their way)
3 - Avoid the feedback sandwich (ex. good, bad, good)
4 - Feedback is a gift. It is the recipient's to do with what they will.

Rediscovering Play: Bringing Fun and Passion Into the Workplace - Kevin Carroll

There are just key phrases that I jotted down during this inspirational presentation:

Circumstances don't dictate your destiny.
Sports can be compared to workplace- you're part of a community, you belong and there are rules.
You must have passion, purpose and intention.
Courage is shown in acts and not words.
Take Risks
Celebrate Play
See opportunities, not obstacles
Keep your eyes open to wonder and opportunity (like a kid)
Get your shine on (how are you nurturing your unique talents and gifts?)
Take care of yourself
Be willing to do the lonely work
Treat every second like a dollar. Don't waste it, be present.
Make human connections - be present for people
Every act counts
Dream (Dedication, Responsibility, Education, Attitude, Motivated)

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