Recently, we’ve seen the rise of the “digital detox” — when individuals temporarily go “off the grid” to reconnect with life apart from technology.
But of course, it’s impossible to escape fully anymore. Technology is now deeply embedded in daily life — its pervasiveness reaches far and wide. And not surprisingly, as innovation continues at full speed, competition for skilled technical talent is more fierce than ever.
To frame this week’s events, I spoke briefly with both Shravan and Sara about how businesses can recruit effectively in today’s environment. Shravan suggested three success factors in an audio hangout:
And Sara added her perspective as a technology recruiter:
Is your organization feeling the impact of the tech talent shortage? How are you addressing this? What does this trend mean for business innovation, overall? Join us this week to discuss your ideas and opinions with the #TChat crowd.
Immediately following the radio show, Meghan, Kevin and our guests will move to the #TChat Twitter stream, for a live discussion with the entire TalentCulture community.
Everyone with a Twitter account is invited to participate, as we address these 5 related questions:
Q1: How do tech recruiters stay skilled up and “in the know”? Q2: Why is finding tech talent so difficult? Q3: How do recruiters tap into high-tech hot spots to find tech talent? Q4: How do employers create a culture that attracts skilled tech talent? Q5: What recruiting technologies appeal to high-tech professionals?
We look forward to hearing your ideas and opinions, as talent-minded professionals who care about recruiting issues and trends.
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed, and on our LinkedIn Discussion Group. So feel free to drop by anytime and share your questions, ideas and opinions.
We’ll see you on the stream!
https://talentculture.com/wp-content/uploads/2014/01/Shravan-Goli-Sara-Fleischman-2.jpg349700Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2014-01-25 08:15:372020-05-27 16:59:25Finding Tech Talent to Fuel the Future #TChat Preview
Lists! Lists! Lists! As we close the chapter on 2013, there’s no denying — the “best of” list season is in full swing.
And who can blame blogs for sharing top picks from the past year? After all, lists are incredibly easy to create, and there’s a certain seductive power in a headline that promises to deliver all the goods in just one single round-up post.
But for me, picking “best” blog posts is like picking “best” children — an impossible task. I’ve spent hours helping to envision, edit, implement and promote every one of the 200 posts we produced last year. And to me, each is uniquely relevant and valuable in its own right.
So please consider our showcase of 2013’s most popular content more than a “best of” list. It’s also our way of recognizing ALL of the many “world of work” experts who have contributed to our blog, our weekly radio shows, and our #TChat Twitter chats. For example:
To these contributors, and to the many others who participate in our community of purpose, thank you. We’re all better because you share professional insights that are relevant today, and will clearly stand the test of time. Need convincing? Check out the items below, and let us know what you think…
Of course, this is only a slice from the TalentCulture archives. There’s much more inside — over 500 posts with helpful ideas and guidance on workplace culture, innovation, leadership, learning, career strategy, HR and talent management. So feel free to stop by anytime.
And no matter what your professional interests may be, we hope you’ll continue to bring your ideas and opinions to the TalentCulture table throughout 2014. Because, no matter how “popular” our blog or events may be on any given day, it’s our community’s collective energy that will truly shape the future of work. So, together, let’s discover how we can be even better.
Your Turn
What topics were your favorites in 2013? And what issues would you like to explore in the year ahead? Share your ideas in the comments area — we’re listening!
(Editor’s Note: To discuss World of Work topics like these with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)
Lists! Lists! Lists! As we close the chapter on 2013, there’s no denying — the “best of” list season is in full swing.
And who can blame blogs for sharing top picks from the past year? After all, lists are incredibly easy to create, and there’s a certain seductive power in a headline that promises to deliver all the goods in just one single round-up post.
But for me, picking “best” blog posts is like picking “best” children — an impossible task. I’ve spent hours helping to envision, edit, implement and promote every one of the 200 posts we produced last year. And to me, each is uniquely relevant and valuable in its own right.
So please consider our showcase of 2013’s most popular content more than a “best of” list. It’s also our way of recognizing ALL of the many “world of work” experts who have contributed to our blog, our weekly radio shows, and our #TChat Twitter chats. For example:
To these contributors, and to the many others who participate in our community of purpose, thank you. We’re all better because you share professional insights that are relevant today, and will clearly stand the test of time. Need convincing? Check out the items below, and let us know what you think…
Of course, this is only a slice from the TalentCulture archives. There’s much more inside — over 500 posts with helpful ideas and guidance on workplace culture, innovation, leadership, learning, career strategy, HR and talent management. So feel free to stop by anytime.
And no matter what your professional interests may be, we hope you’ll continue to bring your ideas and opinions to the TalentCulture table throughout 2014. Because, no matter how “popular” our blog or events may be on any given day, it’s our community’s collective energy that will truly shape the future of work. So, together, let’s discover how we can be even better.
Your Turn
What topics were your favorites in 2013? And what issues would you like to explore in the year ahead? Share your ideas in the comments area — we’re listening!
(Editor’s Note: To discuss World of Work topics like these with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)
The holidays are a perfect time to reflect upon the past year’s experiences, and look ahead to new opportunities — something the TalentCulture community does continuously.
But earlier this week, Kevin W. Grossman joined me for a brief hangout to compare notes about what it has meant to connect with all of you this year, what our holiday plans are, and best of all, why we’re so excited for 2014!
Of course, we’re not the only ones with ideas, plans and goodwill to share with the community. We’d love to hear from you, too!
Just leave a comment below — or post a tweet, photo or video from Vine or Instagram, and include the hashtag #TChatHoliday. As we roll into the New Year, we’ll curate and share your greetings, memories and aspirations for all to see.
THANK YOU for being part of our growing, thriving, continuous world of work conversation! We appreciate everyone who is helping us explore this new form of community building.
We hope that you enjoyed Hanukkah and Thanksgiving holidays. And we wish you a Merry Christmas, Heri za Kwanzaa and Happy New Year!
Looking forward to our next #TChat on January 8 — but until then, make the most of this time to catch-up with those who matter most to you. Stay safe, and be merry!
Recruiting and hiring.
Compensation and benefits.
Organizational design and development.
Compliance and employee relations.
Training and performance management.
Change management and internal communications.
The list goes on…
In today’s world of work, the areas of expertise that define HR are varied and complex. Yet, most companies are too small to employ a dedicated staff of specialists. It forces the question:
Of course, this isn’t just an academic exercise. For many HR professionals, nonstop multitasking now seems to be a way of life. Recent research by The Society For Human Resource Management suggests that there’s a widespread need to support small HR shops. According to SHRM, a majority of its 275,000 members represent HR departments of 1-5 people. They know what it means to juggle many demands on a daily basis. But how can they perform effectively?
(Note: For details, see the highlights slideshow and resource links at the end of this post.)
Context: How Essential Is HR, Itself?
Recently, a debate has been brewing about the value of HR departments, overall. Bernard Marr questioned the need for an HR function, while Josh Bersinchampioned its role. Bersin emphasizes the fact that, despite a tremendous need to reskill and transform the HR function, human resources professionals help solve some of today’s most fundamental business problems. Top executives recognize the strategic role that talent plays in organizational success, and HR professionals are best equipped to define, shape and implement those strategies.
But how does that apply to solo HR managers, who may be living in a perpetually reactive zone? Ben Eubanks describes the best one-person HR departments as leaders with entrepreneurial traits:
• We don’t pick up the phone and call our corporate HR team. We ARE the corporate HR team. • We are comfortable with research and making judgment calls. • We constantly seek out opportunities for professional development — if you’re not growing you’re dying.
Comments From the TalentCulture Crowd
Because many #TChat-ters understand the challenges that multi-tasking HR generalists face each day, the vast majority of Twitter chat participants sang the praises of one-person shops. In addition, many offered thoughtful advice. For example:
A1 try to learn and understand the organization goals. Listen before speaking, so-to-speak #TChat
As the #TChat discussion demonstrates, solo managers don’t need to wait for industry events to connect with smart advice. Social tools make it easy to create a network of virtual resources to assist when you need it. Do you have a question about an unfamiliar subject? Tweet it with a relevant hashtag. (Try #TChat!) Post it to a LinkedIn HR discussion group. I guarantee you’ll get responses, faster than you expect.
Social tools also are useful for communication within your organization. Intranets are a great way to enable collaboration and communication at a relatively low cost. Cloud-based tools are available for internal discussions, project management, and reporting. Hiring systems and performance management solutions also offer social integration without steep IT costs. The possibilities are limited only by the time and interest HR managers invest in professional networking and research.
Above All: Aim for Agility
It seems that, of all skills needed for one-person HR superheroes, the most important is agility. Put aside the notion that you can execute perfectly, across-the-board. Prioritize carefully. Then, with the time and budget available to you, apply tools and resources as efficiently as your able, while making it all seem effortless.
Scared? Don’t be. If you’re reading this, you know that a worldwide community of like-minded people is right here to support you. We’ve got your back!
#TChat Twitter: Immediately following the radio show, Meghan, Kevin, Dave and Donna joined the TalentCulture community on the #TChat Twitter stream, as I moderated an open conversation that centered on 5 related questions. For highlights, see the Storify slideshow below:
GRATITUDE: Thanks again to Dave Ryan andDonna Rogers for sharing your perspectives on HR management. We value your time and expertise!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about how HR professionals can operate “lean”? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, #TChat looks at the latest Candidate Experience trends and best practices with guest experts, Elaine Orler and Gerry Crispin! Look for more details this weekend.
“Learning is more effective when it is active rather than a passive process.” – Euripides
One of the most active learning environments I know is #TChat.
In fact, sometimes it’s truly hyper-active, as the TalentCulture community meets on the Twitter stream to exchange ideas about the world of work. That’s certainly how it felt this week, as we gathered to celebrate three years of #TChat events and continuous online knowledge sharing.
It was fitting that our conversation focused on social learning. And it was equally fitting to welcome an HR executive who’s responsible for (among many other things) leveraging social tools and techniques to foster learning across her fast-paced, global organization.
(Editor’s Note: See full event highlights and resource links at the end of this post.)
Social Workplace: Learning Everywhere
As social media weaves itself deeper into daily life, organizations are searching for effective ways to blend social behaviors with learning methodology. There are good reasons for all the interest.
Social channels remove the hierarchy found in most organizations. With traditional roles de-emphasized, everyone has more freedom to contribute, interact, experiment and develop personally and professionally. It’s collaboration at its best. When organizations channel this collective energy, there’s great potential to boost innovation and business performance.
However, many companies are still only testing the waters in their cultural commitment to social learning. Twitter chats such as #TChat provide a low-risk model outside organizational walls; bringing together experts and talent-minded professionals to discuss today’s workplace — what works, what doesn’t, and how to address key issues.
#TChat: Social Learning Slice Of Life
As #TChat proves, social tools and techniques are an attractive way to develop and sustain learning communities. The immediacy, flexibility and availability of social media make it possible for people with common interests to connect and contribute easily in real-time, from all corners of the globe.
Imagine the possibilities when this approach is applied within organizations! Employees feel more appreciated and valued for their input. Engagement increases. And employers signal a commitment to employee development and growth. It’s a win-win. Companies gain a more engaged, productive workforce, and in turn, employees are challenged and become more competent.
This is why I look forward to many more wonderful years for #TChat and TalentCulture — an open, ongoing learning environment that is helping us all shape the world of work for the better!
#TChat Week-In-Review: Online Communities and Professional Growth
#TChat Twitter: Immediately following the radio show, Meghan, Kevin and team Hootsuite joined the entire TalentCulture community on the #TChat Twitter stream, as I moderated an open conversation that centered on 5 related questions. For highlights, see the Storify slideshow below:
GRATITUDE: Thanks again to Ambrosia Humphrey for sharing your perspectives on social learning and organizational culture. We value your time, enthusiasm and expertise!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about social learning in the workplace? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, #TChat Events go quiet, as we celebrate the Thanksgiving week in the U.S. However, we’ll be back on December 4th, with a special double-header, featuring two of our community’s most beloved HR experts, Dave Ryan and Donna Rogers! Look for more details next weekend.
When loss blots out all other light, that’s when the stars around you shine the brightest.
It’s counterintuitive, I know. The times when life is bleakest, what you’ve sown is reaped in the form of torches guiding you through the blackest labyrinth.
This time last year was tough for me, having lost my father in July and then my mother in December. Both were very ill, and it took quite a toll on me, my family, and my world of work. This included my usually dedicated participation in the TalentCulture community and #TChat Events.
There’s a kindhearted warming that can occur in times of desperation and need — like coming in from a freezing rain to thaw in front of a fire, surrounded by supportive family and friends. This reciprocal positive power moves us into lighted places, into rebirth, into healing, into growth, into bettering ourselves so we can better others, in turn. The economics are simple and powerful. Yet, they require transparency, authenticity, trust and love — essential elements that cynics squash like bugs underfoot.
Healing Power: Community To The Rescue
Thank goodness for the light (as we watch the bugs scurry into hiding – or their metamorphosis into believers). This uplifting energy is the heart of community — and the heart of community is you.
We see community spirit at work time and again, when help mobilizes after global disasters, disease, war, and injustice — or simply when we grant a child one magical wish. (Here’s to all Batkids in the world!) It’s okay to get good news once and a while, you know?
After this rally from my greater Northern California community last weekend, I was uplifted. And coming on the eve of #TChat’s 3rd anniversary, it reminded me of the mutual support that comes from within our TalentCulture community — through bad times and good.
That’s one of the most powerful aspects of online communities like ours. They spring from the wild, virtual earth, in many different forms. They’re often vibrant and complex, even in their simplicity. Their roots are nurtured by the diverse individuals who come to learn, network, share and support one another around relevant topics, both personal and professional.
That’s what #TChat has become since its founding. The proof is evident after 150 Twitter chats, and 50 radio shows in the past year alone.
The first #TChat occurred on November 16, 2010, and the topic was emotional intelligence, which seems appropriate, since most of the time we try to be self-aware and manage our emotions — whether we agree with one another or not. Trust and mutual positive regard are just as important in our community interactions as they are in the larger world of work.
Best of #TChat
Since then, my favorite #TChat events include all of them. Although it’s tough to choose, I’ll list just 15 here that stand out:
I’m so excited that #TChat continues to break new ground as one of the largest and longest-running online learning and networking communities in the “world of work.” A very special thanks to the thousands of loyal participants who have participated during the past three years.
And a very special thank you to those who keep the weekly wheels of #TChat turning each week:
The TalentCulture (#TChat) Community is an open online network of business leaders and innovators, human resource and recruiting executives, organizational development and learning professionals, HR technology vendors, industry consultants, job seekers and more who collectively create, curate, crowd source and share timely “world of work” news and information critical for all professionals to grow and succeed in business today.
And that means you and you and you and you…
What’s your role in the TalentCulture Community? Just as it’s always been since the beginning:
Sharing your real world expertise and candid perspectives.
Actively participating with others in expanding the depth and breadth of your reach.
Contributing as much as you benefit.
3 years
100+ radio shows and hangout video interviews
150+ high-intensity Twitter chats
550+ blog posts
1 simple goal
Those of us who plan and produce #TChat social learning forums hope that TalentCulture community events educate, energize and enrich everyone who participates. We’re grateful for your involvement — which educates, energizes and enriches us all, in return.
This metaphor for the social workplace isn’t just a random fluke of Twitter nature. It’s an intentional human exchange that continuously flows and shifts in ways that are now bigger than the sum of its parts. Still, each of us is an essential element — with a unique voice that adds depth and texture to the fabric of our talent-minded “tribe.”
#TChat Turns Three: Learning Through Community
So, during this 3rd Anniversary #TChat week, let your voice be heard. Let’s gather on social channels to celebrate the individual, mutual and collective growth that every community of purpose strives to achieve.
Our guest this week is Ambrosia Humphrey, VP of Talent at HootSuite! Team Hootsuite will be celebrating along with us as well. Social engagement in action.
As a special treat for this week’s “sneak peek” video, we asked our own Community Manager, Tim McDonald, to compare notes with Kevin W. Grossman about the meaning and value of #TChat. The resulting video is a delightful journey into the minds and hearts of two men who are walking examples of community spirit! Watch the hangout now:
Share Your #TChat Story! The Conversation Starts Here
Tim and Kevin aren’t the only ones who are talking about TalentCulture’s role in their professional and personal lives. We’re gathering a collection of quotes and videos from all over the community landscape, and sharing that feedback on #TChat Twitter and other social channels this week.
We’re also launching a special “Buzz!” page right here at TalentCulture.com, to highlight community comments now and in the future. We invite you to share your thoughts — in whatever form you wish.
So, please join this week’s conversation about the power of social learning communities, and tell us what this particular community means to you. The #TChat channel is always “on” and everyone is welcome to participate in whatever way is most beneficial for you. Don’t be shy!
#TChat Events: Online Communities And Professional Growth
Immediately following the radio show, we’ll move this discussion to the #TChat Twitter stream, for an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these questions:
Q1: What are the key ingredients for online learning communities? Why? Q2: Why do you participate in Twitter chats like #TChat? Q3: How can organizations capture learning community magic internally? Q4: What’s the future of Twitter chats in building communities? Q5: What topics would you like #TChat to explore in 2014?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
3 years
100+ radio shows and hangout video interviews
150+ high-intensity Twitter chats
550+ blog posts
1 simple goal
Those of us who plan and produce #TChat social learning forums hope that TalentCulture community events educate, energize and enrich everyone who participates. We’re grateful for your involvement — which educates, energizes and enriches us all, in return.
This metaphor for the social workplace isn’t just a random fluke of Twitter nature. It’s an intentional human exchange that continuously flows and shifts in ways that are now bigger than the sum of its parts. Still, each of us is an essential element — with a unique voice that adds depth and texture to the fabric of our talent-minded “tribe.”
#TChat Turns Three: Learning Through Community
So, during this 3rd Anniversary #TChat week, let your voice be heard. Let’s gather on social channels to celebrate the individual, mutual and collective growth that every community of purpose strives to achieve.
Our guest this week is Ambrosia Humphrey, VP of Talent at HootSuite! Team Hootsuite will be celebrating along with us as well. Social engagement in action.
As a special treat for this week’s “sneak peek” video, we asked our own Community Manager, Tim McDonald, to compare notes with Kevin W. Grossman about the meaning and value of #TChat. The resulting video is a delightful journey into the minds and hearts of two men who are walking examples of community spirit! Watch the hangout now:
Share Your #TChat Story! The Conversation Starts Here
Tim and Kevin aren’t the only ones who are talking about TalentCulture’s role in their professional and personal lives. We’re gathering a collection of quotes and videos from all over the community landscape, and sharing that feedback on #TChat Twitter and other social channels this week.
We’re also launching a special “Buzz!” page right here at TalentCulture.com, to highlight community comments now and in the future. We invite you to share your thoughts — in whatever form you wish.
So, please join this week’s conversation about the power of social learning communities, and tell us what this particular community means to you. The #TChat channel is always “on” and everyone is welcome to participate in whatever way is most beneficial for you. Don’t be shy!
#TChat Events: Online Communities And Professional Growth
Immediately following the radio show, we’ll move this discussion to the #TChat Twitter stream, for an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these questions:
Q1: What are the key ingredients for online learning communities? Why? Q2: Why do you participate in Twitter chats like #TChat? Q3: How can organizations capture learning community magic internally? Q4: What’s the future of Twitter chats in building communities? Q5: What topics would you like #TChat to explore in 2014?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
https://talentculture.com/wp-content/uploads/2013/11/Kevin-Grossman-Tim-McDonald-TChat-2.jpg352700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-11-17 18:56:182020-05-27 16:31:50We're Turning Three! Let's Celebrate Community #TChat Preview
“The people to get even with are those who’ve helped you.”
–J.E. Southard
Today it’s time for us to “get even” by expressing deep gratitude! Why? Because Forbes.com has selected TalentCulture as one of “100 Top Websites For Your Career.” Of course we’re thrilled — and not just for all the obvious reasons. So, in the spirit of lists everywhere, here are our 3 Reasons Why This Forbes List Matters:
1) It Matters For Our Mission
By including us, Forbes is acknowledging the rise of crowdsourcing and virtual communities of practice in today’s social business world. And, if you consider the breadth and caliber of the company we’re keeping, it truly is an honor to be featured.
2) It Matters To Others In The World Of Work
On this list, everyone is a winner because there are no rankings. Instead, as Forbes staff writer Jacquelyn Smith notes:
“Our goal was to assemble a comprehensive guide to smart and engaging…online destinations for interns, job seekers, business owners, established professionals, retirees, and anyone else looking to launch, improve, advance, or change his or her career.”
Forbes has developed a highly eclectic mix of sites. It’s not just about wildly popular social platforms like Twitter; professional networking sites like LinkedIn; job boards like CareerBuilder; and reference sites like the Bureau of Labor Statistics. Forbes actually adds meat to those big bones with niche services like CareerBliss and PayScale, as well as informational sites like Lindsey Pollak and Jobacle.
However, for us, the most exciting sites on the list are the many valued friends, partners and participants in our TalentCulture community. For example:
Most importantly, this recognition is a positive reflection on each of you— the tens-of-thousands of monthly visitors who rely upon TalentCulture as a resource for helpful “world of work” ideas, insights, connections and conversations with professional peers.
This milestone is also an opportunity for us to express our gratitude for the hundreds of community participants who, for nearly 4 years have generously developed blog content, appeared as guests on our #TChat Radio shows, participated in our popular #TChat Twitter events, and shared knowledge and peer support continuously on our social media channels.
TalentCulture exists only because of the time, effort and skill that each of you contribute. That’s the beauty of community. This isn’t merely a “website.” This is a reflection of a continuous collaborative process that our founder, Meghan M. Biro, calls a “metaphor for the social workplace.”
Truly, in this case, we could not have done this with out you. So thanks to you all! And congratulations on what you’ve helped us create. Stay tuned to this site — and let’s see where our living learning laboratory will take us next!
https://talentculture.com/wp-content/uploads/2013/09/3888733207_3ed319baa5_o.jpg350700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-09-19 17:58:202020-05-25 17:57:41Forbes Picks TalentCulture As A Top Career Site: 3 Reasons Why It Matters
Creativity means looking at things differently. So let’s look differently at creativity, itself — and consider how we can do a better job of inspiring it in today’s collaborative workplace.
Creative Collaboration: What Works?
At Achievers, we recognize that no two people are the same. That’s why we’re advocates for personalized work environments. Every individual responds differently to public versus private praise, monetary versus intrinsic motivation, and other other aspects of employee engagement. So why do brainstorming practices tend to overlook those factors? When teams are asked to generate innovative ideas, why do we expect the best results by asking everyone to operate in a similar way?
Leigh Thompson, professor at Kellogg School of Management and author of “Creative Conspiracy: The New Rules of Breakthrough Collaboration,” says that we should rethink multiple assumptions about collaboration and creativity. Research by Leigh and others indicates that established brainstorming practices can actually limit the flow of creative thinking, and potentially jeopardize successful outcomes. For example, many people assume that it’s best for contributors to meet in the same location, and openly share ideas in an environment that’s free from critical feedback. However, real-world evidence suggests otherwise.
3 Ways To Rethink Brainstorming
The next time you need to challenge your team to generate big ideas, consider a fresh approach. Specifically, look for ways to allow for alone time, anonymity, and criticism:
1) Work Together, But Alone
For some of us, ideas flow more freely when we write on a whiteboard whatever comes to mind as we stand in front of a group. Others prefer to reflect on a problem before joining a brainstorm session. Often, taking time to work on a problem alone sparks an idea that would otherwise not surface in a group setting.
Give your team members time to generate possible solutions on their own, and frame the brainstorm meeting as a time to share, develop and refine those raw concepts. Employees who get nervous in group settings are able to prepare, and those who are most creative in the company of others get a chance to find and express their own inspiration.
2) Allow Anonymity
To avoid the effects of groupthink and hierarchy bias, introduce anonymity to the creative process. Leigh Thompson suggests that groups use index cards to collect suggestions, and choose the best options through a “blind” vote. Another technique is “cyberstorming,” which allows team members to anonymously enter ideas and votes in a database.
These methods level the playing field for those who are shy, new or have little seniority. They can also mitigate the influence of “loudmouth” participants who tend to dominate group interactions. Ultimately, it ensures that ideas will be rated according to their perceived value, not on the title or behavior of the person submitting them.
3) Encourage Criticism
We’re all familiar with the phrase, “Any idea is a good idea in a brainstorm.” However, science proves otherwise. For example, in a UC Berkeley study on brainstorming, psychology professor Charlan Nemeth found that when participants were instructed not to criticize teammates, fewer solutions were generated. On the other hand, when participants were encouraged to debate (but not attack) ideas, they contributed significantly more ideas than their “no criticism” counterparts.
By opening the floor to debate, all team members are encouraged to consider ideas from their unique perspective, and they tend to add value by suggesting with more ways to go about it. Try this approach in your next meeting and see how it works for your team.
Reignite Your Group’s Creative Fire
Brainstorming still holds an important place in the business world. However, to gain even more from this process, it’s wise to reexamine how you apply it in your organization. Consider how you can address the unique creative and collaborative styles of your team members, and you’re likely to see a dramatic difference in how they respond.
What are your thoughts? Have you tried any of the suggested techniques? What brainstorming conditions have made a difference in your experience? Share your thoughts in the comments area.
https://talentculture.com/wp-content/uploads/2013/08/1422720_42196947.jpg349700Razor Sulemanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngRazor Suleman2013-08-10 18:03:222020-05-25 17:48:57Brainstorming Is Broken: Rethinking Group Dynamics
A recent #TChat Radio show really piqued my interest. The topic was collaboration and social learning, with guest, Nick Kellet. Nick is one of the innovative minds who founded Listly — a service that nurtures individual and collective growth by enabling people to discover, filter and share content easily within their digital communities.
Obviously, social learning isn’t a new concept. As Nick noted, it’s not really even “actually a thing” in itself. Rather it’s a by-product of the fact that we are social beings. Learning through interaction with others is naturally built into our work lives. And now, with content and tools that make it incredibly easy to collaborate online, social learning is gaining tremendous momentum in the digital space.
In fact, according to Bersin by Deloitte, U.S. companies spent 39% more on social learning initiatives last year than in 2011. That’s a huge jump, and it indicates how swiftly business is embracing the need to provide infrastructure for collaborative business processes.
Why Social Learning Is Essential: 3 Reasons
So what’s the big deal? Why is social learning suddenly such a hot business topic? Actually, I think it boils down to three fundamentals:
• Employees want to learn and grow.
• Growth contributes to engagement.
• Engaged employees stick around.
It’s just that simple.
Consider this: The Cornerstone OnDemand 2013 U.S. Employee Report indicates that 1 in 3 employees would stay at their company longer if their employer helped them develop their skills. That’s a significant number of employees you could retain — not to mention recruitment costs you could save — just by providing today’s workforce with better paths to learning.
Social learning options are an ideal way to respond to employees’ desire for development, because in addition to providing the knowledge and growth they crave, it also builds a sense of connection and belonging within your organization.
Building Competence and Connections
In responding to performance review questions, have you ever been asked if you have a best friend at work? Did you wonder why that question was relevant? It’s because employees who form bonds with their peers feel much more engaged and comfortable in the workplace. And connections that are good for individuals are also good for organizational culture. Social learning helps employees to connect — not just within their workgroups, but with peers around the globe — expanding their networks and strengthening their sense of belonging. That’s no small feat.
While the technology may be ever-changing, the concept of social learning is clearly here to stay. It’s wise to take a cue from the companies that increased their social learning spending last year, and make it a priority in 2013 and beyond. Your employees will thank you for your investment in their future — and ultimately, so will your bottom line.
Tell me: How is your organization enriching or expanding the learning experience? What hurdles have you faced? And what kind of difference do you see in your workforce? Share your thoughts in the comments below, and let’s learn from one another.
https://talentculture.com/wp-content/uploads/2013/08/5291724149_f25b1eb1b5_o.jpg351700Razor Sulemanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngRazor Suleman2013-08-03 15:10:192020-05-25 17:48:07Social Learning: The New Business Edge?
Do you ever wonder what unsuspecting people think when they stumble across a #TChat event in-progress? Do they mistake it for some sort of wild, unchained idea orgy?
I can see why the uninitiated might assume that a magical “meeting of the minds” has spontaneously sprouted in a random social media moment.
After all, for 2+ years on Wednesday nights, the #TChat hashtag has consistently trended on Twitter, as the stream lights up in a blaze of 140-character glory about workplace culture. We’re creating our own gravitational pull with all those tweets. Could a TalentCulture zip code be far away?
But seriously, those of us who participate in #TChat conversations know that it’s not crowdsourcing’s answer to a flash mob. This isn’t just a way to fill an hour with social serendipity that evaporates when we turn out the lights. At least, that’s not the intent.
Most likely, it was one of the brilliant thoughts from our guest, Nick Kellet. As co-founder of List.ly, a service that makes it easy for people to organize and share information through social channels, Nick deeply understands the art and science of digital discovery, curation and collaboration. His #TChat insights were so varied and powerful, I’m inspired to write a separate post that showcases those ideas. But in the meantime, here’s the “Nick” tweet that garnered the most retweets this week — with good reason:
You next connection could be your new best friend, you new collaboration, the answer you were looking for – be open to change #tchat
So, in that spirit of discovery and sharing, we invite you to review other comments from Nick and the entire #TChat tribe in the “highlights” slideshow below. There’s an abundance of wisdom in this crowd, and we’re grateful for your contributions. Let us know how these resources help you gain a better perspective on tools and techniques can improve your world of work. We’re always open and interested in your thoughts!
#TChat Week in Review: Learning Through Collaboration
Related Post: Our guest, Nick, contributed a fascinating post about blog content analysis, inspired by a benchmarking tool he has created with Listly. To learn more and to request a free audit of your blog site, read “Web Content: What Does It Say About You?”
#TChat Twitter: Immediately following the radio show, the entire TalentCulture community came together for an open discussion on the #TChat stream. In case you missed the action, check out the highlights in our Storify slideshow below:
#TChat Twitter Highlights: Social Learning Through Collaboration
GRATITUDE: Thanks again to Nick Kellet for sharing his extensive understanding of core issues and opportunities surrounding learning in today’s networked business environment. Your passion and depth of knowledge inspire us to keep pushing the collaborative envelope.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about social learning tools, techniques or implications? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
In the meantime, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, on our LinkedIn discussion group. or on other social channels. And feel free to explore our redesigned website. The gears are always turning here at TalentCulture, and your ideas and opinions are always welcome.
https://talentculture.com/wp-content/uploads/2013/08/5993358478_6351277313_b.jpg283690Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2013-08-02 09:19:322020-05-25 17:47:57Crowdsourcing: Hot Mess or High Art? #TChat Recap
But how is the learning process changing in today’s more connected, “social” world of work? Are we making the most of opportunities to collaborate? How can we leverage personal and professional networks to be smarter and more effective in every aspect of our lives?
This week, our “Summer Restart” series moves beyond last week’s crowdsourcing event, to focus more specifically on how to get more out of tools and techniques designed to curate and share collective wisdom.
Our guest brings unique, first-hand understanding of how and why collaborative learning can enrich our lives, improve professional performance and drive business innovation.
Nick Kellet is a pioneer in applying purposeful collaboration to business challenges and opportunities. He is co-founder of List.ly, a service that empowers people to create, manage, share and engage with the web’s best lists.
Nick helped me frame this week’s events by discussing his perspective on social learning in a brief G+ Hangout:
#TChat Events: Connecting Collaboration and Success
This week’s topic is destined to shift your collaborative spirit into high gear. So be sure to join us on Wednesday, July 31, for a dynamic #TChat double-header. Bring your questions, concerns, ideas and suggestions, and let’s talk!
#TChat Radio — Wed, July 31 at 6:30pmET / 3:30pmPT
Tune-in to the #TChat Radio show
Nick joins our hosts, Meghan M. Biro and Kevin W. Grossman for a thoughtful look at why and how collaboration tools and techniques are redefining how we live, work and play. Listen live and dial-in with your questions and feedback!
Immediately following the radio show, we’ll go wide with Nick for an open-mic community discussion on the #TChat stream. We welcome anyone with a Twitter account to join us, as we explore collaboration and learning together, with these questions as a guide:
Q1: Social learning — what exactly is it and why is it exploding? Q2: What soft skills are needed to facilitate collaboration online and offline? Q3: How do collaboration and knowledge sharing enrich our integrated work/life lives today? Q4: Nick says “We are what we consume, produce and share.” Agree? Why/why not? Q5: What technologies enable social learning and collaboration today? What’s missing?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
One of the most powerful benefits of professional communities like TalentCulture is the ability to tap into individual minds in real time, for the benefit of all. That’s a primary reason why I’m drawn to community management. It’s exhilarating and very rewarding to be part of a collaborative learning process. And this week at our #TChat Twitter forum, we’re taking that concept in a special direction.
Instead of asking guest experts to discuss their insights with us on #TChat Radio and Twitter, we’re asking YOU to share YOUR wisdom. Specifically, we want to know what sources of professional information and ideas are most beneficial to you…and why. (See our 6 key questions below.)
The guest moderator this week is our very own LinkedIn Group Manager, Dr. Nancy Rubin, Director of Online Learning/Social Media Technologies at Columbia University School of Continuing Education.
Let me kick-off the conversation with an example from my life. Earlier this year, I read a book that deeply resonated with me, as someone who’s life revolves around connections. The book is “Your Network Is Your Net Worth,” by Porter Gale. To understand more about why I recommend it, read a post from my blog, or watch my #TChat “sneak peek” video below…
Your Opinions Matter!
Every answer you share with us will help kick-start a new “Resources” section for TalentCulture.com. And, of course, your feedback about #TChat topics will help us shape the community throughout the coming year.
So don’t be shy — we welcome your ideas this week, and every week!
#TChat Twitter: What Informs And Inspires You — And Why?
A Very Special Conversation: Wed, July 24 at 7pmET / 4pmPT
Join us on the #TChat stream, as we gather your ideas and recommendations, based on these 6 questions:
Q1: What 1-2 “must read” books would you recommend to a business peer? Why? Q2: What 1-2 blogs are most indispensable to you, professionally? Why? Q3: What 1-2 socially active thought leaders are most influential in your life? Why? Q4: What are your 1-2 “go-to” tools for managing social connections or information? Why? Q5: What prior #TChat topics have helped you most? Why? BONUS: What topics would you like #TChat to explore in the future?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your recommendations — before, during and after the Wednesday event.
We’ll see you on the stream!
(Also This Week: Catch TalentCulture CEO, Meghan Biro at a special “Recruiting Insights” webinar with Achievers on Thursday July 25. Learn more…)
https://talentculture.com/wp-content/uploads/2013/07/TimM_WhatInspiresYou-TChat.jpg387637Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-07-21 15:05:212020-05-25 17:40:02Where Do You Find Ideas and Insight? #TChat Preview
(Editor’s Note: We’re thrilled to welcome Nick Kellet to TalentCulture as a guest blogger. For more information about Nick, see his profile at the end of this post.)
For many members of the TalentCulture community, there’s only one conference this week — SHRM13, the Society for Human Resource Management annual meeting in Chicago. But I’d like to focus on another conference that happens on Tuesday. It’s called TomorrowsFutureToday (TFT).
At first blush, TFT may not seem relevant. The topic is IT service management. But TFT’s business model deserves a closer look. Founder Chris Dancy is leading a movement to rethink every aspect of conference design and management — including how speakers are recruited, how content is created and shared, and how participants engage during live sessions and beyond.
This fascinating story lives at the intersection of social business, content strategy and technology. It’s a disruptive model that signals the growing power of crowdsourcing, expert networks and personal branding. It touches on many of the same issues and opportunities that are redefining the “world of work.” And from that perspective, it’s an inspiring example for TalentCulture.
Snapshot: What Sets TFT Apart
TFT is a semi-annual, one-day “follow-the-sun” virtual conference, where 24 experts from around the globe speak for an hour each. Unlike classic conferences, the speakers are selected by professional practitioners and peers (via Listly). This replaces the “old-boy” model, where conference organizers control the agenda. Very cool.
Even cooler, all the speakers are paid. Yes, all of them. What’s more, the content “lives” long after the conference. Presentations are recorded and automatically converted into trans-media assets (slides, video, audio and transcribed text) that are reusable across a wide spectrum of digital channels. (This is accomplished via Zapier.)
Speakers are encouraged to redistribute content anywhere they wish, indefinitely
Access to all content is absolutely free to anyone who is interested, forever
The overall event experience — before, during and after — has a big impact on its perceived value
Similar to TED Conferences, the agenda development process ensures superior quality speakers and content. No pressure.
Implications for Personal Branding
The first TFT conference occurred in December 2012. That inaugural event demonstrated not only strong community engagement that won sponsorships, but also helped boost awareness and credibility of its speakers. Fact: since their appearance in December, half of the speakers have moved on to bigger and better professional roles.
So, what does that say about the power social media exposure, and its influence on personal brands? Chris Dancy took several moments to discuss this and several other related questions:
1) How do collaboration and social community relate to personal brand building?
“Collaboration and social community are the foundation of personal branding. Both depend on systems of attention, influence and altruism. Personal brands don’t transfer in hyper-digital economies without conscious consumption of community content. By serving the community first as a consumer, you then have the ability to understand the needs of that system. You have two ears, one mouth and 10 fingers — talent observes before it offers suggestion.”
2) Can you really crowdsource your way to a “brand” new career? How can others do so?
“I don’t believe you can crowdsource your ‘brand.’ You can crowdsource your values. If those values are stronger than the habits of a community, then your brand and career will reflect these systems. Others suffer from being overwhelmed by information, tech and connections. We must first teach people to make healthy tech and information choices. Healthy information diets are to the 2020’s what Tab cola was to the 1970’s.”
3) Did the speakers who landed new careers imagine this would be the outcome from a virtual conference culture?
“None of the speakers on TFT who transitioned to different careers imagined the vault in their careers. The speakers at TFT12 and TFT13 never considered it a virtual conference. In large part, speakers felt honored to be selected by their peers. It was that empowerment that moved their careers. To feel worthy of attention and time in a climate short on both, is the brand found inside of confidence and outside of hubris.”
The next LIVE round-the-clock event is tomorrow, Tuesday, June 18, 2013. Click here to follow the action in real time, or check back anytime to find content after-the-fact. You can also follow the conference backchannel at #TFT13.
In the meantime, let me know what you think about this business model. Could this work for your business domain? And how could you shape and enhance your personal brand while sitting in front of your computer?
Interesting questions — and enterprising people like Chris Dancy are helping us fill in the blanks. Share your ideas below, or connect with me on Twitter @NickKellet.
(Author Profile: Nick Kellet is co-founder of social curation platform Listly. He believes that effective curation is as much about listening and engaging as it is about publishing and the tools themselves. A serial innovator who loves to jump domains from board games to business intelligence, Nick also believes that passion in the company of friends and community is an unstoppable force.
https://talentculture.com/wp-content/uploads/2013/06/PinkTheatre-by-djnorway_httpwww.sxc_.huprofiledjnorway.jpg349700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-06-16 15:15:192020-05-25 17:26:37Reboot: Personal Brands and the #TFT13 Conference
If you know me, then you know that I’m passionate about communities — digital and otherwise.
My interest in cultivating communities is what drives me as manager at HuffPost Live and TalentCulture, and as the founder of My Community Manager. It’s incredibly gratifying to help people build useful relationships, and to facilitate an ongoing exchange of ideas that is bigger than the sum of its parts.
Digital communities aren’t just a nice idea. They’re also a huge potential source of business value for enterprise organizations, according to management consulting firms like McKinsey. Yet large companies often struggle with how to connect the social dots among their various constituents — employees, leaders, customers, business partners, and beyond.
What Makes a Great Enterprise Community?
Of course, great networking and collaboration tools are helpful in creating and sustaining any kind of social community. But it takes much more than a solid infrastructure. What doesit take? That’s the focus of our TalentCulture #TChat forums in the coming week. And we’ve invited two experts to lead the conversation:
Jeff Willinger, Director of Collaboration, Social Computing and Intranets at digital consultancy, Rightpoint.
#TChat Sneak Peek Videos
Both guests briefly joined me for a G+ Hangout to set the stage. First Jeff defined key terms — explaining how enterprise communities differ from other social networking groups:
And then Maria explained why communities are essential in today’s business environment:
#TChat Events: Why and How Enterprise Communities Work
Need I say more? As you can tell from their interviews, these two experts are just as passionate as I am about exploring the benefits of business-oriented communities. And they’re eager to exchange ideas with a circle of like-minded professionals. So please join us next week, and add your unique perspective to this very special “community” conversation!
#TChat Radio — Tuesday, May 28 at 7:30pmET / 4:30pmPT —Maria and Jeff join our hosts, Meghan M. Biro and Kevin W. Grossman, for a LIVE 30-minute discussion about enterprise community issues and opportunities.
#TChat Twitter — Wednesday, May 29 at 7:00pmET / 4:00pmPT — Calling all #TChatters to join us for an open online discussion on the #TChat stream. Come on over and share your thoughts. The more, the merrier!
Q1: What are the differences between social and enterprise communities?
Q2: Why has community development and management been more difficult for the enterprise?
Q3: What are best practices for enterprise community management?
Q4: What can business leaders and internal champions do to facilitate quality enterprise communities?
Q5: What community & collaboration technologies make sense for today’s enterprise?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
https://talentculture.com/wp-content/uploads/2013/05/Maria-and-Jeff.jpg350700Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-05-24 13:22:422020-05-25 17:19:02Finding Value in Enterprise Communities #TChat Preview
“I don’t want to be out here doing nothing. It’s dangerous.”
This from a 14-year-old boy in Chicago who should be in school, but is not, because of the Chicago Teachers’ strike. This isn’t a rebuke of why he’s not in school, it’s just a brief commentary about the phrase itself as metaphor for the power of social and informal learning.
Many of you have heard the quote, “An idle brain is the devil’s workshop,” which comes from H.G. Bohn‘s Handbook of Proverbs, published in 1855. Its Biblical origins comes from the belief that hard work keeps us focused and out of trouble, and without it, we can only conceive evil deeds from laziness. But with the latest in neuroscience research, we now know that our frontal cortex has much smaller windows of focal strength during the course of the day, that we need idle breaks in thought, to allow the mind to rest and revitalize, letting what we’ve absorbed during the focal spikes to reengineer our synaptic pathways.
Of course I don’t literally mean that teenagers should be roaming the streets unchecked with no formal or informal learning in place. I’m segueing more to the adult world of work and how the progressive enterprise understands how we truly learn and adopt and adapt — and it is doing what it can to integrate this into the workplace, from applicant to alumni.
But we’ve got a lot of “process debt” to deal with. Similar to “technical debt” that refers to layers of outdated programming code that we just overwrite instead of starting fresh, process debt is the same thing when it comes to change management in the workplace. Our decades old learning and development processes haven’t changed much even in the light of research referenced above. We still throw the new employee handbook at new hires, make everyone sit for day-long training seminars where we check out halfway in, and then we silo ourselves in self-branded promotional kiosks with limited if any exposure outside the firewall to valuable content from informal learning channels.
I’m talking about social channels, of course — which of course we’re getting access to anyway inside and outside the firewall, via mobile and tablet devices.
The democratization of social learning is here to stay, and we should embrace the shorter bursts of quality peer-to-peer interaction and actionable insights. By letting us do what we’ve already been doing for thousands of years, the sharing and learning around relevant topics across brand agnostic open networks, organizations can channel the crowd-sourced mindshare and elevate the great global enterprise of empowerment and improvement.
“I don’t want to be out here doing nothing. It’s dangerous.”
The good news is, we’re not doing nothing. The danger is in resistance, not idleness.
Did you miss this week’s preview? Click here, and check out all the crowd-sourced mind-sharing below, channeled through a slideshow of your #TChat tweets. Thank you, Joe Sanchez (@sanchezjb), for your guest moderation of yesterday’s chat. We look forward to seeing everyone next week.
A2: Isn’t #learning the point of working? To teach, connect, grow? You can make money all kinds ‘o ways. Don’t need a job for that. #tchatLara Zuehlke
#tchat a2 asked them what area they would like to receive more trainingSage Bramhall
A2: by using tools like #SoMe – being progressive examples #tchatKathy Herndon, GPHR
A2 Leaders need to challenge employees to answer their own questions, not provide answers, make people uncomfortable at times #tchatPam Ross
A2 Allow people room to “fail forward” #tchatWandaHopkinsMcClure
A2 Worked 4 comp that encouraged ppl 2 join Toastmasters & allowed time during work hrs. & considered it part of annual learning goal #TchatCyndy Trivella
A2 Looking back and admitting what didn’t work – then moving on. #tchatMarla Gottschalk PhD
A2: Leaders have to be intentional effort to offer and gain a new perspective so that everyone can see situations in fresh new ways. #tchatJen Olney
A2: by Fostering dialogue, setting an example & connecting employees to the org objectives #TChatNissrine Ghannoum
#tchat A2 you can help others learn. Adults are hard but make them love learning as much as u thru example. I provided proff dev. For 8 yrs!Sage Bramhall
A2: Share learning experiences and demonstrate the importance. Allow opportunities for self and team to apply learning on the job #tchatLaTonya Wilkins
A2 Leaders have to be open to feedback and change. Modeling learning from experience so that employees learn. #TChatPam Ross
A2. Leaders can take interest in what their team wants to learn and pursue. Ask. Listen. Integrate ideas. #tchatTerri Klass
A2: Everyone already knows how to learn, they just need to be reminded to keep doing it at work (managers and peers can help) #TChat #TChatFaronics HR
A2: Encourage EEs to trust themselves & ask questions. If they didn’t already know how to learn, they wouldn’t have gotten very far. #tchatBright.com
A2 The leaders should encourage participation without the fear of failing or making mistakes #tchatRitu Raj
A2: #Leaders need to be OK in their own skin. Insecurity is what erodes #learning & growth. Leads to micromanaging. #TchatLara Zuehlke
A2 – be willing to walk the walk as well as talk the talk when it comes to learning. Many ldrs don’t do this #tchatBrad Galin
A2 There’s value in teaching people how to ask questions – the right questions. #tchatJoe Sanchez
A2) lead by example. Show them you are open to their ideas by accepting their honest appraisal of current status quo. #tchatKeith Punches
A2) Lead by example, a leader who is still passionate about learning themselves will naturally encourage those around them. #tchatBlair Hite
A2 Companies can include “fun” time learning into the mix so it’s not always a classroom or CBT learning experience. #TchatCyndy Trivella
A2) give them some breathing room. Let them figure things out; consult when needed #tchatRich Grant
A2: Leadership has 2 drive it, need 2 encourage, can’t b afraid of failure use it 2 develop the culture and character of organization #tchatRobert Rojo
A2: I believe you should teach by modeling. #tchatTyrrel Walker
A2: Leaders must be committed to a day-in and day-out shift in attention and practice to learning and make it consistent #tchatJen Olney
A2. Stay present; stay on message; and keep listening. #tchatSheree Van Vreede
A2 Mentoring might be good start… #tchat #csuite #leadership #workplaceGood Business
A2 At Teamalaya, all employees are willing to do the dirty work. It will show future employees that we’re willing to do w/e it takes. #tchatTeamalaya
A2. They can create the conditions that give people permission to learn without boundaries or borders #tchatSalima Nathoo
A2: By starting everyone in preschool. Really. Soft skills and learning cultures start there. #TChatKevin W. Grossman
A2 Mgrs can set reasonable expectations for a set # of learning hrs per month/yr. and tie learning into the performance expectations. #TchatCyndy Trivella
A2 model learning, be open to it, provide learning at every opportunity, ask questions, challenge assumptions, don’t give answers #TChatPam Ross
A2: Identifying + recognizing the strengths + learning styles of your team is key. #TChatAndrew Henck
A2: Set an example and then provide the same opportunity #TChatBarb Buckner
a2) ask them the questions; don’t spoon feed them the answers #tchatRich Grant
A2 Model the behaviors. #tchatMarla Gottschalk PhD
Late summer on the deck in Ann Arbor. @SocialMediaSean #tchat http://pic.twitter.com/OtjDfSOQMark Salke
Q3 How can an organization leverage informal social learning opportunities? #tchatJoe Sanchez
A3: Provide UNSTRUCTURE time to think, dream, mastermind,tinker, explore reflect- genius is not a lightening bolt #TChatAngela Maiers
A3. Recognizing informal learning value and understanding its benefits, could be a good start #TChatLilian Mahoukou
A3: Orgs can leverage informal #SocialLearning by mixing it up – provide content that provokes personal and professional interest #tchatTeala Wilson
A3: Build intentional reflection and inquiry into meetings and exchanges. Questions like, “What did you notice when…”#tchat #hsdinstituteRoyce Holladay
A3 – Create intersections – social is fast moving & ideas spring up – then do something w/those ideas as a jump board for learning #TchatLeAnna J. Carey
A3) @hjarche @C4LPT and others promote narrating work. Within the org, this goes a long way to show others how it’s done. #tchatTom Spiglanin
A3 employees are a great way to bounce ideas around about new ideas and new opportunities. #TChatKZO Innovations
Less social media. More face to face. More work. More production. Less chat. #TChat A3Lois Martin
A3: Afford ppl the freedom to learn using a method that makes sense for them, often is met with less resistance. #tchatRandy Thio
A3: Peer to peer teaching opportunities allow everyone a chance to gain knowledge. Create the space and time to make it happen #tchatJen Olney
A3 Learning is caught; not taught. Communicate, collaborate, celebrate together. #tchatWandaHopkinsMcClure
A3: Effective learning cultures already expect folks to bring outside (formal/informal) learning in + share it. #TChatAndrew Henck
A3: YouTube and TED are excellent sources of inspirationand information which can start ur creative juices flowing! @AngelaMaiers #TChatZenYinger
A3: We need to invite someone we don’t know well or from another area to lunch…. break bread, break barriers. #TChatJon M
A3. Embrace social learning as critical to innovation and cutting-edge knowledge. #tchatTerri Klass
A3: Make it public. So many opportunities in social learning to highlight your learning culture #TChatSean Charles
A3: Buy letting us do what we’re already doing. Sharing and learning around relevant topics across brand agnostic open networks. #TchatKevin W. Grossman
A3: Approach everything as a learning opp. Encourage learning by doing, observing, teaching. #tchatBright.com
A3 Onboarding is one opportunity. Social learning def. required. #tchatMarla Gottschalk PhD
A3: give people some downtime to process and collaborate. Need to let go of control! #tchatBrad Galin
A3. Build a social sandbox in the workplace and champion creative sandcastle architects. #tchatSalima Nathoo
A3) Identify existing pockets where social learning success exists & seek ways to cross-pollinate/expand/amplify on those examples #TchatExpertus
A3: Create an org culture that first values “out of the box” thinking + innovative learning opps. #TChatAndrew Henck
A3 Leverage by creating an environment which supports informal learning opps, ie, outta cubicles! It’s culture & physical #TchatClaire Crossley
A3: Provide UNSTRUCTURE time to think, dream, mastermind,tinker, explore reflect- genius is not a lightening bolt #TChatAngela Maiers
A3 – an open work environment – no cubicles – and encourage collaboration thru social media… #tchatRichard S Pearson
A3: accept unorthodox learning styles. org leadership retreats, to bond teams, and give back to community. displays comm, & collabora #tchatPlatinum Resource
A3 Informal learning allows ppl to learn in a place, time and thru a venue (i.e., mobile device )to fit employee’s learning style. #TchatCyndy Trivella
“@SocialMediaSean: Tweet a photo of where you are tweeting from tonight. Love to add pictures to the Storify. #TChat” http://pic.twitter.com/tSX0nbrhFar North Media
Q4 Why do learning cultures create competitive advantage? #tchatJoe Sanchez
A4 – The struggle after a company has been ramped up is ‘the founders dilemma – can you scale? #TchatLeAnna J. Carey
A4) Seeing love for failure. OK. But it’s how we attend respond & adjust & move forward that is the source of value in failure #TchatExpertus
A4 – barriers can be overcome by continually evolving the teaching models through an innovation lens #TChatLeAnna J. Carey
A4: Learning cultures tend to be more civil. #tchat #leadership #learningLindaFisherThornton
A4: there’s a jack welch quote about comp advantage is orgs that that learn fast ad convert that learning into action.. #tchatBill Cushard
A4: Adaptable to responding to external changes,competitive to innovations. The culture of learning is always shifting into high gear #tchatJen Olney
A4: A #LearningCulture creates a competitive advantage by allowing ideas and innovation to flow and be heard #tchatTeala Wilson
A4 Competition fosters efficiency–> production. Experts learn & produce. Leaders teach WHILE they learn & produce. #TChatJoseph Ned
A4: The more you “Learn” the more you “Earn” in life & business #TChatSean Charles
#TChat A4:More opportunity 2 empower employees to learn new things as well as challenge them, instead of “just showing up at work”! #rewardsMichael!
A4) Knowledge hoarding is a tactic for failure. Knowledge sharing is like passing down the recipe for success. #tchatTom Spiglanin
A4: To emphasize to employees to go the extra mile, be accountable & define expectations. #tchatRobert Rojo
A4: a learning culture is able to embrace diversity and this allows good mixing of ideas to bring new ones to life. #tchatBrad Galin
A4 Companies can have customer satisfaction recognition programs that R tied into learning new procedures/processes. #TchatCyndy Trivella
A4) because learning cultures = innovation = competitive advantage #TChatRich Grant
A4. Because they are inclusive, not exclusive. #tchatSheree Van Vreede
A4 I think a good place to look in organizations where and what learning is required, that also goes for tacit and general learning #tChatRitu Raj
A4. Encouraging emps to take part in their own education is empowering…and contagious #TChatKara Singh
A4: Learning cultures are inherently adapting to the changing needs of the day. #TChatAndrew Henck
A4. There are always opportunities to learn. It’s not only up to the mentor but the individual to take the lesson. #TChatKara Singh
Tweeting from Michigan State – #TChat http://pic.twitter.com/SfuOOLWoMarla Gottschalk PhD
Q5 How do you know whether or not an organization’s culture is conducive to learning? #tchatJoe Sanchez
A5 How they react to mistakes – do they learn from it or sweep it under the rug? #tchatAmy Do
A5. By profiling managers… are they multipliers or diminishers? The latter ones don’t leave room for failure and practical learning #TChatLilian Mahoukou
A5: Active Listening , Questioning & raising awareness #TChatNissrine Ghannoum
A5 transparent processes – opening up for feedback & taking it seriously – represent a learning culture #TChatMiriam Brosseau
A5 – It’s important to assess the appetite for change – can close up some barriers! #TchatLeAnna J. Carey
A5 The best learning, especially in business, comes from discovery. How does the org take what’s been discovered and create insights? #tchatJoe Sanchez
A5 you FEEL it! There is a good vibration in the air. #TChat #tchatLori~TranslationLady
A5) I facilitate a social session with newer employees to get to heart of our culture, which is knowledge sharing. Walk the talk. #tchatTom Spiglanin
A5 Leadership must set a purposeful direction for continual learning. Can’t be haphazard. #tchatTerri Klass
A5: I find there is a strong sense of humility in learning focused organizations. #TChatSean Charles
A5 An organization that fosters innovation, trying out new ideas – is more likely to be a learning organization #tchatKimbra Fox
A5. I’d agree on the fact that employees may be the ones to give some key evidences #TChatLilian Mahoukou
A5 Really, all you have to do is look around. If things aren’t changing, people aren’t learning. #TchatRedge
A5) In our org, a VP welcomes every new employee, even if some weeks it’s just one or two. #tchatTom Spiglanin
A5: Find out about an org’s rate of internal mobility and process for determining strategy & best practices #tchatTeala Wilson
A5- Examine how the highest level employee interacts with the lowest…if you see/feel the hierarchy probably not a learning org #TChatAngela Maiers
A5 How they react to mistakes – do they learn from it or sweep it under the rug? #tchatAmy Do
A5 open your network and find people who work there to talk to. They won’t hesitate to share if they are in a great (or horrible) co. #tchatRichard S Pearson
A5: Ask one of their regular employees what the company mission statement is! #tchatRandy Thio
A5: Are the leaders challenging their employees to push their own status quo beyond its limits and seek new perspectives? #tchatJen Olney
A5: if they are in survival mode or not. those they want to survive, tend to skip out on training & learning #tchatPlatinum Resource
A5) do SVPs and above ask more questions than make pronouncements? #TChatRich Grant
A5 How boring are the meetings? :) #tchat #csuite #leadership #workplaceGood Business
A5: If the org culture values failure + innovation, it is conducive to #learning #TChatAndrew Henck
As a manager you can either command excellence or help build excellence. Leaders always choose the latter. #tchatVala Afshar
@TerriKlass Dont use White Boards. Use butcher paper and markers. More creative thought. #tChatGenny Harrison
People can be human. Learning, growing, flawed, passionate, humans. Groups like that learn w/ and from each other. #tchatMatt Monge
@TerriKlass I got your jealously ripening in my yard right now http://www.twitpic.com/aqgpwe #TChat pina coladas for everyone!Sylvia Dahlby
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-09-13 12:14:282020-05-22 14:46:51Channeling Crowd-Sourced Mindshare: #TChat Recap
Crowdsourcing is the act of outsourcing tasks traditionally performed by an employee or contractor, to an undefined, large group of people or community (a “crowd”), through an open call (Wikipedia). In theory, the internet should be a great enabler of being able to put a call for talent out to a community and in return receive a great group of qualified candidates that meet the needs of your organization. In reality, this is much easier said than done.
There are great examples of communities that rely on crowdsourced principles:
1. Threadless is a community-centered online apparel store. Members of the Threadless community submit t-shirt designs online; the designs are then put to a public vote. A small percentage of submitted designs are selected for printing and sold through an online store. Creators of the winning designs receive a prize of cash and store credit.
2. Local Motors is an open source automobile company. They co-create vehicles with their community of auto designers, engineers, enthusiasts and customers.
3. InnoCentive is an “open innovation” company that takes research and development problems in a broad range of domains such as engineering, computer science, math, chemistry, life sciences, physical sciences and business and frames them as “challenge problems” for anyone to solve them. It gives cash awards for the best solutions to solvers who meet the challenge criteria
From t-shirt design to automobile to R&D, these communities have shown that crowdsourcing can be utilized in a wide variety of fields for both very simple and extremely complex problems. So, what are these companies doing that is enabling them to leverage a large group of people to develop creative solutions to difficult problems?
Aligned Incentives
In each of these crowdsourced communities, there is some type of reward that is offered to those who develop a winning solution to the problem. Whether it is the most creative t-shirt or a well-designed, all-terrain defense vehicle, those who come out on top receive a clearly designed reward for their efforts. As a result, each person who takes part in the challenge is focused on doing their best work so that they might be selected for the reward. The company also knows that because so many people have submitted their work that the quality of those submissions which bubble to the top should be pretty fantastic. One of the clearest ways to align incentives within the recruiting environment is to offer a referral bonus. If someone within your community connects you with the right person, let them know that you’ll pay them a nice reward. Everyone implicitly understands that every candidate referred will not necessarily be the right fit. But, for the one that is, there will be a great reward for the individual that helped you connect with him/her.
Multiple Opportunities to Get Involved
While there are plenty of people who are focused on winning the big reward, there are an equal number of participants supporting the community along the way. From the members who vote on the submissions to those who ultimately purchase the product, these communities excel at making everyone feel like they have an important role to play. In social media and social networking, most of your community is not necessarily going to have a direct connection with the right candidate. But, with careful management of your community, they may be willing to share your hiring need through a status update on Facebook or a retweet on Twitter. By helping spread the word and thanking people for their participation in achieving your ultimate goal, you create the type of environment in which many people want to be a part of.
Clearly Defined Problems
In order to develop a meaningful solution, the problem must be well understood. So, these communities place a heavy emphasis on letting you know upfront what they are looking for. There is then the expectation that the creativity of the individual, supported by the broader community, will take over to find a path from the problem definition to an elegant solution that will be appreciated by many. In recruiting, this is no different. If you want to get the right slate of qualified candidates, it is important to properly define what you are seeking in terms of experience, skills, and expected roles/responsibilities. By getting this right, you give the community a much better opportunity of finding the right person.
Although social media and social networking have helped digitally bridge the gap among internet users locally and globally, many community building efforts are challenged to truly reap the benefits. While there is still a way to go before we see a scalable, repeatable, crowdsourced recruiting solution, key elements can be incorporated into individual communities being created on Twitter, Facebook, and LinkedIn to increase the participation and ultimate results achieved. What ways has your organization sought to leverage your community to meet your hiring needs?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2011-08-04 09:21:112020-05-20 17:28:53Crowdsourcing Prospective Candidates: Impossible?
Crowdsourcing. It’s more than just a popular buzzword.
It’s a really useful community knowledge-sharing technique. Think of it as an open call for tasks, information or data collection – mostly through new media technology.
Often, a passionate, informed crowd can much more powerful in generating ideas or offering solutions than an isolated individual, business or closed community.
Here’s How Crowdsourcing Works:
1) You identify and define a problem or a need.
2) You broadcast that need online and call for solutions.
3) An online crowd discovers that call and collectively contributes solutions.
4) You use the crowd’s suggestions to choose a way to fix your problem and reward the individuals who developed that suggestion.
5) In the end, you’ve fixed your problem and the passionate crowd gets that feel-good reward of helping someone out. Everybody wins.
Another example of crowdsourcing at work: Waze is a turn-by-turn navigation system that has been mapped and tagged entirely by its users. It’s a mobile application that aims to make driving a smoother and more social experience by giving users the power to inform other drives of speed traps, traffic delays, accidents and more all while their phones send geo-data to the waze network. Check it out at waze.com.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Eric Leisthttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngEric Leist2010-08-16 09:30:042020-05-20 16:27:20Crowdsourcing For Your Business Or Community
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