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?
According to education adviser, advocate and writer, Angela Maiers, it begins when accomplished, real-world professionals make a commitment to mentor and encourage today’s students. And, as she explained to me in the brief #TChat Sneak Peek video above, it’s never too soon to start.
#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?
Fortunately, this week at #TChat forums, we’ll have an opportunity to explore these and related issues with Angela and her Choose2Matter partner, Mark Moran.
Join the TalentCulture conversation this week, and let’s explore the possibilities:
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
(Editor’s Note: We’re thrilled that Angela Maiers was our guest this week at #TChat forums. She’s a passionate, highly visible education advocate who helps create life-changing learning experiences for today’s youth. We invited her to share some thoughts about her mission — creating better ways to prepare students for success in tomorrow’s world of work. To see an inspiring video interview with Angela, see “The Business Case for Mentoring #TChat Preview.” OR for a full recap of the week, see “1 Million+ Ways to Bridge the Skills Gap.”)
“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!
Looking Ahead
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 Xers = cynical, disloyal and skeptical of authority
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.
Tune into #TChat Radio live on Tuesday or on-demand after
I hope you’ll plan to join us at #TChat events this week, where we’ll take a closer look at labels in the workplace, and how to build cultures that value diversity in all of its forms:
#TChat Radio — Tuesday, April 9th, 7:30pm ET (4:30pm PT)
#TChat Twitter — Wednesday, April 10th, 7:00pm ET (4:00pm PT)
As always, throughout the week, we’ll keep the discussion going on the #TChat Twitter stream and on our new LinkedIn Discussion Group. So please join us and share your thoughts, concerns, opinions and ideas.
#TChat Weekly Questions
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.”
Learning Together: A Surprise Inside
No subject is off limits, except maybe “Game of Thrones” (which, by the way, trended lower than #TChat on Twitter last night). No offense to that show, or to this week’s historic #MarriageEquality trend line (which also was less active than #TChat during our session last night). In fact, we’re honored to trend with both of these popular topics.
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.
WHAT’S AHEAD: Next week, we move to yet another level of talent discovery, as we explore the notion of “Humans as a Service (HaaS), with Jason Averbook, Chief Business Innovation Officer at Appirio, and Richie Etwaru, Group Vice President of Cloud and Digital Innovation at Cegedim Relationship Management.
Until then, we’ll continue to tackle World of Work conversation each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of this redesigned blog/community website. TalentCulture is always open and the lights are always on.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-03-28 14:45:322020-05-25 16:30:44Digging Deep into Social Learning #TChat Recap
Now more than ever, talent development is a life-long process, transcending education, career, technology and social media. It cuts to the core of why we’re here and what it means to be human.
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.
Engagement-Performance Transformation
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.
Editorial Note: This is Part 1 in a series by Michael Clark. Part 2 will be published soon. Sign-up for TalentCulture.com email updates or via RSS feed, to follow Michael’s posts.
00Michael Clarkhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMichael Clark2013-03-26 05:00:162020-05-25 16:30:08Developing Talent in a Social Business World
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 Your Learning Goal?
Yesterday, I started the conversation on Forbes.com by thinking aloud about 5 ways anyone can jump-start social learning. As I fleshed-out these thoughts, a key question kept coming to mind: When you pursue learning, what’s your purpose?
Are you learning, so you can teach?
Are you teaching so you can learn?
Are you learning for learning’s sake?
Or do you have other intentions?
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!
#TChat Radio
#TChat Radio – Tuesday, March 26 at 7:30pm ET / 4:30pm PT
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
#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?
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-03-25 13:47:122020-05-25 16:29:58Igniting Social Learning: #TChat Preview
“…and there’s always another point of view, a better way to do the things we do. And how can you know me, and I know you…” –The Raconteurs
But knowing takes time, effort and some commitment to the process.
Maybe we should break bread together more often. The President just had Republicans over for dinner, and then again for lunch, in order to better collaborate and “break the stalemate over taxes, spending and deficit-reduction.” It’s a small step toward hopefully working together and actually solving some very painful problems.
It’s an opportunity to look beyond political differences that have polarized the nation’s leaders. Although by our very evolutionary nature, we polarize. We’re hardwired to sense negativity, so we can counter it quickly and efficiently.
More Cooks = More Creative Solutions
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?
To befriend, to create, to learn, to solve, to make better, to work together toward a shared goal. Mmmm — do you smell that? Hold on, let me check the oven.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-03-08 14:32:532020-05-25 16:24:55Collaboration: Baking and Breaking Better Bread
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…
#TChat Week-in-Review
Listen to the #TChat Radio interview with Jesse Lyn Stoner
MON 3/4 #TChat Weekly Preview “Smart Leaders Collaborate” laid out key questions for the community to consider.
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.
Until then, we’ll continue to tackle World of Work discussion each day. So join us on the #TChat Twitter stream, or on our new LinkedIn Discussion Group. And feel free to explore other areas of this redesigned blog/community website. TalentCulture is always open and the lights are always on.
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.
This Week’s Events
#Tune-in to TChat Radio Tuesday March 5 at 7:30pm ET / 4:30pm PT when Jesse will join myself, Meghan M. Biro (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman) for a collaborative discussion about collaboration. How exciting is that? Very!
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.
Dialing Into a Different Kind of Diversity
How can organizations foster innovation by nurturing the “new” diversity? It’s a question on the minds of our own diverse TalentCulture community. And it’s a central lesson in a new book “Think Like Zuck,” by Ekaterina Walter, which examines successful business principles of corporate leaders like Mark Zuckerburg.
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.
TUE 1/29
#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.
A1: We all have different experiences that we bring to the mix. Utilize those for maximum benefit! #tchatRob McGahen
A1: You have to be open minded to be diverse. Respect those from other cultures & experiences. #TchatLori~TranslationLady
A1: Diversity is experience, age, gender, ethnicity, motivation coming together for a common goal #tchatRichard S Pearson
A1: experience level, family situation (single, married, kids or not) and a mix of full and part-time workers is nice. #TChatchrys peterson
A1. Diversity is a bringing together of all the different talents and gifts in an organization or community. #tchatTerri Klass
A1. “Thinking outside of the box” diversity- someone who doesn’t just go with the flow and sees things differently #tchatBridget Webb
A1 I work in the for profit sector Diversity makes sense & Money $$$ #TchatDave Ryan, SPHR
A1: Diversity should include consideration of insight, experience, opinion, motivation… #tchatMark Salke
A1: Diversity = more than quotas & surface criteria; entire purpose = rich discussions, varied views leading 2 superior #brands. #tchatEvelyn Eury
A1: Diversity in workplace equals multiple people with multiple ideas with a centered org purpose. #TChatJon M
Q2: In the world of work, how do leaders nurture and cultivate diversity in its many non-demographic forms? #TChatKevin W. Grossman
A2. Manage yourself. Lead others. #tchatMichael Clark
A2 Remember that diversity is not something that you are. It’s something you respect and desire to be part of. #tchatStephen Abbott
A2 Cultural Awareness, Effective Listening, Body and Teleconference Language, Emotional Intelligence #tchatTim Collins
A2 Think “swarming” when you staff a team, with varied functions present. #TChatMarla Gottschalk PhD
A2 – Celebrate the value of constructive challenges to the status quo. #tchatDave Birckhead
A2: Shameless passion for what we do everyday! #TChat #TChatJoseph Tatulli
A2. Encourage mistakes and taking risks and helping them grow with choices. #tchatTerri Klass
A2. Leaders could benefit greatly from reverse-mentoring (especially middle-aged white guys). Ideas will come from new perspectives #tchatBob Lehto
A2 Ask for everyone’s opinion. Encourage everyone to challenge each other. Keep open lines of communication and collaboration. #TChatMarc Cibulka
A2: diversity success is directly related to the leaders level of emotional self awareness #tchatEd Hennessy
#TChat A2 Having people present another person’s viewpoint and have that person echo their own promotes inclusive diversity.Kris Marie
A2: Strategic planning during the recruitment process. #tchatbillallemon
A2. When the vision of goals of a company grow and change in sync with society diversity is automatically nurtured and cultvated. #TchatShay M. Lawson
A2: #Tchat, good leaders learn to see, hear different perspectives. It’s hard work!al dampier, dph
A2 For diverse opinions, leaders should establish psychological safety #tchatChristopher Yeh
A2. Diversity impacts the bottom line. The business case is there – it’s up to the leader to realize its implications. #TChatTalent Generation
A2 A diverse leader is a diverse individual. It is important to find ways to grow, educate and expand past your “norm” everyday. #tchatWeston Jolly
A2: Leaders need to create culture that inspires diverse input from all sides #tchatJen Olney
A2. You’ve got to have guts of steel to look another in the eye and engage-connect-communicate. #tchatMichael Clark
A2. Good leaders create environments where each person has a chance to lead. Enabling diversity & creativity. #TChatLexie Forman Ortiz
A2. Smart companies are the ones who realize they need to nurture this in order to retain their #diverse #talent #tchatKimPope
A2) Active listening – be part of the community and not just being reported to about it – be the model – be social #tchatnancyrubin
A2: Empowerment. Patience. And leading by example. #tchatEkaterina Walter
A2 One way is to poll everyone in an organization therby promoting self expression and the brainstorming of new ideas #TChatEnzo Guardino
A2: Leaders should strive to hire people that are different than themselves and their team. #tchatBright.com
Q3: How does conventional diversity (i.e., diversity of demographics) play into diversity of ideas? #TChatKevin W. Grossman
a3: it’s tough when companies tip-toe on tough issues like #diversity, #culture and the #organization #tchatal dampier, dph
A3: Talent who grows and struggles out of poor neighborhoods may have differing approaches from those who don’t need to. #TChatJanis Stacy
A3. It doesn’t. Stereotypes are being broken everyday like bones in the Extreme Sports Olympics #TchatRob Garcia
A3: Watch #UndercoverBoss-CEO ALWAYS has an “A-ha” idea moment from the worker bees. EVERYONE has potential 2 contribute great ideas. #TChatchrys peterson
A3 it happens organically, but diverse people must be brought together intentionally #tchatMartina McGowan
A3 A conventionally diverse team will have many different experiences, approaches and skill-sets which ultimately let ideas blossom. #TChatMarc Cibulka
A3 Diveristy brings new ideas to the table constantly, challenges status quo, improves brainstorming & provides a broader perspective #tchatSuzanne Chadwick
A3 Diverse people bring colloquialisms and different cultural “norms” to the conversation, and all should be celebrated #tchatMartina McGowan
A3. Demographic diversity brings the opportunity to learn about and experience different cultures beyond the work place. #TChatKit Lukianov
A3. Demographic diversity can remind us that the world has a lot more to offer and can even challenge the status quo #tchatBridget Webb
A3: The braintrust that comes from personal experiences, coupled with demographic #diversity, creates instant impact for a company. #tchatDiversitree.com Jobs
A3 We bring our whole selves to work. Our passion, trauma, humor, insecurity and confidence. Often those are attached to demographics.#TChatMelissa Lamson
A3: Our history, our education, our culture, our expertise, our thinking style makes us who we R. Growth thru environmental learning. #tchatEvelyn Eury
A3: Cultural diversity is the womb of innovation. #tchatDave Birckhead
A3: Let’s reward those who nurture diverse thinkers from all walks and talks #TChatMeghan M. Biro
A3: Without care it can hamper true diversity. With a cosmetic diverse feel it’s easy to stop pushing boundaries. #TchatKris Marie
A3 Decision making starts with option generation, and you get more options when you have more diverse team members #tchatGoldbeck Recruiting
A3: Diverse backgrounds yields diverse experiences which yields diverse ideas. #tchatRob McGahen
A3: Ldrs should look within their organization to see what type of LI footprint their “A” players have for guidance #TchatDan Schultz
A3: Most definitely have been asked to endorse/recommend someone and did not. If I wrote it, it is not for just showing up #TChatTom Bolt
A3: Online endorsements are almost the price of admission. If you want “front row seats” you’ll need a lot more than that though. #tchatmatthew papuchis
A3 with caution and a healthy cynicism #tchatAidan Daly
A3: UR brand-indv/otherwise is never about what u say about urself–it’s what’s being said when u leave the room that counts #TChatAngela Maiers
A3 Rather than seeing a ‘click’ I’d rather hear about the experience, from candidate, that resulted in endorsement #TChatClaire Crossley
Q4: What role does #hrtech play in encouraging or discouraging #innovation & diversity of ideas in the workplace? #TChatKevin W. Grossman
A4 As a jobseeker, getting my application through #hrtech screening is a priority. But I want work ethic and dedication to shine too. #TChatMarc Cibulka
A4 To some degree there is something wrong with us looking for HR Tech to figure out a human problem. Let’s not overdelegate. #TChatJanine Truitt
A4: Tech is helpful in locating individuals who may be hard to find in your locale. #TChatchrys peterson
A4.Sometimes I wonder if HR in HE uses #tech, forwarding resumes who have not worked in the profession in 15 yrs, is that using #tech #TchatGuy Davis
A4. Future resumes will be more pictures-videos than words. #tchatMichael Clark
A4: #HRTech that embraces #Social #Mobile #collaboration encourages #innovation & diversity of ideas #TChatSean Charles
A4 Seeing a lot of HR teams own employee recognition budgets and processes. Strategic recognition (thanks) spurs valued behaviors. #TchatAndrew Grossman
A4 There are some very cool “tools” that can help gather a diverse set of ideas from a diverse set of contributors. #TChatMarla Gottschalk PhD
A4. I see a ton of #social #HRTech that promotes collaboration, cross-company and helps foster individual skills to be useful #tchatBridget Webb
A4 #HRTech does prioritize learning and development, that helps breed Diversity of thought. #TChatMelissa Lamson
A4: What current resume screening has in speed, it LACKS ability to see diversity & potentiality #TChatNancy Barry-Jansson
A4 Social business enterprise platforms coupled with culture change can provide a forum for (far) better idea exchange #TchatTim Collins
A4. Hmm.. Technology CAN open possibilities, but it surely can shut stuff down, too…. so, really depends on how it’s used. #TChatCrystal Miller
A4 I love #hrtech but I can see older generations shying away with new tech and not sharing their great ideas and experiences. #TChatEnzo Guardino
A4 Tech can only amplify what is already going on #NoMagicBullet #TchatDave Ryan, SPHR
A4: Any tech will amplify good or bad issues within any organization. #tchatJen Olney
A4: If the firm doesn’t utilize different voices/ideas, then people will stop speaking up. #tchatRob McGahen
A4: Open collaborative tech platforms can and do facilitate and encourage #innovation and #diversity. #TChatKevin W. Grossman
a4 Tools that are designed for collaboration only work when people engage – not pop in, drop off and run #tchatAlli Polin
A4: #HRTech makes it easier to find diverse talent in this great, big world – and, in return, have more innovation and ideas #tchatBright.com
A4: #hrtech can help but no substitute for human connection: the phone call, the lunch, the f2f meeting, the hand-wrtitten note, etc. #TchatDave Birckhead
A4 #hrtech can help because I think it can put the focus on the ideas and conversation and off the org lines and levels #tchatSusan Mazza
Q5: How do we exercise unconventional notions of diversity in our approach to #leadership? #TChatKevin W. Grossman
A5: Unconventional diversity is treating all contributing people, diffs and all, as valued respected members of the team. #TChatJanis Stacy
A5: unconventional diversity is allowing people the freedom to have a life outside of the workplace. #tchatGreg Marcus
A5 Unconventional diversity means you have to be willing to be an unconventional thinker-which means going against the grain at times #TChatJanine Truitt
A5: Define and articulate roles. Provide the right tools. Allow freedom. Watch magic happen. #tchatMark Salke
A5 Don’t silo creatives – get them right into the traditional mix. #TChatMarla Gottschalk PhD
A5. Break away from your dept. Ask someone outside your dept to brainstorm ideas once in a while. You never know what others can add. #TChatKit Lukianov
A5 your employees are your customer base. #tchat keep them engaged.John Kosic
A5: Leaders need to get out of the way and let their teams do what they do best #tchatJen Olney
A5: Interact with people in the workforce in a completely different industry, travel, reflect, ask questions #TChatMegan Rene Burkett
A5 – GET out of the way! and let the team collaborate and do its job – give feedback when needed to keep moving forward #tchatRichard S Pearson
A5: The old rule book needs to go out the window. We are re-writing the new one right now. #tchatDawn Rasmussen
A5. Stop making things seem so concrete- welcome people to bring in fresh new ideas and follow through #tchatAshley Lauren Perez
A5: Best diversity-savvy #leaders I know are listeners, models, encouragers. They’re humble, w/ a sense of humor! #tchatAnne Messenger
#tchat A5 Leaders promote idea diversity by deeply cherishing creative solutionsMichael Leiter
A5. Leaders need to educate their teams and organizations about the value of including many different views. #tchatTerri Klass
A5 Not tolerating those who buck the system and create negative energy. Important for a leader to know enough they can distinguish. #TChatMelissa Lamson
A5 Wipe clean our emotional and prehistoric notions of top down leadership and open our eyes to the talent within each person #TChatEnzo Guardino
a5 Leaders shouldn’t be afraid to build teams of people that don’t have every skill a-z but have ooph & passion for the work #tchatAlli Polin
Community building — encourage employees from different walks to exchange ideas. #Tchat A5Andrew Grossman
A5. Encourage your staff to be curious-to take a step back and see what else is emerging in the world-they can bring back useful info #tchatBridget Webb
A5: Companies must foster, cultivate, and invest in unconventional diversity. It will take time b/c it requires a shift in culture. #TChatDeryle Daniels, Jr.
00Megan Burketthttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMegan Burkett2013-01-30 20:31:072020-05-25 16:15:33The Creative Power of Diverse Ideas: #TChat Recap
“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.
Then, on Wednesday, Jan. 30 — from 7-8 pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) — we’ll tackle this topic on #TChat Twitter, where Rob will return, along with our other guest, Ekaterina Walters (@Ekaterina), herself.
It promises to be a fascinating week. So, please add your voice to the conversation and let’s see what a diversity of ideas can do to move our community forward! EDITOR’S NOTE: Want to read the RECAP of this week’s events? Read “#TChat Recap: The Creative Power of Diverse Ideas”
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-01-28 20:23:302020-05-25 16:15:23Diversity in a New Key: #TChat Preview
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.
#TChat Week-in-Review
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.
Google+ Hangout Video: As a prelude to his appearances later in the week, Mark Babbitt talked with TalentCulture community manager, Tim McDonald, about key challenges in today’s job market.
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
Build your community – BEFORE you need it! @susanavello
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!
Q1: What are the biggest career management challenges for professionals today and why? #TChatMark Babbitt
A1: Politicians, Medical Workers, Tax Attorneys #TChatTom Bolt
A1. Constant iteration – and Maintaining aftermath #tchatCream.hr
A1 If you always do what you always did – you will get the same results. Biggest hurdle for some? Change. #tchatEmilie Mecklenborg
A1: Making the most of the job experiences you have had! #tchatLegal Option Group
A1: Finding a company that not only matches your goals, but one you can trust to stay in business and do the right thing. #TChatchrys peterson
A1 Being visible and developing relationships both in and out of the organization is key and a challenge! #tchatAlli Polin
A1: Realizing that if you need help, you have to ask it. You can’t expect others to read your mind. #tchatRob McGahen
A1. Staying relevant and in demand when things change so rapidly- have to take control of your development #tchatJane Watson
A1 Learning when to compromise but not compromising yourself. #tchatFord Careers
A1 Knowing what career paths are feasible and what steps I need to take to get there. #tchatAshley Lauren Perez
A1: I find a lot of career challenges involve not knowing yourself before leading others in the workplace. #TChatAndrew Henck
A1 – knowing that no job is permanent – always planning for the next while exceeding expectations on current… #tchatRichard S Pearson
A1 Another challenge, taking the time to truly engage with others, colleagues, clients, etc #TChatClaire Crossley
A1. Keeping up with the changing technology. How to stay relevant when there are so many innovations #tchatCream.hr
A1. Biggest challenge is to keep moving forward rather than becoming complacent or stuck. #tchatSabrina Baker
A1 Owning the career path, listen to your heart, not someone’s suggestions #tchatDustin Haverkamp
A1: Identifying short & long term goals – charting a path to get there #TChatAndy Osburn
A1. The biggest career challenge for professionals today is building the skills they’ll need for tomorrow. #TChatTalent Generation
A1: Biggest career challenge – Staying relevant in essential conversations. #TChatJon M
A1) lots of information out there to manage. You need to hire an intern to keep up! #tchatRich Grant
A1: Staying relevant and marketable. #tchatKevin W. Grossman
A1 With staffing reductions, balancing home and work can be a challenge due to extra hrs. @ work. #TchatCyndy Trivella
A1 – The biggest challenge is to stay ahead of change & manage market expectations #TChatLeAnna J. Carey
Q2: What are the top three activities job seekers should focus on this year and why? #TChatMark Babbitt
A2: 1. Think positive 2. Reach out to other ppl you know who are connectors 3. Scan CL and LinkedIn like your life depends on it! #tchatLegal Option Group
A2: Networking, personal meetings, staying true to plan (don’t let gear derail the focus. #TChatTodd Noebel
A2: Share your expertise… Listen to experts… Shut up. <= 3 more things #TChatTom Bolt
A2. FOLLOW YOUR PASSION. Seriously. #tchatCream.hr
A2 Never give up! #jobseeking and rejection can be depressing but don’t stop trying and try new ways. Only takes 1 #job offer. #TChatJanis Stacy
A2: building relationships, focused networking, & following those that have what you seek #tchatSkyWay Leadership
A2: Recognizing your talents and how they apply/transfer to diff jobs/careers, networking & building relationships. #tchatchrys peterson
A2. Community building. Surround yourself with those that find purpose and strength in helping group be successful. #tchatVictorio Milian
A2: Be aggressive with your job search, but don’t forget to take time for yourself. #tchatRob McGahen
A2: Network, Network, Network (BUT)…>>>>>>>Know when to ask!!!! #TChatSusan Avello
A2: Become a connector of people, ideas and intent. #TChatMeghan M. Biro
#tchat a2 building a platform to deliver valuable outcomes to their audience while increasing their reach and impact!Bruno Coelho
A2: Adjust your plan… Execute the plan… Measure results… Rinse and repeat. #TChatTom Bolt
A2. If you have a reactive mindset vs. a proactive mindset the world will pass you by #tchatBridget Webb
A2: Know your value, network with those who can propel your forward and and be adaptable to the market #tchatJen Olney
A2 build a strong online portfolio, participate in local networking groups & educate yourself through books & online resources #TChatHolly Chessman
A2 – technology, self-branding and cultural sensitivity #tchatmatthew papuchis
A2. Follow up, Networking, and Soul Searching. Do what you love #tchatCream.hr
A2: Send an informational interview request to a contact in your desired field/sector atleast once a week #TChatAndrew Henck
A2 – Innovation skills, Social Business, Results – Because business sustainability & growth are monumental to our biz economy #TChatLeAnna J. Carey
A2: Revamping that video resume, networking on all levels and focusing on a career, not just a job! #TChatSpark Hire
A2 Clean cross-platform Social Media presence / Learn languages / No Drugs #TChatEnzo Guardino
A2. A successful job search isn’t about what you do, it’s about who you know. Never stop networking. #TChatTalent Generation
Q3: What are the hot professions today and what are employers looking for in every employee? #TChatMark Babbitt
A3 folks that are on high tech marketing are always in demand – as are those who can write well #TChatHolly Chessman
A3: As they say in NBA, I can tech you basketball. I can’t teach you to be 7 feet. #TchatCLOUDTalent
A3 Hire for potential! #tchatMarla Gottschalk PhD
A3. People who are loyal to their values. #tchatSalima Nathoo
A3 employers are looking for candidates that have tangible evidence that they can be successful at the job. bring out the brag books! #tchatAshley Lauren Perez
A3 I love multi-talented candidates. Can pitch and close, knows HTML in a pinch! #tchatRobert Moore
A3: Problem solvers, for sure! Not just BS’rs. They’re’s plenty of those to go around! #TChatSusan Avello
A3: I want cynical, critical, idealist, hard-working empaths, please. #tchatKevin W. Grossman
A3 Often times, #job seekers R so nervous in the interview, they don’t take time to assess if the company fits their culture needs. #TchatCyndy Trivella
A3 Seems employers want already full time employed problem solvers. #TChatJanis Stacy
A3. Know what you can teach. Offer to build that capability on your team. #tchatJustin Mass
A3: If you can read this, employers want you: 010111010101011010 #TChatTheJobChaser
A3: Employers want innovators and collaborators. #tchatRoger Veliquette
A3) looking for passion, honesty, integrity, & a willingness to learn #TchatPortland John
A3: They seek a proactive person with a positive attitude! Dn’t forget how much value is placed on a persons “fit” within the co. #tchatLegal Option Group
A3 People who can laugh and not take themselves too seriously are always on the “we like that” list with employers. #TchatCyndy Trivella
A3) NACE – National Assoc of Colleges & Employers surveys regularly about this question. Soft skills wins out #tchatRich Grant
A3. Experience, knowledge and successes are important of course but soft skills are just as relevant. #HR #career #tchatBridget Webb
A3 Employers are looking for someone who will engage beyond the status quo, lead outside the box and co-create. #tchatSalima Nathoo
A3. Hot jobs? UI/UX Designers. In demand skills? Adaptability, flexibility, combos of skills (e.g. Creative + tech-savvy) #tchatJane Watson
A3 Creative problem solvers with depth of experience #tchatRobert Moore
A3: Employers want people who can MULTI-TASK; do many jobs. #Tchatchrys peterson
#tchat A3 Online Dreampreneurs will rock 2013! Every Entrepreneur with a worthwhile Dream can make a meaningful impact Online!Bruno Coelho
#tchat A3 employers are looking for: on the plus side: proactive, passionate, focused. On the minus but real: charismatic, attractive.Franny Oxford
Q4: Will the online profile eventually be the demise the resume? Why or why not? #TChatMark Babbitt
A4) Resumes = lack of creativity! Job seekers must be innovative, showcase their talents #TChatPortland John
A4: the resume is only a filter & not a good one at that – having better information will always lead to better decision making #TChatAndy Osburn
A4: Problem with resumes is they are push-based. Need #digitalweaver that is pull-based so that skills are contextual to job. #tchatCLOUDTalent
A4 Your personal brand and social media are your 3D resume #tchatEmilie Mecklenborg
A4: first thing a potential employer does is “google” you. So in some respects, your search results is modern day aggregated resume. #tchatmatthew papuchis
A4:Online profiles will create a one-stop-shop as recruiters will be able to not only evaluate work exp & evaluate social presence.#TChatLidia Cords
A4: Important to be ready with both: resume (electronic, no more paper) + online profile. #tchatAnne Messenger
A4 over 80% of resumes are intentionally misleading. 70% of grads say they’ll lie to get a job. It’s horrendous #tchatCream.hr
A4: Some say that it seems to be headed that way. Do #recruiters look at social media profiles before contacting an applicant? #Tchatrecruiterbox
A4 I hope I never have to write another resume again #justsaying #tchatRobert Moore
A4: A quality online profile will fortify the resume. It gives a qualitative view of the person. #TchatJohn R. Bell
A4 Dead and gone. Because you can be whoever you want to be on paper and everybody knows it. #tchatCream.hr
A4) I think resumes started dying when we started using online application management systems. #tchatJennifer Tozer
A4: Online profiles basically ARE resumes – just updated more frequently. It’s progression, not replacement. #tchatBright.com
A4: Resumes are still important, but online profiles help complement what you show on paper. #TChatKC Job Seekers
A4: Paper resumes communicate so little about who a person is and what they can do for you. Online profiles are already here. #tchatMatt Hirschfelt
A4. Online profiles will definitely enhance the resume and change the format. Not sure about going away entirely. #TChatSpark Hire
A4 Full resumes will give way to very personal cover letters, linked to online profiles. Needs customized focus to balance skills. #tchatStephen Abbott
A4 One day, surely. As is, reading through a CV is faster and somehow, more personal (reading between the lines) #TChatEnzo Guardino
A4. The online profile probably won’t replace the resume. But it’s already just as important. #TChatTalent Generation
Q5: What are the best technologies job seekers should be using in their search and why? #TChatMark Babbitt
A5: Be you…on and offline. It’s just that simple #tchatJen Olney
A5 Use technology, but don’t use it as a crutch to keep U from IRL interactions. Technology is a means to an end, not the end result. #TchatCyndy Trivella
A5 Vast amount of articles, white papers on every industry. Research current trends and pay attention to shifts in your field. #tchatFord Careers
A5: The best tech. for finding a job is #some by far. It’s been progressing steadily and I see no decline any time soon! #tchatLegal Option Group
A5: We live in a world of clutter. Anything that breaks through it with the right purpose & conviction is a candidate’s advantage. #TchatJohn R. Bell
A5. First jobseekers should be networking. Technology LinkedIn and of course twitter #TchatGuy Davis
A5 Connect and build relationships on #SoMe – use the one that makes you most comfortable – but do it! #tchatAlli Polin
A5: 2013 Social Video is a hot Technology for effective Job Search. #TchatSean Charles
A5: Best technologies for job seekers? Google, chats (#tchat, #hfchat), LinkedIn, Glassdoor, networking data base. #tchatAnne Messenger
A5: Building your community – BEFORE you need it! <<<<< Key! #TChatSusan Avello
A5. Tech is out. Direct referrals from friends and colleagues more effective with much less gaming than tech #tchatShane Granger
A5. Ask yourself….”Who do you know and who should you know?” Then find a way to connect/build relationship via #socialmedia #tchatBridget Webb
A5: Whatever the technology is – must be used to get face-to-face with hiring manager!!! #tchatRichard S Pearson
A5: Use technology + #social to take charge of your career, your destiny and your “life story” #TChatMeghan M. Biro
A5) I have not tried this but someone told me about http://jibberjobber.com for keeping track of contacts #tchatRich Grant
A5. Money and a smartphone. Money to maintain yourself and a phone to stay connected with people. #tchatVictorio Milian
A5: Sites and services that give you a glimpse inside to all the people, places and thing you’re interested in. #tchatKevin W. Grossman
A5 Best technology: tablet tech. Bring it into a job interview and show off your portfolio. That’s what I call #dynamicinterviewing #TChatTheJobChaser
A5: technology aside, nothing can replace the personal connections you have. So focus on technologies that will enhance relationships #tchatmatthew papuchis
#Tchat A5 Knowing which, can require trying many to know which works best 4 U. Not using technology will NOT play in UR favor.Cyndy Trivella
A5 Mobile Tech.>Better networking, search opportunities, be accessible and respond promptly to enquiries, wherever & whenever #TChatEnzo Guardino
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2013-01-10 19:46:072020-05-25 16:07:53Connecting Career Dots: #TChat Recap
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.
#TChat Week-in-Review
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!
#TChat INSIGHTS: Gazing Back and Driving the Future of Work
Storified by TalentCulture World of Work · Wed, Dec 19 2012 17:47:24
” How u as a #leader treat others, tells your followers what kind of leader u really r. ” R Helwig #hr #quote #tchat http://pic.twitter.com/294tt123Russell Helwig
@kathyherndon I still need u 2 DM me your address if u want the #TChat goods http://twitpic.com/bn6sykDave Ryan, SPHR
Q1: What were the top HR and leadership trends of 2012 and why? #TChatAngela Maiers
A1: It’s not just about skill set anymore. It’s about culture fit. This was huge in 2012. #TChatVeronica Ludwig
A1: #HRTech and saas acquisitions were hot this year and the investment community committed large chunks of capital to the industry. #TchatALEX BOTTOM
A1. #HR trend we’ve seen everywhere in 2012: Employee Engagement #TChat3D Group
A1.Hiring & investing in training or hiring those that have exactly the metric requirements A1b. Cost of train new or incent to keep #TChatGordon Dahlby
A1: Big talk on branding in 2012. Sadly, it was more about quantity than quality, more on the medium than the message. #TchatJohn R. Bell
A1 had my worst ever customer service experiences from big companies I depend on – cust service folks expressed a lot of frustration #tchatSusan Mazza
A1 The discussion of “talent gaps” was certainly a focus. #TchatMarla Gottschalk PhD
A1 Reducing subjectivity in hiring – hiring for the individual. At least it’s a hope #tchatCream.hr
A1. We’re realizing that the power of attention is one of our greatest resources #tchatMichael Clark
A1: It’s not just about skill set anymore. It’s about culture fit. This was huge in 2012. #TChatVeronica Ludwig
A1 Using social as channel to turn ‘HR processes’ into ‘business processes’. Perf mgmt & talent acq for eg #tchatJustin Angsuwat
A1: I believe a great discussion of purpose happened in 2012 in both leadership and strategy. #TChatJon M
A1: the cover story in @TheAtlantic from @SlaughterAM raised the conversation on women at work #TChat #HRAndrew Henck
A1:Diversity in the workplace and more attention to change driven by emotion at the fringe is key #TCHATdiane mcwade
A1: Engagement is LOW and leaders now realize people will indeed leave #tchatAlli Polin
#Tchat A1 Mobile for recruiting hit a high stride in 2012 which is predicted to set an even faster pace in 2013.Cyndy Trivella
A1. Despite what we all know to be right, we continue to focus time-attention-energy-$$$ into high-stakes testing. #tchatMichael Clark
A1: HR had to step out of its comfort zone and really become more strategic in its job to compete & deal with the current market #TChatBarb Buckner
A1: Being social vs. doing social became a theme, also engagement and defining the term #tchatJen Olney
A1 More corporate clients are showing an interest in social media for the first time although still slow to fully embrace #tchatSusan Mazza
A1: More women in senior mgt., more women in workforce, reduction in gender pay gap (from bottom up) #tchatRichard S Pearson
A1: Clouds were in the office and not only the sky :) Many emerging new ways to collaborate #tchatLaTonya Wilkins
A1: 2012 had more focus on growing leadership skills to retain talent #tchatAlli Polin
A1: Recruiting got more “creative” – video interviewing and networking took center stage over the old “tried and true” methods #TChatBarb Buckner
A1. More and more we’re connecting the dots between K-20 education and the world of work. #tchatMichael Clark
A1: Unfortunately buzzwords are still all of the rage. #tchatRob McGahen
A1 The ‘value’ of HR. Outsourcing results mixed at best. Biz demands $ value & this was a huge focus in 2012 #tchatJustin Angsuwat
A1: More strategy for “employee engagement” Huge growth in that buzz term too #TChatMegan Rene Burkett
A1. More sharing. More community. #TChatMark Babbitt
A1: True talent community platforms emergin’ – call ’em engagement platforms. Right @mattcharney? ;) #tchatKevin W. Grossman
A1. We discussed the importance of implementing the “Employer Brand” and attraction and retention. #tchatSusan Avello
A1: more attention to training cross-functional team leaders. #TChatJohn G Lynch
A1: Top leadership trend is flattening the corporate structure. Agile companies need teams, not ladders. #tchatBright.com
A1 In my coaching/training practice, I see more and more managers absolutely overwhelmed by emails/meetings/expectations. #tchatKent Osborne
A1. Great leadership and a lack of great leadership were on full display in 2012. #tchatMichael Clark
A1 The rise of the “social” resume 2012 ~ still to really catch on maybe 2013 trend? #tchatCASUDI
A1: Continuing the trend of collaborative intelligence. We are doing it now and will take it to new levels next year. #TChatTom Bolt
a1. Social, collaboration, leadership at all levels.. #TchatKandy Woodfield
Multi-generational needs is a takeaway from A1 too. #tchatMySageAdvice(TM)
A1: 2012 – The year of collaboration #tchatJen Olney
A1) #Leadership became more visible, or at least talked about! #TChatTim McDonald
A1: I see that HR folks are asking the big, important questions about work/life balance, restoring connection & humanity #TChatNancy Barry-Jansson
A1. I think leadership came into center stage. #tchatTerri Klass
A1: Employee use of social media gave a new sense of “empowerment” to their jobs – and put employers on notice to their influence #TChatBarb Buckner
A1: I think we saw the rise of similarities rather than differences from working moms to Millennials to everyone else #TChatAndrew Henck
A1: A lot of marketers working independently like myself. Roles are not as defined, so everyone must assume #leadership. #TChatBrian Ferber
A1: Top HR Trend this year is Big Data. This will continue into 2013. #tchatBright.com
A1. Going more digital. Progress and efficiency. “@MeghanMBiro: BOOM! >> @AngelaMaiers: Q1 top HR and leadership trends of 2012 why? #tchatGarret Meikle
This>> @AlliPolin: A1: More #SoMe to connect w/in the org & outside too #tchatMeghan M. Biro
A1. #HRTech seems to be improving, in part by simplifying. And of course, huge impact with #social Media on HR communication.#TChatBob Lehto
A1 The realization that employee engagement is no longer a “fad”. #TchatMarla Gottschalk PhD
@dianemcwade Hello Diane, welcome to #TChat. Simply answer the questions starting with A1 >your answer< #TChat (don't forget the hashtag)Enzo Guardino
A1: Moving to more social platforms for performance management #tchatAlli Polin
A1: More corner office folks are engaging in social media. #tchatRob McGahen
A1: Even candidates – from all age groups – seemed to embrace Social Media…see more now on LI and Twitter than before. #TChatBarb Buckner
A1: Not sure that we are all talking about the same thing with regard to Talent Communities. #TChatTom Bolt
A1: w/ election behind us, we will see large productivity gains (back to work everyone) and hiring increases as econ stabilizes #tchatRichard S Pearson
A1. Explosion of Social Media and #Twitter (hello hashtags) accelerates and expands people power. #tchatMichael Clark
A1: We realized we needed more competence in critical thinking and learning agility #tchatLaTonya Wilkins
A1 More transparency with HR and company mission @MRGottschalk @AngelaMaiers #tchatJohn Kosic
A1 M&A huge for HR in 2012. In one quarter $455B globally. Strategic HR critical for mergers & divestitures #tchatJustin Angsuwat
A1: More #SoMe to connect w/in the org & outside too #tchatAlli Polin
A1: Analytics is huge. To sit at the big table, you need to be able to interpret data and proactively offer direction. #tchatSalary School
A1: Multi-generation leadership and talent was a big trend in 2012 #tchatJen Olney
A1: The modern leader + organization must be adaptable + agile with such uncertainty in workforce and markets #TChatAndrew Henck
A1. Two unfinished stories: One about people, one about profit. #TChat #tchatMichael Clark
A1. HR incorporated social media full speed. #tchatTerri Klass
A1 I would add Talent Communities to the list – #TchatMarla Gottschalk PhD
A1: how about unconference model in leadership, is that getting traction? #tchatSam Patterson
A1: Using Social Media (web and mobile apps) seemed to find more acceptance with companies that last year – trend? not sure yet #TChatBarb Buckner
A1 @AngelaMaiers CEo’s and management concerned about keeping top talent. But talent is pooped and stats show higher disengagement. #TChatJudy Martin
A1 Leadership was discussed & dissected like never before in 2012 =trend #tchatCASUDI
A1: Still trying to separate the actual trends from the trendy buzz words. Is anything real? #TChatTom Bolt
@CyndyTrivella A1: Top trend in HR and Leadership? I hope it is #youmatter #tchatSam Patterson
A1: Accessibility and adaptability. Don’t make fun of my buzz words. #tchatKevin W. Grossman
A1 The conversation around employee engagement had a lot of press time, as did wellness. #tchatCyndy Trivella
A1. We focused on leadership in all generations. #tchatTerri Klass
A1: Social citizenry spreads… more teams engaged, more communities interacting, more lessons learned. #TChatJon M
A1: The top HR trends in 2012 were the rise of automation and personalization. Leadership? Getting the most out of both. #TChatTalent Generation
A1: Allegedly using social media to recruit more and more, although I’ve seen little evidence of this. #tchatRob McGahen
A1 In Euro Gov. we had more tech / web apps > going paperless < making HR more efficient but “remote” #TChatEnzo Guardino
Q2: How did the challenging economy and contentious presidential election affect world of work in 2012? #TChatAngela Maiers
A2: #Tchat We made strides to find, recruit & hire new talent in all areas of the company sales, developers, marketing & social despite thatALEX BOTTOM
A2: Election in USA #TChat has not affected the world, economy will be driven by small to medium folks who encourage #innovation all levelsdiane mcwade
A2 #HumanCapital Zeitgeist has come to fruition as I predicted in this Forbes feature back in March. http://onforb.es/xeTnjJ #TchatJudy Martin
A2 Big focus on culture. Bank culture under big scrutiny in UK after trading scandals. Will this spread? #tchatJustin Angsuwat
A2: tax/healthcare uncertainties have pushed majority into contingent/freelance positions – a trend which will continue #tchatRichard S Pearson
A2: So far, it continues to shrink labor pools where production depends on seasonal labor. #tchatRoger Veliquette
A2. Chaos in policy makers creates chaos in the worlds of business and education. #tchatMichael Clark
A2: Telecommuting was iden as 1 factor reduc’g demand for gasoline, per the #DOE this week. #tchatbillallemon
A3 With the problems in A2 Leadership failed to explain, empathise and, above all, maintain Team Spirit #TChatEnzo Guardino
A2 struggling economy means more pressure on the HR community to discover and foster human capital and find the right fits #tchatCream.hr
What is a FT job anyway? “@TerriKlass: A2. More contract jobs and fewer permanent positions. #tchat”LaTonya Wilkins
A2 I saw signs that many global businesses are expecting a major slowdown in 2013. #tchatKent Osborne
A2: Small businesses have struggled to stay in business…and @susanavello was right, Obamacare is now a huge issue for them #TChatBarb Buckner
A2. I believe overcoming our challenges and seizing our opportunities is going to be done by you and me. #tchatMichael Clark
A2: Economy is a scapegoat for inaction. Election confirmed the masses are asses… #SoMe proved their sound-bite mentality #TChatTom Bolt
A2: Because politicians aren’t economists, they’re crazy polarizing rhetoric scared the hell out of the world of work. Even further. #tchatKevin W. Grossman
A2: It kept software companies from updating payroll modules. #tchatRoger Veliquette
A2: Folks were concerned about how Obamacare and changes in Taxes would affect their organizations for 2013 #tchatSusan Avello
A2: Divided, however, it appears that self reliance is making a comeback in 2013. #tchatJen Olney
A2: there was a great deal of wasted productivity with election uncertainty. We learned less might be more, what is really important! #tchatRichard S Pearson
A2: More than ever, the need for ROI is paralyzing marketers. Models must #evolve. Working on that #2013 #TChatBrian Ferber
A2) fear of change and dogmatic thinking instead of common sense. When we forget how to compromise we cease evolving. #tchatJim Ducharme
A2: The economy led to many AMAZING HR leaders I know that are now underemployed post RIF #tchatAlli Polin
A2: The job market has become tougher for those with experience as companies get more picky & want to pay less. #TChatBarb Buckner
A2 These are big biz issues. HR must be biz leaders not just HR. This is a test & C-suite is watching closely #tchatJustin Angsuwat
A2 Everyone really watching that employment data. Made a lot of peeps nervous. Settling for jobs even in discomfort. might change. #TchatJudy Martin
A2: more contentious labor negotiations, stress about paying for employees’ well deserved benefits. #TChatJohn G Lynch
A2 some won’t like this but Obama’s healthcare plan will practically force some businesses to stay below the threshold #tchatSteve Levy
A2. More contract jobs and fewer permanent positions. #tchatTerri Klass
A2 Some companies R working harder to provide remote-working oppyts, but as a country still “not there” yet. #TchatCyndy Trivella
A2: The economy also changed the “values” employees placed on their jobs and turned more of a focus back to family as well. #TChatBarb Buckner
A2: Organizations had to work in new ways with even fewer resources + a smaller workforce #TChatAndrew Henck
A2: A lot of businesses were holding their breaths this year…it’s time to exhale and inhale again! #TChatNancy Barry-Jansson
A2: Econ has made war for talent worse – cos downsized & now need top talent to do what 2 ppl did before. Top talent has upper hand. #tchatBright.com
A2: 2012 increases were small and fiscal cliff is the new buzz word #tchatAlli Polin
A2: Both brought uncertainty, but I believe uncertainty is just a fact of life, more than ever. #TChatJon M
A2: I’ve been unemployed, underemployed and now unemployed this year. Someone will get a hell of an employee if I just get a shot. #tchatRob McGahen
A2: Can we say “HUGE DISTRACTION?” #TChatVeronica Ludwig
A2 Generally speaking, people now know that Political, Economic, Social, Technological – the PEST effects – loom larger than ever #tchatSteve Levy
A2: People are beginning to see that the only one who really cares is you… we will see a greater amount of entrepreneurs. #tchatAllison Karl O’Kelly
A2: More and more people either had to return to the workforce, take on 2nd jobs or try their hand at consulting…real rise in that #TChatBarb Buckner
A2: Smaller biz seemed to have had a wait & see attitude w/election impact but not letting it stop growth #tchatAlli Polin
A2: People are realizing they always work for themselves, even if employed at the moment #tchatCareer Action
A2 underemployment, lack of employment, future GDP #tchatSteve Levy
A2 In a sense, the economy forced companies to re-examine their employment positions & many jobs were permanently eliminated. #TchatCyndy Trivella
A2 Fear set in, as well as more selfish behavior in people. Less patience and tolerance of others. we need to reverse this in 2013 #tchatAl Smith
A2: I think the presidential election was a convenient scapegoat for corporations to limit hiring. #tchatRob McGahen
A2: We learned how NOT to lead, how not to communicate… and how NOT to collaborate. #TChatMark Babbitt
A2 Euro austerity measures hit hard. Too many “debatable” cuts too fast, caused huge labour imbalance & gloom #TChatEnzo Guardino
Q3: How did business and leadership affect world of work trends of 2012? #TChatAngela Maiers
A3 technology has created a faster disruptive evolution to scale, change@SusanMazza #tchatJohn Kosic
A3: #Tchat There was a net gain of CEOs that tuned into social business but some major accounts of CEOs went dark.ALEX BOTTOM
A3: Transparency is now more than just a buzz word..it’s a Consumer Demand. Collaboration is becoming more important than competition #TChatMs. Genevieve
A3. Its great to see leaders getting better at being open about their strengths and weaknesses as well. @TerriKlass #TChat #Leadership3D Group
A3 Whether enforced thru regulation, or demanded by e’ees it comes to one word – trust #tchatJustin Angsuwat
A3: Tough years have a way of (re)teaching humility and willingness to listen and work together. #tchatRoger Veliquette
A3: I got a feeling that certain companies were and are frozen with fear due to SM. They need to get over that going forward. #tchatRob McGahen
A3 Being truthful in the beginning is powerful and respectable in 2012 #TchatJohn Kosic
A3: Companies got away with less BS in 2012 due to SM. Look for that to continue in 2013 and beyond. #tchatRob McGahen
A3. Leaders realized they had to be more authentic to be influential. #tchatTerri Klass
A3 With my clients, HR seemed reluctant to commit to any broad change/learning programs. #tchatKent Osborne
A3: @marissamayer @yahoo made people think that they could have kids and still be a corporate CEO #tchatAllison Karl O’Kelly
A3 responsibility of company 24/7 , inaction damaging to reputation within& outside @AngelaMaiers #tchatJohn Kosic
A3. The more we connect, communicate, collaborate IRL and SoMe, the more we will collectively determine work, education, life. #tchatMichael Clark
A3. For a moment the significant wage gap betwn employees & C-level in some org was magnified & written about. Now seemingly fading. #TChatGordon Dahlby
A3: What *passed* as #leadership in previous decades no longer cuts it ~ time for change is upon us, 2012 cleared the space #TChatNancy Barry-Jansson
A3: #Tchat not a lot, until leadership understands that profit is not the only driver these days of new trends and hierarchy is historydiane mcwade
A3 It seems like downward pressure on wages continues – does anyone know the facts about that? #tchat?Susan Mazza
A3. As leadership became more comfortable with social media, companies launched greater SM campaigns- ex: youtube #tchatTerri Klass
A3: the majority of the workforce is now freelance or self-employed. Jobs, other than entry level, are specialist positions #tchatRichard S Pearson
A3 One “bad” trend I’ve noticed from HR is paralysis by analysis. Take too much time to hire and over-think candidates. #TchatCyndy Trivella
Now there’s an enduring truth from@AlliPolin: A3: Poor leadership skills were still excused if big $$$ were brought in the door #tchatKent Osborne
Totally agree with you @VeronicaLudwig: A3: …hiring less exp leaders for less pay. Which has negative consequences for the biz. #tchatAlli Polin
A3. Is the world of work about $$$, people, planet…?!? #tchatMichael Clark
A3: Bad hiring decisions have been made by hiring less experienced leaders for less pay. Which has negative consequences for the biz. #TchatVeronica Ludwig
A3: Leaders were scared; Layoffs happened; People fed up with big business; We will see workers demand independence and flex #tchat #tchatAllison Karl O’Kelly
A3. There’s an incredible tension of the polar opposites in the world of work. #tchatMichael Clark
A3: Poor leadership skills were still excused if big $$$ were brought in the door #tchatAlli Polin
A3. Due to gaps in leadership pipeline, younger generations had to be moved into leadership roles quickly. #tchatTerri Klass
A3: Social media is helping keep brands and leaders honest #tchatLaTonya Wilkins
A3. The best organizations truly get the 21st century world of work, many others (majority) don’t get it at all. #tchatMichael Clark
A3 can leaders be TRULY responsible or is all about the money & bonuses & cars etc etc? Cynic? #tchatInsight72
A3: Leadership encouraged employee engagement through technology, training, communication. #tchatBright.com
A3 It’s seems the magnifying glass came out & put leadership under scrutiny during 2012. #tchatCASUDI
A3: Multigenerational workplaces became more of a reality for most orgs + have changed the landscape for the future of work #TChatAndrew Henck
A3 Definitely a larger reliance on social media and it’s crowdsourcing abilities #tchatCream.hr
A3. Leadership encouraged social responsibility which forced organizations to be more responsible in their decisions. #tchatTerri Klass
A3 Leadership got a wake-up call. Employees are showing lower tolerance level for deception. #TchatCyndy Trivella
A3: Saw too many companies “reacting” before full info was realized…killing employee morale #TChatBarb Buckner
A3: I noticed a lot of whining from ‘leaders’ this year. #tchatRob McGahen
Q4: How did technology and social media affect world of work trends of 2012? #TChatAngela Maiers
A4: A woman on my team asked me not to follow her on Twitter (I wasn’t) She said she uses a lot of @#4$ Why did she tell me? #tchatAlli Polin
A4: Technology and Social Media have allowed quicker decision-making, increased productivity and less formalities. #tchatDaisy Wright
A4 Social lets HR processes be more like biz processes to solve biz issues. But still very immature #tchatJustin Angsuwat
A4: The endless potential of social learning. So much more engaging than PowerPoint #tchatLaTonya Wilkins
A4 Creation of GeoThinkers thru SoMe world @CyndyTrivella #tchat Invaluable source #hashtag in 2012John Kosic
A4 More consolidation as we saw in ’12. Social techs bought by SuccessFactors, SAP and Oracle #tchatJustin Angsuwat
A4 No man will make a great leader who wants to do it all himself, or to get all the credit for doing it. -Carnegie #tchatCream.hr
A4 Social media gave me whole new PLN, exchanging ideas and learning from others I’d never have met otherwise, potent stuff. #TchatKandy Woodfield
A4 So-med has forced a measure of accountability on leaders. Employees are publicly calling them out. #tchatAlicia Arenas
A4: Still see HR confused on action when employees post about current leadership on Facebook #tchatAlli Polin
A4: #Tchat In 2012 Social Media transitioned and went from a Consumer to Consumer and became Consumer to Business & B2B #CMGRALEX BOTTOM
A4: #TChat More knowledge as a commodity perhaps, #Socialmedia still in infancy, 80% of folks are watchers not adoptersdiane mcwade
A4: Employees were more engaged with the outside world while they worked. #tchatRob McGahen
A4: Companies are starting to look an annual/bi-annual surveys as OLD data. Pulse/Real time survey are the future @Wayin #TChatJack C. Patterson
A4 Social media has made it easier for remote teams to connect. Google+ hangouts, Skype, hashtags, etc. #tchatAlicia Arenas
A4 Social media impacted me, but most clients (execs) tell me they have no time 4 twitter etc in context of 150 emails daily. #TChatKent Osborne
A4) personally, I’ve been able to resolve things quicker w/ability to connect w/those with the answers #tchatRich Grant
A4: Downside in HR – social media especially has led to more regulation and additions to the policy for employees. #TChatBarb Buckner
A4: The man behind the curtain can no longer hide…SM makes you transparent and border-less #tchatJen Olney
A4. Awareness voices from below and at the edge can matter #tchatChris Jones
A4 Social Media amplified the conversations and shared the influence. Share of voice flattened. #TchatStephen Abbott
A4 Previously, relationship building came with a cord. #TChatMark Babbitt
A4 Technology has helped to connect employees from different countries and opened up more diverse thinking. #TchatCyndy Trivella
A4: New ways of sourcing for talent. Keeping track of current employees. Stalking. Online stalking was huge this year… #TchatVeronica Ludwig
A4) The reach of connections is greater and faster than before. Leadership needs to show same trust as with phone and email. #TChatTim McDonald
A4 E’ees want social from lives at work. Social is immature for workforce vs customers. More growth in ’13 #tchatJustin Angsuwat
A4. My access to Talent thought leaders exponentially expanded in 2012 (all you beautiful people). Thank you #Twitter and thank you #TChatBob Lehto
A4 Remote teams a big plus & contribution #tchatCASUDI
A4: For business, they became more aware of their branding & reputation with comments/postings/reviews now everywhere #TChatBarb Buckner
A4. The only thing slowing down the Social Revolution is fear. The evidence is in! #tchatMichael Clark
A4: Alert and engaged employees became more frustrated with their fuddy duddy employers. #tchatRob McGahen
A4 Not as much as I would have hoped ~ some best tech tools slow to adoption (like ugly puppy) #tchatCASUDI
A4 I am sure the recruiters in this group have a lot to say about this! #TchatMarla Gottschalk PhD
A4: Technology & social media democratized the workplace through empowerment and accountability. And making both transparent. #TChatTalent Generation
A4: mentioned before but I think SM helps keep people/org’s honest. Tech is demanding more specialists to fill jobs #tchatRichard S Pearson
A4 Technology and #sm have made work move faster with less effort & from just abt anywhere needed. #TchatCyndy Trivella
A4) more social media training company realizes 40,000 employees tweeting/facebooking can be a positive thing for marketing #tchatDavid Copeland
A4. Social media totally changed the way we do business today. We have greater resources and reach. #tchatTerri Klass
A4 I remember when a desk calculator…something always disrupts and changes the way people live and work #tchatSteve Levy
A4: In HR – more options opened up for applying, screening & researching candidates and companies. No hiding info anymore! #TChatBarb Buckner
A4: Years ago I was on IM having convos. Closed window & gone. Now it’s captured in #SoMe & more people can get involved #tchatAlli Polin
A4: The concepts of SM driven “accessibility” affects work, especially gen perspectives on culture + authority #TChatAndrew Henck
A4 A+ affect via new tech & good streamlining. SM intro slow but growing. A++ learning programs promoted growth @diplosor #TChatEnzo Guardino
Last but not least- Q5: Look into your own crystal ball: What’s coming in 2013 for the world of work and why? #TChatAngela Maiers
A5. Let’s unite business leaders with student leaders around a shared purpose in 2013. #tchatMichael Clark
A5 2013 breaking down title barriers to simplicity, with return on connecting #tchatJohn Kosic
A5: #SoMe brings virtual teams together & makes the world smaller. 2013 should be the year to fully harness for collaboration #tchatAlli Polin
A5) More focus on employees as partners.Imagine disgruntled reach thanks to SM #tchatDavid Copeland
Moral purpose, really @ReCenterMoment A5. If enough of us focus on a shared purpose we can do anything. #tchatTania Sterling
a5 Collaboration will rise in 2013 because we are learning the value of sharing audiences/communities #tchatNick Kellet
A5. If enough of us focus on a shared purpose we can do anything. #tchatMichael Clark
A5. Business will openly discuss if & how badges will merge w/ formal college programs & ID value placed on liberal arts in post-sec #TChatGordon Dahlby
A5: If we continue to engage, using all tools at our disposal, we can affect meaningful change in relationships. #tchatRoger Veliquette
A5: #Tchat variety will be the spice of life and the choice of many who are disengaged and have the courage to adopt new thinkingdiane mcwade
A5: I’ll be working with many of you to help make my goals come true in 2013! #tchatRob McGahen
A5. I will be collaborating with amazing people to change the world in 2013! #tchatMichael Clark
Amen! we def need more workforce dev! @ReCenterMoment re A5, Unite & integrate worlds of education & business #TChatSylvia Dahlby
A5: Seemed to see more internship postings this year as a “trial” for both sides…would expect that to increase in 2013 #TChatBarb Buckner
A5. K-20 eduction needs business, business needs K-20 education. #tchatMichael Clark
A5, Unite and integrate the worlds of education and business. #tchatMichael Clark
A5) More employees demanding work from home opportunities #tchatDavid Copeland
A5. If you need optimism and hope about our future, visit a K-12 school. #tchatMichael Clark
A5: Companies focusing less on the “perks” and more on education to remotivate employees – and keep them from branching out #TChatBarb Buckner
A5: Contingent hiring has always been a leading edge of perm hiring coming back stronger… 2013? #tchatAlli Polin
A5. Students are going to drive unprecedented world transformation now and in the future. #tchatMichael Clark
A5: Employee engagement being the responsibility of empowered employees and not just leadership #tchatAlli Polin
A5) Organizations rethink if SM should be allowed at work. Give up on bans and embrace the power of the group #tchatDavid Copeland
A5: Hopefully more respect & understanding of all people and their capabilities. People don’t have an “expiration” or “use by” date #TChatTom Bolt
A5: Less focus on how to compete with the competition and more focus on “how we can stand out” to consumers/employees #TChatBarb Buckner
A5 For hiring: Less of a focus on experience/education and more on the applicants ability to learn quickly and problem solve #tchatCream.hr
A5: Challenge. Innovation from necessity. Reshaped industries. #tchatRoger Veliquette
A5 We’ll see more development/evolution in the nature of the social contract between employees and employers. #TchatMarla Gottschalk PhD
A5: A more social approach to evaluate leaders beyond the 360 #tchatLaTonya Wilkins
a5: 2013? Continued increase in the freelance economy #tchatAlli Polin
A5. People are seeing more, waking-up, engaging in making the world better. #tchatMichael Clark
A5. There will probably be more remote workers in 2013. Leaders must learn to connect these groups. #tchatTerri Klass
A5: I predict there will be a new ‘apocalypse’ after nothing happens on Friday. #tchatRob McGahen
A5 Less PowerPoint!! One can only hope … #tchatJustin Angsuwat
A5: contingent workforce, outsourcing, no need to have permanent job functions & the overhead: recruiter challenge: find when needed #tchatRichard S Pearson
A5: #Tchat 2013 tech companies will sift through tons of consumer apps & migrate talent & ideas to their enterprise cloud software platformsALEX BOTTOM
A5. The worlds of education and business will collaborate to transform one another. #tchatMichael Clark
A5: People transitioning to work where they can feel passion beyond a paycheck #tchatAlli Polin
A5 The rise of the “real” influnecer #tchatCASUDI
A5 2013? Some insourcing, more outsourcing, more social, more social-but-not-quite, more temporary employees, more startups… #tchatSteve Levy
A5. 2013 will bring collaboration with complementary businesses- working to help each other. #tchatTerri Klass
A5: Status quo will not be the norm. And playing nice with others, collaboration will be the key to the success in 2013 #tchatJen Olney
A5 We’ll see more innovation in the way we staff projects. #TchatMarla Gottschalk PhD
A5; my crystal ball says ‘CHANGE’ in huge glittery letters; I think it means we all have to change, not just expect it of others #tchatKrissy Venosdale
A5 Bad > Early retirements, less recruits & cash. Hope for > more e-learning, more efficient HR, more harmony with Trade Unions #TChatEnzo Guardino
A5. in 2013 we will see more and more social media policies springing up in organizations. #tchatTerri Klass
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-12-20 13:22:222020-05-25 16:05:19The Post Apocalyptic Workplace: #TChat Recap
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.
Bringing much wisdom to the discussion, our guest moderator this week is Tim McDonald (@tamcdonald), community manager for HuffPost Live, founder of My Community Manager, and co-organizer of #cmgrUN. Wow! Joining us, too, will be Kevin W. Grossman (@KevinWGrossman) and the rest of the #TChat gang.
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.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-23 08:08:442020-05-25 15:44:06The Sound of a Talent Community: #TChat Preview
“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.
Bottom Line
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.
Coffee is on and in the office ready to #TChat http://pic.twitter.com/a5TkAFK8Jen Olney
#Tchat Live from the Czar’s basement/mancave http://twitpic.com/awebm7Dave Ryan, SPHR
Going to get started Q.1 Social tech is valued upwards of $1.3 trillion. Where’s the greatest biz opportunity in the next few years? #TChatambrosia
Q1 Learning culture requires participation from top level management to workers at every level. Can’t just roll out without buyin. #TChatJudy Martin
A1 Knowledge / data sharing. Consolidation of services in the “cloud”. #TchatRedge
a1 social media is an invitation to co-create meaning & build engagement – both customers with a brand & employees with organisation #tchatrobbie semple
@hambrody A1: Increased innovation from workers who use & *get* #socialmedia. #tchatTara Eames
A1 Greatest biz opportunity for social? Company engagement for all externally facing employees #tchatsteve johnson
#TChat – A1: Keep your current employees more engaged, as the economy improves, more opps, so spend money to retain talent, not replace!Michael!
A1: It’s gotta be in converging all aspects of the business enterprise under a common SM brand. #tchatMark Salke
A1) Integration. Social shouldn’t require unique, stand-alone apps, must integrate into work tools. #tchatJD Dillon
a1. Social business can save and transform our planet. #tchatMichael Clark
A1 The greatest biz opportunity is for big data aggregation tools & Mobile – m-o-b-i-l-e #TchatLeAnna J. Carey
A1: The greatest opportunity in the next few years involves combining the automation of systems with the personalization of social. #TChatTalent Generation
A1. Gotta go with marketing and advertising as the BIGGEST (but not only) #tchatChris Fields
A1. Internal collaboration, info-sharing as a knowledge management tool, get knowledge in people’s heads out into the org #TChatJane Watson
Moving forward Q2. Currently only 5% of U.S. online content sharing happens on social media. Will this change? #TChatambrosia
A2: People may be afraid of negative consequences if they share something that goes against their work ethics. #TChatAuchoybur Ferane_HR
A2: Like the larger economy, what happens depends on us–*right now* we are creating the future w/our choices. #DecideThenDO #TchatNancy Barry-Jansson
A2 – push marketing to users will explode as GPS proximity to events/products /targets is fine tuned #tchatRichard S Pearson
Q2) Agree with others that it HAS to. As more companies adapt and grow it will increase. #TChatAmber Britton
Q2 Where did that stat come from? 5% #notbuyingit #TchatDave Ryan, SPHR
A2: If you’re sharing online content, aren’t you, by definition, socializing media? #TChatMatt Charney
A2: Yes, as long as it is easy to create content and share it with social. Path of least resistance wins. #TChat #tchatFaronics HR
A2: if companies want to stay relevant and current, and be where the ppl are..it has to! #tchatPlatinum Resource
A2: To succeed it has to change, we’re creatures of habit, change comes slow, #TChatRobert Rojo
A2: Social sharing habits will change depending on the behavior of how people want to interact with platforms #tchatJen Olney
#TChat A2 – Some orgs are still using #SocialMedia like web 1.0, one sided engagement. NOT the way to use it, that is NOT social.Michael!
a2. Haven’t we always wanted everything to be more transparent? #tchatMichael Clark
Q.3 How do leaders overcome perception that employees “waste” their time on social media? Definitely not #hootsuite office concern;) #TChatambrosia
A.3 Being on social is a vital part of our recruitment strategy. It is definitely not time wasted for us! #TChatHootSuite HR
Haha touché > @bitpakkit: a3) Posting what you had for lunch isn’t bad if you work for the restaurant where you ate it. #tchatambrosia
A3: Orgs need to embrace the tool and even help employees learn how to use the power of social media. Stop trying to ban it. #tchatMatt Monge
#TChat A3 Leaders need to use it to engage with customers & focus their messages to share their vision/mission.Naomi Caietti
A3 Quite frankly I learn a lot more on social media than hanging around the water cooler. Gossip never taught me a thing. #justsayin #TChatJanine Truitt
A3. A good servant leader communicates well & has transparent relationships developing your people – TRUST Social as part of that #TChatKeith C Rogers
A3: Leaders need to find value in that ‘waste.’ Turn the perceived weakness into a strength. #tchatRob McGahen
A3. Recognize employees as a sample population. Value Social Media brings to employee’s lives mirror the customer’s. #TChatThinkCEO
A3 Trust . Employees aren’t mindless, they are an asset. Of you don’t trust them they won’t trust you. Employees will surprise you #tchatArron Daniels
A3. employees won’t be wasting their time if they learn how to use it effectively. @wilsonhcg showed me how to find candidates :) #tchatAshley Lauren Perez
A3: Most leaders know the ROI of social, but do they know the value of it? #tchatRandy Thio
A3. Recognize employees as a sample population. Value Social Media brings to employee’s lives mirror the customer’s. #TChatThinkCEO
a3) Posting what you had for lunch isn’t bad if you work for the restaurant where you ate it. #tchatBen Watson
A3 If employees are being unproductive it’s usually an engagement and performance issues not a social media issue #TChatPam Ross
A3: Find examples of productive/effective/relevant enterprise social use w/in the org & showcase it. Nurture it. Reward it. Model it. #tchatExpertus
A3: Devil’s advocate alert -> Aren’t plenty of employees indeed wasting their time on social media? #TChat #tchatBrent Skinner
A3: Allowing employees a quick SM break every now and then can promote a more relaxed atmosphere at work and increase productivity #TChatSpark Hire
A3. I show my boss that I spend time on so me connecting with stds, promoting career svcs & share relevant blogs, articles with staff #tchatGuy Davis
Great discussion here. Q.4 Will social media only be valued by extroverted sharing & collaborative people? Is it an ego thing? #TChatambrosia
Spot on! @steve1johnson: A4 Social media’s value is substantial b/c it ISN’T about being extroverted. It’s about content, empathy… #tchatVicky Truong
A.4 Room for everyone. Various platforms have their spheres in #recruitment too: Twitter = public, FB = private, Linkedin = professional….ambrosia
A4: in many ways yes, but #bizsocial is more accepted than typical #socialmedia and gets everyone involved if it is a biz necessity #tchatJohn T. Lawrence
AWESOME! community, working together, feels good to be helpful @gingerconsult A4: it’s WE not ME #tchatLori~TranslationLady
A4. Social media gives individuals access to real-time info on any topic/event. Extroverted or not, you can’t deny the value in that! #tchatLaura Crawford
A4 No—asynchr. nature of #sm offers chance to compose thought—appeals to introverts. Increasing # of convos or ego isn’t only value! #tchatShawna Kelly
#TChat A4: Recognize and adapt to the cultural norm of social media or become dinosaurs sticking to legal compliance and a static brand.Avi Lambert
A4: Social media is about conversation, collaboration and filling diverse gaps that normally would be left open due to lack of info. #tchatBeverly Davis
A4 – Social media is like other communication tools, people will use it when they need it. #tchatMichael VanDervort
A4. With social media compliance becoming increasingly important in regulated industries it ll be valued by people w/ diverse natures #tchatsandrachung
Extroverts adopt early, but: @MeghanMBiro: A4: I’ve seen many INTROVERTS do very well w/ #socialmedia – It’s not a necessary skill. #TChatKeith C Rogers
@talemetry re: A4 Everyone participating on #socialmedia is collaborative; gives introverts an equal voice, too. #TChat > Smart perspective!Ian Gertler
a4 social media no different to a meeting. introverts can add value too just need to have an easy method… like buttons? re-tweet? #tchatrobbie semple
Big final Question: Q.5 What are the best social tech tools for recruiting, onboarding, learning, performance, retention & mobility? #TChatambrosia
A5) When selecting tech, my first question: “is it mobile?” If I can’t share from my phone in a movie theater, I’m not buying. #tchatJD Dillon
a.5 we launched this entire cultural initiative through our social platforms Twitter and 7Geese! http://ow.ly/dQuzY #TChatambrosia
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.)
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-09-20 14:39:392020-05-22 14:47:30Risk, Reward & The Social Workplace: #TChat Recap
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!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-09-17 11:34:512020-05-22 14:47:03$1 Trillion of Social Media: #TChat Preview
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!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-09-11 10:50:062020-05-22 14:46:39A Lifetime of Social Learning Culture: #TChat Preview
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.
Did anyone miss the preview of yesterday’s #TChat? Click on that link. And thank you, Dr. Marla Gottschalk (@MRGottschalk / The Office Blend), for your splendid guest moderation. The tweets came fast and furiously. Below is a slide show of them. We’ll see you all next week.
#TChat INSIGHTS: The Painful Formalities of Informal Onboarding
Storified by TalentCulture · Wed, Aug 22 2012 21:07:01
RT @SocialMediaSean: Favorite tweet of the week by @DaveTheHRCzar: Shopping Sam’s Club thinking of u http://twitpic.com/al1pcx #Bam #TChatDave Ryan, SPHR
Q1: Data shows that informal learning is the best way to know, so why do we throw the “employee handbook” at folks? #tchatMarla Gottschalk PhD
A1: CYA, handbooks seem to be an easy way for companies to cover themselves. #tchatJen Olney
A1: ‘Because that’s the way we’ve always done it.’ – AKA worst reason ever. #tchatRob McGahen
A1: A navigable format is extremely useful. Some think that people read everything that is sent electronically.#tchatCatherine Chambers
I find biz saying “we are social” yet if U don’t adhere to the strict rules U R out= dont understand social biz :-) A1 #tchatCASUDI
A1: handbooks are the ole standby, comp culture isn’t easily defined. #tchatPlatinum Resource
A1. Org’s need to develop a new on-boarding process to engage employees straight out of the gate. Sets good first impressions. #tchatCdna_OrgDev
A1 Most HB are now online so they can be changed without killing trees. #TChatMary E. Wright
A1. Make it fun, visually appealing, and engaging. Otherwise, your message will be lost bc your employees zoned out. #tchatAshley Lauren Perez
A1: An infographic of the onboarding process would be very cool and fresh. Helps create nice visual aid for reference. #tchatFord Careers
A1: An infographic of the onboarding process would be very cool and fresh. Helps create nice visual aid for reference. #tchatEmilie Mecklenborg
A1 – Trial by fire and hands on learning is always the best approach. We learn when we get our hands dirty and make mistakes. #tchatRutterNetworkingTech
A1: Why do we still have books, period? I jest, but the Siren’s song of formality blunts much employee engagement. #TChatBrent Skinner
A1. Employees need to speak with their boss and mentor before they start. Different philosophy #tchatTerri Klass
A1 Someone wrote me about a 600 page handbook. Really? #tchatMarla Gottschalk PhD
A1: they get really interesting when Contractor and FTE manuals get blended #tchatKeith Punches
A1. The onboarding process has to begin way before the first day. #tchatTerri Klass
A1: Lack resources. Handbook should act as just a guide for a proper onboarding employee development program #TChatSean Charles
A1 The culture of the organization should be reflected in all onboarding materials. Missed opportunities… #tchatMarla Gottschalk PhD
A1 A Handbook is an attempt to proactively create a record of what we hope was done in a particular instance. #TChatMary E. Wright
A1: Information is often times outdated if not maintained, informal helps fill in the gaps from updates and revisions. #tchatFord Careers
A1: Information is often times outdated if not maintained, informal helps fill in the gaps from updates and revisions. #tchatEmilie Mecklenborg
A1 How many of your companies have the “handbook” in searchable on-line form? #tchatSteve Woodruff
A1: Good for establishing a foundation but are often subjective & has generalities that informal discussion helps interpret #tchatFord Careers
A1: Good for establishing a foundation but are often subjective & has generalities that informal discussion helps interpret #tchatEmilie Mecklenborg
@RemoteEmploy I agree with that A1 #tchat. We do have to CYA but balance is important as well.Lori King
A1 Consistency. Consistency in application of expectations, benefits and discipline. #TChatMary E. Wright
A1 Valve took a different view of the standard employee handbook! Amazing… #tchatMarla Gottschalk PhD
A1: An employee handbook should be available in an MP3 format and used in conjunction with other learning & communication tools.#tchatCatherine Chambers
A1. I think the employee handbook should be given to the new hires before they start to get basics out of the way. #tchatTerri Klass
A1: It’s larger companies that struggle with agile employee development, but it feels like a renaissance is coming… #tchatKevin W. Grossman
A1 My personal biggest gripe with HR handbook is that it does not account for level of employee Nor their functional job or Team #tchatObjectiveli
A1. EE’s can get the handbook to “cover our arses” to read on their own time. Onboarding can be completely different. #TChatSabrina Baker
A1: Standardization of knowledge. That’s important for building a company culture #tchatYouTern
A1: To put all the employees on the same page #TChatNissrine Ghannoum
A1: CYA, handbooks seem to be an easy way for companies to cover themselves. #tchatJen Olney
A1: Blended learning is best. Formal & informal, static text & visual content.Consult with learning practitioners to get results #tchatCatherine Chambers
A1 Employee handbooks are for liability mostly and probably laziness… #TChatMelissa Lamson
A1 don’t throw book at ’em. Highlight great things about org n how they can navigate.leave the Manual for themTo read n acknowledge #tchatJohn Hudson
A1: Make the #employee handbook FUN at least – Where’s the creativity in the C-Suite? So key….. #TChatMeghan M. Biro
A1: During their “informal training” employees may be exposed to a lot of “its how its always been done” talk – this helps fix that #TChatBarb Buckner
#Tchat A1 Sometimes companies fall back on handbook as the onboarding tool, when in actuality; it’s simply a reference tool.Cyndy Trivella
A1: We expect everyone do their own work. And they should… BUTttttt, they don’t #tchatRayanne
A1: it’s strictly a cover their legal asses (oops! can I say that) but not eff. at all for onboarding – in case something goes wrong #tchatRichard S Pearson
A1 I think structure and data is necessary, informal is key for getting Tacit Knowledge, no handbook has that #tchatObjectiveli
A1: In entrepreneurial companies, the handbook isn’t throw at new employees; new projects are. Better experience! #TChatJon M
A1. It’s easier and faster. The “I’m too busy” excuse certainly plays in onboarding. Plus, who wants to build relationships:) #TChatSabrina Baker
A1: Using the employee handbook as a standalone strategy is fairly common in orgs that do not value people or learning.#tchatCatherine Chambers
A1: to cover our butts! #tchat I think most of the time it’s a formalityCatie Maillard
A1: Some employers still have not grasped the power of social media and its immediacy to interact with employees. #tchatRobert Rojo
A1. We aren’t prepared to offer an alternative process and worried about policies. #tchatTerri Klass
A1 Quicker/easier to just give out handbook? (& old habits die hard) #tchat #workplace #HRGood Business
A1. Employee handbooks are like grilled cheese. Comfort food of the onboarding process. #tchatJocelyn Aucoin
#Tchat A1 The handbook must contain pertinent information on company “Do’s & Don’ts” It should not be distributed as “here read this.” #failCyndy Trivella
A1: For all the company’s policy and regulatory reads that are required. #tchatMelissa Bowden
A1: to cover legal “booty” as long as it’s in writing, shoved at them, can’t be held l
iable. yawn. missed opportunity for engagement #tchatPlatinum Resource
A1: Employee Handbooks help give a consistent message which supports the informal delivery. #tchatFord Careers
A1: Employee Handbooks help give a consistent message which supports the informal delivery. #tchatEmilie Mecklenborg
A1: Employees still need to know guidelines and limits…informal training comes from the job itself – that’s more policy #TChatBarb Buckner
A1: I let them review/sign off on the handbook on their own time. To mitigate some legal risks, I do touch on a few key policies #tchatJoshua Barger
#Tchat A1 Lots of available data 2 support generational differences 4 how ppl prefer 2 receive instructions i.e., technology vs. classroom.Cyndy Trivella
@MRGottschalk A1: in some industries: Compliance. Must show that xyz info has been “imparted” #tchatSteve Woodruff
A1: It is a necessity to cover some policies/procedures if it is possible that failing to abide by them could disrupt the work flow #tchatBright.com
A1: To mitigate the risk of an employee saying they weren’t told some random policy or rule, since they were given the handbook #TChatJess ‘Babs’ Bahr
A1 Lawyers #TchatDave Ryan, SPHR
A1: Too much of a CYA culture, that’s why we default to handbooks instead of relying on common sense #TChatAlex Raymond
#Tchat A1 Sometimes companies don’t take employee preferences into consideration for how individuals prefer training and learning opptys.Cyndy Trivella
A1. Probably so HR feels that they covered their bases by “letting employees know the no-nos” on policies/procedures #tchatAshley Lauren Perez
A1: Because “that’s the way we’ve always done it…” And we are lazy… #tchatRayanne
Q2: How do we embed the behind-the-scenes, impromptu workplace cultural experiences into the onboarding process? #tchatMarla Gottschalk PhD
Awesome. For sure. Let’s expand on @swoodruff: A2: Storytelling is one great avenue #tchatMeghan M. Biro
A2 A co’s “About Us” website link should also provide the co’s history & its *lineage* communicated via rich multimedia. #TchatJoe Sanchez
A2: Got me! There’s always downtime during on-boarding, people need a break & well-thought out reading material can fill a void. #tchatSteve Sisko
VERY Geeky #Culture +1 @jobhunt411: A2 how about QR codes that take you to video snippets, Q&A, etc.? Geeky I know.. #TChatculture_jammer
A2. Preboard them; assign a motivated sponsor from the time they hear “you are hired.” The sponsor interacts and answers questions. #TChatClark Wells
A2 Taught cooking class, ran video of bag of flour dropped & exploding on me. Laugh at self-expose mistakes-humanity shows culture. #TChatMary E. Wright
MT @prgwest A2 group lunches..are a great way to show culture & easy to include newbies #tchat < The power of "breaking bread!"Joe Sanchez
A2: Handbooks should be tailored to each business & Culture. One size doesn’t fit all #tchatNissrine Ghannoum
A2 Interview current employees on a video about job satisfaction and culture. #TChatMary E. Wright
A2: Zen approach may be in order. Identify where impromptu moments take place & make room for them; don’t formalize. #TChatBrent Skinner
A2: Try to stuff them with history and perspective (from top and bottom staff) of last 12-18 months (unless that’s a bad idea) #tchatSteve Sisko
A2: group lunches, traditions are a great way to show culture and easy to include newbies (who’ll think work is a pretty cool place) #tchatPlatinum Resource
BOOM @gingerconsult @JessaBahr: A2 Embed them with different folks from different departments and functions #TChatTalentCulture
A2: Show them where to find things on the intranet that are the FAQs and “how to’s” for the company. #tchatFord Careers
A2: Show them where to find things on the intranet that are the FAQs and “how to’s” for the company. #tchatEmilie Mecklenborg
A2. Depending on your hiring process, they may already have a good idea of culture. #TChatSabrina Baker
A2 Embed them with different folks from different departments and functions #TChatJess ‘Babs’ Bahr
A2: By just getting out there and talking with those in the know, and learning firsthand. #tchatRob McGahen
A2: New employees are nervous enough on their first day – set the right tone by introducing them & letting them mingle to learn #TChatBarb Buckner
A2: One way we want to improve onboarding is letting employees exchange workplace tips (ie, best cafe nearby) before they come on. #tchatTeamalaya
A2 Onboarding also important as your ees move through the organization – critical. This does impact performance. #tchatMarla Gottschalk PhD
A2 – get them out to lunch w/ rest of staff to make them feel part of the org. to informally meet the others #tchatRichard S Pearson
A2: Seems stodgy but give a slew of “CEO Letters to staff,” Award Announcements, & other ‘info material’ ready to read on downtime. #tchatSteve Sisko
VERY Geeky #Culture +1 @jobhunt411: A2 how about QR codes that take you to video snippets, Q&A, etc.? Geeky I know.. #TChatMeghan M. Biro
A2: Start off right with introducing them to the group. Make sure they have the tools needed to start, ie. logins, PC, laptop, etc. #tchatFord Careers
A2: Start off right with introducing them to the group. Make sure they have the tools needed to start, ie. logins, PC, laptop, etc. #tchatEmilie Mecklenborg
MRT @CyndyTrivella: A2 Communication is at the heart of every GR8 onboarding program. Unfortunately, many dont have GR8 com skills. #TChatBarb Buckner
A2 how about QR codes that take you to video snippets, Q&A, etc.? Geeky I know.. #tchatKeith Punches
A2: First impressions are lasting ones…and they actually have monetary value! #tchatEarly Careerists
#Tchat A2 Communication is at the heart of every GR8 onboarding program. Unfortunately, many ppl don’t have GR8 communication skills.Cyndy Trivella
A2 culture can’t be covered in a day. Don’t try to push that or accomplish that. They will get a good sense when back w/ their team #tchatJohn Hudson
Yes-Stay HUMAN @viralheat Why? @TerriKlass: A2. Worst thing is for new hire to not connect with the boss in the first day. #TChatMeghan M. Biro
A2: I’ve also heard that at Nordstrom, the employee handbook is 75 words. It fits on a 8 by 5 inch card. #tchatCatherine Chambers
A2 How about a 2 or 3 minute video of snaps from events, presentations, meetings? #TChatMary E. Wright
A2: For new employees could be done during initial orientation/ in-processing for existing employees during annual briefings. #tchatRobert Rojo
A2 I am still struggling to figure out how to embed a new employee in anything? #TchatDave Ryan, SPHR
A2: Onboarding doesn’t stop after the presentation, it’s how you introduce them to the co., give them the tour, & show how they fit #tchatJoshua Barger
A2: to provide a buddy or mentor that the new employee can engage with. #tchatMelissa Bowden
A2: Onboarding sets the tone for the candidate’s experience – part of their first impression. Great opp to show company culture. #tchatFord Careers
A2: Onboarding sets the tone for the candidate’s experience – part of their first impression. Great opp to show company culture. #tchatEmilie Mecklenborg
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.
Storified by TalentCulture · Thu, Jun 14 2012 14:46:18
Hey #SHRM12 friends, we’d LOVE to hear from you at #TChat (http://su.pr/1FP6NA) at 7PM ET today! http://pic.twitter.com/Y14EbERaTalentCulture
#TChat Q1: Where do teams operate today: at work, elsewhere, or both?Rayanne
A1: Both! Technology allows teams to work from anywhere. One of our teams consists of folks in SF, Brazil, and the Philippines #tchatJoshua Barger
A1: Home & Virtual Offices, from Mobiles and Laptops, Starbucks to airports and Cubicle to Closed Doors. There is no longer a “norm” #tchatRayanne
A1. Highly effective teams operate at work and elsewhere. The key term there is “highly effective”. #TChatInsperity Careers
#Tchat A1 Teams operate in various places today. Workplace, remotely from home, coffee shop, library, really any place that has WIFI.Cyndy Trivella
A1: We work almost completely in the cloud. A few of us are geographically close, but can’t always meet in one place. #tchatBlogMutt
A1: #PinkPonies runs an L.A. based team via Google+ hangouts, Facebook, Pinterest and email… #3PChat #teams #Tchatprettypinkponies
@Ray_anne A1. Both! Location is evolving. It’s abt being able to get the work done and not so much where you are. #TchatAnita
#tchat A1 Teams are the medium through which all significant work occurs these days. To think big means to have a team perspective!Michael Leiter
#tchat a1: it’s a little of both. Better question – where don’t they operate!Michael Danubio
A1: I have two desktops, iPad, laptop & fully-loaded mobile device from which I work. My teams are as close as my internet connection #tchatRayanne
A1 Teams are very “customized” today ~ designed/created to work the best & at their best ~ whereever/however #tchatCASUDI
A1: I would say both, but each has its own specific rules. #TChatTom Bolt
A1: The Entire WORLD? #TChatMeghan M. Biro
A1 Effective teams work everywhere, not just at work. #tchatLouise DiCarlo
A1: I’d argue still more folk in the office, in person, then virtually elsewhere. #tchatKevin W. Grossman
Precisely! Great point +1 @mdanubio4: #tchat a1: its a little of both. Better question – where dont they operate! #TChatMeghan M. Biro
#Tchat A1 Being able to conduct business from anywhere is indicative of our society and how mobile we all are.Cyndy Trivella
A1: 24/7, offshore resources means around the clock work! #tchatPlatinum Resource
MT @cyndytrivella #Tchat A1 Teams operate in various places..Workplace, remotely from home, coffee shop, library..any place that has WIFI.Joe Sanchez
A1: My biggest problem (I’ve said this before): remembering where I saw a message: EM, Tw, FB, LI, IM, Text ??? So many ways to comm #tchatRayanne
A1: Teams seem to operate everywhere…depending on the “project” and “purpose” determines
how & how well they work. #TChatBarb Buckner
A1 From my days in healthcare, a mixture of in-house & remote teams; whole depts and/or project-based teams #TchatClaire Crossley
A1: Anywhere something great is happening #TChatJess ‘Babs’ Bahr
A1) Teams are everywhere. Virtual, office, wherever. Only requirement is working together towards common goal. #TchatKarleen Harp
#tchat. A1: Teams today are highly flexible and virtual….We adapt as far as technology will take us.Early Careerists
A1: With more virtual teams working on projects work and elsewhere are the same. #TChatTom Bolt
A1: With new flex schedules combined with technology teams today work anywhere at anytime. #tchatBeverly Davis
A1: I have colleagues in London and Sydney. Internet has sure helped these communications. #tchatRayanne
A1: Our teams collaborate online, in-person and separately. #3PChat #Tchatprettypinkponies
A1. Teams and teamwork are happening in all areas of work and professional lives. #tchatTerri Klass
A1: I attended University of Phoenix online and even there we had teams for out classes and projects! It was a requirement #TChatBarb Buckner
A1: A “regular office” is no longer the norm #tchatRayanne
A1. Teams are universal operations in the workplace & beyond & now form part of or compete with communities. #tchatSalima Nathoo
A1: In the office, remotely, coffee shops, via webex. Basically if you can connect ppl w/ some way to communicate, its there. #tchatEmilie Mecklenborg
A1: all is remote for my org ;-) #TChatStephen Van Vreede
#Tchat A1 As long as a people are given the means to communicate, most will.Cyndy Trivella
A1: Putting together an “elsewhere” virtual team means making special efforts to build relationships. #TChatTom Bolt
A1: We have teams all throughout the country, Canada, and Europe. But it takes a good culture to make it work #tchatAlere Wellbeing
#Tchat A1 The speed at which information flows requires us all to be nimble and agile to keep up.Cyndy Trivella
A1: Teams are everywhere that people are working together to make things better. Definitely not only in the office. #tchatBright.com
A1: I do think a lot of “us” – here now – are the growing exception to the in-office standard. #tchatKevin W. Grossman
A1. Don’t confuse teams with mere working groups. Teams have more focus and are cohesive. #tchatTerri Klass
A1: 12 years ago, initiated home-based call center agents nationwide, then added collocation facility #TchatStephen Van Vreede
Wise nuance here >> @gingerconsult: Its just a base these days @ray_anne: A1: A “regular office” is no longer the norm #TChatMeghan M. Biro
A1: Even brainstorming sessions are more prevelent these days…less info just passed on and more collaboration #TChatBarb Buckner
What’s regular anyway :-) @gingerconsult: @ray_anne: A1: A “regular office” is no longer the norm #tchatCASUDI
A1 As brick & mortar operations have decreased, virtual teams have increased. #tchatMarla Gottschalk PhD
A1: No more boundaries. Anywhere anytime #tchatHusamettin Erciyes
We want to hear more @ITtechExec: A1: 12 years ago, initiated home-based call center agents nationwide, added collocation facility #TChatMeghan M. Biro
#tchat A1: most recently I supported a team of 170 w ppl in US/Canada/Chile/China & JamaicaErin Hommeland
YES! And Yes @MRGottschalk: A1 As brick & mortar operations have decreased, virtual teams have increased. #TChatMeghan M. Biro
A1 Also – there are no definitive work hours anymore… Virtual is 24/7 #tchatLouise DiCarlo
I feel the same way! @CASUDI: Whats regular anyway :-) @gingerconsult: @ray_anne: A1: A “regular office” is no longer the norm #TChatMeghan M. Biro
A1: In today’s technological world teams can work from anywhere in the world! Only caveat is they have to still collaborate! #TChatPadma Mohanram
“@ITtechExec: A1: 12 years ago, initiated home-based call center agents nationwide, #Tchat” –> ahead of ur timeMichael Danubio
A1: Teams exist on their own, outside context of projects; ppl who belong to them yearn to work together again, someday. #TChatBrent Skinner
A1: Make it a priority to *meet* and touch base 1-2x a week to make sure everyone is on the same page. #tchatEmilie Mecklenborg
regarding Teams: Q2: How do leaders lead when professional networks are more fluid than ever? #TchatRayanne
A1 Teams today have the opportunity to work form anywhere at anytime. Takes a bit more co-ordination but technology makes it possible #TChatLinda Jonas
#tchat A2 Professional boundaries dissolve in the face of teams that focus on impact rather than prof identity.Michael Leiter
A2. Leaders have to be able to adapt to the changing ways of business. Only those who can will be successful leaders. #TChatInsperity Careers
A2: Leaders must be in the conversation stream and there is a need for more transparency because there IS more transparency #tchatRayanne
A2: Leaders need to stay true to core principles and always be on a learning path to enhance their approach. #TChatJon M
A2: Leaders lead by being equally involved…just sitting back and observing doesn’t cut it anymore #TChatBarb Buckner
A2 Through influence & expertise, not title. Results are key #TChatJess ‘Babs’ Bahr
A2 The better you lead, the more fluid the team, need to check your ego at the door, guide & encourage them, let them take the credit #tchatLouise DiCarlo
#Tchat A2 Leaders need 2 lead by setting example. If leaders embrace & accept fluid workspace, direct reports will B quicker 2 adapt.Cyndy Trivella
A2: Leaders have to be flexible and open to using all forms of medium & communication to interact with the team. #tchatEmilie Mecklenborg
A2. Good question. How do they lead? Not too well, IMO. All these tools to communicate & still don’t use them well. #tchatSheree Van Vreede
A2: By hiring those who self-manage and take care of business. #tchatKevin W. Grossman
A2 We need to be inclusive in our leadership w/ fluid teams & networks; engage so remote people don’t feel “out of touch” #TchatClaire Crossley
A2: Leaders of fluid teams must stay informed and make sure that the communication is transparent to all. #TChatTom Bolt
A2: Employees/Team members need to feel “part of” – there are so many ways to get info now, that even more transparency is a must. #tchatRayanne
A2. Leaders who adapt with the technology are typically more successful. They understand the needs and are progressive. #TChatInsperity Careers
A2. Learn, engage, adopt & repeat. The learning process never ends and open communication should be the norm. #TchatAnita
A2. Leaders lead by cultivating trust and accountability amongst all team members. #tchatTerri Klass
A2 A2 Really puts the focus back on the basics – communication, project management and feedback. #tchatMarla Gottschalk PhD
A2) Just as def of “team” is changing, I think def of “team leadership” is shifting. Distributed/shared, more personal responsibility #tchatExpertus
A2: Consensus, clarity in communication, agreements, staying organized #Tchatprettypinkponies
+1 “@KevinWGrossman: A2: By hiring those who self-manage and take care of business. #tchat”Claire Crossley
A2 It takes v intuitive, self-motivated leader to lead a virtual ~ remote team + impeccable communication skills. #tchatCASUDI
A2: It is about leading with clarit
y, communication. In one job, my whole team was in another location. It does work! #TChatJon M
A2: Guidelines for comms are a must. Knowing the best way to share info for each particular team is imperative #tchatRayanne
MT @CyndyTrivella A2 Leaders need 2 lead by setting example. If leaders embrace fluid workspace, direct reports wil B quicker 2 adapt #tchatTalentCulture
#Tchat A2 Leaders need to stay current. Be informed, this inspires and promotes innovation regardless of where ppl are sitting.Cyndy Trivella
A2: Jump in and be involved. Chilling in the ivory tower doesn’t cut it anymore. #tchatRob McGahen
A2. Leaders also must lead with transparency and open sharing of information. #tchatTerri Klass
A2: Self-sufficient employees who can take initiative will need a leader who will compliment their strengths & help them grow. #tchatEmilie Mecklenborg
Absolutely @Ray_anne: A2: Guidelines for comms are a must. Knowing the best way to share info for each particular team is imperative #TChatMeghan M. Biro
A2: It is important to remember that “face-to-face” is still the best way to cement a team – though NOT the only way. #tchatRayanne
A2 I still think large quantities of face time F2F is the best communication #oldschool #TchatDave Ryan, SPHR
#Tchat. A2. Fluid networks are a benefit & tool for leaders. They must expand and utilize their network to succeed.Early Careerists
A2: Some things don’t change. One boss held status meetings to start the day and we were in the same bldg. Virtual = same #TChatTom Bolt
MT @ThinDifference: A2: It is about leading with clarity, communication. In one job, my whole team was in another location. It works! #tchatcfactor Works Inc.
A2) Treat each team member as equal, regardless of “rank” Every role is temporary. #TchatKarleen Harp
A2: A good tool for leaders is metrics. You will know the effort put into a project by the progress seen. #tchatBeverly Davis
A2: You can lead from afar…and be effective. You must master the art of communication and clarity of roles to teams #tchatJen Olney
A2: Leaders must “do as they say”. If they are not communicating, how will team be effective? #tchatRayanne
A2: Now we need new leaders unless they can adopt to current changes. #tchatHusamettin Erciyes
A2 – using tools like @Yammer can give leaders a voice across a global enterprise. Allows for more conversational back & forth. #TchatJodie Garrison
A2: Leaders must be consistent, dependable, flexible and more available to others’ varying schedules. #3PChat #Tchatprettypinkponies
A2) Leaders are able to be involved on a deep-level of understanding of how to steer a team to a certain goal relevant to the company #tchatDerek Tacconelli
A2: Frequent video and conference calls…occasional handshakes and coffee. #TChatTom Bolt
LOVE me the Y @jodiegg A2 using tools like @Yammer can give leaders a voice across a global enterprise. conversational back & forth. #TChatMeghan M. Biro
A2 Most importantly, leaders need to communicate expectations upfront. #TchatJoe Sanchez
#tchat A2 Respectful interactions among team members is essential 4 a free flow of sharing. Leaders can define this quality!Michael Leiter
#Tchat A2 Communication is KEY. Speak well and often regardless of the technology you choose. This will never change in business.Cyndy Trivella
@MeghanMBiro:@jodiegg A2 using tools like @Yammer can give leaders a voice across a global enterprise. conversational back & forth. #tchatCASUDI
#tchat a2: effectively delegatingErin Hommeland
A2. Leaders need to be great integrators of ideas and people. #tchatTerri Klass
! @ThinDifference: Respect! @workengagement: A2 Respectful interactions essential 4 a free flow of sharing. Leaders define quality! #TChatMeghan M. Biro
A2 New tools make new rules possible. Upside: less command/control req’d. Loosely-coupled & self-mgd teams can be effective/efficient #tchatExpertus
A2: Best way is to communicate and stay engaged regardless of technology used. #TChatPadma Mohanram
A2 Leaders must recognize that there is a premium on communications in fluid & virtual/remote professional networks. #TChatJoe Sanchez
A2: understanding your teams talent, who they are then communicating and directing them accordingly #tchatHusamettin Erciyes
A2: Leaders must insure that deliverables are met whether virtual or live. #TChatTom Bolt
*Reality Strikes* @TomBolt: A2: Leaders must insure that deliverables are met whether virtual or live. #TChatMeghan M. Biro
A2 Leaders can leverage video to inspire & share their vision with their people #TChatSean Charles
A2) Leaders have the ability to play to teammates’ strengths, boosting the group to larger than the sum of its parts #tchatDerek Tacconelli
#Tchat A2 Adaptation and open-mindedness is the name of the game.Cyndy Trivella
A2: #Leadership, remember: A dispersed, fluid team is a potentially distracted one. Interaction rules the day. #TChatBrent Skinner
Regarding TEAMS: Q3: The employee lifecycle is shorter now. How can leaders forge lasting relationships in this world of work? #tchatRayanne
A3. Leaders should stay in contact with their emps after they’ve left. It’s not just about emps networking with managers. #TChatInsperity Careers
A3: by making relationships based on context w/each other and not only w/work #TChatJess ‘Babs’ Bahr
Yes, I agree, Terri “@TerriKlass: A2. Leaders need to be great integrators of ideas and people. #tchat”Claire Crossley
#tchat A3 Effective leaders give their full attention to the conversation of the moment.Michael Leiter
A3 Create loyalty – make the workers feel valued!!! #tchatLouise DiCarlo
A3: Open communication, respect and recognition….the same reasons WHY the employee life cycle is shorter – those are missing #TChatBarb Buckner
A3 Business is still about people. Show appreciation. #tchatMarla Gottschalk PhD
A3. Acceleration Everything happens faster today. Do it faster & better #tchatDave Ryan, SPHR
A3. Have real conversations and create meaningful connections. Surface communication is so 1.0! #tchatSalima Nathoo
A3) Treat team members like customers. They could be some day. Stay in touch / positive even with rocky relationships. #TchatKarleen Harp
A3: Lasting relationships are a rare breed these days. Most employees do not stay longer than 2 years. #tchatRayanne
A3. Leaders need to stay in contact with people from organizations they left. Keep everyone posted as you move on. #tchatTerri Klass
A3: It’s all about gaming and incentivizing. Make your employees feel like they’re apart of something bigger. #tchatBlogMutt
A3: Don’t try to make relationships last, just let them. Encourage cooperation on common goals and it should happen naturally. #TChatTom Bolt
A3: Like all good business, keep your customers coming back for more. #tchatKevin W. Grossman
A3) Latch on with laser focus #tchatDerek Tacconelli
A3: Good technology, adequate support resources and professional development opportunities #tchatKathy Herndon, GPHR
A3 Winning & making a difference is the glue that holds any team together ~ same w remote/virtual team. #tchatCASUDI
A3 Forging rel shouldn’t change: listening, authenticity, not burning bridges. Same for employees. Could work together down the road #tchatFaronics HR
#tchat A3 Considering the full person, not just the current role, builds a long term relationship at work Michael Leiter
A3: Those that are shown respect will stay in touch and continue to help if they can…think referrals #TChatBarb Buckner
A3 Support teams via con’t pro
f development & create opportunities so ee’s can *shine* Strategies shouldn’t end once recruited #TchatClaire Crossley
A3: There is a definitive need to instill devotion/loyalty in employees. Must come from employer/boss #tchatRayanne
A3: Leaders build with trust and honesty that creates a lasting bond no matter the cycle of the engagement w/the org #tchatJen Olney
#tchat a3: take an interest and connect on a personal levelMichael Danubio
A3: Respect is reciprocal and speaks well of the co/org and its leadership. THIS drives retention #tchatRayanne
A3 Leaders should listen, empower, be flexible, reward and recognise. If you are an integral part, it’s harder to leave a company #TChatLinda Jonas
A3: If they want more loyal employees, they must be willing to meet them halfway. #tchatRob McGahen
A3. When we serve others with respect, they will always be part of our professional life. #tchatTerri Klass
Two-way street? @Ray_anne: A3: There is a definitive need to instill devotion/loyalty in employees. Must come from employer/boss #TChatMeghan M. Biro
A3: Don’t burn bridges! #tchatRob McGahen
A3: If you pay attention, those relationships are already forged among your employees…leaders need to learn how to do the same now #TChatBarb Buckner
Yes! MT @ClaireSMBB: A3 Support teams via cont prof development; Strategies shouldnt end once recruited #TChatJess ‘Babs’ Bahr
#Tchat A3 At the end of the day, leadership can take place anywhere IF executed correctly.Cyndy Trivella
How so? Nuance? I like @TerriKlass: A3. When we serve others with respect, they will always be part of our professional life. #TChatMeghan M. Biro
+10 MRT @BarbBuckner: A3: those relationships are already forged among your employees…leaders need to learn how to do the same now #tchatSalima Nathoo
A3 Sometimes I think we make things too complicated. We know what engages employees – just do it. #tchatMarla Gottschalk PhD
A3: Last week’s #tchat was all about loyalty & trust. Those same ideas exist here. Commitment and loyalty must be nurtured – ongoing #tchatRayanne
A2) But new team tools, models & methods gain value w/ leadership: set vision/strategy, integrate, facilitate, provision, empower #tchatExpertus
A3: One of the main reasons people leave orgs are because of leaders. They need to build more meaningful / mentoring relationships #tchatJoshua Barger
A3: Building a lasting relationship with any team is based on the same things; fair pay, having a voice and growth opportunities. #tchatBeverly Davis
A3. Always lead with integrity and care for others. That will create long lasting relationships. #tchatTerri Klass
A3: Make it a priority to share your vision & give direct feedback daily to your employees #TChatSean Charles
@Ray_anne A3: Focusing on talents can help an employee realize your appreciation of their contribution. Everyone loves appreciation! #TChatMike Hopkins
A3: This nurturing is an ongoing process, not a one-shot deal. Must continue throughout the life of the company #tchatRayanne
A3: Know when to use the carrot, the stick, a short leash and no leash. It takes a combination of skills. #Tchatprettypinkponies
A3. Create transparency within the company and build on relationships. Apply the P2P (people-people) principle internally to succeed #TchatAnita
A3 To the extent possible, provide opptys for distributed workforce to physically meet & socialize. Show you care. #TchatJoe Sanchez
A3: Know your team well by observing and listening.
Respect their opinions and appreciate. Realize that there is no “I” in the “team” #TChatPadma Mohanram
A3: Focus on the team’s goals — not your own. #BeALeader #Tchatprettypinkponies
+1 “@SocialMediaSean: A3: Make it a priority to share your vision & give direct feedback daily to your employees #TChat”Claire Crossley
A3: Meeting the changing needs of the employee is a good idea. Flexibility in hours and where they work are good ideas #tchatRayanne
Absolutely! RT @BrightJobs: A4: Make a real connection, sincerity from leadership is what every employee is looking for. #TChatPadma Mohanram
A3: Makean effort to understand what motivates each member of your team. #Tchatprettypinkponies
Everyone motivates differently! MT @prettypinkpro A3 Know when to use the carrot, stick, short/no leash; takes a combo of skills. #TChatJess ‘Babs’ Bahr
A3: Fire people with poor behavior quickly to keep your focus on the most valuable & engaged employees #TChatSean Charles
A3: This might be excessively tactical, but they can do so by connecting with them in professional circles outside the org. #TChatBrent Skinner
A3. The most important thing a leader can do is grow new leaders. #tchatTerri Klass
+ 3 Absolutely @TerriKlass: A3. The most important thing a leader can do is grow new leaders. #TChatMeghan M. Biro
@rezlady I’ve had a ongoing discussion about instilling/creating/inspiring/managing self motivation > 4 virtual teams A3 #tchatCASUDI
A4: Alignment of vision and goals is imperative as the workplace becomes more intangible. #tchatRayanne
A4. Technology is allows us to balance our work/personal life. We choose when we collaborate and how often. #TChatInsperity Careers
A4: The company must have a desirable culture and a certain camaraderie is good for the employee, which is good for biz #tchatRayanne
A4: Make a real connection, sincerity from leadership is what every employee is looking for. #tchatBright.com
A4: Anyone ever heard of the telephone? #tchatSteve Levy
A4. Technology allows us to collaborate on our own time. You don’t have to wait until the next day to share your ideas. #TChatInsperity Careers
RT @Ray_anne A4: The company must have a desirable culture and a certain camaraderie is good for the employee, which is good for biz #tchatTalentCulture
RT @levyrecruits: A4: Anyone ever heard of the telephone? #tchatDave Ryan, SPHR
A4: Teambuilding events and all-hands company meetings are great for re-establishing bonds and energy. #tchatRayanne
A4 Through developing relationships that transverse the workplace #TChatJess ‘Babs’ Bahr
A4: The teammates must first have a relationship with each other to WANT to engage in/out of the workplace #TChatBarb Buckner
Is that an Apple product? RT @levyrecruits: A4: Anyone ever heard of the telephone? #tchatRichard S Pearson
What planet are you tuning in from? Hello my friend @levyrecruits: A4: Anyone ever heard of the telephone? #TChatMeghan M. Biro
Gr8! RT @JessaBahr: A4 Through developing relationships that transverse the workplace #tchatTerri Klass
A4 Teammates have to take responsibility for their own engagement. Take on new responsibilities, take breaks, have fun! #tchatLouise DiCarlo
A4: Clarity of purpose equals engaged teammates. Purpose of daily actions and how it all fits together over time. #TChatJon M
A4: My company has an All Hands Meeting every Friday 9am w/ virtual employees on speaker phone. #tchatRayanne
A4: Your connective hardware and software tissues of choice. #tchatKevin W. Grossman
RT @JessaBahr: A4 Through developing relationships that transverse the workplace #Tchatprettypinkponies
RT @Ray_anne: A4: Teambuilding events & all-hands company meetings are great for re-establishing bonds and energy. – so simple & true #tchatPlatinum Resource
#Tchat A4 If ppl work remotely, they need to make a point of keeping in contact with their team everyday. No one well works in a vacuum.Cyndy Trivella
RT @Ray_anne:A4: The company must have a desirable culture and a certain camaraderie is good for the employee, which is good for biz #tchatJumpstart HR
True. RT @BarbBuckner: A4: The teammates must first have a relationship with each other to WANT to engage in/out of the workplace #tchatKevin W. Grossman
Definitely needed RT @Ray_anne: A4: Teambuilding events and all-hands company meetings are great for re-establishing bonds and energy #tchatRichard S Pearson
A4: Culture has to be border-less #tchatJen Olney
A4 Should be team focus too, in addition to leadership, everyone plays a part in making sure colleagues feel engaged #TchatClaire Crossley
A4: Companies have to remember to allow employee the space to have their personal lives too…don’t expect them consumed 24/7 #TChatBarb Buckner
RT @BarbBuckner A4: The teammates must first have a relationship with each other to WANT to engage in/out of the workplace #tchatTalentCulture
A4: Obvious answers such as text, phone calls, twitter, etc… #tchatRob McGahen
A4: they can stay engaged via Facebook ;-) #TChatStephen Van Vreede
RT @Ray_anne: A4: Teambuilding events and all-hands company meetings are great for re-establishing bonds and energy. #tchatKevin W. Grossman
A4 In the old days we only had phone/fax NOW the tools of communication are our oyster……sounds funny but U know what I mean:-) #tchatCASUDI
A4: make sure to meter out rewards, competitions, to build up morale and create excitement. Yes I said it, excitement at work! #tchatPlatinum Resource
The skinny: RT @KevinWGrossman: A4: Your connective hardware and software tissues of choice. #tchatcfactor Works Inc.
A4: RE: Company Mtgs – opportunity to share news good and bad that may affect everyone. We also say thanks and good job #tchatRayanne
A4: Not so obvious answers such as knowing the schedule, knowing who you need to communicate with and remain focused! #tchatRob McGahen
THIS-> MRT @joshinhr A3 One of main reasons ppl leave orgs b/c of leaders. They need 2 build meaningful / mentoring relationships #tchat Brent Skinner
Which platform do you use? @Ray_anne: A4: My company has an All Hands Meeting every Friday 9am w/ virtual employees on speaker phone. #TChatMeghan M. Biro
A4: Camaraderie is fantastic, however, leaders need to be aware of the line and not to cross it – they are leaders, not friends. #tchatJoshua Barger
A4. Must develop “check-in” times and use lots of listening to really understand what’s important. #tchatTerri Klass
Indeed. RT @gingerconsult: A4: Culture has to be border-less #tchatKevin W. Grossman
TRUE RT@Ray_anne: A4: The company must have a desirable culture & a certain camaraderie is good 4 the employee, which is good 4 biz #tchatCASUDI
A4: Virtual employees must be included. Very few are solely self-motivating. #tchat Plus, it can be lonely :-/Rayanne
A4:Internal & external social networks are awesome to keep connected. #TChatSean Charles
A4: You need to have realistic goals for your team with an open communication then you don’t need much to engage them #tchatHusamettin Erciyes
RT @TerriKlass A4. Must develop “check-in” times and use lots of listening to really understand what’s important. #tchatTalentCulture
A4 A mistake some people make is ALWAYS trying to be availalbe – doesn’t work #worklifebalance #fail #tchatDave Ryan, SPHR
A4. Personal bonding is important. If meeting in person is possible – do it. Rewarding the team & members is impo for engagement. #TchatAnita
Any favorites? @SocialMediaSean: A4:Internal & external social networks are awesome to keep connected. #TChatMeghan M. Biro
We do the same on Video and Adobe Connect. people love it. RT @ray_anne: A4: My company has an All Hands Meeting every Friday #tchatBill Cushard
Yes, conveyed in culture & environment RT @KevinWGrossman: Indeed. RT @gingerconsult: A4: Culture has to be border-less #tchatEmilie Mecklenborg
#TChat A4: maintain engagement by creating opportunities for people to learn about each other WHILE working = less loss of timeLynette Patterson
MRT @Ray_anne: A3: previous #tchat all about loyalty & trust. Same ideas exist here. Commitment & loyalty must be nurtured – ongoing #tchatBrent Skinner
RT @KevinWGrossman: A4: Your connective hardware and software tissues of choice. #tchatTalentCulture
Leaders can’t be freinds? MT @JoshInHR: A4 leaders need to be aware of the line and not to cross it – they are leaders, not friends. #TChatJess ‘Babs’ Bahr
A4. Maintain a transparent form of communication and never keep anyone in the dark. #tchatTerri Klass
RT @Ray_anne: A4: Virtual employees must be included. Very few are solely self-motivating. #tchat Plus, it can be lonely :-/ #Tchatprettypinkponies
A4: Videoconferencing – face time is so valuable #tchatKathy Herndon, GPHR
A4. Teams who are clear on WHY they are *choosing” to collaborate can better seamlessly engage in any space #tchatSalima Nathoo
#tchat. A4: A common bond! I.e. mission, vision. This unites people!Early Careerists
MRT @beverly_davis: A3: Building lasting relationship w/any team based on same things; fair pay, having voice & growth opportunities. #tchatBrent Skinner
Well said! RT @TalentCulture: RT @KevinWGrossman: A4: Your connective hardware and software tissues of choice. #tchatTerri Klass
RT @kathyherndon: A4: Videoconferencing – face time is so valuable #tchatDerek Tacconelli
RT @socialmediasean: A4:Internal & external social networks are awesome to keep connected. #TChatFaronics HR
RT @@SocialMediaSean A4:Internal & external social networks are awesome to keep connected. #tchat TalentCulture
#tchat A4: high quality ppl will stay engaged if the plan is clear, and they know what is expected.Erin Hommeland
F2F invaluable> RT@kathyherndon: A4: Videoconferencing – face time is so valuable #tchatCASUDI
RT @prettypinkpro: @Ray_anne: A4: Virtual employees must be included. Very few are solely self-motivating Plus, it can be lonely :-/ #tchatPlatinum Resource
IRL Deepens relationships. Zero question. @kathyherndon: A4: Videoconferencing – face time is so valuable #TChatMeghan M. Biro
RT @EHommeland: #tchat A4: high quality ppl will stay engaged if the plan is clear, and they know what is expected. #tchatEmilie Mecklenborg
MT @anitaloomba A4 Personal bonding imprtnt. If meeting in person is possible – do it. Reward team & members is impo for engagemnt. #TchatJoe Sanchez
A4. Open, frequent communication and user friendly technology #tchat @Ray_anneGarret Meikle
MRT @brentskinner: @beverly_davis: A3: Build lasting relationship w/ team based on fair pay, having voice & growth opportunities. #tchatPlatinum Resource
A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatDerek Tacconelli
RT @FaronicsHR: RT @socialmediasean: A4:Internal & external social networks are awesome to keep connected. #TChatSMS Social HR
@Ray_anne A4: Stay connected on Facebook and other social media channels to keep up with “water cooler” news remotely #tchatWork4 Labs
A4: You have to have a reliable plan of communication for distance teams. You cannot connect w/o “connection” #tchat Jen Olney
RT @sanchezjb: MT @anitaloomba A4 Personal bonding imprtnt. If meeting in person is possible do it. Reward team & members #tchatTerri Klass
RT @MeghanMBiro: IRL Deepens relationships. Zero question. @kathyherndon: A4: Videoconferencing – face time is so valuable #TChatRob McGahen
#tchat A4: impt to to recognize not all ppl WANT to socialize/engage “out” of work. They are still productive and shouldn’t be “punished”Erin Hommeland
RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatTerri Klass
RT @garretmeikle: A4. Open, frequent communication and user friendly technology #tchat @Ray_anneJen Olney
MT @CzarinaofHR A4 To have engaged team, leader must 1st succeed @ balancing individual needs of team members w/ the needs of team #TChatTalentCulture
Snail mail, blimps..RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatPlatinum Resource
Sounds like my last gig :) RT @terriklass: RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatJen Olney
RT @gingerconsult A4: You have to have a reliable plan of communication for distance teams. You cannot connect w/o “connection” #tchatTalentCulture
RT @EmilieMeck: RT @EHommeland: #tchat A4: high quality ppl will stay engaged if the plan is clear, and they know what is expected. #tchatPatty Swisher
Hmm…how old school is TOO old school…RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatTalentCulture
Fax :D RT @PRGWest: Snail mail, blimps..RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatDerek Tacconelli
Whatever it takes > RT@DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatCASUDI
A4 – weekly group hugs? #tchatTim Baker, CHRP
RT @TalentCulture: MT @CzarinaofHR A4 To have engaged team, leader must 1st succeed @ balancing individual needs w/ the needs of team #tchatTerri Klass
+1 RT @gingerconsult A4: You have to have a reliable plan of communication for distance teams. You cannot connect w/o “connection” #tchat -Anita
RT @gingerconsult: RT @garretmeikle: A4. Open, frequent communication and user friendly technology #tchat @Ray_anneRayanne
A4: C level / leadership must first show their engagement and be transparent in & out of the workplace #tchatAlfredo Arcieri
A ha ha. Yes? +1 @TimBakerHR: A4 – weekly group hugs? #TChatMeghan M. Biro
Must be 100% germ free, of course! RT @TimBakerHR A4 – weekly group hugs? #tchatTalentCulture
Not if you’re FB snob! RT @ITtechExec: A4: they can stay engaged via Facebook ;-) #TChatSheree Van Vreede
A4 Some people just love fax machines. What can we do to get them off those clunkers? #tchatDerek Tacconelli
AND Regarding TEAMS, in and out of the office: Q5: Where & what is technology’s impact in all this? #TChatRayanne
Yep I’ve been on hi-perf teams w/o fuzzy stuff: RT @BarbBuckner A4 Teammates must have relationships to WANT to engage in/out of work #tchatExpertus
RT @MeghanMBiro: A ha ha. Yes? +1 @TimBakerHR: A4 – weekly group hugs? #TChatBlogMutt
A5: Whew! Tech? the impact is HUGE. Imagine your worklife today if there were no internet… #tchatRayanne
A5. Technology opens to door to virtual communication and connects all the team members. #tchatTerri Klass
#Tchat A5 Technology is major player in how we communicate, do business & interact with ppl. Embrace technology wisely & it’s your friend.Cyndy Trivella
A5. Technology is making it easier for teams to collaborate on their own time. when they feel influenced. #TChatInsperity Careers
A5 – real time communication when not together – just ensure context comes throug #tchatTim Baker, CHRP
A5 – technology makes it instant communication – no more waiting for a call back –
everyone is 24/7 connected now! #tchatRichard S Pearson
A5 Technology enables us to connect in real-time; tools like Skype can facilitate team engagement from anywhere #TchatClaire Crossley
A5: Allows for frequent & effective communication w/out the barriers of location & schedule conflicts. #Tchat @TalentCulture @Ray_anneprettypinkponies
A5: Technology’s impact depends on what you use, why you use it and how… don’t just “use” something if its not going to fit #TChatBarb Buckner
A5: Again with the connective hardware and software tissues of choice. ;) #tchatKevin W. Grossman
A5 Technology has made it a bigger and smaller playing work field – all at once. #tchatLouise DiCarlo
A5: Tech can help, but its not the whole solution, its always about people! @Ray_anne: #TChatLynette Patterson
A5. Technology can help a team feel that they are seated beside one another even if they are miles apart. #tchatTerri Klass
A5: It’s everywhere! Teams can be available anywhere, 24×7, and not have to rush into the office in the middle of the night #tchatJoshua Barger
A5: Technology dissolves borders and makes connecting easy. People are a phone call, keyboard click, away. #tchatEmilie Mecklenborg
@Ray_anne A5: Technology is crucial for keeping geographically untethered team members tethered to each other #tchatWork4 Labs
A5: Allows for frequent & effective communication w/out the barriers of location & schedule conflicts. #3PCconnect #3PChat #Tchatprettypinkponies
A5: Technology that includes project mgmt tools, EM, IM, internet, CRMs, soooo much has changed over last 10 yrs. #tchatRayanne
#TChat A5 – Tech makes it easier to stay connected, up to date. As we all know recruiting moves fast.Michael!
A5: Technology serves as the platform. Salesforce, SharePoint are great examples as well as Google + Hangouts and Skype #tchatJen Olney
A5: It keeps us connected over long distances. But stay relevant, technology gets old quick! #tchatRob McGahen
A5: I love technology and how it has changed my job. Actually, I changed jobs because of tech. #tchatRayanne
A5: First of all, we wouldn’t have #tchatPlatinum Resource
A5 Technology and handy tools can enhance collaboration, communication & engagement but they’re only as good as the user behind them #TChatLinda Jonas
A5 – can you young ones imagine snail mailing a letter, waiting for a snail mail reply before a decision could be made!!!! #tchatRichard S Pearson
A5: Companies must recognize the need for speed of change or they will get left behind. #Innovation #tchatRayanne
A5. Technology has made the world “flat” so we can touch one another easily. #tchatTerri Klass
A5: Technology can be an asset and a hinderance….use it well but don’t become completely dependable #TChatBarb Buckner
A5 Good project management software would still be a focus. I think Jostle has a team update capability. #tchatMarla Gottschalk PhD
A5: Again, imagine no internet as part of your work #tchatRayanne
#TChat A5 – Tech lets us be proactive much quicker. Social Media tech has “reintroduced human factor” back into overall tech advancementMichael!
A5 – tech. makes it possible to nip misunderstandings in the bud. Solve problems before they mushroom into something big! #tchat Richard S Pearson
A5. Technology has a big impact. It makes/breaks the success of a virtual team. #tchatAnita
A5: Two words: Big Data – people can leverage information in ways we couldn’t 5 years ago. #tchatJoshua Barger
A5: Email tends to be too ineffective for some to use, better is a phone call or F2F via skype if the message is sensitive #tchatJen Olney
A5: Technology has given many of us the gift of mobility for work & play #tchatSean Charles
A5: Without tech, the “traditional” business model remains supreme. And that’s just boring. #tchatBlogMutt
A5 technology is a blessing and a curse; anyone really feel good about receiving an electronic handshake? #tchatSteve Levy
A5: Tech great enabler, but shldnt replace fundamentals #TchatStephen Van Vreede
A5: without the technology we wouldn’t even be having this discussion #TChatSylvia Dahlby
A5: Technology has made it possible to pay for only the work you want done and not another employee. #tchatBeverly Davis
#TChat A5 – tech allows us to engage candidate in many new avenues, often breaking down communication barriers (generational &/or cultural)Michael!
A5 Technology has an impact on multiple levels and enabled enormous gains in efficiencies #tchat @Ray_anneGarret Meikle
A5: Technology is a powerful tool, but it has to be (a) used and (b) understood how to be used #TChatJess ‘Babs’ Bahr
A5. Technology is great but don’t forget about the phone sometimes. #tchatTerri Klass
A5 Technology is KEY ~ NO, PEOPLE using technology is KEY #tchatCASUDI
A5: Technology has made us available 24/7 but has also helped us forget how to “disconnect” from time to time…teams need breaks too #TChatBarb Buckner
A5: Technology has given many of us the gift of mobility for work & play #tchatSMS Social HR
A5: The ineffective #leader today is exposed as such much faster, and it’s b/c of #tech. #TChatBrent Skinner
A5 tech isn’t a cure for bad culture or comm; as an early adopter of social media b4 it was called SM, I now focus on high touch #tchatSteve Levy
Absolutely!! “@CASUDI: A5 Technology is KEY ~ NO, PEOPLE using technology is KEY #tchat”Claire Crossley
A5: technology allows companies to discover customer’s needs and provide a solution that could be implemented instantly #tchatAlfredo Arcieri
#TChat – A5 – Technology is great, however need to remember human interaction basics to use it successfully when dealing with people.Michael!
Yes! MT @levyrecruits A5 tech isnt a cure for bad culture/comm; as an early adopter of social media, I now focus on high touch #TChatJess ‘Babs’ Bahr
A5: Preponderance of #tech leaves #leaders & #teammates w/nary an excuse for bad #leadership or bad #teamwork. #TChatBrent Skinner
A5 Tech can enhance and reinforce what a leader has already developed. Not a “dirty” word. #tchatMarla Gottschalk PhD
#Tchat A5 Technology changed the face of biz. Some good things & some bad. Personal interaction suffers, so we need 2 work hard 2 maintain.Cyndy Trivella
A5: And don’t forget that tech for tech sake can overcomplicate a simple task. Tech not always most efficient. #TChatTom Bolt
A5: Levy is right tech is not the be all end all. It can destroy life outside of work if you let it – needs to be turned off at times #tchatRichard S Pearson
A5: Tech has opened up many great opportunities for biz…but also opened more opportunities for error…must stay engaged! #tchatTim Baker, CHRP
A5: Just ask @Oracle about importance of evolving tech with their new #oraclecloud social enterprise solution #TChatSean Charles
A5. Technology has unfortunately deleted a work/life balance. #tchatTerri Klass
Very important @TomBolt: A5: And dont forget that tech for tech sake can overcomplicate a simple task Tech not always most efficient. #TChatJess ‘Babs’ Bahr
#tchat A5: I say this a lot but it bears repeating: Technology is a tool and is only as good as the person using it.Erin Hommeland
A5: Technology allows workers in Brazil to get paid overtime to check email after hours #TChatSean Charles
A5 As w/team processes, must choose tools that fit tasks/players/envionment. Not always easy in a fluid, diverse world w/many choices #tchatExpertus
#TChat A5 – Tech is a great way to be introduced to someone. whenever possible, face to face meeting is still the bestMichael!
A5: biggest threat to successful technology adoption is doing too much at once. Manage change #tchatAlfredo Arcieri
Just ‘cuz we feel like it, another huge THANK YOU to the entire #TChat community! #socbiz #leadership http://pic.twitter.com/DJZV3Iw1TalentCulture
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-06-14 09:48:212020-05-22 14:23:46Teams of Us, Them & You: #TChat Recap
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.
Physical Location
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.
Organizational Culture
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?
Employer Brand
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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