Disrupting HR with Boston’s Finest

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DisruptHR Boston was attended by more than 250 HR professionals and industry leaders from the East Coast and beyond. After an hour of networking, the evening kicked off with a series of 7-minute presentations from human resource leaders, forward-thinking executives and people management enthusiasts.

Tossing the Resume to Identify Top Performers

Allan Telio, VP at the Startup Institute, suggested attendees toss the the resume and look deeper when identifying candidates that are top performers and a cultural fit. He said, “I’m sure all of you have recognized that your top performers are people that have something different about them, and it’s not about where they went to school.”


He’s found that the people who are truly going to make a difference within an organization are those who are willing to change the way that things operate. Those individuals have what is referred to as “intellectual humility.” Otherwise known as the ability to know the limits of your own knowledge and to be receptive to new ideas. Those with “intellectual humility” have sensitivity toward bias and the ability to change quickly given the right amount of evidence.

Transforming Performance Management

FullSizeRender-1A presentation by LogMeIn’s Tania Alibrandi and Todd Kaylor, stressed the need to, “transform performance management from the event, to performance optimization the philosophy.”

The LogMeIn philosophy, aligned with our own here at Small Improvements, abides by a set of rules to performance management including transparency and painless feedback. At the core of these rules was the importance of ongoing conversation, continuous feedback and putting focus on the philosophy versus an activity.

Cultural Competence is Key

Founder and CEO of Springboards Consulting, Nadia Nassif, spoke on the globalization of today’s workforce. She described her time internationally, being a fish out of water, learning both the cultural and linguistic differences. In organizations that hire multinational employees, there is a growing need for human resources to help those individuals become culturally competent as quickly as possible. This sets the employee up for success and gives them the comfort that can be difficult to acquire when thousands of miles from home.

Upsetting the Status Quo

HireVue’s Chip Luman challenged attendees to learn the art of pushing back and voicing their opinion. He encouraged leadership qualities such as authenticity, coaching, challenging authority and being present.  Those same qualities should be searched for in the people that we hire and those that we surround ourselves with. “If you’re not feeling tense on a daily basis, you’re probably not going to do amazing things,” said Chip.


Embracing the Millennial Brain

Tom Connolly, President and CEO of GattiHR, dove into the scientific analysis behind the millennial brain. He explained that the capacity for the brain to absorb massive volumes of information has resulted in a changing HR landscape. This overload of information forced upon the millennials has resulted in a generation that is in constant transition, the rising of the non-traditional workforce and an ever-growing need for disruptive change management practices.

Earning Your Seat at the Table

Christina Luconi, CPO at Rapid7, gave an inspiring presentation on the importance of people (and human resources) within an organization. “People are not human resources,” she said, “they are the lifeblood of the organization.” She encouraged the attendees to focus on developing employees and optimizing business results through those employees. “Bring something to the table if you want a seat,” she said, “and the respect will follow.”

The Deeper the Alliance, the Greater the Engagement

IMG_2851Chip Joyce’s presentation discussed the broken employer-employee relationship that he described as lacking in trust and honesty.
As CEO and Co-Founder of Allied Talent, he shared insights and learnings from their published book, “The Alliance.” Within this book, there is a described need for openness and honesty between manager and employee. In the ideal “alliance,” a manager should do everything they can to help an employee grow and develop, and in return, the employee fully discloses their aspirations and leans on the manager for career growth experiences and opportunities.

IMG_2884All in all, it was an energizing night full of mingling and great conversation.  The ideas and philosophies shared, although different in their origins and delivery, all had the common theme of disrupting the way that we think about and manage the employees within our organizations. We’d like to send a big thanks to Patheer for organizing and hosting the event. This was our first DisruptHR but we hope to see everyone at more of these global events in the future! 

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