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Speaking Engagements

UPCOMING
Predict and Prepare sponsored by Workday 12/16

PAST BUT AVAILABLE FOR REPLAY
The Bill Kutik Radio Show® #171, 2/15
The Bill Kutik Radio Show® #160, 8/14
The Bill Kutik Radio Show® #145, 1/14
Workday Predict and Prepare Webinar, 12/10/2013
The Bill Kutik Radio Show® #134, 8/13
CXOTalk: Naomi Bloom, Nenshad Bardoliwalla, and Michael Krigsman, 3/15/2013
Drive Thru HR, 12/17/12
The Bill Kutik Radio Show® #110, 8/12
Webinar Sponsored by Workday: "Follow the Yellow Brick Road to Business Value," 5/3/12 Audio/Whitepaper
Webinar Sponsored by Workday: "Predict and Prepare," 12/7/11
HR Happy Hour - Episode 118 - 'Work and the Future of Work', 9/23/11
The Bill Kutik Radio Show® #87, 9/11
Keynote, Connections Ultimate Partner Forum, 3/9-12/11
"Convergence in Bloom" Webcast and accompanying white paper, sponsored by ADP, 9/21/10
The Bill Kutik Radio Show® #63, 9/10
Keynote for Workforce Management's first ever virtual HR technology conference, 6/8/10
Knowledge Infusion Webinar, 6/3/10
Webinar Sponsored by Workday: "Predict and Prepare," 12/8/09
Webinar Sponsored by Workday: "Preparing to Lead the Recovery," 11/19/09 Audio/Powerpoint
"Enterprise unplugged: Riffing on failure and performance," a Michael Krigsman podcast 11/9/09
The Bill Kutik Radio Show® #39, 10/09
Workday SOR Webinar, 8/25/09
The Bill Kutik Radio Show® #15, 10/08

PAST BUT NO REPLAY AVAILABLE
Keynote, HR Tech Europe, Amsterdam, 10/25-26/12
Master Panel, HR Technology, Chicago, 10/9/012
Keynote, Workforce Magazine HR Tech Week, 6/6/12
Webcast Sponsored by Workday: "Building a Solid Business Case for HR Technology Change," 5/31/12
Keynote, Saba Global Summit, Miami, 3/19-22/12
Workday Rising, Las Vegas, 10/24-27/11
HR Technology, Las Vegas 10/3-5/11
HR Florida, Orlando 8/29-31/11
Boussias Communications HR Effectiveness Forum, Athens, Greece 6/16-17/11
HR Demo Show, Las Vegas 5/24-26/11
Workday Rising, 10/11/10
HRO Summit, 10/22/09
HR Technology, Keynote and Panel, 10/2/09

Adventures of Bloom & Wallace

a work in progress

Anyone Can Man The Helm When The Seas Are Calm

If you’re an observer of effective HRM and IT, if you’re passionate about what happens at the intersection of these subject matter domains, then even on vacation you can’t help but notice innovation or simply good practices in either or both.  Ron and I are on vacation, cruising with Regent Seven Seas onboard Mariner from Miami to Lima, Peru.  This is our first such trip that has involved several days at sea, running in open water.  And some of these days have been pretty heavy weather, with 5-6 meter seas, 50 knot winds, and enough movement of the ship to send many seamen to their bunks — not us of course, as we’re veteran sailors on our own boats.

But through it all, despite their ranks being thinned considerably by seasickness and worse, the staff — in restaurants, bars, poolside, housekeeping, everywhere — maintained their own high standards of service.  Some programs were rescheduled, e.g. a guest singer on board had turned a little green during the worst of the ship’s rockin’ and rollin’, and we might have waited a few moments longer during meal service, but only a dedicated observer of effective HRM would have noticed that those staff unaffected by or able to overcome the ship’s considerable movement were covering for those who had taken to their bunks. 

Could your business operate to a very high standard for a couple of days with half your workforce down with the flu, homebound after a major weather event, or otherwise unavailable?  Could your team achieve a very high level of customer service while coping with their own discomfort?  More importantly, would they care enough to do it?  Is your “crew” engaged enough and professional enough to insist that the show must go on despite the vagaries of wind and tide?  Well, this crew did, and I credit their leadership, corporate HRM practices (Regent, as I’ve written before ), preparation/training, and especially their selection criteria. 

There’s an old sailor’s expression that “anyone can man the helm when the seas are calm.”  I would add “it takes great HRM to enable a crew to operate well when the seas are angry.”

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