networking - Blogs - DPG Community2024-03-28T08:45:32Zhttps://community.dpgplc.co.uk/blog/feed/tag/networkingYour Definitive Guide to CIPD ACE 2015https://community.dpgplc.co.uk/blog/your-definitive-guide-to-cipd-ace-20152015-10-28T14:43:22.000Z2015-10-28T14:43:22.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216635?profile=RESIZE_400x&width=400"></div><div><p>What does future-focused HR look like and how will it impact on business success?</p>
<p>Delegates to this year’s <a href="http://www.cipd.co.uk/events/annual/conference" target="_blank">CIPD annual conference and exhibition</a> are set to find out.</p>
<p>Taking place at Manchester Central on 4-5 November, the event provides a huge range of keynote talks, masterclasses and case studies for HR professionals at all levels, from students to senior HR leaders.</p>
<p>As well as the conference, there is also an exhibition featuring leading HR suppliers as well as a free learning programme boasting more than 75 sessions.</p>
<p>The conference agenda is split into five subject areas:</p>
<ol start="1">
<li>Insights into changing context</li>
<li>Business, commercial insights and analytics</li>
<li>HR essentials and learning processes</li>
<li>Science of human behaviour</li>
<li>Innovation, digital and technology</li>
</ol>
<p>The opening keynote will put the focus firmly on people and wellbeing with <a href="https://twitter.com/ProfCaryCooper" target="_blank">Professor Sir Cary Cooper</a>, 50th Anniversary Professor of Organizational Psychology and Health at Manchester Business School, looking at the impact of stress and mental ill health on productivity and how organisations can enhance well-being.</p>
<p>If you feel like you are drowning in the digital deluge of information then check out the session by <a href="https://twitter.com/dcoplin" target="_blank">Dave Coplin</a>, Author and Chief Envisioning Officer at Microsoft UK. He will be examining how to use technology to re-imagine how we live, work and do business. If you need convincing that technology is your organisation’s friend, not foe, then this is a session worth attending.</p>
<p><a href="https://twitter.com/CliveWoodward" target="_blank">Clive Woodward</a>, head coach of the winning England 2003 Rugby World Cup squad, believes that individuals need more than just talent to succeed. In his talk, Woodward will be looking at the characteristics of winning individuals and teams.</p>
<p>As well as developing the right mindset to succeed, Woodward will look at how teams can capture and share knowledge and apply it in practice as well as sharing tips on capturing knowledge when key people retire or move on. This is especially important as organisations manage four or five generations at once.</p>
<p>The closing keynote on acting and thinking like a leader will be delivered by <a href="https://twitter.com/herminiaibarra" target="_blank">Professor Herminia Ibarra</a>, Cora Chaired Professor of Leadership and Learning at INSEAD. Ibarra will be urging delegates to think completely differently about leadership by looking at ‘outsight’, learning by doing new things versus ‘insight’, which is a think first then act approach.</p>
<p>As well as the keynotes there are more than <a href="http://www.cipd.co.uk/events/annual/conference/seminar-programme.aspx" target="_blank">50 seminar sessions</a> covering every dimension of HR and organisational development, from talent management to engagement. You can see the full list here.</p>
<p>And if you are looking to attend the event for free you will not be disappointed. By registering here</p>
<p><a href="https://www.livebuzzreg.co.uk/2015/cipd15/#_ga=1.39146283.947719573.1445268650&__utma=100171660.947719573.1445268650.1445951299.1445951299.1&__utmb=100171660.0.10.1445951299&__utmc=100171660&__utmx=-&__utmz=100171660.1445951299.1.1.utmcsr=%28direct%29|utmccn=%28direct%29|utmcmd=%28none%29&__utmv=-&__utmk=249302407" target="_blank">CIPD ACE 2015 Registration</a></p>
<p>By registering you gain access to more than <a href="http://www.cipd.co.uk/events/annual/exhibition/free-learning-timetable.aspx" target="_blank">75 free learning events</a> as well as the exhibition which features leading suppliers in HR. DPG will be there for the two days on stand C10 so please come and say hello!</p>
<p>The free learning events cover a wide range of topics, from learning and recruitment through to employee engagement and behavioural science. On day one you can see our Head of Learning Solutions & Community Manager Mike Collins in action, talking through <a href="http://www.cipd.co.uk/events/annual/exhibition/free-learning-timetable.aspx#/article/iSHO31120499" target="_blank">Why Corporate Learning Needs to Change and How</a>, so come along if you’d like to hear more on that.</p>
<p>The CIPD has also produced a conference agenda for students which highlights which sessions are relevant for which course units, modules and qualifications. That can be found here</p>
<p>(<a href="http://www.cipd.co.uk/events/images/CIPD_Annual_Conference_sessions_for_students_2015_tcm31-122611.pdf">http://www.cipd.co.uk/events/images/CIPD_Annual_Conference_sessions_for_students_2015_tcm31-122611.pdf</a>)</p>
<p>Also to help you organise and plan your CIPD Conference you can download the <a href="http://www.cipd.co.uk/blogs/cipd_events/b/cipd_events/archive/2013/11/01/Its-all-appening.aspx" target="_blank">CIPD Events Mobile App</a> (screen shot below) - a fantastic way to make the most of your Conference experience</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1357717?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1357717?profile=RESIZE_320x320" width="250" class="align-full"></a></p>
<p>If you are unable to attend the event in person but would like to follow the action then there are a few options:</p>
<ul>
<li>Follow the event hashtag on Twitter, which is <a href="https://twitter.com/search?q=%23cipd15&src=typd" target="_blank">#cipd15</a></li>
<li>Follow the event blog squad on Twitter here (<a href="https://twitter.com/KingfisherCoach/lists/cipd15-blogsquad">https://twitter.com/KingfisherCoach/lists/cipd15-blogsquad</a></li>
<li>And follow the CIPD’s Twitter handle for the event <a href="https://twitter.com/CIPD_Events" target="_blank">@CIPD_events</a></li>
<li>You can also follow the events via the <a href="https://www.facebook.com/CIPDUK" target="_blank">CIPD’s Facebook page</a></li>
</ul>
<p>If you are new to Twitter, then here are some tips on how to follow events from afar - <a href="http://community.dpgplc.co.uk/learning-professionals/how-to-use-twitter-to-follow-conferences-from-your-desk-and-on-th" target="_self">How to use Twitter to follow events from your desk and on the go</a></p>
<p>Hope this helps you get the best from the conference and we look forward to seeing you there</p>
<p>Team DPG</p></div>Twitter - Love it or Hate it?https://community.dpgplc.co.uk/blog/twitter-love-it-or-hate-it2015-06-18T11:09:21.000Z2015-06-18T11:09:21.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216573?profile=RESIZE_400x&width=400"></div><div><p>I've never really come across anyone who sits on the fence. When it comes to Twitter, people seem to either love it or hate it, get it or not.</p>
<p>It was a fair few years after setting up a Twitter account that I actually began to use it. I couldn't see the point really of having just 140 characters to post a status update and for others to do the same. The first few people I followed probably didn't help as I got to find out what they were having for breakfast or watching on TV on that particular day.</p>
<p>Years later after setting it aside for a fair few years, I'm now perhaps best described as a Twitter junkie! I'm struggling to remember what life was like before Twitter. I can't honestly remember what made the penny drop. Yes I admit that I do still keep in touch with what people are doing for breakfast and tuning into on the TV.</p>
<p>However, from a professional perspective, it's a massive part of my development. So what else do I use it for? To be honest, it's easier to list what I don't use it for, but I'll give it a quick stab....</p>
<p>- Researching topics for programmes I am designing</p>
<p>- Finding experts in particular fields</p>
<p>- Learning new stuff</p>
<p>- Keeping in touch with events that I can't be present at</p>
<p>- Finding out the real stories from real people as news happens</p>
<p>- Openly having conversations about topics of interest for the benefit of me and others in my network</p>
<p>- Building my network</p>
<p>- Discovering trends</p>
<p>- Gathering opinion</p>
<p>- Getting L&D insight at Twitter events, designed for L&D people (check out <a rel="nofollow" href="https://twitter.com/LnDConnect" target="_blank">https://twitter.com/LnDConnect</a>)</p>
<p>The list goes on and I'm sure there's more to add. It's not just about posting stuff, it's also about consuming stuff too! I'm not here to change your social media taste buds, but how's about this for a taste of Twitter...</p>
<p>The other month, I was delivering a Train the Trainer session for some Subject Matter Experts who were about to go out and design and deliver some training for themselves. I have a lot to discuss on that topic and believe I certainly have some credibility in that field having designed and delivered for a number of years. Even so, I thought it would be fun, useful and effective to bring in some of my external contacts, using Twitter, into the session.</p>
<p>So in the morning, I posted a Tweet asking experienced L&D people to share tips with new trainers. Throughout the day, the group kept checking back to see the conversation live as it built up. I had a Twitter Feed that I could switch to on the projected screen.</p>
<p>There's a photo below of some of what they saw....</p>
<p>So what's your view. Love it, hate it, get it or not? I'd love to hear your thoughts. Hey, and why not tweet me?</p>
<p></p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1357659?profile=original" target="_self"></a></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1357659?profile=original" target="_self"></a></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1357659?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1357659?profile=RESIZE_1024x1024" width="750" class="align-full"></a></p>
<p></p>
<p></p></div>May 2015 - A Fantastic Month for Development / CPDhttps://community.dpgplc.co.uk/blog/may-2015-a-fantastic-month-for-development-cpd2015-05-01T09:43:58.000Z2015-05-01T09:43:58.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216464?profile=RESIZE_400x&width=386"></div><div><p>Hi everyone,</p>
<p>I want to share some great things happening in May that can support your development and provide lots of CPD opportunities.</p>
<p><span class="font-size-4" data-mce-mark="1"><strong>CIPD L&D Show</strong></span></p>
<p>This month sees the re-branded <strong><a href="http://www.cipd.co.uk/events/learning-development-show" target="_blank">CIPD Learning & Development Show</a> </strong>return to London on the 13th/14th May </p>
<p>You can register for <strong>the free</strong> exhibition <strong><a href="http://www.cipd.co.uk/events/learning-development-show/exhibition/register-for-free-exhibition" target="_blank">here</a></strong> and take advantage of some great free seminars and talks on <strong><a href="http://www.cipd.co.uk/events/learning-development-show/exhibition/free-learning-timetable" target="_blank">hot topics in L&D right now</a></strong>.</p>
<p>Are you going to the show - either the conference of exhibition? Please let us know in comments below.</p>
<p>DPG are sponsoring the cafe area and will be giving away some fantastic goodies and offers so please stop by our stand 537 and say hello - it would be great to meet you if you are there.</p>
<p><span class="font-size-4"><strong>Free Networking Events</strong> </span></p>
<p>At the L&D Show there are some great 'fringe events' that are free to attend and would provide great networking opportunities and well as help you learn new things and develop </p>
<p>Are you responsible for HR or L&D in an SME, or are you a lone practitioner in a larger organisation?</p>
<p>If do take a look at this great free event running at the end of day one at the L&D Show </p>
<h3 class="entry-title"><strong><a href="http://community.dpgplc.co.uk/events-cpd/free-networking-at-l-d-show-for-sme-hr-and-l-d-learn-connect-do">Free Networking at L&D Show for SME HR and L&D : Learn > Connect > Do</a></strong></h3>
<p></p>
<p><span class="font-size-4"><strong>Learning at Work Week is back</strong></span></p>
<p>This is a great opportunity to raise awareness of around learning and development in YOUR organisation. You can find out more and access a heap of free resources <strong><a href="http://www.campaign-for-learning.org.uk/cfl/learningatworkweek/" target="_blank">here</a></strong></p>
<p>Alison Simmons is already thinking about how she will use this campaign to raise awareness and wants to share any ideas you may have - take a look below </p>
<p><strong><a href="http://community.dpgplc.co.uk/learning-professionals/anyone-doing-a-learning-at-work-week-event-this-year" target="_self">Anyone doing a Learning at Work Week event this year?</a></strong></p>
<p>Lot's of things happening and lots of opportunity to connect, share and learn.</p>
<p>So are you ready for May and to make the most of the opportunities out there?</p>
<p>If there is anything else happening or things your doing then let us know!</p>
</div>2014 - get working on your Networking...https://community.dpgplc.co.uk/blog/2014-get-working-on-your-networking2014-01-04T16:25:03.000Z2014-01-04T16:25:03.000ZPerry Timmshttps://community.dpgplc.co.uk/members/PerryTimms<div><p>When asked to contribute something for a draft article for People Management on Networking for HR professionals (via the ultra cool and nice Grace Lewis), I went to town a bit.</p><p>I am a bit renowned for networking and certainly not one to hide my light under a bushel (a bushel is incidentally a UK measure of 8 gallons used for food and drink) I thought I’d draft out something. Well that something became a rather long thing. Grace used a few quotes but here’s my entire piece which I hope helps those out there wanting to improve their networking. Grace’s punchy article is here <a rel="nofollow" href="http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2014/01/03/how-to-be-a-better-hr-networker.aspx">http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2014/01/03/how-to-be-a-better-hr-networker.aspx</a>)</p><p><strong>People Management Magazine feature: the Perry guide to networking for HR Professionals</strong></p><p>Networking. It appears to have always been the case of “it’s not what you know, it’s who you know”. From pre-industrial nobles and royals networking across borders and clans to keep their interests, trade routes and marriage lines healthy; to post-industrial building up of contacts and clients to help with sales, commissions and more. Networking has never been more important or as easy as it is now surely? The world is a smaller place thanks to digital technology connecting us.</p><p>In many respects yes, and in other respects no. Being more connected doesn’t always mean better connected.</p><p>Surely Marketers are best and Financiers worst? No, not that stereotypical either yet it is true that some industries and specialisms thrive on networking – the acting and fashion/design worlds – I’d wager a huge bet success here are largely about who you know.</p><p>And what about specifically for HR professionals? Isn’t networking hard-wired into HR with it being the “people profession”? Not as much as you’d might think.</p><p>Isn’t it an extroverts kingdom where introverts just don’t get a look in? Not necessarily as cliched as that either. Networking can be done clumsily, over-eagerly and just downright noisily and that isn’t effective. Considered, genuine, gentle networking is probably the best way.</p><p>This piece looks at WHY you should be good (or better) at networking as an HR professional; WHERE you can put your networking skills to good use and HOW you can make the most of networking.</p><p><strong>WHY?</strong></p><p><em>So why should HR professionals be good/better at networking? Sure it IS the people profession so relationships are a key part of the success factors for HR practitioners inside and outside of organisations.</em></p><p><strong>Why part 1 – think recruitment.</strong></p><p>If you’re looking to hire THAT specialist for a role, you often think back to the last time you worked with someone who did that role. Or you tap up someone who you know is supremely networked to share their views on who the industry experts are to look out for. Whilst it’s not about some kind of nepotism or blinkered thinking, having people in your network to either find you the right person or be the right person can take a whole lot of effort and risk out of the situation of a critical hire. Of course there are downsides in that you might not spot that raw talent you don’t know about but if people are good, someone, somewhere will know about them and the more networked you are the more you’re likely to be just a couple of degrees away from that next superstar.</p><p><strong>Why part 2 – think innovation & ideas.</strong></p><p>The more connected you are, the more people in your network you have, the more you can rely on someone within that band being a breakthrough thinker; a true ideas generator and likely to stimulate you into new ways of thinking about problems to solve and products/services to create. The more diverse your network (in terms of demographics and experiences) the more likely you are to be connected to an innovation architect/creator.</p><p><strong>Why part 3 – think help, support and assistance.</strong></p><p>Not necessarily innovation or breakthrough thinking but capacity/capability to plug and people you know can help you do that. You’re good – sure. But you’re better with other people around and behind you. The bigger your network, the more tightly constructed the network the chances are you’re going to fall over the help you need and not have a tiring and fruitless pursuit for help and support. Technical, psychological, physical, spiritual – whatever format it takes. Your network can be your biggest source of generosity and willingness. You do have to put in to get out, but if you do “put in” and help/support others, the benefits are huge.</p><p><strong>Why part 4 – think learning and professional development.</strong></p><p>More and more of the learning you do is not from formal avenues like courses, academic qualification programmes or even in-house learning, it’s from your network. They know TONS of information; have a massive array of skills and a wide range of approaches and experiences. They can and should become your Personal Learning Network and none of it is manipulative, disingenuous or undeserved. If you get a lot of learning from your network, it’s probably because you deserve it, have generated lots for others and so it’s a payback thing.</p><p><strong>WHERE?</strong></p><p><em><strong>So that’s why – WHERE do I start/continue/enhance my network?</strong></em></p><p>In HR there are probably as many if not more than other professional bodies – many HR events are learning-specific events for HR professionals and others. Networking from courses, workshops, briefings and events is possibly the most natural source of networking there is. On top of this, conferences and roundtables are almost built AROUND networking. People go to these events expecting networking and so it’s hardly like you’d have to force yourself on people.</p><p>Of course being a CIPD member helps as the local branch structure is – again – built around networking as a key component of all the 4 “why” elements mentioned above. Local branch meetings, events, joint branch meetings/events and online groups provide instant access to local practitioners who may just be the key person in your network to help you and you help them.</p><p>Online is the other where – and no more than on social networking platforms – of course! Not everyone’s cup of tea BUT a great place to expand and enhance the network through LinkedIn and LinkedIn groups; Twitter followers and twitter hashtag chats; reading, sharing and commenting on blogs and wiki threads are the modern digital equivalent of “working a room” or “being on the circuit”. It’s clearly not the ONLY place to network but it’s certainly enhanced the “real” world especially for HR professionals with specialist sub-groups and the overarching ConnectingHR network having hundreds of HR professionals connected from across the world together with the CIPD’s 24,000 LinkedIn and 40,000+ twitter followers means this is a very connected place to be.</p><p><strong>HOW?</strong></p><p><strong><em>OK, we get why, and we get where but HOW do you network well?</em></strong></p><p>Probably the most asked question. Some people just don’t feel like they’ve got the right approach, banter or levels of interest to become a better networker.</p><p>How is of course linked to how you operate as a human being as well as a professional working in HR. My own tips come from years of going to events, having to work in national and cross-border roles and working in sectors where the more people you knew from across different agencies and organisations, the better equipped you were to get good consultative inputs to new proposals for business models to legislative changes.</p><p><strong>Tip 1 – be yourself; natural and comfortable.</strong> No need to have rehearsed lines to butt into a conversation or make your mark, just be yourself – introvert or extrovert matters not. The least natural you are, the more likely people are likely to be lukewarm towards you. Think David Brent – then be nothing like him.</p><p><strong>Tip 2 – be curious and interested in what others are about/saying and they’ll be the same with you.</strong> You may not think you’re interesting but let others be the judge of that. Start from the point that what you do, who you do it for and where you do it from are facts and start the curiosity trail off – if someone says they are an “information architect” be honest and say “sounds interesting but I really don’t know much about that role, please tell me more…” Repeating back a few key words shows you’ve listened and helps the person feel you’ve understood and appreciated what they do. They are FAR more likely to do the same back to you – and who knows, you may just find yourselves experiencing similar issues (tight budgets and low skill levels in your teams) which you share – then bingo you never know how you might be able to help each other out!</p><p><strong>Tip 3 – If you need to, be tactical in your networking .</strong> You may love to find someone who knows payroll modelling between US and European roles, then scan the guest list at a Comp & Ben conference and see people who work for US/EU corporations or who have the role HR Payroll Analyst in their role title and seek them out. Nothing wrong with focused networking – it’s not insincere or inhuman, just focused and very purposeful. Being honest about it shouldn’t do you any harm and remember the tip 1 to be yourself and honest/sincere.</p><p><strong>Tip 4 – Even if you dread approaching people, anchor your thoughts on positive networking experiences you’ve had</strong> either as the recipient of a networking conversation or the instigator of one. Enjoying networking and having fun meeting and talking to new and interesting people tends to take the edge of things and creates a naturally comfortable atmosphere. Serendipitous networking often generates way more than you’d expect. Queuing for coffee, reading the pre-conference handout around a tall coffee table, popping the coat in the cloakroom, needing the wifi password – all opportunities to strike up the conversation and move from smalltalk to professional interchange.</p><p>Most of all I think <strong>HR Professionals NEED EACH OTHER.</strong> Yes, we may network within our own organisations yet we all know, there’s a lot of HR practitioners who feel their organisation tolerates them, doesn’t appreciate the function and views it as a policing and compliance only part of the business. So we need to take comfort from other professionals who have experienced this but come out “the other side”; to share spoils and successes so we may model and repeat great practice methods; stretch our thinking (don’t benchmark – stretchmark) to create a truly great company to work for and also feel the solid support of others in our profession who are in it for all the right reasons.</p><p><strong><em>Building alliances, creating innovation hubs and generating collective wisdom ONLY comes from networking.</em></strong> Your best hire, your next role, your next success probably will come from networking more than you give it credit for.</p><p>So it’s not what you know, it’s that PLUS who you know and what and who THEY know that really makes the difference.</p><p><em><strong>The clue is in the name netWORKING so if you’re in HR, my advice is get working on networking!</strong></em></p></div>Holding back? Don't!https://community.dpgplc.co.uk/blog/holding-back-don-t2013-02-14T17:00:00.000Z2013-02-14T17:00:00.000ZHayley Brownhttps://community.dpgplc.co.uk/members/HayleyBrown<div><p><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1357231?profile=original"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1357231?profile=RESIZE_320x320" width="283"></a>I was talking to a colleague yesterday on the subject of helping people and sharing. I explained that in the past few weeks I have been able to help people and get help numerous times through using the fabulous DPG Community. She said, or rather demonstrated something funny, which I liked ‘Why some people behave like this (puts head down and arms around paperwork in a Kevin the teenager manner) I will never know, if I know the answer I will always help".</p>
<p>I totally agree with this way of thinking and I think it’s great that I sit next to someone who has both common sense, company smarts and the ability to make me laugh. In my experience there are a few things which stop people from sharing and participating in person but more so on social media sites and networks
<strike>
.
</strike> I think of them as troublesome little gloopy monsters which get inside our heads and stop us, sometimes before we've even started – the ‘What ifs’</p>
<p> “What if....”</p>
<p><b>I sound silly</b> – We all worry about losing face at times. <i>Please</i> remember you are a smart, talented professional and also remember that you are a human being. You have loads of worthwhile, humorous, cautionary, interesting experiences to share as well as lots to learn. We all get stuck sometimes, need information or guidance. It’s totally OK to ask for help or insight from peers and this doesn't mean that you can’t do your job/are inefficient/naive. What it does mean is that you are committed to doing your job in the most effective way as you are seeking a wide range of opinions in order to choose the <b>best</b> option, rather than the <b>same</b> option. Social helps us to build relationships and to do that effectively we need to make ourselves a bit vulnerable. After all, nobody knows <i>everything. </i>To avoid being too needy I try to observe a 2:1 ratio; for every one thing I ask, I try to share or input my opinion on two more things.</p>
<p><b>I’m giving away knowledge that makes me valuable</b> – If you think that sharing information means you are going to lose your job, or be less marketable as an employee, well you could be right. However, lack of willingness to share, collaborate and communicate in a group is more likely to be the presiding factor in this rather than giving up knowledge. Employers frequently cite silo working as an issue in their organisations; there is a growing trend now for this to be considered when recruiting/promoting. Organisations are increasingly moving from valuing of ‘you are what you know’ to ‘you are what you share’ as performance boosting behaviours take more of a centre stage in considerations when recruiting and rewarding people.</p>
<p><b>It’s already been said</b> – If you are directly lifting information from a source, of course you need to reference it. There is a lot of stuff on the internet, but there is also a lot of stuff not on there. You could be asking the question that 10 other people wanted to, but dare not. Start from a point of writing for your own development - that way it does not matter if you are saying it again. Provide your take on the matter; label it as a personal view and how you came to this conclusion.</p>
<p><b>Someone disagrees with my opinion or challenges me negatively -</b></p>
<p>Firstly, never feed a troll – a troll is someone who goes out onto the Internet with the sole purpose of winding us up! To recognise when a comment requires a response you need to decide if it’s important, relevant and that you understand what the person is saying. I prefer to give people the benefit of the doubt and check my understanding first. Always remember that if something is truly a low blow, it normally reflects badly on the commenter rather than you.</p>
<p>I have worked hard to banish my own ‘What Ifs’. Social tools are increasingly becoming a part of organisational life and we in HR need to use all of our CIPD professional behaviours to participate, particularly curiosity, courage and most importantly acting as a role model. Why not start on the DPG Community?</p>
<p>I’d love to know:</p>
<p><em><strong>Do you have any What Ifs?</strong></em></p>
<p><em><strong>How are you overcoming them?</strong></em></p>
<p><em><strong>Is anything stopping you from overcoming them?</strong></em></p></div>