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?
The future of business and innovation depends on a generation of students who — unfortunately — are learning in an educational environment that is largely irrelevant and uninspiring.
Employers increasingly demand skills that the workforce is not prepared to deliver. There’s a massive disparity between school curricula and business expectations. And communication between educators and business organizations is broken.
How can we turn this situation around to win the hearts, minds and imaginations of tomorrow’s leaders?
#TChat Events: Bridging the Skills Gap for Tomorrow
I think Angela makes a compelling case. Do you? Can business mentors fill the gap? What role should schools play in fostering student/business connections? And how can talent-minded digital communities like ours help advance this agenda?
Follow our Twitter hashtag and be part of an open, collective conversation, as we explore these issues with Angela and Mark:
Q1: Why do you think education is falling short in the U.S.? Or do you?
Q2: What can companies do to improve their expectation/investment disparity?
Q3: How can mentoring help make the unemployable employable again?
Q4: How can business leaders help bridge the skills gap and create jobs?
Q5: What technologies will help enable education-rich organizations?
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 anytime, and share your questions, ideas and opinions. Just add “#TChat” to your posts, so others in the community can follow the action.
https://talentculture.com/wp-content/uploads/2013/05/AngelaLg.jpg370694Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-05-05 15:39:472020-05-25 16:54:20Business Case for Mentoring: #TChat Preview
“If the rate of change on the outside exceeds the rate of change on the inside, the end is near.” –Jack Welch, former CEO, General Electric
The world is changing at an ever-accelerating rate. This has been the case at least since the invention of the personal computer in the 1980s, and became ever more so with the introduction of the commercial Internet in 1993.
In light of this drastic change in the workforce, how much has the US education system changed? Let me assure you of this: if you are under the age of 65 and if you returned to high school today, you’d feel right at home. Does that surprise you?
Educational Standards: A Reality Check
The “world and workforce” standards to which every school in our nation subscribes are not standards that the business community sets. They are standards “our community” — educators — are comfortable with. We can handle critical thinking, good communication skills, impeccable grammar and computation.
But schools do not encourage students to become bold thinkers, dreamers and doers.
Sure, schools have computer labs and some of them even have a computing device for every student. But instruction has changed very little. Indeed, with the never-ending growth of standardized assessment tests, US schools have become narrowly focused on teaching students how to fill-in the proper bubble on a multiple-choice, standardized exam.
Did you see any transferable work or life skills in the above paragraph?
Opportunity Cost: Priceless
Jack Welch may have it exactly right. While some pundits are forecasting a “revolution” in public education, most observers see these words as totally incongruous. Sure, public schools will continue to exist — at least (as educational consultant Peter Pappas writes) until parents find somewhere else to send their kids all day. But school is quickly becoming largely irrelevant to a student’s learning experience.
Every second that a child is “being educated” without insight, experience and real-life support from accomplished adults is a wasted opportunity to maximize their education — and their potential contribution to the world.
Choose2Matter recently launched the Quest2Matter, which challenges every student in three essential ways:
To accept that they matter
To accelerate the message that everyone matters, and
To act on a problem that breaks their heart.
Students have boundless energy and enthusiasm for taking action. What they lack is real-world savvy and the ability to find authoritative and comprehensive information on how to tackle a problem.
Where do they find this insight? Enter the TalentCulture World of Work Community.
These future world-changers can and will do incredible things. Members of the TalentCulture community can greatly enhance the students’ contribution by serving as mentors to these amazing young people.
As they work on selecting, curating, and moving forward the top world-changing ideas, TalentCulture members will be guiding them every step of the way.
Merely by knowing that accomplished professionalstake their ideas seriously will profoundly impact the seriousness with which students approach their contributions. For mentors from TalentCulture, this is an unparalleled opportunity to provide real-time, real-life leadership to budding leaders of the world. This will help redefine what the TalentCulture community stands for, and will establish a paradigm of professional and student mentorship for the entire world to follow.
As one talent-minded professional to another, I hope you’ll consider offering your expertise and enthusiasm to help shape the future of tomorrow’s leaders. Looking forward to discussing the Choose2Matter mission in more depth in #TChat forums this week — and I’m excited to collaborate with the TalentCulture community, going forward!
Here at TalentCulture, we exist to elevate the human side of business — and we believe that community is the best way to reach that goal. In short, the more hearts and minds we involve in this conversation, the more likely we are to influence the future of work.
We’re passionate advocates who exchange ideas, knowledge and resources — all in the interest of cultivating more productive, rewarding workplace cultures.
And now, in the spirit of that philosophy, we’re thrilled to announce our first “world of work” partnership — with Achievers.
Get to Know Achievers
Visit Achievers Employee Success blog
Achievers creates Employee Success software that helps companies around the world recognize and reward positive workforce behaviors on a daily basis. This translates into higher employee engagement and better business results.
There is strong synergy between our organizations. Like Achievers, TalentCulture.com and #TChat forums are all about continuous learning and inclusive engagement that add value in today’s globally connected, social workplace. And that starts with all of our smart, loyal #TChat-ters!
What does this partnership mean to you? Look for TalentCulture and Achievers to:
Evangelize on behalf of each other’s engagement mission;
Share ongoing thought leadership and expertise with our respective communities.
This promises to add a whole new level of depth and vibrancy to the conversation, going forward. We hope you’ll join us each day, across our combined social channels, as we explore and discuss business and workplace topics that affect us all.
(Editor’s Note: Meet Achievers tonight (Wednesday, May 1) at the weekly #TChat Twitter forum, where Achievers Social Media Community Manager, Katie Paterson, moderates! Read details in tonight’s Preview: “Live from the edge of HR Innovation.”)
What do you feel, think, and say when you hear that question in the workplace? Do you suddenly get tense, wondering how others will perceive your answer? You’re not alone.
No matter when you were born or what kind of upbringing you’ve had, you’ve likely dealt with some sort of label. And regardless of the situation, we can all agree that no one likes to be unfairly stereotyped. Despite attempts by organizational leaders and HR to reduce discrimination and adversity, it still lingers in some forms. Not surprisingly, age-related stereotyping is on the rise, now that more organizations have a multigenerational workforce.
Generation Y “Millennials” = lazy, entitled and self-serving
Although these generalizations may have emerged for a reason, why should we assume that they are widely applicable or even relevant? Perhaps some high-profile individuals have displayed these characteristics, but their actions shouldn’t be the basis for defining a whole generation.
The Price of Stereotypes
More often than not, typecasting like this comes from lack of awareness, communication or understanding. It’s important to identify this issue quickly and bridge the gap, before it destroys our talent pools. Otherwise, organizations are at risk of missing out on the strongest talent — internally or externally.
What Can Individuals Do?
As I continue to progress in my career and become more involved in networking opportunities, I make it a point to avoid conversation about my age. Quite frankly, it’s not important. And, as a Millennial, the last thing I want others to do is marginalize my capabilities upfront. I don’t want them to presume I am a lazy or cynical person — I want them to evaluate me for my skills, abilities, goals and accomplishments. Isn’t that how it should be?
The workplace is rapidly developing into a collaborative environment, where everyone is expected to step up and contribute toward common goals. To do this effectively, employees must avoid animosity toward one another that starts with preconceived notions about age. We need to let go of misplaced biases and instead focus on the thing that matters — an individual’s capacity to contribute something valuable to the team and to the organization.
I look forward to engaging the TalentCulture community in a dialogue about this topic — not just at this week’s #TChat Twitter forum, but beyond. It’s important to every one of us. So, I ask you to consider one simple question:
What’s the truth about the interplay of generations in today’s workplace? Are we moving forward, or do “generation gaps” still hold us to the past?
Is this topic old news? I feel like it might be. Not sure if it’s just me. Perhaps I’m just wishfully thinking we should have moved on by now. But it’s important. And it deserves another look.
Age Stereotypes: A Reality Check
So, just between us, let me ask: Do you still catch yourself making snap judgments about people based solely on their age? Boomers, Gen Y, Gen X…whatever. We fret over how to recruit Millennials. We wonder how to manage them versus others. Does all this conscious attention to generational differences help or hinder progress?
Age-based stereotyping is deeply ingrained in our history, our culture and our collective social psyche. Now, in the 21st century world of work, it holds back individual advancement, business performance and innovation. But how do we move past reactions that seem almost second-nature? That’s the topic we’re tackling this week, in the TalentCulture community.
Rethinking stereotypes requires some deep internal soul searching. Gaining self awareness is the first step — and it’s not necessarily easy.
Facing your biases is an emotional exercise, as well as an intellectual one. But the process can be highly rewarding for professionals and the companies they serve. Fortunately, now there’s strength in numbers, as our #TChat forums take on generational stereotypes as a collaborative effort.
Why not start now? Take a moment to consider this week’s discussion guide and tell us what you think. Your comments are welcome, early and often:
Q1: In the world of work, how are the generations the same? Why? Q2: With Millennials, we have myriad misconceptions. But for all generations, what are the most pervasive? Q3: What is the role of leaders in helping to smash stereotypes about generations in the workforce? Q4: Does tech facilitate cross-generational interaction? Why/not? How can we forge more connections? Q5: Innovation and free-thinking go hand-in-hand. But does innovation ever encourage age stereotyping? Why?
https://talentculture.com/wp-content/uploads/2013/04/httpwww.flickr.comphotosmarktee7159545832sizeshinphotostream-2.jpg379700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-04-08 11:19:002020-05-25 16:37:59Age at Work: Just a Number? #TChat Preview
Why in the world of work would anyone sit online for an hour and share serious answers to a list of questions – along with random bits of wit and wisdom that come to mind?
No, I’m not talking about watching “Game of Thrones” and tweeting with my friends. I’m talking about our chat — #TChat — the weekly Twitter chat where TalentCulture community members come together to talk about today’s “world of work.”
But I digress. Once again, I ask, why would anyone devote an hour each week to a Twitter chat like ours? I remember asking myself that question when we launched #TChat over two-and-a-half years ago. I never thought it would last a month. I love telling that story because, well, I couldn’t have been more wrong.
Collective Knowledge: Sharing Adds Value
This week, the TalentCulture community dug deep into the concept of “learning.” In particular, we’ve been exploring social learning — that amorphous, organic, continuous, “knowledge sharing” activity that was originally ignited in the Garden of Eden. (“Adam, would you like a bite of this juicy apple?”) Or if you prefer, that point in human evolution when our frontal lobes sparked cognitive thought, we began hunting for information, exchanging it with others, and making decisions on behalf of ourselves and those in our social circles.
Social learning can be as simple as a single moment: an incremental yet transformative interaction where one person shares a piece of information that another receives, absorbs, adopts and applies in a new context that propels him or her forward. This process of information exchange, reinforcement and transformation lights up pleasure centers in the brain, as ideas pass from one person to another in an “additive” way. With each hand-off, information evolves, and is modified by the next person who absorbs, adopts and applies…
Layers of Learning That Live On
And so it goes. This is the beauty of social learning. And this is why I participate in #TChat forums.
It is why I’ve found value in showing up nearly every week for over two-and-a-half years. Participants offer ideas that continue to build on one another. As I step back and look at this community’s body of work it’s similar to the formation of rock over a geological span of time.
To dig deeply into organizational learning and talent development issues this week, we joined forces with two brilliant experts: Michael Clark, CEO of ReCenter, and Justin Mass, Sr. Manager of Learning Technology & Design at Adobe. The richness of their contributions added tremendous value throughout the week.
We invite you to revisit insights on this topic anytime! Just follow the links below…
TUE 3/26#TChat Radio: “The Social Learning Show.” Our hosts joined forces with organizational development experts, Michael Clark, and Justin Mass, to examine social learning innovation and its role in optimizing talent in today’s workplace. It’s a fascinating 30-minute session for anyone interested in improving professional and organizational performance through learning.
WED 3/27#TChat Twitter: Justin and Michael gathered around the Twitter stream with hundreds of other participants to expand and amplify key issues in workforce learning and development. See highlights from the conversation in the slideshow below…
#TChat Twitter Highlights Slideshow: Igniting Social Learning
SPECIAL THANKS: We extend our gratitude to Michael Clark, and Justin Mass for leading our community through the social learning discovery path this week. Your expertise in learning tools and techniques is inspiring and invaluable.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about social learning and talent development? 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.
We are here to become more — to maximize the development of our talent by improving performance in every aspect of living. And, we are here to guide and support others in doing the same.
Consider the countless number of hard and soft skills it takes to navigate a single day of living in the 21st century. We’re swimming in a contextual field of opportunities, challenges, goals and choices!
Social Business: What’s New?
Business has always been a social endeavor. Despite relentless change — including the recent arrival of revolutionary social media tools — many of the essential skills for business success have remained the same throughout history. No mystery there. Business is and will always be about creating and sustaining mutually beneficial relationships.
Of course, the implications of social business don’t stop at an organizational level. Work and personal life are merging, as workloads increase, and mobile technology and social platforms grow more prevalent. The traditional boundaries and walls that separated life roles are being erased. Social and mobile channels are morphing work-life balance into a work-life blend.
Our diverse roles are becoming synthesized into a single life style. We work, we play, and we live — engaging anywhere, anytime, with anyone we choose. Many people now live in a blurry space between “real” life and digital life, professional and personal, internal and external.
Filtering the Social Clutter
IBM estimates that 90% of the data in the world today has been created in the last two years alone. What does that mean for social learning? We have too much information, not enough transformation. Despite extensive learning, education, training and development, people think, feel and react in the same ways over and over. Think about the volume of content you absorb on a daily basis. What percentage of that information actually helps you create a positive impact in your life, or the lives of others?
Here’s a tool to help cut through the fog and chaos of today’s deafening social noise. I call it the “social business contextual field.” This filter helps brings clarity and precision to individual and organizational goals, strategies, learning, development, communication and transformation. It is based on six core components.
These six concepts represent all the complex relationships within social business. We can draw endless connections between words. For example, we think about how we feel. How we feel impacts how we think. Our thoughts and emotions largely determine our reactions and choices. We think about people, spaces and technology. We’re emotionally connected to people, spaces and technology. We physically engage with people spaces and technology.
Social business success hinges on learning how to develop and continuously improve connections, communication and collaboration among all aspects of the contextual field. Specifically, when individuals and organizations align, integrate and transform both sides of the contextual field, success follows.
As I explained in a recent TalentCulture video, engagement-performance transformation is an essential social learning skill. It’s a solution to seizing opportunities, overcoming challenges, boosting productivity, realizing goals and amplifying social business success.
In our work, we mash the two words “engagement” and “performance” into a single word, “engagement-performance.”
Engagement: The moment we recognize and seize opportunities to improve parts of the social business contextual field.
Performance: Everything that happens intellectually, emotionally and physically from the moment we engage, and as we move thorough the experience.
Engagement-performance transformation is above and behind all skill development. Consciously or unconsciously, we are engaging and performing every moment. Social talent development centers on transforming our capacity to engage-perform-produce more, better, faster, now — no matter what’s happening in or around us.
Three Steps for Engagement-Performance-Transformation
A culture of social learning, backed by engagement-performance transformation, does not happen by accident or good intentions. We must do three things to create and sustain engagement-performance transformation:
Take personal responsibility for transforming intellectual, emotional and physical engagement-performance.
Learn, practice and apply real-time power tool strategies for engagement-performance transformation in the midst of intense situations, persistent challenges and diverse people.
Proactively embrace the process of engagement-performance transformation, in self and others, from moment-to-moment, day-to-day, week-to-week, and year-to-year.
Social learning. Two simple words with so many meanings.
The TalentCulture community understands one meaning very well. After all, we exist is to encourage social learning among talent-minded professionals. But this week, we want to look more expansively at the role of learning in today’s social business environment.
Our mission is to unpack this concept collaboratively – sharing ideas and information about how and why social learning can make a meaningful difference for individual careers, as well as organizations.
We even have some heavy-hitter experts to help us see how leading-edge learning tools and techniques can transform business.
What’s more, does your goal really matter? I think it does. Arguably, the most powerful learning experiences are fueled by purpose-driven passion.
Truth is, learning should propel us not just through school, not just through work, but through life. And when our personal quest for knowledge, skill and competence aligns with business goals, the results can make a meaningful difference.
#TChat Focus Topic: Let’s Get Social About Learning
Life is a continuous process of learning and skill development. And by nature, learning is a social activity. Throughout our lives we look to others – parents, teachers, mentors, managers, experts, peers and others – for information, instruction, insight, guidance and validation. It’s all part of the learning process.
So, what does it mean to apply emerging social tools and techniques to the process of continuous learning? And why does it matter? Let’s talk about it!
Tune-in online and discover new ways to ignite professional and organization learning, as we interview Michael Clark, CEO of ReCenter, and Justin Mass, Sr. Manager of Learning Technology & Design at Adobe.
#TChat Twitter – Wednesday, March 27 at 7pm ET / 4pm PT. Join our weekly online forum, and share your thoughts with others about these key questions:
Q1: How & why should we define social learning & talent development in the world of work? Q2: How can we bridge today’s skills gap by connecting business with education? Q3: We equate social learning with online learning, but is that view complete? Why/why not? Q4: What are the most important technology platforms for social learning today? Q5: What critical metrics should leaders should use to measure social learning & talent development?
The good news is that our frontal lobes have evolved to better smell the baking of collaborative bread. The kind that gets our creative juices flowing, that puts the “dope” into dopamine and gives us the metaphorical munchies for even more progress and positive reinforcement. To befriend, to create, to learn, to solve, to make better, to work together toward a shared goal.
Reward and motivation. Doesn’t that get your tummy growling? Think about some of your most collaborative moments — more than likely they centered around a tasty snack or a relaxing meal, maybe even if a drink or two if you enjoy the libation. It could’ve been a one-on-one, a small group or a whole diversified gaggle of folk discussing primary topics while saddling up to multiple sidebars.
Connections and Communication: Essential Ingredients
Feasting on face time with one another — there is something to the hubbub of classic office environments. Those of us who work from home exclusively must be more proactive and innovative, to capture what we might otherwise miss during informal synchronous moments at breakfast, lunch, dinner or snack-time in and around the office with colleagues, peers and leadership. After all, we can still have lunch over a video chat, can’t we?
By our very evolutionary nature, humans polarize. We’re hardwired to sense negativity, so we can counter it quickly and efficiently.
In fact, millions of years of this response to negative elements in the environment helped our ancestors survive. Not all of them, of course. And not for long, until more recent history. But staying alive and propagating the species was the goal.
Clearly, it wasn’t pretty. In the name of prehistoric progress, factions formed, mostly controlled by violent, fear-mongering leaders who greedily focused on their own survival, at the expense of weaker tribe members. And now after many generations, we’re here to tell about it.
Growing Into Our Collaborative Skin
Thank goodness for the frontal cortex. In more recent centuries, Enlightenment, the scientific revolution and humanitarian movements helped fundamentally shift the way we react to one another, and how we work with one another for the betterment of all.
That’s the value of every human life in a civilized society — the fact that we now can and do empathize with our global brothers and sisters. When we empathize, we can collaborate — and collaboration can elevate us all.
Collaboration: What is it and Why is it Here?
It’s not about 50-50 compromise. It’s not a winner-take-all confrontation. Nor is it merely a warm, fuzzy all-hands group hug. In its highest form, collaboration is an opportunity to create an entirely new “whole” that is larger and more effective than the sum of its parts. Ideally, a common goal is served, and everybody wins. As someone said at this week’s #TChat Twitter discussion, it’s like making a good paella.
Of course, as we see each day at work, in our communities and in the headlines, collaboration isn’t always the tool of choice, even among “civilized” humans. It hasn’t replaced polarizing negativity or self-serving violence. But we’ve “come a long way, baby,” as the 60’s commercials used to say. Violent fear-mongering is so last millennium anyway, right?
We’ve experienced first-hand how empathy, diversity of thought and respectful engagement motivate us to skip childlike together down yellow brick roads toward that magical land of Oz — from the highest levels of government, to corporations, to non-profits, to start-ups. Well at least that’s what we aspire to achieve — as it should be.
Learning Together, One Step at a Time
Of course, in reality, while we skip in sync with others on one foot, we still tend to shoot ourselves in the other. It’s not easy. But it’s human. And it’s progress.
Fortunately, for those of us in the TalentCulture community, as long as we have collaborative #TChat first aid within reach, we can rest assured that our corner of the work world is covered. Thanks to your participation, we are better, together.
And thanks to this week’s special #TChat events guest, Dr. Jesse Lyn Stoner, for helping us gain a much deeper understanding of collaboration’s roots, and how to apply it more effectively in the workplace. Jesse is a brilliant business consultant, executive coach and author, focused on helping companies improve their performance through collaborative strategies.
If you missed any of this week’s events – or if want to revisit insights anytime – just follow the links below…
Listen to the #TChat Radio interview with Jesse Lyn Stoner
TUE 3/5 #TChat Radio Show: Our hosts sat down with Jesse to define successful workplace collaboration. It was a helpful look into the human drivers that contribute to collaboration – or block its progress – and how leaders can be more effective by recognizing those underlying motivations.
WED 3/6#TChat Twitter: Jesse returned to moderate our dynamic weekly Twitter forum – as a living model of mass virtual collaboration in action! Check out these highlights from the conversation…
THANKS: One more round of applause, please, for Dr. Jesse Lyn Stoner! We appreciate you sharing your deep understanding of collaboration. Your insights sparked ideas that will help us work more effectively with others.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about workplace collaboration? 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 – SPRING BREAK at SXSW! No scheduled #TChat events March 12/13. But please SAVE THE DATES the following week, March 19/20, when HR/talent/learning industry expert Josh Bersin, Founder/Principal at Bersin by Deloitte joins us to discuss key trends, and their implications for organizational culture, development and leadership.
We’ve all seen what polarization does to a country — especially recently, in our own country, the United States of America. Extreme polarization hobbles our ability to improve processes and social ills, to progress as a global business leader, and to just plain get things done.
Collaboration Is Not a Zero-Sum Game
According to our talented guest this week, Jesse Lyn Stoner (@JesseLynStoner), collaboration is the remedy for leadership and culture polarization.
“Collaboration is not about giving up your individuality. In fact, successful collaboration depends on speaking clearly and honesty about what you stand for. Collaboration is about valuing and mobilizing diversity as a force toward the common good. It is about recognizing and respecting the humanity in each individual, even those who are stuck at a pole.”
This is tough for leaders and individual contributors to do in the heat of polarization, but it’s critical for the world of work to advance, as well as the world itself. This is the very heart of productive communities online and off.
#TChat Weekly Agenda: Focus on Collaboration
This week on TalentCulture’s #TChat Radio and #TChat Twitter, we’re going to discuss the benefits of community collaboration in every incarnation and entity we belong. Here are the questions we’ll cover:
Q1: First, let’s define both collaboration and polarization. What are they?
Q2: Why has polarization across all facets of business and life been on the rise?
Q3: Diversity of thought is a very important part of effective collaboration. Why is that?
Q4: What can business leaders do to encourage more collaboration than polarization?
Q5: Does technology enable more collaboration than polarization? Or both? Why or why not?
For over 25 years, Dr. Stoner has worked closely with hundreds of leaders using collaborative processes to engage their entire workforce to improve business impact. Her clients range from Fortune 500 companies to non-profits worldwide, including Honda, Starbucks, General Electric, Marriott, Edelman Public Relations, and SAP to name a few. Jesse writes an award winning leadership blog and is also published in the Harvard Business Review. You can connect with her on Twitter at and Facebook.
And as always, don’t forget to join us on the Twitter stream for an all-hands #TChat Twitter event, on Wednesday, March 6, from 7-8 pm ET. Jesse Lyn Stoner will again join us, this time as the chat moderator.
So come on over and bring your best ideas about how to make collaboration work in today’s world of work!
***EDITORIAL NOTE: Did you notice a new look and feel to the TalentCulture site? Jump in and explore our new surroundings! This is just the beginning, so look for more exciting changes and innovations coming soon!***
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-03-04 12:45:272020-05-25 16:24:31Smart Leaders Collaborate: #TChat Preview
Diversity: The art of thinking independently together. – Malcolm Forbes
The notion of diversity has evolved tremendously through the years. Historically, workplace diversity translated into hiring goals focused on racial and sexual equality. But today’s organizations are recognizing that there’s sustainable strategic value in diversity that reaches beyond demographics.
Diversity of ideas, perspectives and life experiences enables organizations to innovate and compete more effectively in today’s global marketplace. Bringing together a broad spectrum of skills, expertise and problem solving approaches enhances outcomes in collaborative environments. However, for this kind of diversity to take hold in the workplace, it must be woven into an organization’s culture. And, like any aspect of corporate culture, it must start with leaders who embrace inclusive attitudes and behaviors.
This week, we asked Ekaterina to join us, along with Silicon Valley product development executive, Rob Garcia, who leads diverse organizations in creating breakthrough HR technology products. The conversations were rich and lively – peppered with nuggets of wisdom that anyone can use to collaborate and innovate more effectively.
NOTE: For complete highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
#TChat Radio Show: Our hosts sat down to examine the “human” side of innovation with Rob Garcia, Director of Product Strategy and Marketing at RiseSmart, the leader in next-generation outplacement solutions.
WED 1/30 #TChat Twitter: Rob again joined us – along with Ekaterina Walter – and hundreds of #TChat participants, as we opened the Twitter channel to a dynamic conversation about how to leverage diversity for better business results. Key tweets are featured below…
NOTE: For more highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
What are your unconventional definitions for workplace diversity?
“Different backgrounds. Different approaches. Different solutions. Shared success.” @talemetry
“Diversity of thought & experience gives ‘average’ a chance to be ‘great.'”@alliPolin
“More than statistical differences. Creative diversity, thought diversity just as important.” @LexieFO
How do leaders nurture and cultivate diversity?
“Be open to the unconventional. Note: Everything was unconventional at one point.” @SJAbbott
“Leaders nurture diversity by recognizing the value of “different,” publicly and decidedly.” @RobGarciaSJ
How does conventional diversity play into this?
“It happens organically, but diverse people must be brought together intentionally.” @martinamcgowan
“Diversity in the workplace is necessary to create a competitive economy in a globalized world.” @WeGoodify
What role does HR technology play?
“Digital villages are the now-next community of collaboration inside and out of organizations.” @ReCenterMoment
“HRTech puts too much focus on finding candidates’ keywords instead of their passion and company fit.” @MarcCibulka
“What current resume screening has in speed, it LACKS in ability to see diversity & potentiality.” @N_BarryJansson
How can leaders encourage this “different” diversity?
“Break away from your dept. Ask someone outside your dept to brainstorm ideas once in a while. You never know.” @LukiKit
“Leaders need to educate their teams and organizations about the value of including many different views.” @TerriKlass
SPECIAL THANKS: We’re grateful to Rob Garcia and Ekaterina Walter for bringing your understanding of diversity to TalentCulture events this week! Your ideas have inspired our diverse “world of work” community to reflect and and interact in ways that that we hope will make a difference in their respective organizations.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about diversity or other workplace 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 – as Valentine’s Day approaches, we’ll look at how employer/employee relationships have been redefined – and what it means for the future of work. Don’t miss “The Employment Romance is Over. Now What?” on #TChat Radio, Tuesday, Feb 5, at 7:30pm ET. And then #TChat Twitter Wednesday, Feb. 6, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.
“Diversity is a key driver of innovation and is a critical component of being successful on a global scale.”
When asked about the relationship between diversity and innovation, a majority of respondents agreed that diversity is crucial to encouraging different perspectives and ideas that foster innovation. Senior executives and employees alike are recognizing that a diverse set of experiences, perspectives, and backgrounds is crucial to innovation and the development of new ideas in and outside the workplace, as we find our career passion.
This week, expanding on ideas inspired by the book “Think Like Zuck,” by Ekaterina Walter, the TalentCulture community wiill explore how innovation grows from diversity. Research, as well as experience from the likes of Mark Zuckerberg and other innovators, is teaching us just how desperately we need to include all voices to achieve more effective outcomes. Does crowd-sourcing help innovation? Are all voices and ideas equal? How can Zuckerberg be an example of innovation through diversity? (Doesn’t he represent the ultimate lone inventor?)
Diversity isn’t just about demographics — although that is a first and a key component, without which our companies cannot move forward. Starting with demographic diversity as our foundation, we propose an expanded definition of diversity — not a counterpoint to the demographic meaning, but a flourish upon it. Let’s embrace diversity even more, and explore its power to lead to innovation in the world of work and beyond. This week, relying on diverse views to help us think about this, we’ll seek your voices in exploring these questions:
Q1: What are your unconventional definitions for diversity in the workplace? How is it more than demographics?
Q2: In the world of work, how do leaders nurture and cultivate diversity in its many non-demographic forms?
Q3: How does conventional diversity (i.e., diversity of demographics) play into diversity of ideas?
Q4: What role does #hrtech play in encouraging or discouraging #innovation & diversity of ideas in the workplace?
Q5: How do we exercise unconventional notions of diversity in our approach to #leadership?
Click to see the preview or listen to the show live, Wednesday 1/30, 7:30pm ET
As per the new usual, the #TChat goodness happens twice this week. First, on Tuesday, Jan. 29, there’s #TChat Radio from 7:30pm ET / 4:30pm PT. Our guest is a long-time member of our community, Rob Garcia (@RobGarciaSJ), director of product strategy & marketing at RiseSmart, a company that is delivering innovative next-generation outplacement solutions.
Question: What was your favorite job to-date? Now tell me, how did you learn about that job? And how did the hiring manager decide that you were the best candidate?
Did friends, family, former colleagues – any people you know – make a difference in helping you locate and land that satisfying opportunity? I bet you said yes.
Certainly, other factors count. Skill, speed and smarts – even serendipity – can play a role in making a strong career move.
But after a week of #TChat discussions about how to stay ahead of the curve in today’s job environment, I’m reminded that one factor matters most. The key is not how fast or how elegantly you travel along your professional path – it’s how many others you bring along for the ride.
Hint: The Secret Sauce is Social
No matter how rapidly the world of work evolves – desired skills, business environment, job hunting tools – relationships are the common denominator that defines the trajectory of every career. Truth is, connectedness creates powerful career leverage.
How we build and maintain relationships may shift as technologies and customs change. But at the end of the day, relationships matter. They’re the fuel that drives professional momentum. And professional communities like TalentCulture are living proof.
Digital forums may never replace the impact of direct contact. But they create a whole new context for connectedness that the world has never seen. And that can translate into far richer learning, collaboration and professional opportunities for career-minded individuals.
But don’t take my word for it. Look at what experts say…
NOTE: To see specific highlights from yesterday’s “Career Management” #TChat session on Twitter, watch the Storify slideshow at the end of this post.
A special thanks to career management and mentoring expert, Mark Babbitt, Founder and CEO of the popular internship portal and blog, YouTern. His leadership through the week’s #TChat activities kept us all focused, engaged and open to new ways of managing our careers.
WED 12/19 #TChat on Twitter: The community returned from the holidays in fine form, ready to share ideas about career management challenges, opportunities and strategies for success. Thanks to everyone who contributed thoughtful input!
Here’s just a taste of the interaction from last night’s #TChat stream… (For full highlights, watch the Storify slideshow at the end of this post.)
Biggest career management challenges?
There’s no such thing as job security any more, but a good network provides security. @AlliPolin
Learning when to stay, leave or pivot in your career / job is a heavy thought for many people. @CyndyTrivella
What job hunting activities matter most?
Get comfortable with the relentless pursuit of community and meaningful connection. Employed or not. Your next dream job starts here. @SocialSalima
Social media isn’t going to get you hired. The relationships you build there, though, just might. @talemetry
Whatever the technology – must be used to get face-to-face with hiring manager! @RichardSPearson
Best tech for finding a job is a handshake and positive attitude! The rest just gets us to the handshake. @JanisSpirit
# # #
Closing Notes & Highlights Slideshow
NOTE TO BLOGGERS: Did this #TChat session inspire you to write about career management 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, we shift our focus to Gratitude and Employee Recognition. Be sure to mark your calendar – first for #TChat Radio, Tuesday, Jan 15, at 7:30pm ET. And then for #TChat Twitter Wednesday, Jan 16, at 7pm ET. Look for a full preview on Monday, January 14 via @TalentCulture and #TChat. Til then, keep rockin the World of Work!
Predictions are like horoscopes — a fun way to pass the time, and a fabulous way to capture the imagination. Take the impending “Mayan” apocalypse for example. Most consider it rubbish. Yet, thanks to human fascination with folklore and the future, along with social media’s continuous need to “feed the beast,” the influence of the Mayan calendar is reaching across centuries to tweak us under the collective chin with provocative ideas about the end of the world.
Now THAT’S a remarkable demonstration of culture and the power of predictions!
But wait just a minute. Isn’t there a larger lesson to learn here? I don’t think it’s really about the predictions, themselves. Instead, it’s about how skewed “reality” can become as it passes through time, and through many perceptual filters. The Mayans created highly sophisticated technology — an intricate calendar. However, they didn’t use it to predict that the”end of the world” would arrive this month. That conclusion is actually the result of muddy interpretations by many other folks along the way.
2012 — Looking Back to the Future
Now, with that in mind, let’s turn to this week’s “Back to the Future” #TChat, where we jumped into our Twitter-powered DeLorean, and looked into the rear-view mirror, as well as ahead at the future of the workplace…
As the Storify highlights slideshow at the end of this post confirms, members of the @TalentCulture community are wise – not only because they’re dialed-in to key issues and trends that influence the world of work. But what I find even more rewarding about #TChat is the spirit of collective discovery that accompanies our interactions.
None of us has all the answers. None of us sees the world through the same eyes. But together, we can shine a brighter light on what lies ahead. There is strength in numbers as we move forward on this professional journey – regardless of the outcome. And that’s worth celebrating as we welcome 2013 in this era of technology-enabled communications.
NOTE: To see specific highlights from yesterday’s “Back to the Future” #TChat session, watch the Storify slideshow at the end of this post.
A heartfelt thanks to collaborative learning visionary, author and activist, Angela Maiers (@AngelaMaiers), who generously led us through a week filled with insights about the past, present and future of talent. Angela’s commitment to constructive change, and optimism for the road ahead is infectious. It was impossible to participate in any of this week’s events and not be inspired to take action in the 2013. Her rallying cry…”Amplify!”
TUE 12/18 #TChat Radio program: Angela joined hosts Meghan M. Biro and Kevin W. Grossman on BlogTalkRadio, to discuss key workplace trends – including why and how it’s essential to foster stronger ties between education and business, going forward.
WED 12/19 #TChat on Twitter: The entire community gathered around the Twitter stream, as Angela, Meghan and Kevin challenged participants to explore how trends in leadership practices, social media, technology, the economy, and politics are influencing workplace culture and talent strategies — past, present and future.
As always, the #TChat hashtag lit-up like a Christmas tree, with hundreds of opinions that exposed both the best and worst of 2012. But the party really started as we turned our sights to what’s on the horizon. No lack of ideas about the need for improvement or how we can get “there” from here!
To see full highlights from yesterday’s #TChat session, watch the Storify slideshow at the end of this post.
The Road Ahead
As another year draws to a close, the TalentCulture community seems more vibrant and vocal than ever. In my humble opinion, that bodes well for the “post apocalyptic” workplace. Because, no matter what we face ahead in the world of work, we have one another. We may not arrive at our intended destination as soon as we would like, or in the manner we expect. But as long as our community stands, we will not travel alone.
If TalentCulture has anything to say about it – the future is COMMUNITY. Thanks for your contributions – past, present and future. As this week’s fearless #TChat leader, Angela Maiers, likes to say, “Together we are smarter.”
# # #
Closing Notes & Highlights Slideshow
NOTE TO BLOGGERS: If this #TChat session inspired you to write about trends in talent strategy, leadership or other workplace issues, we’re happy to share your thoughts. 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 this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: #TChat events are on hold for the next 2 weeks – so enjoy your holidays! But first, grab your shiny new 2013 calendar and save the dates — January 8 & 9, when we’ll take a fresh look at “A New Year of Career Management.” Join us as career strategists discuss the job market, professional branding, and other factors that influence employment – first on #TChat Radio, Tuesday, Jan 8th at 7:30pm ET. And then on #TChat Twitter Wednesday, Jan 9, at 7pm ET. Look for a full preview on Monday, January 7 via @TalentCulture and #TChat.
See you in 2013!
Online social communities are the voice of your users, buyers, your sales and recruiting prospects, your employees — anyone who’s involved with your products, services or other offerings. Is this impacting the World of Work or what?
Social communities have more power than the individual customer, prospect or employee because they speak with a VERY LOUD voice, even if they’re not all saying the same thing. It’s not just volume any more; it’s reach and amplitude. And, with the number of channels across which these communities interact, you get to contend with the network effect.
One ticked off person talks to you; a ticked off community talks to you and the world. It works the other way as well, but of course we notice it more when communities are unhappy than we do when they’re pleased. This is a direct metaphor with your workplace culture. It’s tough to deny this fact anymore.
I never get tired of talking about social communities and their impact on brands and the recruiting process for the right talent. To broaden the discussion a bit, this week we’re going to add the notion of community managers to our #TChat Twitter get-together.
More companies and organizations are hiring community managers, and the job’s influence is expanding quickly. Of course some communities may organically grow to encompass the need for a community manager, but these tend to happen more with technical communities, and less so with consumer or B2C brands.
When companies decide to develop communities online, they often take a different course. Organizations need to be prepared to manage the trajectory and understand the personalities of people who fit and are passionate about these roles.
Against this backdrop, here are the questions we’ll be discussing this week:
Q1: What is the connection between a social community & a company’s brand?
Q2: What is the role of “community manager” & what does the future of this role look like?
Q3: Why do leaders & companies need social brand ambassadors & community managers?
Q4: Can you manufacture online communities, or are they best left to develop organically?
Q5: What are the pros & cons of social communities as an extension of orgs’ talent attraction & recruiting programs?
The last question is especially important, I think — we need to realize that there are pros and cons of social communities, and pros and cons for community manager roles.
So, be prepared: Please bring your experiences and thoughts this Wednesday, Oct. 24, from 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are). And, be opinionated — you’re part of the TalentCulture World of Work community, after all.
“It is not only for what we do that we are held responsible, but also for what we do not do.” – Moliere
Opportunity cost is a powerful concept. Finance 101 teaches us that inaction is the riskiest move of all. If you hide your money in a mattress, you remove yourself from the game, abandoning all hope of future return. Even worse, what happens if the mattress accidentally goes up in flames? Game over.
In business, as in life, every decision involves some risk. Each time an organization chooses to pursue Path X, it sacrifices the potential upside of Path Y or Z. But credible information can reduce that risk, and strong leaders look for reliable signals to guide their choices.
When deciding how social media fits into the workplace, leaders would be wise to watch and listen for signals from employees. These days the noise is deafening. New methods of organizational collaboration and communication are proliferating — not just through authorized corporate initiatives, but through ad-hoc efforts of workgroups and individuals who are pushing the social envelope just because they want to work smarter.
This isn’t heretical. It’s progress. It’s a by-product of human culture that’s as old as fire and as enduring as the wheel — and it was the upshot of yesterday’s #TChat World of Work exchange, as @Hootsuite HR Director Ambrosia Humphrey (@hambrody) and her team moderated a spirited discussion about social media’s role in work life.
The Big RT
Among hundreds of comments, which one registered highest on the retweet scale?
“Telling today’s employees not to use social media is like telling employees several years ago not to use the phone.”@MattMonge
In other words, business leaders, the social ship has left the harbor. Many of your employees eagerly climbed onboard, and it’s not too late to steer that vessel toward a desirable destination.
But which way to go next? We feel the pain of that question even here at TalentCulture.com, as we choose social platforms and tools that will best serve our mission, going forward. Recently, we’ve been exploring dozens of solutions to enhance workflow and internal communication, as well as tools to engage the TalentCulture community. Our conclusion? Even for a fearless crew of passionate social media advocates, the options can be overwhelming.
Sure, there’s a price for progress. The process can be messy. But even if you stumble, you’re still moving forward. And if our #TChat comrades have anything to say about it, environments where social connections are enhanced promise far more benefits than the status quo.
The only rationale for standing in the way of social workplace progress is fear. But in this brave new socially-driven world of work, fear might as well be money in a mattress.
Did you miss this week’s preview? Look here — and look below for a swanky slideshow of yesterday’s many tasty tweets. We again thank our new best friends over at Hootsuite, who guest moderated #TChat World of Work with characteristic Twitter savvy: Joining Ambrosia were Ben Watson (@bitpakkit), Hootsuite’s vice president of marketing; Steve Johnson (@steve1johnson), Hootsuite’s chief revenue officer; and additional members of Hootsuite’s HR team, Sabrina Lavin and Kristine Naldoza.
A5. ESNs like Tibbr or Yammer or MoxieSoft… #TChatBill Cushard
A5) Twitter is my muse. I spend a lot of time in @confluence for content curation, sharing, and learning. #tchatJD Dillon
A5 Twitter &LinkedIn are gret tech tools for HR to connect, as well as provide insight. #TChatAmy Do
A5: Another GREAT tool for workspace management is @Podio. It beats Basecamp any day of the week! #TchatGwen Woltz
A5 LinkedIn is good for recruiting / learning. Blogs are great for learning / engagement. Twitter an avenue for all of the above. #TChatRedge
A5. The best social tool for reruiting is YOU! #TchatDave Ryan, SPHR
a.5 Twitter (@hoothr) has been a huge game changer in not only recruitment but also our onboarding, and cultural initiatives! #HR #TChatambrosia
Hurrah @hoothr RT @hambrody a.5 we launched entire cultural initiative thru social platforms Twitter and 7Geese! http://ow.ly/dQuzY #TChatDaveO from HootSuite
Thanks #Tchat and @talentculture @meghanmbiro for having @HootSuite on today. We’ll post a storify tomorrow. We had a brain blast! #wowambrosia
What’s Next on the #TChat Radar?
Be sure to join us next week (Wednesday 9/26, 7pmET/4pmPT) as we explore the dynamics of generational differences in the workplace — especially when older workers report to younger managers. (Read the preview post.)
Hello, World of Work! McKinsey has spoken, and I am listening: Social technologies are valued between $900 billion and $1.3 trillion by virtue of pushing social interactions to Internet speed, with the attendant increases in productivity, collaboration and understanding of employee and consumer behavior.
Do you buy it, or don’t you? For you TalentCulture World of Work aficionados, what matters is not that we believe it’s beneficial; the employee and employer experiences are what in fact matter. What’s the result of the speeding up of social interchanges in the world of work? There’s lots to look at there, and clearly, there’s a business opportunity in finding ways to morph social tech into business tech.
Here at #TChat, we’re accustomed to social in our personal lives, but it’s one thing to use Facebook with friends and, at work, the enterprise Facebook-style interaction tool, Yammer. Facebook isn’t really a productivity tool, but a way to maintain loose bonds with friends.
Companies investing in Yammer want something very different: productivity. And many companies worry that employees waste time on social media, which is why Yammer and other related systems are so appealing: These keep all interchanges within the firewall. No Gchat, Skype or IM, only Lync and Yammer: so much more control. But then, where’s the social magic? Will only the loud and super-exuberant types use corporate social tools?
We think about these things at TalentCulture. Then, we want to talk about them. So here are the questions for this week’s #TChat about social tools and their role in the workplace:
Q1: Social tech is valued upwards of $1.3 trillion. Where’s the greatest biz opportunity in the next few years?
Q2: Currently only 5% of U.S. online content sharing happens on social media. Will this change?
Q3: How do leaders overcome the perception that employees “waste” their time on social media?
Q4: Will social media only be valued by extroverted sharing & collaborative people? Is it an ego thing?
Q5: What are the best social tech tools for recruiting, onboarding, learning, performance, retention & mobility?
Feeling social yet? Then join us Wednesday for #TChat. That’s Sept. 19, on Twitter, 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. Your tweets — they bring us back, every time. And guess “hoo” else is coming to #TChat: Hootsuite.
We welcome this week’s #TChat guest moderator, Ambrosia Humphrey (@hambrody), Hootsuite’s director of human resources. Guests Ben Watson, Hootsuite’s vice president of marketing (@bitpakkit), and Steve Johnson, Hootsuite’s chief revenue officer (@steve1johnson), will join us, too, to discuss the trillion dollars of social, and look for additional nuggets of wisdom from Sabrina Lavin and Kristine Naldoza, also members of Hootsuite’s HR team. Woot!
At TalentCulture World of Work we love all things culture and all things social, talent, leadership and learning. Imagine my excitement when the notion popped up to combine all three ideas: social, learning, and culture. The trifecta. Talent. Culture. Social Learning. Very cool. It’s nirvana for the geeky side of me.
I’ve been digging in on the #TChat social channel lately about social media – how it’s changing businesses and changing people’s relationships to jobs, family, and friends. It’s also changing the relationship between leaders and employees.
It’s no longer sufficient for leaders to tell employees what to do – now they need to provide context, both business and social. The trick is learning how to infuse social into your culture, and into how you train and teach employees – not just to perform jobs or tasks, but how to think in a way that benefits themselves, clients and the business.
Fast-forward to this week’s #TChat topic: how to build learning cultures for the workplace and social community, relying on social tools and concepts. This week’s questions should stir healthy debate:
Q1 What are the top attributes of a learning culture?
Q2 How can leaders teach employees to learn how to learn?
Q3 How can an organization leverage informal social learning opportunities?
Q4 Why do learning cultures create competitive advantage?
Q5 How do you know whether or not an organization’s culture is conducive to learning?
Social people interested in culture and learning, UNITE. Join us Wednesday night, September 12 th from 7-8 pm ET (4-5 pm PT) to question the value of formal learning, explore the limits of informal learning, and plumb the depths of social learning. Bring your culture-vulture point of view, because learning doesn’t happen in a void – it happens in a learning culture.
We’ll discuss learning – formal, informal and social learning – and provide recommendations for leaders and HR practitioners trying to chart the best path for their organizations and communities. No blue book required – just a Twitter handle and some ideas. We look forward to chatting!
A dear friend of our community and social learner and teacher Joe Sanchez @sanchezjb will be our guest moderator this week. Here’s his timely blog post:
We’re happy and honored to have Joe leading the #TChat tweets on Wednesday from 7-8pm ET (6-7pm CT, 4-5pm PT, or wherever you are), to talk shop with us.
Social Learning IS The heart and Soul of the TalentCulture Community!
If it wasn’t for those pesky, messy, meddling humans, the world of work would actually work flawlessly. We’d work together happily and collaboratively, without deceit, harassment or discrimination. We’d all be accountable and personally responsible and have each other’s backs, we’d have reciprocal respect with our leaders, and reality TV would not be a reality.
We can dream, can’t we?
Consider this: More than 40 companies paid out more than $60 million in settlements or unfavorable court judgments after the EEOC brought systemic discrimination cases in 2011. But there are those who say this kind of law enforcement hampers business growth with burdensome regulations and policies.
Right. And lest we forget the true reality TV of a group of really smart people who wiped billions of financial assets off the face of the earth only a few years ago. My point is that accountability isn’t baked into our DNA, but basic survival is, and unfortunately we’ll do everything we can to fire the pleasure centers in our brains. Screw the pain, baby. Nobody wants that. This is why so much neuroscience research of late shows us why good people make really crappy decisions.
Like hitting on your new employee because she’s been so friendly to you and it feels good to do it. Or leaving racist notes in your co-worker’s locker because you feel he’s been getting preferential treatment, and it feels good to do it.
This is why we have formal onboarding processes in business. This is why we assess and why we screen backgrounds. This is why we throw the employee handbook at employees. This is why we have rules and regulations. This is why we have social media policies. This is why we have sexual harassment and discrimination seminars and workshops and acknowledgement forms to sign off on (and that really don’t help anyway, but it feels good to do it).
I really wish it didn’t have to be this way, that we could onboard employees in companies big and small more freely and effectively, applying agile development techniques, buddy and mentor programs, business cross-training and immediate immersion into the workplace culture that promotes connection, communication, collaboration and business success.
It’s too bad, because it feels so good to do all of the above. And no amount of technology efficiencies make the bad behavior any better (and sometimes not even the good). Thankfully there are those business leaders, HR and recruiting practitioners, and individual contributors who work tirelessly every day to make the bad better.
Amen for those pesky, messy, meddling humans who make it better at work from day one.
A2: Embed with team members. We had new emps sit down w/key members for 1on1 meetings on day one for download of info #tchatJen Olney
#Tchat A2 Providing new employee with access to various corporate communication vehicles is essential for pr
oper integration.Cyndy Trivella
A2 How about setting up a special chat on Twitter for all the folks in the new person’s department? #TChatMary E. Wright
A2. Worst thing is for new hire to not connect with the boss in the first day. #tchatTerri Klass
A2. Employee talking about positive experiences can be a subtle way to display good culture. #tchatCdna_OrgDev
A2: At Southwest airlines, management staff perform humorous orientation skits. A positive mood will enhance learning & retention #tchatCatherine Chambers
A2 We should get rid of or make the behind-the-scenes culture transparent, the clients who’ve done that have really succeeded #TChatMelissa Lamson
A2 – Like DrJ says you’ve got to involve humans – start a mentoring process. Assign a “buddy” to walk with them thru the onboarding #tchatRichard S Pearson
A2 The “social” or any culture should be part of the CO DNA & deffinitely reflected +++ in the “onboarding” process #tchatCASUDI
A2: make sure ppl understand the culture, get outside & internal feedback. find a way to make it actionable for all to participate #tchatPlatinum Resource
A2: Company’s social media can help describe the onboarding process and make it more interactive, ie. Yammer, etc. #tchatFord Careers
A2: Company’s social media can help describe the onboarding process and make it more interactive, ie. Yammer, etc. #tchatEmilie Mecklenborg
A2. Create behind-the-scenes, impromptu workplace setting. #tchatSheree Van Vreede
A2: through informal initiation rituals-welcome breakfast, new employee project (blog post, video, or other creation) etc. #tchatCatie Maillard
A2. Allow your new employees to meet current employees that seem to OOZE conviction of their love of the company. #tchatAshley Lauren Perez
A2 Assign a transitional culture “mentor”. Helps with info about company language, politics, etc. #tchatMarla Gottschalk PhD
#Tchat A2 Hiring mgr. should host a lunch or b’fast for new person so new employee has chance to meet team members and ask questions.Cyndy Trivella
Absolutely! Tell us more Steve > @swoodruff: A2: Storytelling is one great avenue #TChatMeghan M. Biro
A2: Social Video #TChatSean Charles
A2 There is no way to standardize knowledge across say engineering/ R&D and supply chain or accounting #tchatObjectiveli
A2: need to make the whole process more FUN! #TChat why do we have a party when someone leaves, but not when they join?Alex Raymond
A2: Get the new employee integrated into their dept right off the bat…don’t keep them singled out til you go thru the steps #TChatBarb Buckner
A2 every new employee should have a mentor to engage them into culture and company traditions #tchatErin Nemeth
A2: There is only so much BTS culture info you can cover during the formal portion – the tone/voice & the topics discussed can help #tchatBright.com
A2: Storytelling is one great avenue #tchatSteve Woodruff
#Tchat A2 As new employees R brought in, it’s important to expose them to many ppl in first few days so they can begin connecting the dots.Cyndy Trivella
A2 I think thats why Social Media, cannot completely work – as most of it is at the level of teams #tchatObjectiveli
A2 Tacit Knowledge = Teams and Smaller Groups, and not the company/ brand #tchatObjectiveli
Q3: Who’s responsible for cultural acclimation, training & retention at & beyond formal & informal onboarding & why? #tchatMarla Gottschalk PhD
A3: Is it not the entire #leaderships’ responsibility and the company teams’: culture is omnipresent. #tchatLori King
A3: As I always stress with #candidateexperience, be sure internal culture is what you are depicting. No bait/switch with onboarding #tchatSabrina Baker
This!! -> MRT @EmilieMeck: A3: Worst thing you can do: come out w/ bells &whistles &then drop off &leave them feeling abandoned #TChatBarb Buckner
A3. The supervisor is closest to the new employee and can make the biggest impact. #TChatClark Wells
A3: Worst thing you can do is initially come out with bells and whistles and then drop off and leave them feeling abandoned #tchatFord Careers
A3: Worst thing you can do is initially come out with bells and whistles and then drop off and leave them feeling abandoned #tchatEmilie Mecklenborg
A3: leaders take the lead, but not always. it can be other mentors who make a difference. Don’t dismiss your impact on others #tchatPlatinum Resource
A3: This is where having passionate and trained employee brand ambassadors come in handy. #TChatSean Charles
A3: Everyone. We all make our workplace a better or worse place to be. #tchatRob McGahen
A3: Well, depends on the company size and structure, but management (that should include #HR), supervisors, peers, mentors… #tchatKevin W. Grossman
@BrentSkinner has a point – A3: employees need to take ownership as well if they wish to grow with the co or promote #TChatBarb Buckner
A3 it is not HR’s job. It is the job of manager & employee? We are not their parents! #tchatInsight72
A3. Ultimately it’s the individual who chooses to adapt their behavior or not. Sometimes you don’t want them to adopt the culture. #tchatDr. John Grinnell
A3: Managers should ensure that staff have access to resources. A personal interest in learning will increase learning opportunities #tchatCatherine Chambers
A3: Anyone that wants to ensure the employee is successful. #tchatSalary School
A3: Onboarding should be equally beneficial to all those involved – not just the new hire – so I say mix it up with all levels. #tchatSteve Sisko
A3: It is leaders who set a tone. #tchatEarly Careerists
A3 Everyone wld b best answer but not realistic. Mentor takes lead. Shld be appointed responsibility. #TChatMary E. Wright
Yep! MT @TerriKlass: A3. There needs to be ownership by everyone to welcome a newbie – formally and informally. Not just #HR. #tchatJocelyn Aucoin
A3. Leaders. #TchatJoe Sanchez
#tchat A3: Since culture is important to all companies, we believe that it is a year round investment to maintain culture.Teamalaya
“@AshLaurenPerez: A3. Everyone. We all play a major part in the company’s culture. #tchat” spot onSasha Taylor
A3 my best exp w onboarding was meet w HR then 1:1 with leaders of each department. Learned a lot. Networked. Not an unknown body #tchatErin Nemeth
A3: Everyone. Because we all have to strive to make the workplace better. #tchatRob McGahen
A3 – In general, it’s the responsibility of those in “charge”, the leaders of the company should always pave the way! #tchatRutterNetworkingTech
A3: It’s a team effort that requires each member to play their role to ensure the onboard is smooth #tchatJen Olney
A3 This heads towards “Talent Communities” yes? All are responsible #tchatKeith Punches
A3 And there should be another onboarding training for experienced hires (managers) #tchatObjectiveli
A3. There needs to be an ownership by everyone to welcome a newbie both formally and informally. Not just HR. #tchatTerri Klass
A3 it ha to be both the line manager & the individual. 50/50% accountability. We don’t employ children? #tchatInsight72
A3: In a culture of learning vs. a culture of training – we are all responsible. Self Mastery is the foundation of a learning org. #tchatCatherine Chambers
A3: Best onboarding is when New Hire can sit w/ someone from each team – gets great understanding of entire process & their role #tchatFord Careers
A3: Best onboarding is when New Hire can sit w/ someone from each team – gets great understanding of entire process &
their role #tchatEmilie Mecklenborg
#tchat A3: We believe that organizations should invest in these, as it saves money long term. (That’s why we built the platform!)Teamalaya
A3: The “responsibility” goes to the manager. Others are important, but there has to be a steering wheel to keep it on track. #TChatTom Bolt
A3 Team leaders should have a role in this – schedule lunches – help them establish networks. #tchatMarla Gottschalk PhD
A3 Onboarding should be part of the level1 training of all managers. #tchatObjectiveli
A3: Devil’s advocate: When does it become just as much the employee’s responsibility? #TChatBrent Skinner
A3: formally = managers, informally = co-workers. It’s a team effort, and family environment. Help each other, don’t just compete #tchatPlatinum Resource
A3: Starts with HR as a base point for the new employee but batton gets passed to their manager to keep up with it as well #TChatBarb Buckner
A3 Everyone has some part in it #TChatJess ‘Babs’ Bahr
A3: The best onboarding I’ve ever participated in involved a little bit of everyone. Started with #HR and moved on from there #TChatSabrina Baker
A3. In a perfect world *Everybody* Culture is a team sport. #TChatSean Charles
A3. Don’t forget to empower new employees with their own onboarding process. Give them the tools to assimilate how the like. #tchatJocelyn Aucoin
A3: Leadership! It’s incumbent on leaders to bring new team members into the fold. #TChatEarly Careerists
A3: Everyone is responsible, it should be the culture of the agency. #tchatRobert Rojo
A3: first responsibility goes to that person’s boss, then colleagues, and other departments etc #tchatPlatinum Resource
#Tchat A3 It’s important for new employee to seek out answers, assistance and request what is needed. They should not expect to be babysat.Cyndy Trivella
A3: The manager should take point and be aware of how the new EE adjusts. I agree though, everyone plays a role in the process #tchatJoshua Barger
A3 HR for consistency in practices. Manager for accountability and performance ratings. All employees for culture engagmnt #tchatErin Nemeth
A3: Sometimes there is a department mentor or someone who the new hire will shadow for first few months. #tchatFord Careers
A3. HR+Departments+Boss+Mentors are all responsible. It takes a village. #tchatTerri Klass
A3. #HR mostly your on boarding buddy, and everyone else (in that order) #TchatDave Ryan, SPHR
A3: Truthfully? Everyone. All it takes is 1 bad experience to sour someone. #tchatBright.com
#Tchat A3 1st responsibility is on the hiring mgr., then everyone else in the company. Think “it takes a village.”Cyndy Trivella
A3. Everyone. We all play a major part in the company’s culture. #tchatAshley Lauren Perez
Q4: When does formal onboarding make the most sense & why? #tchatMarla Gottschalk PhD
“@ShimCode: A4: IMO, spending the 1st day being talked at by an HR drone & going through ‘enrollment crap’ is a total downer! #tchat” +1Sasha Taylor
A4: Mass hires 4 massive projects necessitate formal onboarding component – e.g., new restaurant hiring entire staff. #TChatBrent Skinner
A4: If fun, and aligned with the actual culture of the org (not just the training room) formal f-t-f onboarding can be great #tchatCatherine Chambers
A4: Blended learning works best. Formal onboarding can be engaging. Formal can = consistent message and positive initial experience. #tchatCatherine Chambers
A4. One thing to remember is not to skip onboarding even if things get busy. #tchatTerri Klass
A4: Candidate was hired for their great skills, they’re not incompetent – just new. Give them resources, provide guidance. #tchatEmilie Mecklenborg
A4 – Face to face may not always be necessary, but it should always be considered. Nothing beats face time! #tchatRutterNetworkingTech
A4: Formal to me means “On Purpose”. In that case all our processes should Formal #TChatSean Charles
Good strategy “@EmilieMeck: A4: Should be a mix of formal and informal onboarding. #tchat”Nissrine Ghannoum
A4 I appreciate access to human beings if I am learning a phone or computer system! #tchatMarla Gottschalk PhD
A4. Informal begins at time of hire and continues throughout. Never stop encouraging informal. #tchatTerri Klass
A4: Formal onboarding does not mean list of “thou shalt not” rules. Informational links to intranet can be instructive. #TChatTom Bolt
A4: Always to start. That way the expectations are always made known before bad habits can form. #tchatRob McGahen
A4: Formal should begin during their initial orientation/in-processing, that will set the tone and expectation. #tchatRobert Rojo
A4 Really does depend on the content – sometimes face to face contact is necessary to relay the information… #tchatMarla Gottschalk PhD
A4: IMO, spending the 1st day being talked at by an HR drone & going through ‘enrollment crap’ is a total downer! #tchatSteve Sisko
A4: Always at the start. The informal stuff comes as they learn the culture. #tchatRob McGahen
A4: Probably makes the most sense when there are large groups of new hires and it isn’t possible to give enough personal attention #tchatBright.com
A4 JUST before you start (FORMAL) ~ informal before that & during recruitment & informal once you start = a workable balance #tchatCASUDI
A4: Formal onboarding s/b occurring from the recruitment process until the end of the first year. Informally after that. #tchatSalary School
A4: Structure to on boarding makes what could be an overwhelming chaotic experience seem more orderly #TChatJess ‘Babs’ Bahr
A4 Define “formal onboarding.” #TchatJoe Sanchez
A4 Some key policies Sexual Harassment, Security, Patents, Communicating outside your group, talking to press etc #tchatObjectiveli
A4. Formal on boarding is best used to prevent internal politics reassigning wrong people to a unit undergoing transformation. #tchatDr. John Grinnell
A4: formal on boarding to get the basic rules, regulations etc down. #tchatPlatinum Resource
A4: Extremely structured & controlled environments where each EE must receive the exact same orientation / training. #tchatJoshua Barger
A4: Should be a mix of formal and informal onboarding. Formal gives it structure & consistency while informal gives it personality #tchatFord Careers
A4: Should be a mix of formal and informal onboarding. Formal gives it structure & consistency while informal gives it personality #tchatEmilie Mecklenborg
A4 – when it’s a very structured position, where the new peep could not know what is expected – a formal process is needed. #tchatRichard S Pearson
A4 Without manager buy-in, onboarding programs will fail. HR can create program, but onboarding is responsibility of hiring mgr. #TchatCyndy Trivella
A4: In highly regulated industries. Mandatory coverage of certain points are necessary, but does not have to be death by PowerPoint. #TChatTom Bolt
A4 Formal onboarding is first week of employment. Informal is everything before and after. Recruiting thru one year review #tchatErin Nemeth
A4: During “group” onboarding sessions – easier to get the info across in one swoop (ideally) #TChatBarb Buckner
#Tchat A4 For any onboarding to be successful, company must train management on process and provide all necessary tools and directions.Cyndy Trivella
A4: There should be a structure to orientation, when you are brand new to an org, you need to have a proper introduction 2the company #tchatJen Olney
A4. Formal onboarding is needed for technical information and company pol
icies that all newbies need. #tchatTerri Klass
#Tchat A4 Technically onboarding begins at the interview stage, but the “formal” begins at the acceptance of the offer.Cyndy Trivella
Q5 Culture simply can’t be automated. However, tech could facilitate “meet ups” and other face to face opps. #tchatMarla Gottschalk PhD
A5: Regardless of automated processes, there should always be an informal, human touch to onboarding. Engage the new hire. #tchatFord Careers
True :) @TalentCulture: YUP @mrgottschalk @RRojo619 @nicoleoch A5 Companies have to embrace the #hrtech. Good luck with that one. #tchatRobert Rojo
YUP @mrgottschalk @RRojo619 @nicoleoch A5 Companies have to embrace the #hrtech. Good luck with that one. #tchatTalentCulture
A5: *Some* #hrtech can facilitate communication thru new channel, but #hrtech plays small role @ best in #onboarding. #TChatBrent Skinner
Interesting** @ShimCode: A5: Unless you’re startup (even then,) recommend against developing deep friendships #tchat topic 4 future chat?Meghan M. Biro
“@ilovegarick: A5 Support a culture of #community building. Foster friendships in the work environment #tchat” +1Sasha Taylor
A5: Unless you’re in a startup (even then,) I’d recommend against developing deep friendships and a soul mate. #tchat topic 4 future chat?Steve Sisko
A5. “You’re hired” starts the preboard. Building informal relationship with sponsor. Onboarding continues the process with the team. #TChatClark Wells
A5: Someone, plz stop us from saying #socialmedia as the answer…again. I’m not sure if #hrtech *can* help “informalize” onboarding. #TChatBrent Skinner
A5. Food can be very helpful during the onboarding process. #tchatTerri Klass
A5: Use #HRTech for onboarding EE’s to introduce them to your internal social networks not just the office #TChatSean Charles
A5: Onboarding informal process could be video of employees of various titles and positions talking abt their experiences w/ company #tchatFord Careers
A5: Onboarding informal process could be video of employees of various titles and positions talking abt their experiences w/ company #tchatEmilie Mecklenborg
A5. HR tech needs to be part of the design for onboarding and collaborate with HR and departments and mentors. A “village” #tchatTerri Klass
A5: Videos that explain procedures & provide insight into org. culture They can be shared in advance & enhance face to face sessions #tchatCatherine Chambers
“@NickKellet: A5 Onboarding should be a celebration. A time to take time out & welcome new people. Time to make them feel valued. #tchat”Chris Gabaldon
A5: Until computers have better instincts than humans, we need to be in charge of the process. #tchatRob McGahen
A5: make connecting on #SoMe a game and comp bonding activity. Get ppl moving & really mtg actively, not passively #tchatPlatinum Resource
A5 technology should not replace human interaction. It’s used for compliance and signing bennies etc #tchatErin Nemeth
A5: Automation is great but sorry to say a lot of ppl still do not have access to it and/or don’t want to embrace it! #tchatRobert Rojo
+++1 “@ilovegarick: A5 Support a culture of #community building. Foster friendships in the work environment #tchat”MeeoMiia™
A5 Each employee associated w nu hire ASKS ~ how can we make your onboarding easier & more fun? what can we do 2 help? #tchatCASUDI
A5 Hire to Retire, ATS & Onboarding systems should be connected for flexbible, adaptable, ~relevant~ content / workflows #tchatKeith Punches
#Tchat A5 Technology is not a replacement for the human touch. It’s there to expedite processes, not hinder communication.Cyndy Trivella
A5: This is another need Teamalaya wants to fill. Formal OB is important, but informal gets your new hires comfortable. #tchatTeamalaya
BAM! @emiliemeck A5: Regardless of automated processes, there should always B an informal, human touch to onboarding. Engage new hire #tchatSean Charles
A5: Offer material on company discounts, fun info facts, etc. #tchatFord Careers
A5: Offer material on company discounts, fun info facts, etc. #tchatEmilie Mecklenborg
A5: Simplified web resources & a #SocMed mindset is great, but have a people component also. #tchatSalary School
A5. Try to have someone take the new employee to lunch (and buy) on their first day #TchatDave Ryan, SPHR
A5: informal onboarding using tech can include; VC; Social Media through private groups like Facebook, Jammer, etc #tchatMelissa Bowden
#Tchat A5 Technology should be used to make processes easier. If it doesn’t, it will only frustrate ppl. Often times it’s user error.Cyndy Trivella
A5: Something as basic as communication. Have the mgr interact with the new EE, bring them up to speed, etc., before they start #tchatBright.com
A5: promote connecting through good ole ice breakers! bingo ice breaker anyone? the prize is connecting through #SoMe #tchatPlatinum Resource
A5: Regardless of automated processes, there should always be an informal, human touch to onboarding. Engage the new hire. #tchatFord Careers
A5: Regardless of automated processes, there should always be an informal, human touch to onboarding. Engage the new hire. #tchatEmilie Mecklenborg
A5 Support a culture of #community building. Foster friendships in the work environment #tchatGarick Chan
A5: Reach technology way into the onboarding process and make it part of the pre-hire process #HRTech #TChatAlex Raymond
A5 Onboarding should be a celebration. A time to take time out & welcome new people. Time to make them feel valued. #tchatNick Kellet
Let’s STAY HUMAN +1 @CASUDI: A5 F2F a prirority #tchatMeghan M. Biro
A5 F2F a prirority #tchatCASUDI
@MRGottschalk A5 Companies have to embrace the #hrtech. Good luck with that one. #tchatNicole Och
#Tchat A5 Informal onboarding can begin as soon as interview process, so technology can be vehicle to convey communication to candidates.Cyndy Trivella
A5: amazing #onboarding, #social perf mgmt, #CRM, #chatter or similar internal social + rewards and recognition #tchatJohn T. Lawrence
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-08-23 10:38:032020-05-22 14:45:57Onboarding: It Feels So Good to Make the Bad Better: #TChat Recap
Now, while many of us who participate regularly in the weekly #TChat Twitter Chat are unemployable freelance free spirits who wax poetically — and I say that with all due respect — I’d argue that most of those full-time and part-time jobs are on the job, meaning required to be in the office, in periodic collectives to individual desk time, most of the time.
My fellow free spirits may throw me statistics saying, “But look — more companies are open to telecommuting; more people are working from home!” Maybe. And maybe they’re working from home only one day a week, or every other week. Not a watershed moment in the progressive world of work history, but better than a stick in the eye, as my dad always says.
Keep in mind that when start-ups are building teams, most prefer to hire the core teams in their near vicinity to ensure a cultural gelling of sorts (not counting the development teams, which could be all over). And the rest of the corporate world really does want to see the white of their employees’ eyes, even if they have offices all over the world and do talk virtually to one another.
Back to us unemployable free spirits — that’s my name for those of us who would have a really tough time confined full-time or part-time to a 5′ x 5′ cubicle and a cold, gray metal desk, complete with locking cabinets stuffed with unusable stuff. Unemployable free spirits are the ones who challenge the status quo, who launch new, innovative ideas and businesses, and who help to generate new jobs. We’re the ones who move and school when it comes to changing the world of work, who convince business leaders to lighten up and embrace social media.
We’re the ones who help to inspire self-management and empowerment and working remotely, even autonomously when need be (and we do need be). We’re the ones who say employment brand and corporate brand are one and the same and should be treated as such.
We can’t have us without the other. The very nature of the 21st century bold entrepreneurial spirit has risen from the ashes of companies and jobs burned right down to the ground, while the interconnected global economics still pull painfully like a grand tug-of-war over a foggy moat of muck and misery. The teams of us and them and you run along the moat banks until we find the shortest distances across, finding common ground in reaching the other side, some semblance of progress.
It’s then that the connective hardware and software tissues of choice unite us all collaboratively, the fleeting phantom sinews that appear in the mist.
That’s when the magic happens.
Thank you for joining us, and check out the slide show below of yesterday’s chat. Your tweets lent insight into just what, exactly, it means to be on a team today — and it means a lot. If you missed the preview, click here. We’ll see you next week.
It’s an old television show, but some in our community will recognize “The Six Million Dollar Man” in this week’s World of Work #TChat forum.I’m a complete sucker for pop culture in all forms so I could not resist this eight track flashback (HA) blast from the past. In anything but the smallest of organizations, you simply can’t be a leader without a solid team to back you up. It just doesn’t work, which is why there are so many books, columns, blogs and tweets about leadership.
Yet leadership is an elusive trait for many people. Not everyone is a born leader, and some leaders make their teams weaker, not better, stronger or faster. You can learn leadership skills, you can read books, and you can work with coaches. Some people who aren’t natural-born leaders are fortunate and find the coach, the book, the point of view that helps them make the transition. This can work for people who are open to learning and creating behaviors that nurture this kind of career path and calling. The rest of us struggle and, occasionally, shine. Leadership is a daily walk and no two days are alike.
Of course the team is just as important. Some teams are electric; everything works. Some teams are an effort; everything is work. And some teams never click. Culture and people dynamics are flawed, inspiration is absent, management comes in too close or is absent, or (and?) matrix management fails yet again.
Oh, and we have the technology, yes. These are great tools unevenly implemented and realized, and they might not always help with team building and leadership. Let’s be honest: Most HR technology ostensibly for leaders is optimized for candidate-hunting and sourcing talent, not necessarily team building and employee engagement. That has got to change. We are getting there.
So, in an effort to address the questions we continually field from you, our community, this week’s World of Work #TChat takes on two tough subjects — teams and leadership.
(EDITORIAL NOTE: For highlights from the Twitter chat event, see the Storify slideshow at the end of this post. Thanks!)
Q1: Teams that are great on paper might still fail in reality. How do you hire a successful team?
Q2: How do leaders remain their teams’ leaders even as they work with and in those teams?
Q3: How do leaders know what to inspire in their team members and what to leave alone?
Q4: Tech can help teams, but what are team technologies’ blind spots? How does tech slow teams down?
Q5: What are the team dynamics that repel top talent? How can orgs retain talented teams?
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. Biro2012-05-01 07:09:542020-05-22 14:11:05Leaders Make Teams Better, Stronger…Weaker? #TChat Preview & Recap
The #TChat that took place Wednesday was titled, “#TChat Communication Tools: You Can’t Use Them All”. Specifically, take a look at the questions that were posed and discussed. The focus of this blog post is on question #2, “how do you as a marketer, recruiter, leader or HR pro, pick and choose how to collaborate with your colleagues?”
I am going to attempt to answer this question from my perspective as a human resources expert, because after all that’s where I came from and that’s where my brain is 24-7.
As a starting point, we all know that it is absolutely critical and crucial for business to be strategically leveraging social media. We also know that approximately 8 gazillion social media platforms exist today, so it’s pretty easy to get confused about which ones are the best, and ultimately which ones to use. You simply can’t use them all, but you can certainly identify which ones should work best for you.
A Jeff Waldman Psychology Factoid…
I have been saying the same thing to clients since email became mainstream, and that is, “it doesn’t matter what methods of communication you use, face-to-face is and will ALWAYS be king”. It allows people to pick up on body language—visual cues that are so critical to effective and clear communication. BUT… yes always a but… you can’t always be face-to-face with someone, especially in today’s highly complex world so it’s as important to complement the face-to-face by using non-visual communication tools. It’s imperative that such tools effectively satisfy the unique factors (i.e. skills and interests) of those that you work with. The rest of this blog post is dedicated to talking about a few of these factors.
In thinking about what the factors are, I identified many but then saw that they could all be grouped into 3 categories. They are physical location, organizational culture and employer brand.
Our business community is global. Within corporate environments, gone are the days where every single employee works under 1 physical roof. It’s common for teams to be physically located in various countries around the world, and to have never spent a second together in the same room.
How is information naturally shared? How organizations are structured and the demographic make-up of their workforces can significantly impact which tools will and will not work. Does your organization support and enable open collaboration between departments, or are departments largely operating in silos? Do you think a tool like Yammer, which is a highly effective collaboration tool, would work in a bureaucracy? Or, do you think face-to-face meetings as the primary information sharing channel would effectively work in organizations that are staffed predominantly with Gen Ys?
We live in a “branded” world with employer brand being a key one. In effect, how an organization operates, how they are structured, and how they support, enable and measure success are key elements that define their employer brand. These elements are also key drivers of who they attract as prospective employees. Work and personal are more intertwined today than ever in the history of the organized corporate world. As such, corporate workers are placing more importance on how a business operates (i.e. the internal infrastructure, the machinery/tools that run the business) than ever before.
If your organization employs traditional methods of communication then you’ll attract prospective employees who are naturally comfortable and interested in this form of communication. The same can be said for people who love using leading edge tools.
At The End of the Day…
It was interesting to reflect on last night’s #TChat. The one glaring thing that I realized is how many different methods of communication I use in my own life, and the final count was astounding. I couldn’t even imagine how corporations (who are highly complex entities) could survive if they used too many communication tools.
So, where I’m going with this is regardless of what your employer brand is, regardless of where your employees reside, and regardless of your organizational culture, one thing remains consistent with all organizations. That one thing is “simplicity”. Keep things simple, do not over-complicate by using too many mediums of communication. Pick the select few that work the best, stick with them and maximize what they can do for you.
By the way, it isn’t mandatory that I use Twitter… BUT… I use it because it has enabled me to effectively build and promote my personal brand, make awesome new business contacts and socialize with people from all 4 corners of the globe on mutually common interests. It’s been a huge win-win for me.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Jeff Waldmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngJeff Waldman2012-01-20 13:03:092020-05-20 18:08:11It is NOT Mandatory to Use Twitter
I got the invite to chill with someone. And that’s when it hit me: there’s just too much information, too many content curation tools, too many sharing tools, too many communications tools that don’t really help me communicate. Whirlwind. Zoom. Zis-boom-ba. Turn the fire hose off and get me a real drink.
Sure, early adopters are compelled by their very nature to keep the fire hose on their hip next to their smart phones — like six-shooters ready for action. We want to experiment with innovative ideas, build on them and launch our own.
But do we really need this much action and interaction? Or is it creating a lack thereof? For me personally, I probably experimented with over 10 new “communications” tools in 2011, 9 of which I’ll never use again. I’m sure there are dozens more I’ve never even heard of.
When you ask the question, “How many communication tools/services do you use daily both in business and pleasure?,” my answer is, “Too many and not well enough.” I would argue that’s the case for most of us — tasting and playing and using less than 5%-10% of the communications tool capacity no better than an email see-saw. New and old services alike need utilization that sticks, because if you don’t use it regularly, you kill it, and that’s not what the founders of new tools want to hear. That’s why it’s highly subjective and contextual, finding the right daily communication tools that help move life along and not hinder it.
Facebook doesn’t have to worry about that. Neither does Twitter or LinkedIn. But all are anchored in email, the long-standing messy message moving tool. Not a communications tool, a messy message moving tool. The novelty wore off for me in the early 1990s when I worked at San Jose State University and we used email to push messages back and forth. Because it was fun and we could do it. Woot.
Have you ever tried to have a collaborative conversation via email? I know you have. It’s painfully disruptive and a time sink. Back and forth. Wait. Back and forth. Wait. Back and forth.
Hold the friggin’ phone. Literally — hold the phone and call me. It’s easier that way and more productive. Three others that I’ve found for all my iterative work worlds are Yammer and Skype and SocialEars. I’m sure you have your favorites as well. If you’re in a bigger company, your HR software might even have social communication functionality.
Let’s kill email like I want to kill the resume. Please. And no, I’m not a big texter either since I always text in complete English sentences like critical thinking homies. Word.
The good news is that the #TChat collaborative communication car pool fast lane is one that has remained open for over a year now, and the sharing and comparing and contrasting and venting and networking and catching up every week about all things world of work has made the information superhighway a little easier to traverse.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-01-19 14:14:582020-05-20 18:07:37Collaborative Communication Car Pool Fast Lane: #TChat Recap
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