(AlsoNote: Have you heard the news? Now there’s another reason to look forward to Wednesdays! STARTING THIS WEEK #TChat Radio moves to Wednesday nights at 6:30pmET — just prior to our popular #TChat Twitter event at 7pmET. So tune-in live, and then join us on stream!)
Advances in data collection and analysis are shattering preconceived notions about how to find and manage talent. Increasingly, HR practitioners are looking to data for answers to important business questions. The possibilities span a broad spectrum:
Talent Pool Viability
Skills + Competency Analysis
Hire Quality + Cultural Fit
Employee + Contingent Engagement
Hiring vs. Workforce Development
Workforce Growth Rates + Costs
Talent Retention + Turnover
Overall Business Impact
So how can you effectively apply data to HR practices? That’s a question we’ll discuss at #TChat forums with two HR data experts:
To kick-off this week’s conversation, Christene joined me for a quick G+ Hangout, where she helped clarify the meaning of “Big Data” and its relationship to HR management:
#TChat Events: The Big Deal with HR Data
What do you think about workforce data and its role in business management? Whether you’re an organizational leader, an HR practitioner, or a job-seeker who wonders how data analysis will influence your career, data is increasingly relevant to professional life. So bring your point of view, and join us to share your questions, ideas and opinions to the table this week!
Tune-in to the #TChat Radio show
#TChat Radio — Wed, June 26 at 6:30pmET / 3:30pmPT
Christene and Andrew join our hosts, Meghan M. Biro and Kevin W. Grossman, for a LIVE 30-minute discussion to examine this topic up-close.
We welcome anyone with a Twitter handle to join our open, online community, as we exchange ideas live on the #TChat stream to explore this week’s questions:
Q1: Why is Big Data a bit of a misnomer when it comes to HR analytics?
Q2: What’s the difference between data, metrics and analytics?
Q3: What metrics and analytics should HR focus on, and why?
Q4: What can HR leaders do to make a business case for predictive analytics?
Q5: Why should we stop using spreadsheets to analyze talent management data?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
https://talentculture.com/wp-content/uploads/2013/06/Christene-1.jpg348639Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-06-22 13:15:272020-05-25 17:27:00HR Data: What's The Big Deal? #TChat Preview
(AlsoNote: Have you heard the news? Now there’s another reason to look forward to Wednesdays! STARTING THIS WEEK #TChat Radio moves to Wednesday nights at 6:30pmET — just prior to our popular #TChat Twitter event at 7pmET. So tune-in live, and then join us on stream!)
Advances in data collection and analysis are shattering preconceived notions about how to find and manage talent. Increasingly, HR practitioners are looking to data for answers to important business questions. The possibilities span a broad spectrum:
Talent Pool Viability
Skills + Competency Analysis
Hire Quality + Cultural Fit
Employee + Contingent Engagement
Hiring vs. Workforce Development
Workforce Growth Rates + Costs
Talent Retention + Turnover
Overall Business Impact
So how can you effectively apply data to HR practices? That’s a question we’ll discuss at #TChat forums with two HR data experts:
To kick-off this week’s conversation, Christene joined me for a quick G+ Hangout, where she helped clarify the meaning of “Big Data” and its relationship to HR management:
#TChat Events: The Big Deal with HR Data
What do you think about workforce data and its role in business management? Whether you’re an organizational leader, an HR practitioner, or a job-seeker who wonders how data analysis will influence your career, data is increasingly relevant to professional life. So bring your point of view, and join us to share your questions, ideas and opinions to the table this week!
Tune-in to the #TChat Radio show
#TChat Radio — Wed, June 26 at 6:30pmET / 3:30pmPT
Christene and Andrew join our hosts, Meghan M. Biro and Kevin W. Grossman, for a LIVE 30-minute discussion to examine this topic up-close.
We welcome anyone with a Twitter handle to join our open, online community, as we exchange ideas live on the #TChat stream to explore this week’s questions:
Q1: Why is Big Data a bit of a misnomer when it comes to HR analytics?
Q2: What’s the difference between data, metrics and analytics?
Q3: What metrics and analytics should HR focus on, and why?
Q4: What can HR leaders do to make a business case for predictive analytics?
Q5: Why should we stop using spreadsheets to analyze talent management data?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
https://talentculture.com/wp-content/uploads/2013/06/Christene-1.jpg348639Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-06-22 13:15:272020-05-25 17:31:53HR Data: What’s The Big Deal? #TChat Preview
The HR community is so generous! This week at the SHRM conference in Chicago, as well as in online #TChat discussions, you’ve helped Achievers and TalentCulture spotlight issues and opportunities facing the next wave of graduates who are entering the workforce.
The ideas flowed freely throughout the week, from the moment we started pouring margaritas at our #SHRM13 booth! Below are summary points about key #TChat topics, followed by resource links and a Storify highlights slideshow. Thanks to everyone for contributing such useful insights!
Social Tools For Job Seekers
LinkedIn received resounding support as the top social hiring hub. Twitter earned some votes as a secondary portal, with other major players like Facebook and Google+ mentioned in supporting roles.
An interesting sidebar thread touched on tools for showcasing professional portfolios. Pinterest was mentioned as a smart choice, as well as tools designed specifically for portfolios, such as Seelio.
Onboarding Improvement
Mentoring received popular support as a way to strengthen employee indoctrination. Workplace “sherpas” are a natural, easy way to introduce new hires to company culture, workgroup standards, and individual responsibilities. And #TChat-ters agreed that this practice is effective for both recent grads, as well as workforce veterans.
“Buddy systems” were also mentioned as a way to connect new hires with one another as they move through the new-hire experience together. Seasoned employees can offer organizational context, but new hires can bond as they learn from each other, in parallel.
The #TChat community universally applauded continuous constructive feedback, and @Achievers couldn’t agree more. Several chat participants pushed the concept further — indicating that those who are responsible for providing for feedback should also ask for feedback and suggestions, in return.
Why Recognize Employees?
This point might be preaching to the choir, because #TChat-ters were emphatic about recognizing great performance. But it’s noteworthy that two kinds of benefits were mentioned:
1) Human motivation: Many responses focused out how important it is for individuals to hear about their progress — especially when they meet or exceed expectations.
2) Business advantage: Other comments focused on the fact that recognition helps align employees — reinforcing and redirecting work to keep everyone moving together toward organizational goals.
Improving Retention
To engage recent hires, you recommended multiple ways of involving them in the organization. We couldn’t agree more! Offering meaningful work, fostering an inclusive team environment, and tying individual contributions to a broader mission keeps employees engaged and coming back for more.
It’s important to ask for opinions, provide opportunities for growth, and demonstrate consistently that employees are valued. If you inspire passion in your employees, they’ll reward you — not only by remaining loyal, by being your most consistent and vocal ambassadors.
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered advice about how companies should attract and retain next-generation talent. Read “Smart Leaders Engage Tomorrow’s Workforce.”
MON 6/17
Margarita Monday Meet-up:#SHRM13 attendees timed-out with Meghan and Kevin at the Achievers booth, while hearing about the latest research on “The Class of 2013: Understanding the Needs of the Future Workforce.” If you missed this event, we invite you to attend the Achievers webinar on June 26 (or on-demand after that date).
WED 6/19
#TChat Twitter:#TChat-ters came together on the Twitter stream for our dynamic weekly idea exchange. If you missed the real-time Twitter action, or would like to review highlights, watch the slideshow below:
#TChat Twitter Highlights: “Looking Forward: Class of 2013”
NOTE TO BLOGGERS: Did this week’s events prompt you to write about the Class of 2013, or future workforce opportunities and challenges? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
Until then, the World of Work conversation continues each day. Join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.
See you on the stream!
(Author Profile: Katie Paterson is the Social Media Community Manager at Achievers, where she is focused on building an online community of Human Resources professionals who want to learn how engaged employees can impact business results. She is passionate about the world of social media, its impact on the workforce, and how it can be integrated into the our lives personally and professionally.)
https://talentculture.com/wp-content/uploads/2013/06/1029826_81099960.jpg351700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-06-20 17:08:162020-05-25 17:26:49Class of 2013 Goes To Work #TChat Recap
Buzz is everywhere in Chicago and on social media channels, as nearly 20,000 human resources professionals descend upon the city for the annual SHRM Conference & Exposition.
And, as Kevin W. Grossman noted in his recent SHRM “save-the-dates” post, he and his TalentCulture co-founder, Meghan M. Biro will be working the aisles, leading live events and posting updates on the #SHRM13 Twitter backchannel throughout the week.
As promised, below are details of #TChat events that talent-minded professionals don’t want to miss. So join us! Whether you’re live on the floor, or half-a-world away — the lights are always on, and you’re always welcome to contribute to our “world of work” conversation!
Bolder. Better. Stronger.
Visit the SHRM conference community site
These three words capture the aspirations of #SHRM13 organizers. Nice choice. To those of us at TalentCulture, they represent the promise of a workforce that is empowered to redefine organizational culture and performance. It’s a fearless approach to the future. But talent-minded professionals don’t have to go it alone. Instead, we can leverage the power of a broader professional community — sharing ideas and experiences that can move us all forward, faster.
It’s one thing to recognize the importance of connecting with next-generation workers. But that begs another question: What can organizations do to drive engagement? It’s time to share some credible insights. And that’s the focus of our special “Class of 2013” #TChat events this week:
Learn more about the #SHRM13 Meetup
MONDAY JUNE 17 — 3:15-4:00pm Central Time (4:15pmET/1:15pmPT) Margarita Meet-up at Achievers Booth #2455 “Class of 2013” Panel Discussion
Not to be missed. Meghan and Kevin will multi-task — mixing margaritas while moderating a live panel of HR executives! This should be a fun and fascinating discussion. We’ll highlight key results from a recent workplace expectations survey of 10,000+ graduating students, conducted by our partners at Achievers, in association with ConnectEDU.
WEDNESDAY JUNE 19 — 6:00-7:00pm Central Time (7-8pmET/4-5pmPT)
#TChat Twitter — with Moderator, Katie Paterson, Community Manager, Achievers
“Looking Forward: The Graduating Class of 2013”
Let’s talk in more depth about why and how the next generation of leaders is influencing change across all HR functions — from recruiting, onboarding and development, to peformance management, recognition and retention. More importantly, what do these changes imply about the future of work, and the nature of employer/employee relationships?
Q1: What digital “social” tools are job seekers using today to leverage their networks and find jobs. Why?
Q2: How do orgs improve onboarding for new grads with little or no work experience? For seasoned veterans?
Q3: If performance drives business, how often should employees be evaluated and why? What about PT and contract?
Q4: Why is it important to recognize the individual in the workplace regardless of age or experience?
Q5: What can HR leaders do to improve retention for hired new grads and all talent ecosystems?
What are your thoughts? Whether you’re onsite or not, we hope you’ll weigh-in with your ideas, questions and opinions.
We’ll see you here in Chicago — and on the stream!
Let’s say you’re trying to buy a jacket online. There’s a problem with your purchase, so you call customer service, and they put you on hold. (Waiting…) Finally you reach a robot voice informing you that the call center is closed. You really want the jacket, so you persist.
Hours (or perhaps even days) later, you connect with a live representative who is unable to offer the assistance you need to resolve the problem. What seemed like an easy problem to fix has become a headache, a time-suck, and a shadow over your relationship with the company. Not only is this jacket transaction in jeopardy, but the next time you’re in the market for clothes, you’re likely to shop somewhere else.
What’s Wrong With This Picture?
So, what really happened in this scenario? The company failed in a critical way — it did not provide clear pathways of communication and support to resolve your issue, at the moment of need. The brand has lost credibility with a “ready-t0-buy” customer, the company has damaged its relationship with you, and the outcome will translate into lost revenue now and perhaps in the future.
How does this customer experience story translate to the human resources side of business? The audience may be different, but the takeaway is identical: For both customer and employee engagement, communication is vital — especially when issues arise. Just like customers, employees want the ability to ask question, discuss problems, offer constructive feedback and propose suggestions. They want to feel that their concerns and ideas are heard and addressed.
These are the fundamentals of employee engagement. It is HR’s job to support engagement in the workplace, from end-to-end, and clear lines of communication are the most effective way to accomplish that.
4 Workplace Communication Strategies
When I think about my own experiences, both as a customer and as an employee, it’s easy to remember the times when I felt I was heard — or not. Based on those experiences, here are my top four communication strategies for boosting engagement:
1) Be Available: To improve the way an organization works, employees need a champion — someone on the inside to share suggestions with. It doesn’t matter whether this ambassador is a manager, an HR representative, a colleague, or event a group of peers. What matters is that there is clearly a door through which individuals can bring questions, concerns and opinions.
2) Listen To My Needs: Don’t be too quick to dismiss new ideas. Every employee has a unique perspective, and although every suggestion won’t be feasible, each one should be valued. Suggestions reflect your employees’ individual experiences, and therefore, represent part of your company’s culture. Validate ideas by acknowledging contributions, as well as the spirit behind them.
3) Be On My Side: Every team needs a leader whom they can trust to represent their best interests. And every employee needs a champion who will be their advocate, even in their absence. When you demonstrate support for others, you reinforce their value within the organization. No one likes to feel unimportant — from there it’s a short step to disengagement.
4) Find A Solution: Not all feedback can be put into action — sometimes for very good reasons. However, leaders and employees can work together to examine the root causes of a key issue, or to integrate appropriate elements of a suggestion, or to brainstorm and investigate other solutions. This follow-through shows employees that their voices matter.
Have you tried these or other communication techniques to improve employee engagement? What worked for you? Share your experiences in the comments area below.
From the moment I skimmed the pages of Flat Army, I knew that this would be a profoundly rewarding “mind meld” relationship. That seems to be happening more frequently these days. I guess it’s one of the perks of spending most of my waking hours connecting with people who are on missions to unleash the best of human potential in the world of work.
During the months that have followed since I met Dan, he and his “Flat Army” open leadership model have validated what I have always believed:
Collaboration isn’t about being best friends, or even necessarily liking everyone you work with. It is about putting your baggage aside, bringing your best self to the table, and focusing on a common goal — a higher purpose.
Finding Proof: What’s On Your List?
Here’s why collaboration can make a difference. Take a quick moment, and make a list five products or services that you that you never want to live without. No rush — I’ll wait. OK. Got your list? Here’s mine: The iPhone. Downton Abbey. Pinterest. Kit-Kat Bars. Twitter.
Now, guess what? Every one of those items is the result of a successful collaboration. And I bet there’s a team effort behind every one of your “must haves,” too. Sure, some half-crazy genius like Steve Jobs may bring inspiration to the table. But inspiration without collaboration is just a lot of great ideas that easily vaporize before they see light of day.
Collaboration: Why And How
Hopefully, I’ve made a convincing case for WHY collaboration counts. But that’s only part of the equation. We also need a roadmap for HOW to make it happen. And Dan’s “Flat Army” is just the ticket. Together, our vision is complete. “Just like peas-and-carrots,” as Forrest Gump might say. Or at least that’s how I see it!
So this week, it seemed natural to fire-up the TalentCulture social engine, and ask all of you to weigh-in with your ideas about both the “why” and “how” of collaborative leadership. And as always, we weren’t disappointed! I invite you all to review this week’s highlights and resources below. And I thank you all for your collaborative contributions — this week and every week.
As I said in closing my Forbes post (and as I believe even more strongly now), if you want to see what the potential for collaborative success looks like, you don’t need to look far, my fellow community members. Just look in the mirror. It starts with you.
#TChat Twitter:#TChat-ters joined us on Twitter to share opinions and ideas about the role and impact of open leadership in today’s world of work. If you missed the event, or want to review highlights, watch the slideshow digest below:
SPECIAL THANKS: Again, thanks to guest Dan Pontefract! We’re inspired by your example and your passion for learning and leadership.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about your experience with workplace collaboration, learning and leadership? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, the Society For Human Resource Management annual conference takes Chicago by storm (#SHRM13)! That means we won’t have a Tuesday Radio show. But fear not! #TChat co-creator, KevinWGrossman and I will be reporting from the floor throughout the week — and we’ll drive two #TChat LIVE events:
1) A special “Margarita Meetup” panel discussion on Monday at 3:15pm in the Achievers booth;
2) A related #TChat session at our regular 7pm time on Wednesday.
https://talentculture.com/wp-content/uploads/2013/06/httppixabay.comenopen-neon-note-entry-light-70835-001.jpg311624Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-06-13 15:22:052020-05-25 17:21:50Connecting With Collaborative Leadership #TChat Recap
It’s the most overlooked aspect of employee engagement. And yet, it’s the aspect that matters most — especially if you’re in the graduating class of 2013, and stepping into a still uncertain, fragile global workforce economy.
I’m talking about the emotional element of the employee experience. And that’s not just a hunch. According to recent workforce engagement research, emotional commitment is 4x more powerful than rational commitment in driving employee effort. In other words, when employees are rationally committed to an organization, they’ll stay if they believe it is in their self-interest to do so. But when employees are emotionally committed — when they believe in the value of their job, their team, and their organization — they exert discretionary effort. And discretionary effort is where the engagement magic happens.
That news probably doesn’t surprise you any more than it surprises me. I’m a big believer that we’re loyal first to the work we do, then to the teams with whom we work, and last to the organization that hired us. A sense self worth and job worth is critical, if we want to feel valued on the job. But unfortunately, too often, organizations tend not to focus on these realities.
Time To Rearrange Priorities?
The chief workplace management and well-being scientist at Gallup suggests a fresh approach. In a recent FastCompany interview, Dr. Jim Harter explains that, because individuals have a core need to feel appreciated and valued, organizations should be extremely generous with praise and recognition. In fact, I’d argue that we thrive not only on praise and recognition — but also on continuous constructive feedback about where and how to improve. Both encouragement and guidance are keys to performance and growth.
Learn more about the Margarita Meetup at SHRM
But in truth — it’s a stretch to find either, in today’s environment. Harter’s research indicates that nearly 3 of every 4 U.S. workers are either disengaged or actively disengaged from their jobs. Over half are willing to show up for work, but generally do only the minimum required. And another 20% are intentionally counter-productive. I doubt there’s much positive feedback or encouragement happening in those scenarios.
How Do We Turn This Around?
We can’t change what we don’t acknowledge. So I propose that we not only acknowledge the issue — but actively talk about how the “world of work” can tackle disengagement head-on. And what better venue than the SHRM Conference & Exposition next week in Chicago?
Come talk with us and other HR executives and practitioners about this and related issues! My TalentCulture co-creator and #TChat forum co-host, Meghan M. Biro, will join me as we work the #SHRM13 aisles and report LIVE throughout the conference. And don’t forget to save the date for a #TChat double-header next week:
MONDAY JUNE 17 — 3:15-4:00pm Central Time (4:15pmET/1:15pmPT) Margarita Meet-up at Achievers Booth #2455 — “CLASS of 2013” Panel
Join our LIVE discussion, focused on results from a recent survey of 10,000+ graduating students. (We’ll post more details in this weekend’s #TChat Preview.)
WEDNESDAY JUNE 19 — 6:00-7:00pm Central Time (7-8pmET/4-5pmPT)
#TChat Twitter — A Closer Look at the Graduating Class of 2013. For more details, look for our weekly Preview post this weekend, here at TalentCulture.
We’ll see you in Chicago — and on the stream!
https://talentculture.com/wp-content/uploads/2013/06/SHRM2013_Chicago.jpg231624Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-06-12 12:40:192020-05-25 17:21:37Feeling The Future Of Work: #TChat Meets #SHRM13
What does your workspace say about you? About your organization?
This may have never crossed your mind – but it really should. Workspaces can spur on any number of positive behaviors and organizational outcomes. Your surrounding environment has the potential to enhance opportunities for communication, encourage creativity, and possibly provide the needed spark for innovative thought. I find that workspaces are the most underrated of workplace variables. The power is there – but we often fail to acknowledge that power.
Workspaces are quite telling, as they often seem to reflect what is operating on a deeper level. I’ve seen all sorts of spaces – cluttered environments, dark conference rooms and walls without color. These environments always seem to say something about its residents. It saddens me, when I walk into an organization and I feel no energy – workspaces reflect this. We internalize the essence of what is around us, and workspaces are no different.
Imagining the Possibilities
Ultimately what is right for you, or your organization, workspace-wise is a personal choice. However, there are so many unique options available to express your work life or the culture of your organization. (Steelcase offers some inspiring ideas. See several design directions here and here). There is really no wrong answer to the workspace question – the question just needs to be asked.
So, what is your workspace contributing to your work life? Your organization?
Benefits in Every Corner
As much as we’d like to think that skills are the only factor contributing to excellence, the fact remains that where we work contributes to how we work. Here are just a few reasons to pay attention to the physical space where you work:
Form follows function: If you don’t have a workspace that flows with your work, it is likely that you will be less productive. Workspaces should support your intended activities.
Surroundings can help you create: Working in a well-designed space can help spark ideas. Qualities such as color, lighting, sound, office configuration and furniture — all come into play. The right workspace design can enhance the creative process.
Project a positive image: Your physical space is a reflection of how you see yourself and your business. The style, form and function of your space, all contribute to this. If you work in the creative realm (advertising, design, etc.) your workspace is even more critical – as it reflects what you can do for your clients.
Beneath the Surface
Becoming more effective can possibly start on the surface and trickle down to the other aspects of your work life. When you really think about it – sometimes “rearranging the furniture” is much more than it seems. Some ideas to consider:
A little peace: Wherever you are — on the road, or at home base — incorporate some calming elements. Work life can be mired in drama, so utilize your work space as a key to regain balance.
An inspiration: Your workspace can be an energizing force in your work life. Fill your work environment with people, conversation and visual cues that help you feel positive and successful.
A reflection: At the very core, your space should convey the respect you hold for your work, and what you have set out to accomplish. Your surroundings should celebrate not only your past, but where you intend to go.
How does your work space reflect you and your work? We’ll be discussing this topic at #TChat forums this week (May 14/15) — so join the conversation — or weigh-in with your comments below!)
https://talentculture.com/wp-content/uploads/2013/05/Mad-Men-Drapers-Office_TalentCulture.jpg350700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-05-07 11:00:562020-05-25 16:54:32Your Workspace: How's It Working for You?
What does your workspace say about you? About your organization?
This may have never crossed your mind – but it really should. Workspaces can spur on any number of positive behaviors and organizational outcomes. Your surrounding environment has the potential to enhance opportunities for communication, encourage creativity, and possibly provide the needed spark for innovative thought. I find that workspaces are the most underrated of workplace variables. The power is there – but we often fail to acknowledge that power.
Workspaces are quite telling, as they often seem to reflect what is operating on a deeper level. I’ve seen all sorts of spaces – cluttered environments, dark conference rooms and walls without color. These environments always seem to say something about its residents. It saddens me, when I walk into an organization and I feel no energy – workspaces reflect this. We internalize the essence of what is around us, and workspaces are no different.
Imagining the Possibilities
Ultimately what is right for you, or your organization, workspace-wise is a personal choice. However, there are so many unique options available to express your work life or the culture of your organization. (Steelcase offers some inspiring ideas. See several design directions here and here). There is really no wrong answer to the workspace question – the question just needs to be asked.
So, what is your workspace contributing to your work life? Your organization?
Benefits in Every Corner
As much as we’d like to think that skills are the only factor contributing to excellence, the fact remains that where we work contributes to how we work. Here are just a few reasons to pay attention to the physical space where you work:
Form follows function: If you don’t have a workspace that flows with your work, it is likely that you will be less productive. Workspaces should support your intended activities.
Surroundings can help you create: Working in a well-designed space can help spark ideas. Qualities such as color, lighting, sound, office configuration and furniture — all come into play. The right workspace design can enhance the creative process.
Project a positive image: Your physical space is a reflection of how you see yourself and your business. The style, form and function of your space, all contribute to this. If you work in the creative realm (advertising, design, etc.) your workspace is even more critical – as it reflects what you can do for your clients.
Beneath the Surface
Becoming more effective can possibly start on the surface and trickle down to the other aspects of your work life. When you really think about it – sometimes “rearranging the furniture” is much more than it seems. Some ideas to consider:
A little peace: Wherever you are — on the road, or at home base — incorporate some calming elements. Work life can be mired in drama, so utilize your work space as a key to regain balance.
An inspiration: Your workspace can be an energizing force in your work life. Fill your work environment with people, conversation and visual cues that help you feel positive and successful.
A reflection: At the very core, your space should convey the respect you hold for your work, and what you have set out to accomplish. Your surroundings should celebrate not only your past, but where you intend to go.
How does your work space reflect you and your work? We’ll be discussing this topic at #TChat forums this week (May 14/15) — so join the conversation — or weigh-in with your comments below!)
https://talentculture.com/wp-content/uploads/2013/05/Mad-Men-Drapers-Office_TalentCulture.jpg350700Dr. Marla Gottschalkhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngDr. Marla Gottschalk2013-05-07 11:00:562020-05-25 16:54:44Your Workspace: How’s It Working for You?
For geeks in the TalentCulture community, this was a red-letter week. We saw an impressive spectrum of innovative technology solutions roll through the HRO Today Forum in Philadelphia.
As planned, TalentCulture founders, Meghan Biro and Kevin Grossman were on-hand each day — sharing photos, updates and color commentary, live on the #TChat stream. It was like opening a virtual window into the state of HR innovation — and along with it, a perfect springboard to discuss promising “world of work” technologies and best practices.
I dialed-in from a distance, and couldn’t help feeling drawn to the energy of the iTalent innovation showdown (which Connect6° won, by the way), as well as the enthusiasm of #TChat-ters who openly exchanged ideas about HR tech at our Wednesday Twitter discussion. (See complete highlights in the Storify slideshow near the end of this post.)
Key Takeaway: Seek Balance
So, did we reach consensus about technology’s role in acquiring and nurturing talent? Did we agree on what matters most — high tech or high touch?
Wait. That’s not the right question. This isn’t a zero-sum game. Instead, shouldn’t we ask something more useful? Try this:
How well are we balancing the natural tension between “high tech” and “high touch,” for best results in our organization?
Truth is, there will never be a “final answer.” In an ever-changing business environment, we’ll always be seeking true north. A commitment to continuous improvement can help. But even with constant recalibration, it’s easy to miss the mark. So, for future reference, maybe we should tuck this tiny nugget of #TChat advice into the back of our minds:
Watch Tim’s G+ Hangout videos in his #TChat Preview
Meghan on Monday: To start the week, Meghan expanded on her Forbes commentary in a message to the TalentCulture community: “HR Tech as High Art and Deep Science.”
#TChat Preview: Our community manager, Tim McDonald, outlined the theme and key questions in a preview post: “Live From the Edge of HR Innovation,” featuring brief video interviews with four of the five finalists in this year’s HRO Today Forum iTalent Competition.
#TChat Twitter: Our expanding community gathered around the #TChat Twitter stream, as Achievers Community Manager, Katie Paterson, led us in a real-time exchange of ideas about innovation in HR practices and technology. The feed lit-up with great ideas and interaction throughout the hour. Watch highlights below:
#TChat Twitter Highlights Slideshow: “Live From the Edge of HR Innovation”
SPECIAL THANKS: Again, thanks to the HROToday Forum social media team for sharing their perspectives live from the conference, and thanks to Achievers Social Community Manager, Katie Paterson, for spearheading this week’s #TChat Twitter conversation. You brought insight, humor and energy that everyone could feel.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about HR Innovation or related issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, education and social learning advocate, Angela Maiers, returns to talk about how our nation can prepare today’s students to become tomorrow’s business and technology leaders. Stay tuned for a “sneak peek” video in our preview this weekend!
Until then, as always, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.
It’s a huge week ahead in Philadelphia at the HRO Today Forum — not just for #TChat-ters, but also for some of the most innovative vendors in the HR space.
As we mentioned several weeks ago, TalentCulture co-founders Meghan Biro and Kevin Grossman will be front-and-center throughout the conference, where they’ll do triple duty:
Working the aisles and sharing insights on the #TChat Twitter feed and through other social channels
Meghan equates the iTalent competition to a reality show like “The Voice” (or, as she explained last year, “The X Factor”) — a live “show-and-tell” experience for HR professionals who obsess over innovative ideas and technologies. But I think anyone who likes to stay ahead of business and technology trends will find it fascinating.
You can get a taste of the “iTalent Five” right now by watching my sneak-peek interviews with representatives from several of these organizations:
John Younger, President, CEO and Mojo Master at Accolo HireMojo, talks his organization’s vision and ability to dramatically accelerate the hiring process:
Christopher Hohman, Co-Founder of Connect6°, explains how this powerful recruiting platform leverages social networks to connect companies and candidates more easily and effectively:
Ed Newman, Vice President of Strategy at iMomentous, talks about how and why it’s vital to find and engage talent through mobile channels:
Mark Talaba, EVP and a Principal at The Gabriel Institute, discusses Teamability — a new way to help business understand and measure how people work together:
#TChat Events
Inspired by advancements from organizations like these, we’ll be putting HR innovation in the spotlight throughout the week in #TChat events. Whether your’re at the HRO Today Forum in person — or connecting from a distance — it should be a great way to learn about what’s hot in talent-related technology. So join the TalentCulture conversation, and let’s explore the possibilities:
Everyone is welcome at our open, online Twitter forum, where executives from Achievers (employee recognition software innovators) will lead us in a real-time exchange of ideas about these key questions:
Q1: What leading-edge HR processes are truly best practices? Why? Q2: What innovations in HR technology are helping business grow? Why? Q3: How can HR leaders drive revenue growth in their organizations? Why? Q4: How can HR leaders better develop and manage multiple talent ecosystems? Why? Q5: “Employee engagement” gets buzz in today’s world of work. Is it legit? Why/not?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
https://talentculture.com/wp-content/uploads/2013/04/httppixabay.comenhand-silhouettes-network-media-68952.jpg10351600Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-04-29 09:39:292020-05-25 16:49:57Live From the Edge of HR Innovation #TChat Preview
Thanks to the wonder of technology, network access continues to grow at an astounding pace around the world. According to Internet World Stats, 34% of the world’s 7 billion people are already online. And not surprisingly, North America leads the way, with 79% usage.
Making Connections Count
But there’s a more important challenge, here. It’s not just about counting connections. It’s about making those connections count. That led TalentCulture to ask a more specific question:
How can we leverage “always on” workplace connectivity to alsodo good works?
In response, some of the smartest and most passionate “world of work” advocates I know gathered on #TChat Twitter to talk about how social business initiatives can make a difference for those in need — locally and globally.
It reminded me of another event that happened last fall, where some of the planet’s smartest and most passionate philanthropy advocates gathered in New York City at the Mashable Social Good Summit. That’s where Meetup CEO Scott Heiferman, offered his quote about the power of connections in creating the future.
Two Think Tanks — One Vision
These two venues may be different — the participants may be different — and their overall reach and influence may be different. But the ideas and energy that were flowing last night on the #TChat stream were just as compelling as the vibe at the Mashable event.
To see what I mean, check this week’s archives, and get inspired to connect!
#TChat Week-in-Review
Two experts led us through this week’s conversation:
Jure Klepic, a digital marketing strategist and commentator focused on in social media innovation in consumer business environments;
#TChat Radio Our hosts Kevin and Meghan talked with Jure and Marion about how social media can do a better job of connecting the “world of work” with the world’s charitable organizations.
WED 4/24
#TChat Twitter Hundreds of talent-minded people joined our open, online Twitter forum to exchange ideas in real-time. Watch highlights from the hour in the Storify slideshow below:
#TChat Twitter Highlights Slideshow: “Social Business and Social Good”
SPECIAL THANKS: Again, thanks to Marion Mariathasan and Jure Klepic for contributing to this week’s conversation. You brought depth and perspective that challenged our community to think more creatively about how we can weave “social good” objectives and behaviors into daily worklife.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about “Social Business and Social Good” or related issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we’ll be looking into HR technology’s role in creating tomorrow’s workforce, as Meghan and Kevin go on the road at the HRO Today Forum. Stay tuned for “sneak peek” videos and a preview post on Monday!
Until then, as always, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned blog/community website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.
https://talentculture.com/wp-content/uploads/2013/04/help-button-66608_1280_Pixabay-002.jpg350700Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2013-04-26 07:15:542020-05-25 16:49:47Good Works in the Workplace #TChat Recap
I’m so proud to be from Boston. The events of the past week have reminded me just how special this community is.
Last Monday, some despicable, destructive acts suddenly thrust Boston to the front of the global stage. But as each hour has unfolded since, I’ve been heartened to see the power of unity, love and generosity that shines through the people of this great city.
Common Bond
Only moments after Monday’s bomb attacks, we saw people rushing through the chaos to help — ignoring the risk to their own safety. Propelled by their humanity and their commitment to others, individuals from all walks of life stepped outside of their normal boundaries to rise above and beyond all expectations. We saw public servants display genuine leadership. And our city came together as one to preserve and protect what is near and dear to us. The good people won.
Read the Forbes.com post now…
Fortunately, this kind of response isn’t unique to Boston. We’ve all seen our share of cities rally through tragedy, man-made and otherwise. So I recognize that this is part of the human condition — this desire that drives us to persevere and to prevail, together.
A Takeaway for Organizations
Of course, as a community leader of a different type, I naturally think about how events like this should translate into “world of work” lessons. Here are the big questions weighing on my mind:
In everyday circumstances, how can organizations find the unity of purpose they need to gain and sustain strength? And what role should a strong business play in helping others in their community — for the benefit of all?
Social media and global networks can make a huge difference in connecting the workplace with the community at-large. But truly, it starts with leaders who believe that supporting a broader agenda is their organization’s responsibility.
P.S. Are you interested in exploring the intersection of “Social Business and Social Good“? Please join us at TalentCulture community forums this week. We’ll be talking with Marion Mariathasan, the founder and CEO of SoRewarding.com, a company that is dedicated to integrating giving into workplace. Mariathasan is a man with a mission, and an innovative approach to making a difference. I can’t wait to hear all about it — and to hear your thoughts about this important workplace topic!
https://talentculture.com/wp-content/uploads/2013/04/601909_11131978.jpg9621920Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-04-22 16:37:432020-05-25 16:44:18Lessons in Community From My Hometown
Question: How many nonprofit organizations are in the U.S.?
a) 200,000
b) 750,000
c) 1,100,000
d) 1,500,000+
If you aimed high, you’re right. According to the National Center for Charitable Statistics, our country is home to more than 1.5 million charities, foundations and other nonprofit organizations.
Many are embracing social media as an easy way to extend their reach to socially conscious business organizations and their employees. However, the results are mixed. The 2012 Nonprofit Social Networking Report says many organizations are finding value in using social channels. However, translating those social media relationships into actual donations is a continual challenge.
Social Good: A Little Less Talk, More Action?
Are we spending too much time talking about social good, and not enough time on “doing” good? The TalentCulture community has tackled this topic before with guests from the business side of the corporate responsibility equation. (See Business and the Spirit of Sharing.) But this week we’ve asked other experts to share their unique perspective on this topic:
Jure Klepic, a digital marketing strategist and commentator focused on in social media innovation in consumer business environments;
Jure framed this week’s conversation by talking with me about cultural factors that influence charitable behavior. Watch the Google+ Hangout now:
Next, Marion briefly touched on a key issue that successful giving initiatives must address:
#TChat Events: Putting More “Good” in Social Good
I’m excited to learn more from both of these guests, as they help us explore this topic throughout the coming week.
Tune-in to #TChat Radio live on Tuesday
How about you? What are your thoughts as members of a community focused on the “human” side of business? What kind of benefits do you see for companies and the workforce at-large in connecting more deeply with charitable organizations through digital channels?
Join the TalentCulture conversation, and let’s explore the possibilities:
#TChat Radio — Tuesday, April 23 at 7:30pmET / 4:30pmPT — Jure and Marion talk with hosts Kevin W. Grossman and Meghan M. Biro about how social media can do a better job of connecting the “world of work” with the world’s charitable organizations.
Q1: Social channels facilitate open communication across groups, but what about charitable giving? Q2: How can nonprofits better align with corporate social responsibility initiatives? Q3: How can business leaders and employees boost charitable giving in their organizations? Q4: What ways can companies and employees contribute to nonprofits beside giving money? Q5: What platforms and technologies should companies leverage for charitable giving?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
https://talentculture.com/wp-content/uploads/2013/04/ShelahD_httpwww.flickr.comphotosqueeniesplace8493647734sizeszinphotostream_8493647734_2ce7c7b6ca_z-002.jpg305611Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-04-21 15:40:412020-05-25 16:41:49Social Business and Social Good: #TChat Preview
Engagement performance. It’s a key to learning in today’s world of work. But exactly what is it, and how can we leverage this concept to achieve desired business results?
As Michael Clark, CEO of ReCenter, suggests in this video, it starts by aligning engagement with business goals, and applying social tools that help us perform more effectively.
Michael views “engagement performance” almost as one word – performance is everything that happens after the moment we decide to engage. And in today’s social workplace, it means that individuals and organizations can transform the way they conduct business in profound ways.
During the coming weeks, TalentCulture will explore this concept and offer opportunities for hands-on social learning skills development.
Join us this week, and let’s explore the potential of social learning skills together:
#TChat Radio – Tuesday, March 26 at 7:30pm ET / 4:30pm PT
And then I saw a post that read, “Entrepreneurs face a fiscal cliff every day.”
I nodded. Yes, they do. But I kept thinking about it more and more and realized what I already know from my own experience as well as that of millions of others: we all face a fiscal cliff every day.
Every single day. “We can go from boom to bust, from dreams to a bowl of dust,” as one of my favorite writers and musicians Neil Peart has penned. According to a recent report from the Corporation for Enterprise Development, nearly 44 percent of American households don’t have enough savings to cover their basic expenses for three months, in the event of a financial emergency like losing a job or paying for unexpected medical care.
From dreams to a bowl of dust
As working (or not currently working) professionals, whether we’ve been in formal leadership roles or not, we do our best to lead ourselves. We are responsible for our own development and growth, our own experience and skill sets, our own unique value and specialization, our own relevancy and marketability. We do our best to provide, to take care of ourselves and our families and our communities. But the marketplace is volatile, government policies are polarized and archaic, and many global enterprises quietly plan their own domination atop a trillion dollars in assets.
Never the twain shall meet
Economists agree that startups and new business ventures breed innovative sparks that sometimes catch fire and create jobs beyond the failing fire line. And yet, we still keep building businesses with like-mindedness in mind. Meaning, we hire those like us and those we like. Unfortunately like-mindedness breeds single-mindedness, which is a mental inbreeding of sorts. (This week during #TChat, where we talked about diversity of ideas and innovation, one participant referenced the financial crisis and unending recession as an example of what can happen in an industry that’s inbred. And it continues.)
That’s where think tanks come in. A group of smart folk from preferably diverse backgrounds create an organization that performs research and advocacy around things like social policy, economics, technology and culture. These are usually non-profits that try to remain as objective as possible in their methods and findings, encouraging politicians and captains of industry to apply them liberally, like salve on a burn.
I’d argue that sparks of business innovation start coming more from this kind of think tank mindset, from this “unlike-mindedness” of unique individuals bringing diverse ideation around product and/or service creation and advancement, marketing and customer service of the highest creative and responsive caliber – and ultimately the business sense to balance risk and fiscal responsibility to those who are part of the core team, and those who must grow with the business, which is what we want. These unique and highly specialized individuals will not only have sound IQ’s, but they’ll have higher EQ’s as well.
The more empaths the better, I say
However, diverse ideation needs rules of engagement – otherwise stuff may not get done. Milestones and deadlines and objectives must be met. True progress is the progression of application, adoption and adjustment. Otherwise, it’s a hot smart mess of questions and answers flying through the air like flaming sheets of unfinished music.
We compose our lives every day at the edge of the world, and the world of work – so let’s do try to make it a better one that works for us all.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-02-01 20:38:432020-05-25 16:15:44Like Flaming Sheets of Unfinished Music
The deepest principle in human nature is the craving to be appreciated. -William James
As children, when we master a new skill or complete a task well, others often offer us a hug or a thumbs up. Sometimes, we even receive stickers or an allowance as a reward for completing chores throughout the week.
Rewards and recognition are ingrained in our culture – and are central to our personal and professional lives. Whenever someone acknowledges our efforts or commends us for a job well done, that moment creates a connection, and establishes an understanding that positive reinforcement will be available again in the future.
Workplace “job well done” salutes are often associated with financial rewards. But is that what matters most? How can recognition make a real difference in today’s world of work?
That was our #TChatfocus this week – as the TalentCulture communitycame together to share issues, ideas and best practices for improving business performance by showing employees and leaders that their contributions count.
Not Just a Pat on the Back
Although money and other tangible “spiffs” are considered appropriate recognition tools, the #TChat crowd expressed strong sentiment about the value of simple, sincere interaction, and a culture that encourages recognition when it is deserved.
Feedback is necessary for individual assessment, coaching and development. Acknowledgement keeps employees on a path for engagement and productivity. Positive feedback fuels individuals and teams to continue delivering outstanding results. And in the aggregate, it keeps organizations focused on key success factors, and drives business momentum. But there is no silver bullet – no simple “checklist” formula or one-size-fits-all solution.
So, what else emerged from this week’s focus on recognition? Check it out!
NOTE: To see specific highlights from yesterday’s “Employee Recognition” #TChatsession on Twitter, see the Storify slideshow at the end of this post.
TUE 1/15 #TChat Radio Show: Two fascinating experts joined our hosts to discuss what it takes to make employee recognition work:
Rob Catalano – head of marketing at Achievers, a company that creates social software that supports employee recognition.
Ted Coine – leadership author, speaker, consultant, and one of the most influential business commentators on Twitter. His collaborative blog, Switch and Shift, explores better ways to do business. For example, this week’s #TChat topic was examined in a popular post by Roy Saunderson:“Engaging Employees with Recognition.”
WED 1/16 #TChat on Twitter: Ted and Rob joined us again – this time on the Twitter stream – as workplace strategist, Dr. Marla Gottschalk, led participants through an open conversation about the importance of avoiding “one-size-fits-all” approaches to recognition, and how to make it work in any organizational setting.
Here’s a taste of the interaction from last night’s #TChat interaction… (For full highlights, watch the Storify slideshow at the end of this post.)
Is recognition a driver or an outgrowth of engagement?
Both – it’s cyclical. An engaged employee is bound to deserve recognition, and recognition keeps them engaged. @BrightJobs
Need to hire the right people with the right mindset, so engaging people and engaging culture facilitate recognition. @ThinDifference
When should recognition be different from praise?
In some cultures praise is enough, but others want $ or a new title; you have to know what works globally @melissa_lamson1
Recognition is a form of feedback – constructive criticism is other side of coin. Both are important. @RobCatalano
How can an organization be believable?
The best way to be “believable” is to truly believe in people. People know. @ReCenterMoment
Employee recognition must be action, not words. Then it’s believable. @samfiorella
Recognition should be a daily thing that leaders do to guide their people on a journey to reach worthwhile goals! @bcoelho2000
Want to recognize employees authentically? Learn their kids & spouses’ names. @tedcoine
Does technology facilitate or hinder workforce recognition?
Tech helps facilitate immediacy of recognition when proximity isnt there. @brentskinner
Performance & productivity are key issues. Speed, revenue, innovation need to be ignited; social business can bridge gaps. @thehealthmaven
Tech is an enabler. Still need recognition strategy. Tech won’t help if you don’t establish whats important. @RobCatalano
How can organizations recognize their leaders?
Leaders praise and recognize team when getting praise and recognition. Respect 101. @YouTernMark
Work your hardest for them to make them proud. Ease up their workload and show THEIR boss how well they’re leading you. @AshLaurenPerez
# # #
Closing Notes & Highlights Slideshow
SPECIAL THANKS: Another nod of appreciation to Ted Coine and Rob Catalano for sharing your depth and perspective on this week’s topic. Also thanks to Dr. Marla Gottschalk, for your leadership as chat moderator. Our community salutes you!
NOTE TO BLOGGERS: Did this week’s events inspire you to write about employee recognition or other “world of work” issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: Next week, the topic of recognition moves to another level, as we examine The Power of Endorsement. Be sure to mark your calendar – first for #TChat Radio, Tuesday, Jan 22, at 7:30pm ET. And then for #TChat Twitter Wednesday, Jan 23, at 7pm ET. Look for a full preview on Monday, January 21 via @TalentCulture and #TChat.
Til then – we hope you’ll find opportunities to recognize others in your world. Let us know how it goes!
It seems fitting that the first 2012 U.S. Presidential Debate immediately followed this week’s #TChat session – especially since our discussion focused on what it takes to be a great leader.
However, I can’t resist connecting the Presidential dots. After all, the debate forum is perhaps the most visible litmus test for candidates who hope to lead the free world. It’s an executive-level job interview on a national scale. And the #TChat community knows more than a thing or two about how to attract, retain and develop great talent. So who better to outline America’s leadership requirements than our tribe?
Although we didn’t frame the discussion in political terms, there was plenty of wisdom shared about leadership qualities that matter most – not just for those who aspire to be President, but for anyone who wants to spearhead an organization, team or initiative.
(NOTE: For session highlights directly from the #TChat stream, see the Storify slideshow at the end of this post.)
What Does a Good Leader Look Like?
Last week, we offered a framework based on action…
“Leading is learning. Learning is doing. And doing is knowing. So do.”
And this week’s exchange built on that concept…
“We follow people because of who they are, not just what they do.” via Transcend Coaching
But this begs the question – how do we evaluate who leaders really are? What qualities matter most? Meghan Biro’s recent Forbes blog post suggests that we start with 5 core attributes:
Integrity
Trustworthiness
Emotional Intelligence
Openness
Motivation
Of course, other factors can come into play too. There’s no single “right way” to be a leader. Which points to another insightful comment from the stream:
“Good leadership comes in many forms, but is easy to identify…” via Valerie Merahn Simon
This speaks to two factors: consistency and visibility. Good leadership is as unique as the individuals who carry that responsibility. But continuity within an individual leader is mission critical. Otherwise followers risk losing their bearings, especially in fluid, unpredictable environments. Second, leaders must have a high tolerance for transparency – especially in a world that’s digitally connected and socially engaged. Word doesn’t just travel fast these days – it travels at light speed. As high-profile examples have proven in recent years, there are no hiding places for leaders who are less than authentic.
Not to suggest that perfection is the goal. Great leaders aren’t super heroes. They’re human beings. They’re a work in progress. Leaders are vulnerable to missteps, blind spots and lapses in judgment. But it’s how they deal with failure – their own and those around them – that often sets leaders apart.
Do Good Leaders Make a Real Difference?
We can talk endlessly about the benefits of working with leaders who are driven by character. But what does it actually mean for the bottom line?
“Research shows there is a direct connection between employee engagement and retention and long term profits.” via Don Shapiro
We’ve all known examples of those who’ve led through greed, intimidation or even incompetence. But that’s not a sustainable model – especially in workplace ecosystems, where market forces ultimately decide an organization’s fate. Poor leadership jeopardizes immediate performance. Moreover, it has implications for long-term business viability. Consider this recent item from Corporate Responsibility Magazine: “Companies with Bad Reputations Shunned Even by Unemployed Workers.” Ouch.
So, it seems that leading with character is not just a good idea. It is actually good business. Of course, it’s also good governance for nations everywhere. I, for one, hope our nation’s future leaders agree.
# # #
Highlights & What’s Ahead on #TChat
For more insights from the stream, watch the highlight slideshow below.
Also, if you’re a blogger, and this #TChat session inspired you to write about leadership, we’re happy to share your thoughts with others! Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in the #TChat community – with many ideas worthy of sharing. So let’s capture as many of them as possible!
Yesterday’s session only scratched the surface of the leadership equation. In coming months, we look forward to drilling down, with deeper discussions around sidebar topics that emerged in yesterday’s exchange. Stay tuned!
SPECIAL THANKS to Susan Mazza (@SusanMazza), founder of Random Acts of Leadership and thanks to other co-authors of The Character Based Leader who joined the discussion! Developed as a collaborative effort by the Lead Change Group, this book represents the collective wisdom of 21 professionals who not only talk leadership talk, but have walked the walk across corporate environments. Their ideas and inspiration come from real-world scenarios – and are worthy of our attention.
We look forward to seeing you next Wednesday at 7pmET/4pmPT for another #TChat. Next week’s topic: “HR Moving at the Speed of Business.” Look for the Preview next Monday via @TalentCulture and #TChat. Enjoy your weekend!
#TChat INSIGHTS Slide Show: The Character Based Leader by Sean Charles (@SocialMediaSean)
@SocialMediaSean OK I didn’t do the huge hair today so this is what you get. My #Tchat game face! http://yfrog.com/odhotlcjLara Zuehlke
Live from the Hilton Garden inn Atlanta #tchat #hotelwine http://pic.twitter.com/xeoMLhXpShawn LaCroix
My dog, Paul, all chilled out for #TChat. http://pic.twitter.com/SPltdR5mJocelyn Aucoin
Q1: Have our expectations of people in positions of #leadership changed in terms of their skills, approaches, values, etc.? #tChatSusan Mazza
A1 The dramatic rise in the speed of change demands more from leaders than ever before. #Leadchange #leadrev #tchatDon Shapiro
A1: To be effective a leader must have influence with out influence we’re only left with a dictator. I’ve had a couple! #TChatRobert Rojo
Q1: I believe we are heading towards a new area where the sheer transparency in communication and will demand ethical leadership #tchatIrene Becker
A1: Leaders need to become masters of their egos. Be able to catch when ego interferes w/decision making. #tchatTony Vengrove
A1: Position no longer carries as much “automatic” influence as it once did. You have to earn it. #tChatSusan Mazza
A1: Title does not “entitle”! #tchatKathy Herndon, GPHR
A1. Our expectations have changed. We want then to not only lead but inspire and engage too. #tchatSabrina Baker
Q2: Does the character of an org’s leaders & staff matter to the bottom line? Why or why not? #TChatSusan Mazza
A2 we have to be affected by character based leadership. I don’t want to work in a morale vacuum. #tchatKeith Punches
Q2: Without character, the bottom line suffers. Just look at Enron. #Integrity is everything & #leaders set the tone. #TchatLara Zuehlke
A2: The collective character of an organization’s leaders can impact employee actions & even public perception. #tchatSalary School
A2: Character emanates from integrity – a lack of integrity in any dimension leaves an organization vulnerable to bad choices. #tChatSusan Mazza
A2: Leadership is not only responsibility, but Character. #TChatNissrine Ghannoum
A2: There’s a reason that shareholders vote on who gets to be in charge. #TChatMatt Charney
A2 Yes! Character influences behavior and culture. Trust built from that btwn clients/org fosters growth. #tchatEricka Lozano-Buhl
A2: Prospects buy from like minded culture vendors #tchatKane Frisby
Q3: What might character look like in the actions of positional leaders and others who choose to #lead through influence? #TChatSusan Mazza
Q3 – Leaders who listen & hear what rank and file say about workplace culture. If People are the drivers, they must have voice. #TChatJudy Martin
Q3 Good leadership comes in many forms but is easy to identify. Look not at the leader, but the level of motivation of the community #tchatValerie Merahn Simon
A3. Leaders as transformational forces, constantly engaging, motivating, encouraging others and self. #tchatMichael Clark
Q3: The actions of a leader are those that reflect the integrity of the organization. #tchatAndrae Rock Parker
A3: Assuming character. Positional leaders are present leaders and influential ones get the org where it should be tomorrow. #TChatJanis Stacy
A3 An honest character – admitting when mistakes are made and giving credit where it is due is essential in leadership. #tchatBusiness.com
A3: Consistent actions that align with values. #tchatJen Olney
Q4. How can leaders nurture and reward character in staff and other #leaders to have a positive impact? #TChatSusan Mazza
A4: The best reward is respect, trust and open communication. The “Golden Rule” applies to business as well. #tchatBeverly Davis
Q4: Lead by example and apply time for mentoring staff. #Leadership is both a trait & a skill so exemplifying it is teaching #tchatSunny Shao
A4 Values comprise part of our Vision statement. Leaders model the behaviors / “character” expected. #TchatRedge
@SusanMazza Q4. Gotta say this: you can be an egoic SOB and be great C level leader in large corp if you have enough business savvy. #tchatKent Osborne
A4 #leaders should ensure conditions for autonomy, mastery & purpose exist in their organizations. Best way to honor your ppl. #TChatBob Lehto
A4: Straight talk and social recognition. Everybody needs a deserved nod. #tchatKevin W. Grossman
A4 Our words matter little- but our actions reverberate in all areas. #leadership #character #tchatinTalent Consulting
Q5: How does good character underpin an org’s brand & affect how customers are treated? #TChatSusan Mazza
A5: In theory leaders character should align with corp values = brand, so will either amplify or destroy #tchatKirby Cole
Recognition is worth more than monetary rewards. Attention from a senior leader counts most. #TChatTranscend Coaching
Speaking as a resident of ILLINOIS we have learned that Leaders (w/o) character are bad & oftern go to jail #Tchat #Blog #Ryan (no relation)Dave Ryan, SPHR
We are drawn to natural leaders… fairn, high-integrity, motivational, character-based… leaders. #TChatMark Babbitt
Real leaders aren’t so wrapped up in being love with being a leader; they are more concerned about the ppl following. #tchatDawn Rasmussen
Lead with a beginner’s mindset – open, curious and free of prejudice. #tchat #leadershipVala Afshar
Leadership is a team sport. If you can’t play. get outta the way. #TChatDr. Janice Presser
Leadership is the confluence of service and courage. #tchatSalima Nathoo
The #character of leaders demonstrates to employee how to treat to others. Show your employees you embrace the #mission and #vision #tchatMichelle Z. Prohov
A5 If you look at offices/orgs with bad cust svc take a look at the leadership and I think you will find the reason #tchatGuy Davis
#tchat the only time a leader should look down at another team member is when they are offering them a hand up. #LeadershipBrad Wood
People wont follow if you lead in the wrong direction. Nor will they follow in the right direction if you lead them in the wrong way #tchatDavid Moore Ph.D
You can’t be a character-based leader if you lack strong character…if you have to, fake it ’till you make it :-) #tchatSheree Van Vreede
.@SocialMediaSean 100%! It’s amazing what you can learn from a great group of people #tChat #leadershipJobbook
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-10-04 23:28:362020-05-22 14:48:25Leadership, Visible From the Inside Out: #TChat Recap
In the national discussion on jobs, the plight of underemployed workers and unlucky job seekers captures the lead. If you’re lucky enough to live and work in Massachusetts, the story is more upbeat. Unemployment in Massachusetts is just shy of two percentage points below the national average of 8.1 percent, even after adjusting for September’s drop in business confidence.
As a strategist, leader, recruiting practitioner, workplace and social media culture fan, I’m grateful to live and work in a state where ~116 academic institutions act as a magnet for the best and brightest students, teachers and workers. We have a tremendous Tech Innovation Economy here, even if business confidence did stutter a bit in August and September. And I’m happy Senator Scott Brown is paying attention to jobs and the local economy. I’m also honored to have been invited to speak on a panel of other passionate pros tomorrow Friday, October 5, at Talent-Focused Innovation, a live discussion which will be moderated by Joe Nigro, Business Evangelist at Vsnap. I arrive at this discussion not as much from a political standpoint as I do a global and social calling and a celebration for talent in Massachusetts.
One of my passions is humanizing brands – I enjoy consulting with companies to link workplace culture, talent strategy, leadership and company values so job seekers will be attracted by the company’s brand and culture. Employees spend nine hours a day (or more) at work – it makes sense to work for a company that understands and promotes a healthy workplace culture. Every business leader should recognize that people must be able to understand and believe in your culture – it’s critical for recruiting and longer term retention.
I’ll bring this perspective with me to the panel discussion Friday. Recruiting powerhouses Joe Nigro of Vsnap, Art Papas, CEO of Bullhorn, and Eileen Habelow, SVP of Randstad will also be on hand to field some very difficult questions from Senator Brown and Joe Nigro. I look forward to it being a collaborative panel. Community and Talent is where it’s at.
Of course you’ll have to attend to hear the panel’s response, but I’ve been thinking about these questions, and here’s a preview of my perspective:
1. Why do you think the Massachusetts economy is outpacing much of the nation in employment?
Companies – even here – are investing less in tech now. They are worried about the China debt crisis, QE3, taxes and more. Massachusetts isn’t isolated from the national and global economies. We do, however, have advantages; the question is how to help companies and workers manage in a time of economic uncertainty.
2. What types of companies are providing the most job opportunities?
Not surprisingly, the largest employers in this state are hospitals and insurance companies. Harvard University also accounts for a large proportion of workers.
3. When are the best times to recruit top talent?
March through May can be an active time for recruiters and job seekers. Grads are ready to jump into the world of work, and companies are eager for fresh talent. Honestly, there is never one best time of year. The job market is very dynamic.
4. Since Massachusetts has 116 academic institutions, do you find yourselves recruiting this talent right here or are you recruiting outside of Massachusetts and why?
With more than 100 colleges and serious software and medical innovation, Massachusetts has a great pool of candidates. Why look elsewhere? Even Mark Zuckerberg said that he regretted the move to Palo Alto.
5. Why types of technology are you using to tap top talent?
I’m seeing a wave of new and exciting recruiting and HR technologies, but LinkedIn is still popular – it has the human touch in that you can contact people more quickly something that is so lacking in the old school cold-calling style of recruiting. There is more work to be done here. LinkedIn is one large database that is now evolving on many social and content sharing levels.
6. How does the entrepreneurial spirit we are seeing impact Corporate America’s growth?
Massachusetts is a power center of entrepreneurial spirit. Look to this state to lead America, and corporate America, out of the doldrums.
7. What are some tips and tricks to engaging a passive candidate?
I don’t always recommend looking for passive candidates. You want to find and hire people who will commit to your company and be engaged by the work. If companies are doing a good job with workplace culture, it will be easier for recruiters to attract passive candidates. Business leaders must focus on building positive workplace culture! It is essential in this competitive market for the very best talent.
8. If you could offer any advice to some of this amazing talent looking for opportunities here in Massachusetts, what would it be?
If you’re a job seeker, go for it. Use your passion to show recruiters and companies how you’ll fit into their culture. You have valuable skills, and companies are searching for you – and those skills – right now. Be social. Let your brand shine. It’s a tough market out there so stay focused on your goals and keep your brand up to date.
Again, these are only partial answers. To hear my complete thoughts, and see how our panel and Senator Brown interact, you’ll need to be there Friday. Hope to see you there!
Please stop by and ask me tough questions. Get involved in the process. It doesn’t matter where you sit on the political spectrum – all that matters is that you raise your voice to be heard. Now is the time.
(Photo: Boston Harbor. Courtesy of Guglielmo Losio via Stock.xchng)
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-04 17:21:062020-05-22 14:48:12Let's Talk Jobs: Massachusetts Ahead of the Curve
It’s a party! At least it’s a virtual party for TalentCulture World of Work. I’m very excited to announce the arrival of a new book from The Lead Change Group, “The Character-Based Leader,” with a chapter from yours truly (@MeghanMBiro) and more than 20 other authors.
The book looks at characteristics of leadership, running the gamut from the ability to communicate, to humility and trust, with lots of stops in between. It’s a huge accomplishment and a group effort, and it inspired us here at TalentCulture to look at the notion of character for this week’s #TChat.
What makes a leader? Is leadership an innate quality or a learned skill? Plenty of business schools argue for the latter. You could argue both positions, really, and you could also say that what makes a leader is a combination of both those ingredients, with different combinations apparent in different leaders. For many of us, however, the ability to lead is innate, in a person’s bones.
We all know people who lead because they crave power. Others were in the right place at the right time with the right skill set, and they’re now leaders. It’s a long shot that either group contains many character-based leaders, those people of integrity, humility, emotional intelligence and energy who make leadership look easy. Yet leadership isn’t easy; it takes character, will, energy and commitment, and anyone who’s done time in corporate America recognizes the importance of character in leaders and colleagues.
So here are our questions for this week’s #TChat Twitter conversation:
Q1: Some draw power from their position. Are they effective? Have expectations around positional leaders changed? #TChat
Q2: Does the character of an org’s leaders & staff matter to the bottom line? #TChat
Q3: What might character look like in the actions of positional leaders vs. other leaders vs. other employees? #TChat
Q4. How can leaders nurture & reward character in staff & other leaders & thus have a positive impact? #TChat
Q5: How does good character underpin an org’s brand & affect frontline leaders & staff in treating customers? #TChat
How did fall get here so fast? Please join us on Wednesday, Oct. 3, from 7-8pm ET (6-7pm CT, 4-5pm PT, or wherever you are) to discuss what makes a character-based leader and how to help those who aren’t as gifted in the area of character to learn the attributes of a good leader.
We hope to see you there. Joining me will be one of my co-authors, Susan Mazza (@SusanMazza), a speaker and coach, as well as founder of Random Acts of Leadership. We’re excited to have Susan co-leading this week’s discussion on Twitter. As usual, Kevin W. Grossman (@KevinWGrossman) will be there, too, along with the rest of the #TChat gang — and you.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-01 10:50:272020-05-22 14:48:01Leaders With & Without Character: #TChat Preview
“Anyone who stops learning is old, whether at 20 or 80. Anyone who keeps learning stays young. The greatest thing in life is to keep your mind young.”
No surprise here — the concept of lifelong learning is as popular as mom and apple pie, especially among the progressive business professionals at the core of the TalentCulture World of Work community.
But it may surprise you to discover that old-school Henry Ford is the source of that quote. Arguably one of the most successful business leaders in American history, Ford was relentless about elevating machine efficiency to a management science. And he died more than 60 years ago, when most baby boomers were still only a gleam in their parents’ eyes.
Nevertheless, imagine if Ford had tweeted during this week’s #TChat: His philosophy of continual learning would have aligned with the sentiments of our community’s participants, who shared more than 2,900 tweets this Wednesday — ideas and opinions about “Leaders Young and Old” and the dynamics of reverse mentoring. In the brushstroke of a single blog entry, it’s difficult to do justice to the breadth and depth of perspectives exchanged. A common theme did emerge, however, from the 16.4 million impressions that echoed across the Twitter universe:
The Top Takeaway
Leadership is (appropriately) tied to competence and results – independent of age or seniority.
So what are the implications for today’s business leaders, who must span generations to engage and develop the best talent for a sustainable future? “The Leadership Challenge,” the popular management book, reminds us that “The Best Leaders are the Best Learners.” In other words, by modeling teachable behavior themselves, leaders not only grow professionally, but inspire others to do the same. It’s a next-generation extension of the principles established by business legends like Henry Ford, and it’s a valuable lesson that any of us can learn — at any age.
Living Laboratory
Looking for inspiration? That may be why you’re at #TChat, our forum and community for industry leaders committed to continual peer-to-peer learning. We’re grateful for this now nearly two-year adventure, a microcosm of today’s work world. We rely on digital tools to connect, communicate and collaborate 24-7, on-demand. And it works.
I have no clue how old or young my peers are, and frankly, I don’t care. I’d rather focus on key issues and shared interests. I evaluate insights based on their own merit. My impression of #TChat participants is shaped by the quality of their contributions and the street cred they develop within the community. Age and rank aren’t even on the radar.
Why do I return each week? This forum helps me quickly find relevant, useful ideas — and the smart people behind those ideas — without having to slog through the formalities of organizational structure and protocol. #TChat is a living laboratory for transparency and access in the networked age. And I gain immediate value from participating in this grand experiment.
It stands to reason that if learning is an equal-opportunity endeavor, then leadership is, too. Perhaps this week’s #TChat could add another layer to Kevin’s quote:
“Leading is learning. Learning is doing and doing is knowing. So do.”
Just imagine what Henry Ford would say if he could see us doing this #TChat thing we do!
Did you miss the preview? Go here. We again thank Mark Babbitt (@YouTernMark) for guest moderating this week and for bringing along his super-smart team from YouTern (@YouTern) — e.g., @YouTernDave and @YouTernErica — to tweet alongside all of us. They brought the awesome, and you did, too: Check out the slide show below of your many insightful tweets. We wish you all a wonderful weekend and look forward to seeing you at next week’s #TChat.
#TChat INSIGHTS: Full Smorgasbord of your Tweets: Leaders Young and Old
Storified by Sean Charles · Thu, Sep 27 2012 01:34:51
Can’t we all just get along? #TChat today talking mulit-generational leadership #BringIT [PIC] http://pic.twitter.com/Fk2Z2ri6SocialMediaSean
Hello, #TChat – tweeting to you from Bsquare here in sunny (today) Bellevue, WA w/my #vinylmation Recruiting “helpers” http://pic.twitter.com/g2IVUejmMichaelRecruits
Look! I gotta #TChat stache. Get it? http://pic.twitter.com/m4oBQ2pjjocelynaucoin
Bar & grill in suburbia :) @SocialMediaSean #tchat http://pic.twitter.com/SbHeSJu6Lara Zuehlke
#Tchat outside. Bene of living in NoCA. http://pic.twitter.com/qdKJymlishawmu
@SocialMediaSean Hello from the Conservatory of #music in #Ottawa to everyone at #TChat http://pic.twitter.com/fHvDOfoJnghannoum
Q1: Age was once synchronous with seniority & management roles. How has a multi-generational workforce changed that? #TChatMark Babbitt
A cultural change in business has heightened the realization that influence is not a function of age. #TChatVala Afshar
A1: new gens carry tech insights and older gens carry cultural and industry experience. Organizations must create a leadership mesh #tchatMegan Rene Burkett
A1: More mentoring for young employees + reverse mentoring where they help older workers develop millennial generation skills. #tchatInside Jobs
A1: At the risk of sounding ageist, I think that generation-y can be best for tech jobs because we grew up with technology. #tchatAndrew Bream
A1: However advance the technology might be, the drive &passion to learn &use them has to come from the person &age is not a matter. #TChatPadma Mohanram
A1 w/ rise of networked biz, virtual teams & freelance economy, shift continues toward competence as king not arbitrary factors (age) #tchatExpertus
A1 ever wonder where the phrase “quiet leader” came from and how that person earned that title? #tchatSteve
A1: 15% of GenY workers are currently in management roles. #TChatPayScale Business
A1: Absolutely, leadership has become more based on merit than seniority… #tchatMark Salke
A1: Young or old it’s about being the best version of yourself. Confidence over age any day of the week. #TChatSean Charles
A1 #TChat – as this “new economy” emerges, I think long term will be 5 yrs, no longer 25 yrs w/org. Faster transition time, move quicklyMichael!
A1 Age matters. Experience bring wisdom and perspective. Youth bring optimism and innovation. #tchatSam Fiorella
A1: young mgrs can be effective leaders, but they gotta work at it continuously. Learning to be a leader is hard work. #TChatBill Cushard
A1: years of experience does not necessarily make anyone a good manager #tchatGeorge LaRocque
A1: Mgmt of 2day encourages all generations to collaborate, giving workplace variety of views and showcasing talent no matter the age #tchatEmilie Mecklenborg
A1 if you have the NEED to stay current and relevant you’ll stay current and relevant. #tchatKeith Punches
A1: Younger workers have not experienced stability so we do not value it #tchatLaTonya Wilkins
A1, #TChat – I think as the marketplace, ie tech has shifted, different gens moving up quickly as they seem to adapt faster to the changeMichael!
A1. As for age people see I have gray hair and say but you don’t act old? I take is as a complement. I do have a young mindset #TchatGuy Davis
A1 The big difference is the opportunity to work for yourself at any age #TChatBill Boorman
A1: Younger generations do not even know what “seniority” means. Normal to switch jobs every few years. #tchatLaTonya Wilkins
A1: Young leaders through hard work & integrity of purpose have shown that age does not matter. #TChatSean Charles
A1 Not sure if this age to be honest but my parents gen waited for opportunities while me (39) & my DD (21) seek them #tchatClaire Crossley
A1: Less about age now & more about aptitude. I was promoted quickly at 22 b/c I was willing to step up. Not e’one wants to #lead. #TchatLara Zuehlke
A1: Age does seem matter in the hiring process though. #TChatJanis Stacy
Hellllooo #tchat! A1:Technology means I really have to put an emphasis on continuous learning. Tech is always changing.Rebecca Jo Luke
A1: I’d say technology has had greater impact than multi-generational work force. #tchatSam Fiorella
A1: The workplace has shifted and age is not seen as inexperienced. More weight on knowledge, education & exp – not age. #tchatEmilie Mecklenborg
A1 due to the nomadic trends, ppl only staying for shorter periods, internet gives younger empl an advantage, not intimidated by it. #TChatRobert Rojo
A1. Conscious leadership and ownership of what you rock at and what you’re “not” at, are more important than ever. #tchatSalima Nathoo
A1: The shift offers the opportunity for more knowledge sharing + mentoring possibilities. #tchatInside Jobs
A1: As babyboomers leave #workforce in droves, seasoned mindshare dwindles; younger generations fill gap. #TChatBrent Skinner
A1: The focus in many instances appears to be on skill sets over experience. Sr. Execs have to know how to develop each group. #tchatSalary School
A1: Age hasn’t been a position criteria in forward leaning corps. Judgement and capability makes one ready for higher positions. #TChatJanis Stacy
a1. Managment isn’t just for old ppl anymore – We now allow capable & competent young ppl to do it too! #TchatDave Ryan, SPHR
A1 More ppl than ever before have a college education. This has opened more doors for younger generations. #TchatCyndy Trivella
A1: Many other attributes have compensated for pure longevity…educational level, energy, people skills, drive, etc…. #tchatEarly Careerists
A1) Age aside, reaching upward in an org made much easier through SoMe, virtually flattens hierarchy, bridges stovepipes. #tchatTom Spiglanin
A1: Growing generational spectrum @ work now includes folks who expect less emphasis on position + more on collaboration + results #TChatAndrew Henck
A1: The younger generations are seen as having a fresh perspective rather than not knowing anything #TChatSpark Hire
A1) Gen Y is generally open to learning from everyone… We don’t expect that just b/c someone is older they get to be our boss. #TChatErica Roberts
A1: Age? What does that mean? I’m no longer aging ;-) #tchatKathy Herndon, GPHR
A1. I think technology has allowed younger gen’s to learn and execute so they can move up faster #tchatAshley Lauren Perez
A1 – I think technology has enabled younger generations to make a more immediate impact within their organizations right out of gate #TChatmatthew papuchis
A1: Age is just a number. It doesn’t dictate experience or wisdom. #tchatJen Olney
A1 – age is just a number; the internet itself made it so – we’re in the realm of ideas now – you don’t know if I’m 18 or 81 #TChatSylvia Dahlby
A1: With technology changing as quickly as it does, everyone is on a more even playing field with keeping up. #TChatSimplicant
A1: the challenge of younger leaders managing employees who are older and often more experienced. #tchatShawn LaCroix
A1 age is now synonymous with wondering why others are treated differently than you #tchatSteve
A1: New gens on the workforce expect more than age/time in position to dictate mgmt/seniority potential. #TChatAndrew Henck
Q2: Does leadership come when experience meets the right context of strategy, tactics & soft skills? Why or not? #TChatMark Babbitt
A2. Some ppl are natural leaders & other will never be leadder regardless of training or mentoring #TchatDave Ryan, SPHR
A2 Leaders develop leaders. #tchatJoe Sanchez
Leadership opportunities are available for those who are able to inspire and influence without authority. #tchatVala Afshar
A2 Yes! Any gen mgr must have empathy & mileage to understand whole employee, personality+skills+goals! Then, frame fit in #strategy. #tchatShawna Kelly
A2: I think it also depends on how #leaders are groomed. I came up thru ranks in creative shops & WAY different than tech/corporate #TchatLara Zuehlke
A2 mgr/leadership title are synonymous wth blue ribbons everyone received as kids-just for showing up; but a title isnt leadership #tchatSteve
A2: those are helpful but it also needs #humility #passion and #dedication. #tchat a humanistic meeting of the mindsMegan Rene Burkett
#tchat A2 leadership is about content not experience…Formation
A2: Great leaders don’t create more followers, they create more leaders. Teach employees how to inspire – lead one day. #tchatEmilie Mecklenborg
A2: Strong #leaders use strategy to listen. #TChatJulia Gabor
A2 Great leadership should show up at any time; think crisis situations, ppl you didn’t think ‘had it’ ~ shine! #TChatClaire Crossley
A2: Some ‘bosses’ are so damn smart, but just can’t lead. #ashame #TChatJulia Gabor
A2: A good leader is someone who motivates you, brings out your best – regardless of age. #tchatEmilie Mecklenborg
A2: Leaders motivate. Managers coordinate. It takes skills to do both. #tchatInside Jobs
A2: Being around a true leader is an experience that resonates far beyond title #TChatSean Charles
A2. Experience is always nice but is it RELEVANT, up-to-date, and useful experience that can lead multi-generations? #tchatAshley Lauren Perez
A2 #TChat – Also as the younger gens enter workforce, they are creating their own orgs, therefore as business grows, they are the leaders!Michael!
A2. As a leader you still have a boss, if you don’t respond to micromanaging you likely won’t succeed #TchatGuy Davis
A2 i would add perseverance and the ability to build great teams into the equation #tchatShawn LaCroix
A2: Need exp in diff environments & teams. 90s leadership is different from 2012 and beyond. Now lead via tech & dispersed workforce #tchatLaTonya Wilkins
A2 Leaders must have soft skills & strategy and most often this is gained through experience. #tchatLidia Cords
A2: Workplace is different now, technology plays huge role as does continuous learning. Younger mgrs are already used to the pace. #tchatEmilie Mecklenborg
A2: The RIGHT experience can develop leaders. Any old experience may not. #TChat Got to stay on top of change.Janis Stacy
A2: Doing the right things and doing things right is the difference between Leadership and management. #TChatPadma Mohanram
A2: Years do not contribute to a measurement of leadership, imo. #tchatGeorge LaRocque
A2; Depends on a lot of variables & external factors, i.e. who knows who & what their relationships are. #TChatRobert Rojo
A2: Not always. Ldrshp is pulled from our experiences, background, & willingness to learn. Context reveals r ldrshp effectiveness. #tchatShawn Murphy
A2: If the org culture prizes loyalty, time worked + other criteria not open to “newer” gens, then their leadership is already failed #TChatAndrew Henck
A2 never heard leadership described that way but Yes. Helps me make sense of a situation I had where the context was all wrong for me #TchatGuy Davis
A2 I think leadership comes from experience, self-awareness, passion; once you have those, tactics & strats, easy part #TChatClaire Crossley
A2: Leadership comes about when you have the brains & the will to do difficult things…consistently! #TChatEarly Careerists
A2 you have to want to be a leader. It’s a different mindset. Nothing wrong with being a “worker amongst workers”. Depends. #tchatKeith Punches
A2. Leadership doesn’t happen bc you “paid your dues/put in your time”- you either have it or you dont- its not a privilege #tchatAshley Lauren Perez
A2) Leadership comes when guts, instinct, & confidence meet in right context. Good ldrshp may/may not require experience. #tchatTom Spiglanin
A2: Leaders better have that mindful presence EQ flowin’. I don’t care how good at tactics you are. (That’ll get some calls.) #tchatKevin W. Grossman
A2 seems to be asking whether or not leaders are born, or if circumstances create leaders. It’s a bit of both, yes? #TChatBrent Skinner
A2: Some leaders don’t have years of experience that other seasoned workers have but are strong strategic thinkers, see big picture. #tchatEmilie Mecklenborg
A2) Experience + strategy +tactics + (soft skills) = Leadership <-Sometimes but not always #TchatDave Ryan, SPHR
A2 – #TChat – Not always. Depends on person, do they want leadership? Others see the opps when others have missed seeing it.Michael!
A2: yes and no. Those are helpful but it should also include #humility, #passion, #dedication. #tchat the humanistic componentMegan Rene Burkett
A2 Good leaders also have strong emotional intelligence, which can be shaped by experiences, interactions and outcomes. #TchatCyndy Trivella
A2: Yes – leadership comes from organic growth of knwldge, soft skills. Dsn’t become mgr just as natural progression of current role. #tchatEmilie Mecklenborg
A2: If you ask good questions & solve problems strategy & tactic are less necessary. Come in time. Soft skills are always #1 for me. #tchatLara Zuehlke
A2) Leadership comes whenever its needed. Someone needs to step up or nothing gets done. Hasn’t changed since beginning of time. #tchatTom Spiglanin
A2: Not necessarily, depends on the type of leadership. #TChatRobert Rojo
A2 leadership is more about context #TChatBill Boorman
A2 Yes & No. It depends on the person. Some ppl see opportunities where other ppl don’t. #TchatCyndy Trivella
A2 Many comps offer “fast track” program to new grads that provides mngmnt training early in the new grad’s career,so advance faster. #TchatCyndy Trivella
Q3: Beyond the usual clichés and stereotypes, why is it so hard for workforce veterans to be led by younger managers? #TChatMark Babbitt
A3 In a true team culture, informal/distributed leadership works. #tchatMark Salke
A3: We need get the job done!!. For some, age means outdated and experience can be negative. New, fast, done is important! #TChatJanis Stacy
#TChat – A3 I have had younger than me managers & learned a ton from their perspective. Loved the fresh outlook.Michael!
A3: lack of support and interaction collectively #TChatNissrine Ghannoum
A3: #tchat Younger gen needs to empathize with the veterans feeling threatened. But the veterans need to remember being a young prof too!Rebecca Jo Luke
A3: leadership seems to be 1 of the larger issues in the “skills shortage”. we need all generations to step up in most co’s #tchatGeorge LaRocque
A3: Successful leaders realize that each generation learns differently and taps into each generations strengths. Creates unity, team. #tchatEmilie Mecklenborg
A3 The bottom line is you have to create a culture of #Meritocracy – regardless of age or experience #tchatRobert Moore
A3: Ego, Ego, Ego #TChatSean Charles
A3: Very important that respect goes both ways. <-> Younger managers can learn something from seasoned workers, too. Learn together. #tchatEmilie Mecklenborg
A3: Knowing yourself is critical to know & #lead others. Self-awareness, growth, and authenticity are ageless. #TchatLara Zuehlke
A3. Ego for the older is a sign of earned title/insecurity where for the younger its a sign of entitlement/ambition. #tchatSalima Nathoo
A3: Older workers may view younger workers’ leadership style differences as incompetence #tchatLaTonya Wilkins
A3 one side had to earn their stripes, the other was given theirs just for showing up (yes a bit simplistic); so why all the rancor? #tchatSteve
A3: Orgs who can create environment for diversity and communication values upfront will have an easier time w veterans & young folks. #TChatJulia Gabor
A3: It’s all approach. Some older people should have a problem working with culturally immature leaders #TChatSean Charles
A3 Younger workers tend to stray away from the safety net of what they know works & lean more on vision & make it work. #tchatBeverly Davis
A3: The young and the older need one another! Let work together to bridge gaps. #tchatTara Markus
A3: Experience used to go hand-in-hand with age. Not that way anymore and some have a hard time having an open mind. #tchatEmilie Mecklenborg
A3. It doesn’t have to be that way. With some time and effort on both sides it can be an awesome relationship@TalentCulture #TChat”Garret Meikle
A3: We were sold a bill of goods that the aged breed success, while the youngsters all get trophies. Gotta break ’em down. #tchatKevin W. Grossman
A3: I think so many firms still have the earn it mindset vs. the collaborative mindset. So it’s me vs. you mentality. #TchatLara Zuehlke
A3 Some comps R getting smarter & not looking at tenure & time-on-job. Who’s innovative; works smarter rather than harder, flexible? #TchatCyndy Trivella
A3: Everyone struggles to accept change sometimes. Working for someone younger could be one of those challenges #TChatSpark Hire
A3: There is something exciting about the young dynamic minds & mature ripened minds working together! #tchatTara Markus
A3 do you jump into a raging stream or do you survey the surroundings first? each side has its prefs but both sides are “right” #tchatSteve
A3) Raised on hard work and experience is what makes you climb that ladder, having someone with less experience lead you is daunting. #TChatTim McDonald
A3 Insecurity, esp if org culture encourages this; of losing job, not being the go-to anymore perhaps. Culture matters! #tchatClaire Crossley
A3: So hard for veterans to let their work be seen and viewed by a younger colleague w/out feeling threatened. #TChatJulia Gabor
A3 “Tradition” has it that mngmnt is a position you earn once you’ve paid a certain number of dues in your career. #TchatCyndy Trivella
A3: Great leaders create more opportunities for all. #TChatJanis Stacy
A3: In industries where moving fast is the key to success, like tech, it seems to be more common and accepted. #TChatPayScale Business
A3: Trust & Respect are hard for some people working with younger leaders #TChatSean Charles
A3: Great leaders have respect from their employees because they lead by example and will jump in the trenches w/ them. #tchatEmilie Mecklenborg
A3. Different views of opportunity: Veterans are about borrowed time. Younger generation is about borrowed authority. #tchatSalima Nathoo
A3 Comes down 2 this: communication. When 1 person doesn’t communicate in the way another understands, misunderstandings will ensue. #TchatCyndy Trivella
A3: It could be hard to see today’s jobs as actual skills. Social Media jobs don’t make sense to some members of older generations #TChatSimplicant
A3: Great Leaders don’t see age – they see maturity, wisdom and the courage to celebrate young ideas and people! #tchatTara Markus
A3 The answer may be in the question. Are younger managers managing or leading? There is a difference. #tchatJoe Sanchez
A3 #TChat Not always the older worker, maybe younger managers need 2 take some life lessons from their older workers, rework, move forward!Michael!
A3 #tchat Trust is a rare and precious thing that people give carefully. Developing confidence in a younger colleagues can feel riskyMichael Leiter
A3 Every(every)one suffers from pride and righteous indignation at some point. Question is do you CARE “who moved my cheese” #tchatKeith Punches
A3: it is the cultural mindset the older generation grew up with. It is what they have always known. Change is challenging #tchatMegan Rene Burkett
A3: Sometimes it is hard for #babyboomers to be led by #GenX or #GenY managers because of “old school” thoughts and views. #tchatEmilie Mecklenborg
A3. Older gen’s might see gen y as lacking exp but thats not always the case… sometimes they’re more evolved in other aspects #tchatAshley Lauren Perez
#TChat A3: New technology; new techniques; new rules; new jobs; new authorityAbby
A3: It isn’t harder if the younger leader has authenticity, integrity and actually has believable plans for growth. #TChatJanis Stacy
A3: upbringing that bosses need grey hair #TChatBill Boorman
A3. Sometimes veterans assume that new pros don’t understand the biz (whatever biz) I resist that and collaborate with new pros #TchatGuy Davis
A3: Lack of trust, doubt, fear of being reorganized out. #TChatAndrew Henck
A3, Speaking as an “old white guy” It somehow seems outside the natural order of things #TchatDave Ryan, SPHR
A3 both parties lacking a solid understanding of generational differences and how to appeal to each other #tchatShawn LaCroix
A3. I think its hard to accept change- in other gens you worked hard and put in your time and waited to move up. now its different #tchatAshley Lauren Perez
Q4: What can orgs do better to assess & execute cultural fit… as well as employee & leadership development? #TChatMark Babbitt
A4: I’ve met some really smart people who are smart about getting stuff done. But dumb about #leading people. #Justsaying #TchatLara Zuehlke
A4: My last interviewed, they really believe I have the talent, culture et all, but concerned I’ve become obsolete. Age.. #TChatJanis Stacy
A4: giving every employee access to knowledge, and resources that can potentially be exchanged #TChatNissrine Ghannoum
A4: Who’s got a trendier word for Leader? Feels a bit dated! #TChatSean Charles
A4: Spotting a leader is when you look at the person not their birth certificate #tchatJen Olney
#tchat A4: #socialtech will make culture easier, added transparency, collaboration and cross functional aptitude, builds interconnected orgsFormation
A4: Great leaders can get their team to put their differences aside to work towards a common goal. Reward goals met, deadlines beat. #tchatEmilie Mecklenborg
A4: People and Positive communication come first! #tchatTara Markus
A4: Lateral #leadership helps to break down the emotional barriers that stunt progress. #tchatBrent Skinner
A4 find ways to reward collaboration..up and down the chain. #tchatKeith Punches
A4: Give all your employees a leadership responsibility & see who shines with passion #TChatSean Charles
A4: Focus on accomplishments and acts of innovation & greatness, not so much on yrs of exp or age. #tchatEmilie Mecklenborg
A4. Engage from the core…not top down or bottom up. The dots need to be connected with 360 peripheral vision. #tchatSalima Nathoo
A4: Stop trying to be everything to everybody. Realize not e’one is going to fit in your culture even if they have the experience. #TchatLara Zuehlke
A4 If orgs want to assess fit & development, become a learning culture, supporting ppl working & learning in various ways #tchatClaire Crossley
A4: The culture of a company all comes down to how the employees are treated. #TChatSpark Hire
#TChat A4 – New Economic Culture = more collaboration, lot less micro-managing. generations working together & solving issues.Michael!
A4: Listen & Learn – stretch out & shape new ideas – build relationship & trust. Lead with truth & best of intentions. #tchatTara Markus
A4: Define “Cultural Fit” upfront and understand it is the first step I think. #TChatJanis Stacy
A4: Don’t emphasize the variety of generations in your workforce, focus on the talent. #tchatEmilie Mecklenborg
A4. Make your culture transparent. Flaunt it. Candidates will apply if it matches their values #tchatAshley Lauren Perez
A4: Orgs need to spend time to define their values and understand what contributes to culture. only then can they discern who fits #tchatGeorge LaRocque
A4: Communication. It always comes back to the basics. Management listens to employees and vice versa. #TChatSimplicant
#TChat A4 – I think with the economy changing the workforce, culture is being redefined, even as we speak.Michael!
A4: Increase managers’ understanding of generational characteristics+the impact of their own management practices on these groups. #tchatInside Jobs
#TChat A4: Create an environment where different workers and skills work together and learn together. Otherwise there’s always divisionAbby
A4: Trust your gut. Too many times we rely on BS metrics & fail to listen to our intuition & fail to watch things like body language. #TchatLara Zuehlke
A4: Recognize generations learn differently & are motivated by different things. What works for #babyboomers wn’t work for #GenX, etc #tchatEmilie Mecklenborg
A4. set up networking events for candidates to meet-greet-learn. it’s like a job fair but SOOOOOO much better #tchatAshley Lauren Perez
#TChat A4 – Asking candidates what they want in a company culture, how will they help get the org there? What do they bring to the table?Michael!
A4 I really dont think culture fit is going to mean the same thing in the new world of work #TChatBill Boorman
A4: Need to take full advantage of the knowledge of their experienced workers+rethink paradigms about what work is+how it gets done. #tchatInside Jobs
A4. Only on-board those who fit the culture #TchatDave Ryan, SPHR
A4 how about listen and learn vs following the status quo???? #TchatRebel Brown
Q5: Can technologies help facilitate the older employee/younger manager dynamic… and how? #TChatMark Babbitt
A5: That’s assuming tech’s a barrier! Part of taking time to understand employees is finding HOW to best connect—ask & experiment. #tchatShawna Kelly
A5 you don’t have to lose your edge to old age. Technology is the great equalizer. A yearn to learn is cancer to ignorance. #tchatKeith Punches
A5: Regardless of technology, u should know manual methold for a task. What if power goes out? Learn the basics, appreciate the tech. #tchatEmilie Mecklenborg
A5: #tchat Technology is a tool to enhance relationships. Make sure you do the work to start the relationship off on the right foot.Rebecca Jo Luke
A5: Tech is a great connector. Still comes down to integrity of the interaction, intention of the communication & mutual openness #tchatLara Zuehlke
A5: Anything that gets people talking and recognising each other helps integration #TChatBill Boorman
I think: Knowledge knows no age, only limit is the WANT to get the education at any age! #TChat A5Michael!
A5:Tech provides opportunity 4 experiential moments & productivity btwn any staff. Leaders must set the groundwork for it to happen. #TChatJulia Gabor
A5: #Tech engages all who are willing and interested #tchatKathy Herndon, GPHR
A5: technologies inspire connectivity and community- fueling leadership. Provide tech for open internal dialogue #tchatMegan Rene Burkett
A5: Tech bridges the gap in generation – both young and old are still learning how to adapt to the changing environment #tchatJen Olney
#Tchat A5 Tech has allowed older workers to be active for more years, the young talent helps them stay relevant & this includes leadership.ALEX BOTTOM
A5: I have #GenX friends who don’t have a FB profile, while I also know #Babyboomers who are tech savvy. Age knows no boundaries. #tchatEmilie Mecklenborg
A5 I’m not quite sold that tech is age issue; I know some fine tech peeps, from 3 yrs old (no kidding) to 90yrs. Comfort? #tchatClaire Crossley
A5: Yes, technology brings increased engagement opportunities which builds trust & rapport #TChatSean Charles
A5: Technology erases physical age. Know the technology or become history! #TChatJanis Stacy
#TChat A5: Absolutely. Look at what how we’re communicating right nowAbby
A5 yes, but if done correctly, no differently than enabling other human interactions. It’s an issue of leadership, culture, adoption #TChatBrian Rensing
A5: With workplace technology advances, older/younger employees’ experience & knwldge can compliment ea other. #tchatEmilie Mecklenborg
A5 a time machine seems like it would help out generational understanding. #tchat #billandtedsexcellentadventureShawn LaCroix
A5. each gen needs to embrace it– if used well, it can increase communication and build/maintain relationships #tchatAshley Lauren Perez
A5 Technology is native to younger, a learning curve to older #tchat Young-dont be arrogant, Old-dont be defensiveRobert Moore
#TChat A5::: absolutely, enough said.Formation
A5: Technology bridges a divide that often keeps barriers of position/title based on age/experience. #TChatAndrew Henck
A5 – #TChat – as Tech becomes more “social” older using it, younger get it and are teaching others to use in day to day.Michael!
Attention, #TChat! See #HRTechChat Fri 9/28 @ 2pmET/11amPT -> #HRTech & the Free Agent #Workforce: http://ht.ly/e1iVpBrent Skinner
#HRTechChat: They Used to Pick Up the Telephone for That | Talent Management TechThere’s a technology for that. It’s called the telephone. They should pick it up and call their staff. That’s rich. #HRTechChat Lead Co-h…
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-09-28 09:01:292020-05-22 14:47:52A Legacy of Leadership & Learning: #TChat Recap
Here’s a pop quiz: When was the last time you reported to a manager older than yourself? Younger than yourself? The workforce is multi-generational, but unlike 10 or even 20 years ago, age is not the primary determinant of management status. Many organizations are less hierarchical by design; matrix management may have fallen out of favor as a leadership style, but in many workplaces it’s the de facto organizational structure.
From an HR or leadership point of view it’s clear talent shouldn’t be chosen by age, but for raw ability, skills and vision. Leaders must combine strategic understanding of the business’s goals with tactical ability to execute to plan. They need soft skills too — lots of capable individuals don’t have what it takes to lead.
So we’re puzzling here at TalentCulture World of Work about multi-generational workforces, why (or if) it’s problematic for older workers to be led by the younger ones (because they say “like” every other word, perhaps?), and how to achieve cultural fit when managers are younger than their staffs.
The term “reverse mentoring” has come up, but we’re curious what the crowd thinks, so we’re throwing it open to our #TChat tribe to help us find clarity. We’re also wondering if there’s technology out there that may help smooth out the younger manager–older worker dynamic. Here are a few of the questions we’ll be discussing this week:
Q1: Used to be, age was synchronous with seniority & mgmt. How has the multi-generational workforce changed that?
Q2: Does leadership come when experience meets the right context of strategy, tactics & soft skills? Why or not?
Q3: Why is it so hard for older workers to be led by younger ones beyond the usual cliches?
Q4: What can orgs do better to assess & execute cultural fit as well as employee & leadership development?
Q5: What technologies can help facilitate the older employee/younger manager dynamic and how?
Please join us Wednesday night, Sept. 26, from 7-8pm ET (6-7pm CT, 4-5pm PT, or wherever you are). Look for yours truly (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman) on the #TChat stream. We’re open to your thoughts on reverse mentoring, culture and multi-generational workforces, so bring your thoughts (in 120-character blocks) to this week’s TalentCulture #TChat.
We’re fortunate to have guest moderator Mark Babbitt (@YouTernMark) and the team at YouTern (@YouTern), where Mark is CEO and founder, lending their wisdom this week as we all explore reverse mentoring, culture and the many roles workers will fill as they progress through life.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-09-24 12:06:132020-05-22 14:47:42Leaders Young & Old: #TChat Preview
NOTE this post is mine from 2010. I’m still here talking about this topic I’m passionate about. Why – You ask? Because we have more work to do. Our next Social Talent Show is tomorrow with the one and only Libby Sartain, former HR executive for Yahoo and Southwest, who will focus on these topics and share tips on how to align employee and company brand. One of my very favorite topics for many reasons.
Very often, leaders believe a company’s brand is just a marketing tool, and that it doesn’t have to do with the people working for the company. That’s exactly the opposite. The best talent will be attracted to your business because of its appealing brand, the image it conveys to the public, and your employees will want to stay and give their best because of your workplace culture.
The big tech companies understood that very early: The talent war is rampant in technology, and engineers are now attracted not only by financial aspects, but mostly because of a brand’s name, and when they do join these companies, the workplace culture is so strong, every little detail embodies what the company stands for – that employees all feel part of a kind of family.
Now I’m not saying you need to build a cult or anything like that, but workplace culture and the employer’s brand go hand in hand, becoming the best ways to attract and retain talent that is slipping away.
And that leads me to my second tip: If you have both, great, but it’s incredibly important for the employer’s brand benot only to be appealing, but also to genuinely reflect “what it’s like” to work there; otherwise, after a few months or weeks, employees will feel fooled and start looking elsewhere.
In the same manner, when a company “oversells” their employer brand in the recruiting process, leaders run the risk of losing talent in the long run due to poor communication in the recruiting, hiring, and onboarding process.
So how to avoid that? As a company, build a brand that is true to you, to what the company is really about, nothing more, and then LIVE your brand. It will be that much easier if it’s genuine, and workplace culture will get reflected in everyday life at work.
It’s a little bit like the story of a pet store that wouldn’t allow employees to bring their dogs in. Not very authentic. But if the pet store’s brand promise is the love of dogs, then everybody working there should feel that love: The company can even have a dog sitting system, or employees’ dog contests, to truly live the brand.
Build a workplace culture that is consistent with the brand displayed to the public. You can win!
That’s my take. For more on these topics, join us tomorrow with Libby Sartain, HR expert and employer branding guru, at 2pm EST and 11 am PST – Register here! Share your story and join the conversation to build the future of work!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-04-24 14:53:532020-05-22 14:08:18How to Get Ahead in the Talent War
I like to talk nerdy and have this thing for using analogies, metaphors and alliteration to connect seemingly disparate phenomena — what some might call “random.” It’s not uncommon for me to do so using old school rap songs, childhood nostalgia or other pop-culture references. Now that you know, you’ll be able to understand this week’s theme, which sparked when I was watching the original cinematic classic: Dirty Dancing.
To set the stage, I was fresh off a stimulating #TChat on the Innovation Revolution when it came to me: “No one puts baby in a box.” So without further ado, for your reading pleasure, here are the Top 5 Trends in the World of Work this week a la le box.
1. Boxing Match Meets Boxes with Pretty Bows
If you haven’t been living under a rock or rockin’ a vow of social silence in a self-made asharam, you’ve heard about Facebook’s acquisition of Instagram. The big news is not the cool $1 billion Instagram was sold for, or how two young bucks cashed in on overnight success (like Charles Forman experienced when he landed a sweet deal with Zynga thanks to his game Draw Something). No, the epic-ness of this deal is in the drawing of some interesting conclusions, both figuratively and literally. One is that the game is now about what “looks” sexy, and some say Facebook’s move this week was an attempt to compete with Pinterest as the Victoria’s Secret of the social networking world — they’re vying for eyes. This point-set-match version of Mark Zuckerberg’s pre-IPO CEO letter cleverly shows us who’s leading the game between Facebook and Google (who had made its own attempts at an “Instagrab”). For fun, I’ve shared a screenshot of Google+’s Facebook page — 23 likes and counting. If you’re wondering where Twitter is in this social party, it’s probably still choked about Google’s decision to further personalize search results. But hey, the purchase of Tumblr’s biggest rival Posterous seems like quite the awesome goody bag; don’t you think?
The Trend: We’re amidst a social war of the visuals, and the battle lines have been drawn between Facebook, Google and Pinterest.
2. Big Box Makes “Small” Talk
It’s been a few weeks since we starting hearing about Best Buy ditching the big box in favor of a small business model. Store footprints are shrinking, and some 50 stores will close entirely by the end of this year. It’s an effort to re-commit to the customer and focus on delivering what the market is asking for instead of marketing what the four walls can’t seem to sell. There’s nothing fancy about old-fashioned cost-cutting. Neither is cutting one’s self loose of leadership, as Best Buy’s CEO did this week. Nevertheless, the retailer is forging forward with its new.0 model, which boasts the introduction of 100 smaller, mobile-only stores focusing on tablets and smartphones. Will this ring true for other retail giants?
Trend: The era of best bye may be emerging, and other companies may follow suit in boxing up their enterprise strategies in favor of nimbleness and precision.
3. The “In” Box
This video has all the bells, whistles and pop-cultural bling one could ask for on film. Spoiler alert: If you like high-speed chases, highly populated areas, a scantily clad woman on a motorcycle, or a heroic rescue, you’ll definitely want to see it. More important than sight is what it means for the vision of marketing and branding in the social space. Mark Bonchek, SVP of Communities and Networks for Sears Holdings, talks about brand humanization and the necessity for marketing’s message to be focused on “identities” and “social contexts.” He believes, “As brands become more like peers, they need to behave more like people: personal, reciprocal, and authentic.” How business can spar with “digital darwinism” is the crux of what Brian Solis has been telling us all along: “To reach the connected consumer, you must first walk in their footsteps.” Brian urges brands to become digital anthropologists, keen observers of the psychology of customers’ lives. The power is no longer in the hands of brands. The ego-system is out, and evolution is in.
The Trend: Successful brands will create footprints customers want to follow.
4. Think Outside the Box
The title is cliché, but roll with it — because it’s relevant. I watched a 10-minute YouTube video this week that a colleague shared on Facebook. That’s a long time to stay focused for a video these days, but I was glued. It was the story that needed to be told, and it was about a boy, a box and how social brilliance made the term “if you build it, they will come” a modern day miracle. I won’t ruin the ending for you, but be forewarned: This video may force you to point the finger at yourself for indecent innovation — the shamefulness of drawing inside the lines and thinking that way, too. It’s never too early (or too late) to innovate. You can start by getting clear on how you innovate with this fabulous post by Forbes, which helps you determine your innovation personality type. As for the boy and the box, when I watched the clip on April 11th, at about 9:30am, there were about 14,500 views. By yesterday afternoon, it was over a million. If you’re still not convinced about watching a 10-minute video, maybe this Forbes article on how the 9-year-old innovator will be a billionaire in 30 years will convince you. That’s a long way from East L.A.
The Trend: Social media lets remarkable innovation tell its own story. Tune in and take note.
5. Check-Box
Do you remember the way-back-when of networking? You got invited to an event that you showed up to in shiny wingtips or a pretty pair of pumps. With coiffed hair and leather portfolio in hand, you talked about all the famous names and places you possibly could. All that mattered was getting the business card and dutifully adding it to your PalmPilot. Now we have CardMunch and QR codes, but it’s more than technology that has changed. The boxes we should check off to signal networking success start with the self. What caught many eyes this week was Daniel Gulati’s HBR post on the idea that accomplishment trumps affiliation. His argument is that the relevance of prestige is diminishing. Long-standing brand names are no longer having legendary appeal because new legacies are born every day in our social epoch. The truth of networking today is your truth, plain and simple. What difference did you make, really? Talk about that. Tell that story. Live it. Whether you’re “working it” or chatting it up with a local bartender, when all else fails you have this Forbes list and ageless HBR wisdom on how leaders effectively network: “Stick to it.”
The Trend: Authenticity is an opportunity, not a buzzword. Rinse and repeat.
That’s it for this week.…wait…no, it’s not! Help us crowd-source here by sharing what’s new and novel in the world, or by voting on the trends you think are game-changers in the World of Work.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Salima Nathoohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngSalima Nathoo2012-04-13 11:47:362020-05-22 14:04:58Top 5 Trends in the World of Work This Week
The diversity perception is much different in practice. The reality is, we discriminate; we stink at giving folks a fair shake, especially when they’re not familiar.
Many of us in the world of work try to be fair, try not to choose one applicant or an internal candidate over another because of attractiveness, ethnicity, religious affiliation, physical capacity and many other attributes, including innovative like-mindedness, which isn’t the same as diversity of thought.
But we prefer the attractive familiar, however subjective, both physically and mentally.
“The research reveals that when viewers saw a female face for 250 milliseconds, women who wore color cosmetics rated more highly in the categories of attractiveness, competence, likability and trustworthiness. However, when participants were allowed to look at the faces for a longer period of time, while the ratings for competence and attractiveness stayed the same, the ratings for likability and trustworthiness changed based on specific makeup looks.”
Yep, we’re superficial like that. The heroines are pretty and competent and the villains are ugly and incompetent.
Sarah Palin is hot, but Hillary Clinton is not. Right?
Personally, I’ve tried to break through that practice in previous hiring incarnations. I would like to think that I’ve hired based on quality of fit, not familiarity. Maybe I have at times. I hope so. If you and you organization feel that you’ve broken the discrimination barrier, then show us your diverse employed huddled masses on your career sites, not stock photos of airbrushed pretty models wearing makeup.
On the other hand, while I’m all about the best talent working for me, regardless of background, businesses aren’t social programs and shouldn’t be treated as such. In fact, the best business leaders could give a hoot about tolerance and diversity when they want their folks to be the very best they can be — for the themselves and the business.
Encouraging diversity of thought for driving innovation and growth regardless of background should be the best practice, but fairness need not apply. Get the edge by becoming familiar with the unfamiliar, if there’s a quality of hire fit.
We appreciate everyone who tackled a difficult topic with us in 140 characters! We appreciate our talent community. Each of you for you.
1) Does diversity still matter in the new world of work? Should it?
2) What are some of the benefits of building and maintaining a diverse workforce?
3) What are some of the biggest misconceptions or myths surrounding diversity & inclusion?
4) Who should be responsible for driving diversity in an organization?
5) What does a diverse workforce look like? How can its business impact be measured?
6) What’s the future of diversity? How do you see attitudes or approaches evolving over the next 10 years?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2011-10-13 18:05:202020-05-20 17:55:18Business, Fairness Need Not Apply: #TChat Recap
#TChat Radio
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