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Calif. Data Breach Law Expands Credit Monitoring to Victims


Businesses in California now have added motivation to protect residents’ personal information after Gov. Jerry Brown signed A.B. 1710 into law Sept. 30, 2014, amending the state’s data breach notification law.

Effective Jan. 1, 2015, the new law requires companies that experience a data breach to not only notify affected people, but also provide “appropriate identity theft prevention and mitigation services” at no cost for at least 12 months, if the breach exposed or may have exposed specified personal information. The law also expands the scope of protections for personal information and prohibits the sale of individuals’ Social Security...


Grace Hopper ABC’s for Men


Insights and Inspiration from the 2014 Grace Hopper Celebration of Women in Technology

“It takes a great man to be a good listener” Calvin Coolidge

The 14th Grace Hopper Celebration (GHC) of Women in Computing had a record year for attendance, with over 8,000 people, including over 400 men, converging on Phoenix to share deep technological insights and work on the advancement of women in technology. As one of those men, I found it to be an enlightening and inspiring conference. For your reference, a lot...


Executive Book Club: October 2014

Analytics at Work: Smarter Decisions, Better Results

Most companies have massive amounts of data at their disposal, yet fail to utilize it in any meaningful way. But a powerful new business tool, analytics is enabling many firms to aggressively leverage their data in key business decisions and processes, with impressive results. In their previous book, Competing on Analytics, Thomas Davenport and Jeanne Harris showed how pioneering firms were building their entire strategies around their analytical capabilities, rather than "going with the gut".



A Scarf For The Winter

There is no silver bullet for performance management: not an app, platform or systematic flow chart. It turns our that managing performance is as much about knowing your people as it is knowing the metrics of their performance.

So, how can we engage a variety of personalities in one scaled process? Let's review the SCARF formula for employee motivation:


... it's pretty simple, if you understand which of the above mentioned characteristics are of the greatest (and least) priority to...


From Telescopes to Microscopes, Great Leaders Need it All


I have written before about for what I write here.  Once again I give credit to my pastor and friend, , for helping me think about leadership in a different and descriptive manner.  Today’s post will look at the differing types of vision that leaders need to have in order to be successful.  I enjoy learning from others and try to always give credit where it is due. To David I say “thank you” once more.



#Nextchat: Ebola and the Workplace

The Ebola virus has reared its ugly head inside the U.S. and is spreading at an unknown rate due to the nature of its incubation period. While guidance is available from the CDC and other health organizations, it is not entirely clear that we know everything about how the disease may be transmitted.

The “facts” and updates change hourly, so, by the time you see this post, these will have changed again.

If the virus continues on its current path, workplaces will be significantly affected. It’s important for HR and other organizational leaders to have a plan in place for how...


The Campaign for HR !!

We’re getting closer and closer to another election season.  Even though this is a “light” year for elections locally, that doesn’t stop the candidates who are running for office from filling the airwaves with commercials. And, true to form, there are few candidates who say what they’re going to do.  Instead, they spend millions of dollars to smear their opponent.  People must feel it works because it gets worse the closer you are to the actual election day.

To me it seems similar to what I see from other bloggers in the “space” when they write about Human Resources.  People...


Subtle Bias: Micro-Inequities and Macro-Inequities

I am pleased to include a link to an article I wrote last month for Entrepreneur on subtle bias:  How Entrepreneurs Can Spot Subtle Bias 

The focus is on what I collectively call “micro-indignities”: micro-inequities and micro-aggressions.

There are often are complex definitions for these terms. But the definitions can be simplified.

Generally speaking, a micro inequity is a slight that demeans or marginalizes the recipient.

Generally speaking, a micro aggression is an act that stereotypes or denigrates the recipient.

In my prior article for...


#Nextchat RECAP: Hiring Veterans - A Goldmine of Talent

On October 15, SHRM @weknownext chatted with special guest Army veteran and SHRM Director of Social Engagement Andrew Morton (@SHRMSocial) about "Hiring Veterans - A Goldmine of Talent." 

In case you missed it, here are all the informative tweets from the chat: