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Make Your Meetings More Successful (And Shorter!)

It’s 9:15 a.m. and you’re just getting into the rhythm of your day. The phone rings, and on the other end of the line, one of your colleagues unexpectedly asks you to attend a meeting that starts in 45 minutes. Although you respect your colleague and would like to support her, you had plans for your morning and are getting closer to a few deadlines of your own. How would you respond to the meeting invitation?

  1. Stick to your existing plan and graciously say “no.”
  2. Be a “team player” and let your colleague know that you’ll attend the meeting, but clearly set a boundary that you won’t stay longer than one hour because of your own deadlines.
  3. Ask a few questions about the anticipated goals and importance of the meeting, then evaluate whether your own priorities match and if the specific contributions you could make are likely to impact the outcome of the meeting. Make a committed yes/no decision based on those factors.

If you chose response one or two, you may be an over-collaborator. Response three is the preferred answer because it focuses your decision around two critical factors: your highest priorities and your value-added contributions. To get more done at work, these are the two factors that can help you escape the inertia of unnecessary collaboration and join your efforts with others only when it counts.

Routine collaboration drains time

Of course, collaboration by itself isn’t bad. Problems occur when routine collaborative efforts and unclear mandates produce a toxic sludge known as meeting soup. On a bad day, we may view meetings as the biggest waste of time in our working lives. On a good day, we may look at meetings as the chance to connect with people and discuss important matters. The reality for most of us is that the quality of our meetings falls somewhere in the middle of these two extremes. According to most estimates, managers and employees spend anywhere between 25 and 80 percent of their time in meetings. (Click here to tweet this stat.)

For a full-time employee, this translates to time spent in meetings that ranges from 520 hours to 1,664 hours (or 65-208 full working days). What’s the rationale for all the meetings? It’s the “need” for collaboration.

Selective collaboration boosts performance

To reduce your meeting clutter, make it a priority to collaborate in the right way, at the right time, with the right people. This kind of selective collaboration is about intentional partnering that boosts the chance of success by aligning the required strategic skill or resource with the essential contributors in the simplest way.

Think of selective collaboration as a career move for you, not just a chance to escape the unproductive, routine meetings and conversations that fail to push your goals forward.

Moving away from routine collaboration — even when professional or cultural norms dictate it — can deliver a greater return on your efforts because it aligns with your highest priorities and features your value-added contributions. Getting great work done by delivering clear and consistent contributions is one of the best ways for you to stay at work.

The first step is learning how to choose when, how and who you collaborate with. Yes, you’ll have to learn how to say no. Yes, there may be some short-term negative reactions to this. But your elevated contributions to top priorities should ease those concerns quickly.

Instead of relying on partnerships that are dictated by circumstance and opportunity, you’ll seek out collaboration opportunities that serve a specific purpose.

Sometimes the missing piece is motivation, and that can be found through a partnership with some individual or group who’s driven, focused and inspired. Other times, the missing piece may be technical, strategic or organizational. In these instances, the mix of skills, abilities and access to resources serves as the driver for selective collaboration.

Selective collaboration gives you a tool to accomplish tasks that otherwise wouldn’t be feasible alone. The restraint of choosing high-potential collaboration allows you to avoid wasting time when collaboration itself is a substitute for lack of creativity, vision or accountability.

There’s reciprocity with this as well. When invited to collaborate with others, accept the invitation only when the best mix of skill and contribution can be aligned in an effective way. It’s not about being selective because you “have better things to do”; you choose the moments where your impact can be the greatest.

When in doubt, you can use the following list to confirm the opportunity for selective collaboration. If you can agree with each item, it’s time to schedule a meeting.

  • I have identified a clear learning and performance outcome for this collaborative effort.
  • The outcome will clearly support one of my priorities.
  • I know what I can contribute to make the collaboration a success.
  • I understand what my collaborator(s) can deliver and their contributions make it better than going it alone.

Jesse Sostrin is the author of Beyond the Job Description. He writesspeaks and consults at the intersection of individual and organizational success. Follow him @jessesostrin and visit his site here.

Photo Credit: fmgbain via Compfight cc

Live Your Dreams On Your Own Dime

One of the most difficult skills for a young professional is handling money. It’s not about balancing your checkbook or keeping up on student loan payments, but about strategically setting up your assets to get somewhere.

Most of us get out of college, find a “real-world” job and figure out a way to cover our costs while remaining as comfortable as possible.

This type of stagnant attitude is what left our parents waking up at age 45 and going to the same old job with little to show for their time. It’s not what our generation is about. We’re reaching for financial independence and the freedom to pursue our real interests full-time.

To do that, we have to figure out how to get there. Here are a few actions you can take today to get ahead tomorrow:

1. Earn money

Think of your job as a start-up capital-generating engine. Every extra penny you can make or save today can mean dollars in your pocket down the road. (Click here to tweet this thought.) Life can be expensive, but for most of us, it doesn’t have to be.

Making a habit of taking small side jobs can also add up quickly. That can be as simple as house-sitting or as involved as launching a freelance writing career or a small business. Whatever you choose to do, an extra $100 per week means thousands of dollars in your pocket every year.

Work hard, amass savings and learn about how to make your money grow on its own. At the end of the day, what gives you real independence is passive income.

2. Learn to grow money

The only way to be financially free is to use your money to make more money. Do this by investing in assets that grow in value over time. But the problem with investing is that if you want to make a significant profit, you have to take on a certain amount of risk, which is greatly exacerbated if you don’t know what you’re doing.

Learning how to invest intelligently takes a lot of study and experience. The solution? Invest fake money. The best time to learn how to invest your money is before you have money to lose.

Getting started is pretty easy; read up on how stocks and currency markets work and get a theoretical understanding of what happens to your money when it’s out in the mysterious, money-making ether.

Then go and open a free practice account on one of the sites for that purpose. It won’t make sense until you’ve spent time staring at the numbers, even if you know what’s going on in theory.

Spending months or years watching those markets and learning how to grow a fake investment portfolio will make you much more likely to succeed down the road when you’re using real money. Put time in now to reduce your risk later and make your success more secure.

3. Figure out your goals

You could quit your job as soon as your money grows faster than you spend it, but that’s assuming your goal is retirement. We like to talk a lot about getting a great job and building wealth, but we won’t have any satisfaction if we don’t have anywhere to go or anything to do with it.What can you do with your life once your job doesn’t have to come first anymore?

Anything. It’s a scary word, but you can do it. Financial freedom, besides relieving the stress of getting your bills paid, also gives you a lot of time in your day.

Figuring out what to do with it is tricky, and it’ll seem a lot like it did back in high school when you were trying to figure out what to do with your life. Resist the temptation to avoid doing anything and instead think about what matters to you and what you’ve dreamed of doing in the past.

Being financially independent means you don’t have a strict time limit you need to meet, which makes it much more attractive to start a new business. Not being tied to your profit margin gives you the opportunity to pursue riskier ideas other entrepreneurs can’t afford to consider.

If you don’t want to do anything that too closely resembles work, find a personal project to pursue. Invest in local businesses, travel the world, volunteer or find a socio-political movement to get involved with.

Originally posted on Brazen Careerist’s blog on February 26, 2014 by Micha Boettiger. Micha Boettiger is a freelance writer who writes about life, travel and money. Check out his personal blog and follow him on twitter @prowriterlife.

photo credit: Images_of_Money via photopin cc

Growth From Within: 7 Ways to Compete on Employee Talent

Does your business compete primarily on product and price?

That kind of old-school strategy may win you customers in the near term. However, competing on price or product is really just a race to the bottom.

Along the way, you’ll miss the broader opportunity — the chance to win a sustainable position of market strength.

Rethinking Business Strategy

Competing on price and product is finite. Eventually, either or both will stop yielding the desired business results. Then what can an organization do to kick-start momentum? There are several choices: 1) Retire the product, and replace it with a new one, or 2) Develop a new pricing strategy.

Either option can breathe new life into sales, right? Sure, but only for a limited time. Price and product can be duplicated or replicated. But there’s a source of competitive advantage that is nearly impossible to duplicate or replicate — and that is your workforce.

The Human Element

Does your organization compete by tapping into your people’s infinite, unique potential — their talents, skills, knowledge, experience, energy and creativity?

Access to any of these is boundless. These inherent strengths can be directed toward developing the next great product your customers need, or that pricing strategy that paves the way to increased market share. For example, think of Southwest and its refusal to charge customers for flying with luggage. Southwest was expected to earn over $200 million from baggage fees. Instead, the airline earned over $1 billion by choosing not to charge.

In the 21st century, people are celebrated as the cause for success that catapults organizations to the top. So, what does an organization do to shift its focus to compete on employee talent? Here are seven people-centric ways that signal organizational commitment that puts people first.

1) Identify how employees set your company apart

Spend time understanding how your employees’ skills, experiences, strengths can help advance your strategy. Focus on how they differentiate you from competitors. You should be able to answer this question with confidence: “How does our work environment let our employees’ talents thrive and grow?”

2) Invest in true workforce development

Don’t just send employees to compliance training. Involve them in training that elevates their skills and knowledge. At its best, workforce development makes it possible for employees to learn on-the-job skills that are crucial for their growth, and helps them contribute more effectively to your organization’s goals.

3) Adopt a customer-centric strategy

Look to build and deepen relationship with customers by transforming products, services and the customer experience. Align your employees to create solutions in each of these three areas. This work is meaningful: it helps employees see how their work ties to the bigger picture. Plus employees want to “be in” on important work.

4) Align your reward mechanisms

Are your reward programs considered irrelevant or worse? Employees should be recognized in ways that are meaningful to them. Rewards must be appropriate and timely. It’s important to motivate people with a mix of regular quick-wins and long-term incentives.

5) Modernize how and where work gets done

Mobile technology and remote work policies can transform how and where your employees get work done. They want the responsibility and flexibility to choose. It’s time to begin trusting your employees to be accountable for when, where and how they contribute. Mobile is not going away.

6) Reevaluate workload

Is there a healthy tension between employee workload and time to get it done? If expectations don’t support optimal performance, then your environment is likely creating distress. Excessive stress leads to anxiety, as people begin to feel undervalued and question their well-being. That’s the start of a long downward slide to disengagement and attrition.

7) Invest in learning employees strengths

Strengths-based leadership is about understanding the kind of work that energizes employees and leads them to perform at their peak. Just as your business must adjust to external factors, it is essential to reshuffle employee responsibilities on an ongoing basis. The more time employees spend in the zone of peak performance, the more likely you’ll see creative contributions from their efforts — and the more meaning you’ll bring to your organization’s value proposition.

Today’s topsy-turvy marketplace sometimes scares executives into behaving like cash-hoarders. But organizations that compete on employee talent position themselves to outwit, outplay, and outlast their competition.

What ideas would you add to this list? Please add your comments.

(Editor’s Note: This post is republished from SwitchandShift, with permission)

(Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter and G+ conversation anytime. Learn more…)

Image Credit: Pixabay

Best Employers: What Makes Them Work? #TChat Preview

(Editor’s Note: Looking for full highlights and resource links from this week’s #TChat Events? Read the recap: “Workplace Greatness: No Guarantees.“)

We’ve all heard the bad news about the state of today’s workplace. Years of economic recession, business upheaval and intense global competition have taken a toll on organizational culture and employee engagement. Media channels are brimming with stories of employers that miss the mark.

So, where’s the good news?

Fortune 100 Best Companies to Work For

Learn more about the 2014 list

Maybe that’s why Fortune Magazine‘s “100 Best Places to Work For” list is so popular. Each year, it shines a light on what really works. We’re reminded that organizational excellence is all around us, and we have a chance to learn from those examples.

Fortunately this week, the TalentCulture community gets a front-row seat in that learning process, as China Gorman joins us at #TChat events!

As many of you know, China is CEO of Great Place to Work Institute — the firm that produces the “Best Companies to Work For” list. The 2014 edition was announced last Thursday, so we’ll be looking at the very latest results. And based on what I’ve seen, this year’s list deserves closer attention.

Sneak Peek: Shifting Priorities

To set the tone for this week’s events, China joined me for a brief “sneak peek” Hangout, where she explained that the 2014 study reveals two new top management priorities:

Last week, she shared other takeaways in a TalentCulture blog post: How Great Companies Attract Top Talent.

What are your thoughts about employers on this year’s “best” list? Do you see evidence that organizational culture is gaining ground as a source of competitive advantage? What role should “best practices” play in improving talent strategies? Join us this week to share your ideas and opinions with the #TChat crowd!

#TChat Events: Lessons From Great Workplaces

#TChat Radio — Wed, Jan 22 — 6:30pmET / 3:30pmPT

TChatRadio_logo_020813

Tune-in to the #TChat Radio Show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with China Gorman about what it takes to create and sustain an extraordinary workplace culture. Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Jan 22 7pmET / 4pmPT

Immediately following the radio show, Meghan, Kevin and China will move to the #TChat Twitter stream, where Dr. Nancy Rubin will moderate 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 does a company become a “great place to work”?
Q2: What characteristics do fast-growing and great workplaces share?
Q3: How does an employer brand interact with the recruiting process??
Q4: Why is a great workplace more about business strategy than HR?
Q5: How can HR convince leadership that workplace technology is a smart investment?

We look forward to hearing your ideas and opinions, as talent-minded professionals who care about the human side of business.

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!

What’s Your Culture Tattoo? #TChat Recap

This Friday is tattoo day at work. Seriously. Tattoo day.

Everyone in our team is encouraged to display meaningful “appropriate” tattoos and the stories behind them. Any form is acceptable — permanent body art, decals, even hand-drawn creations. (Want to join the fun from a distance? Keep an eye on my Twitter stream for some inspired ink.)

The Art of Business Culture

Sure, this sounds a little hokey, like “Hawaiian shirt day.” But that’s the charm. It’s a simple, lighthearted way for us to interact, learn about one another, and gel as a team. What could be wrong with that?

The fact is — today’s crazy-busy world of work assaults us with constant change. It forces us to adapt, and adapt, and adapt again. But in rolling with all the changes, we can easily lose touch with people who are in the trenches with us. Injecting a little camaraderie into the day-to-day flow helps us create, reinforce and enhance our culture. For a company that has absorbed multiple acquisitions in the past two years, that can be a tough sell. But we’re making the case for continuous cultural connections, from the top down and the inside out.

And yes, as I said, along with the fun comes learning. We’re learning in general, and individually from one another. When fun is purposeful and persistent, it actually sticks.

According to Bersin by Deloitte 2014 workforce predictions:

“The traditional definition of a ‘highly engaged’ employee is one who delivers discretionary effort. What leads someone to deliver ‘discretionary effort?’ Our research shows it takes a working environment that is friendly, flexible, fulfilling and purposeful.”

Change Agents and Purposeful Symbols

This week’s #TChat Events guest, Fortune 500 executive leadership advisor, columnist, and author, Mike Myatt, would agree. On #TChat Radio, he noted that the most vibrant, valuable business cultures are built by design. They’re “very purposed and intentioned — creating a place where people actually want to come.”

(Editor’s Note: See full #TChat Event highlights and resource links at the end of this post.)

So, ask yourself these questions:

• How purposeful is your company culture? Even if you lead an organization of one, what are your intentions? Knowing that commitment to culture is integral to business success, are you clear with your employees (and yourself) that you’re here to stay and play? Don’t let your culture slip away through unintentional behavior. Choose to make it stick.

• What’s the shape of your cultural tattoo? I’m not an ink kind of person, but I don’t disparage those who are. In fact, throughout history, great leaders have bound tribes together with powerful visual symbols. In today’s organizations we may think of them as brands, but why shouldn’t meaningful symbols bind work tribes, as well? They do fulfill a primal need for identification and belonging. Does your employer brand accomplish that mission?

Hey — if you show me your tat, I’ll show you mine. On purpose.

For more insights on this topic, check out the highlights and resource links below from this week’s #TChat conversation. Thanks to everyone who contributed ideas and opinions! Your contributions helped bring the concept of “culture makeovers” to life!

#TChat Week-In-Review: Leading a Culture Makeover

SUN 1/5:

MikeMyatt (2)

Watch the #TChat sneak peek hangout now

#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a variety of related blog posts, and a “sneak peek” hangout video with guest, Mike Myatt, author of the new book, “Hacking Leadership.” Read the Preview now: “New Year, New Company Culture?

MON 1/6:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro suggested multiple ideas for leaders who need to drive cultural change. Read “5 Ways to Recognize Your Talent Culture.

WED 1/8:

TChatRadio_logo_020813

Listen now to the #TChat Radio replay

#TChat Radio: Host Meghan M. Biro, spoke with Mike Myatt about the role that leaders play in transforming organizational cultures — focusing on several real-world examples. Listen to the #TChat Radio replay…

#TChat Twitter: Immediately following the radio show, Meghan and Mike joined the TalentCulture community on the #TChat Twitter stream, as Nancy Rubin moderated a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:

#TChat Insights: New Year, New Company Culture?

[javascript src=”//storify.com/TalentCulture/new-year-new-company-culture.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Mike Myatt for sharing your perspectives on how to drive meaningful organizational change. We value your time, your thoughtful ideas and your expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about organizational culture and change? 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: Our month of forward-thinking #TChat Events continues on Wednesday, January 15, when @appendTo CEO, Mike Hostetler, helps us take a closer look at remote workplaces — specifically, what makes virtual models work. More details to follow.

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our LinkedIn discussion group. and elsewhere on social media. So join us anytime — don’t be shy.

We’ll see you on the stream!

Image Credit: Stock.xchng

What's Your Culture Tattoo? #TChat Recap

This Friday is tattoo day at work. Seriously. Tattoo day.

Everyone in our team is encouraged to display meaningful “appropriate” tattoos and the stories behind them. Any form is acceptable — permanent body art, decals, even hand-drawn creations. (Want to join the fun from a distance? Keep an eye on my Twitter stream for some inspired ink.)

The Art of Business Culture

Sure, this sounds a little hokey, like “Hawaiian shirt day.” But that’s the charm. It’s a simple, lighthearted way for us to interact, learn about one another, and gel as a team. What could be wrong with that?

The fact is — today’s crazy-busy world of work assaults us with constant change. It forces us to adapt, and adapt, and adapt again. But in rolling with all the changes, we can easily lose touch with people who are in the trenches with us. Injecting a little camaraderie into the day-to-day flow helps us create, reinforce and enhance our culture. For a company that has absorbed multiple acquisitions in the past two years, that can be a tough sell. But we’re making the case for continuous cultural connections, from the top down and the inside out.

And yes, as I said, along with the fun comes learning. We’re learning in general, and individually from one another. When fun is purposeful and persistent, it actually sticks.

According to Bersin by Deloitte 2014 workforce predictions:

“The traditional definition of a ‘highly engaged’ employee is one who delivers discretionary effort. What leads someone to deliver ‘discretionary effort?’ Our research shows it takes a working environment that is friendly, flexible, fulfilling and purposeful.”

Change Agents and Purposeful Symbols

This week’s #TChat Events guest, Fortune 500 executive leadership advisor, columnist, and author, Mike Myatt, would agree. On #TChat Radio, he noted that the most vibrant, valuable business cultures are built by design. They’re “very purposed and intentioned — creating a place where people actually want to come.”

(Editor’s Note: See full #TChat Event highlights and resource links at the end of this post.)

So, ask yourself these questions:

• How purposeful is your company culture? Even if you lead an organization of one, what are your intentions? Knowing that commitment to culture is integral to business success, are you clear with your employees (and yourself) that you’re here to stay and play? Don’t let your culture slip away through unintentional behavior. Choose to make it stick.

• What’s the shape of your cultural tattoo? I’m not an ink kind of person, but I don’t disparage those who are. In fact, throughout history, great leaders have bound tribes together with powerful visual symbols. In today’s organizations we may think of them as brands, but why shouldn’t meaningful symbols bind work tribes, as well? They do fulfill a primal need for identification and belonging. Does your employer brand accomplish that mission?

Hey — if you show me your tat, I’ll show you mine. On purpose.

For more insights on this topic, check out the highlights and resource links below from this week’s #TChat conversation. Thanks to everyone who contributed ideas and opinions! Your contributions helped bring the concept of “culture makeovers” to life!

#TChat Week-In-Review: Leading a Culture Makeover

SUN 1/5:

MikeMyatt (2)

Watch the #TChat sneak peek hangout now

#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a variety of related blog posts, and a “sneak peek” hangout video with guest, Mike Myatt, author of the new book, “Hacking Leadership.” Read the Preview now: “New Year, New Company Culture?

MON 1/6:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro suggested multiple ideas for leaders who need to drive cultural change. Read “5 Ways to Recognize Your Talent Culture.

WED 1/8:

TChatRadio_logo_020813

Listen now to the #TChat Radio replay

#TChat Radio: Host Meghan M. Biro, spoke with Mike Myatt about the role that leaders play in transforming organizational cultures — focusing on several real-world examples. Listen to the #TChat Radio replay…

#TChat Twitter: Immediately following the radio show, Meghan and Mike joined the TalentCulture community on the #TChat Twitter stream, as Nancy Rubin moderated a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:

#TChat Insights: New Year, New Company Culture?

[javascript src=”//storify.com/TalentCulture/new-year-new-company-culture.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Mike Myatt for sharing your perspectives on how to drive meaningful organizational change. We value your time, your thoughtful ideas and your expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about organizational culture and change? 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: Our month of forward-thinking #TChat Events continues on Wednesday, January 15, when @appendTo CEO, Mike Hostetler, helps us take a closer look at remote workplaces — specifically, what makes virtual models work. More details to follow.

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our LinkedIn discussion group. and elsewhere on social media. So join us anytime — don’t be shy.

We’ll see you on the stream!

Image Credit: Stock.xchng

Gut Check: Leadership and Emotion #TChat Recap

We’ve all worked with them. Brilliant intellectuals who hold managerial titles — yet they struggle to form and sustain effective professional relationships.

They lack self-awareness, and seem even more clueless about how to deal with others. As leaders, they may be tolerated, ignored or even undermined. Despite their impressive credentials, they’re like fish out of water in the workplace.

These leaders desperately need an emotional Intelligence intervention. A gut check. Fortunately, talent development specialists agree that essential “soft skills” can be learned — although the process may be hard.

That’s the topic we tackled this week at #TChat Events with guest, Steve Gutzler, President of Leadership Quest and author of “Emotional Intelligence for Personal Leadership.” As one of the nation’s premier experts in emotional intelligence, leadership and personal transformation, Steve helped us explore the connection between EI and the ability to influence others.

(Editor’s Note: See #TChat Event highlights and resource links at the end of this post.)

Defining Emotional Intelligence: What’s Inside?

At its core, emotional intelligence (EI) is about our ability to perceive, control and evaluate emotions. Almost a decade ago, psychologist and author, Daniel Goleman, defined the 5 core components of emotional intelligence:

1) Self-awareness: Deep understanding of their own emotions, strengths, weaknesses, needs, and drives. People with strong self-awareness are neither overly critical nor unrealistically hopeful. Rather, they are honest — with themselves and others.

2) Self-regulation: Like an ongoing inner conversation, this frees people from becoming prisoners of their feelings. Self-regulators feel bad moods and emotional impulses, just as everyone does, but they’re able to control and even channel those responses in useful ways.

3) Motivation: Virtually all effective leaders display this trait. They’re driven to achieve beyond expectations — their own and everyone else’s. The key word here is achieve.

4) Empathy: This is the most easily recognized aspect of EI. We’ve all felt the empathy of a sensitive teacher or friend; we’ve all been struck by its absence in a stoic coach or boss. But in business, people are rarely praised, let alone rewarded, for their empathy.

5) Social Skill: As a dimension of EI, this is not as simple as it sounds. It’s not just friendliness — although people with high social skill are rarely mean-spirited. Rather, social skill is friendliness with a purpose. It’s about moving people in a desired direction, whether that’s agreement on a new marketing strategy or enthusiasm about a new product.

Emotional Intelligence: Leadership Secret Sauce?

Why is EI so vital? Today’s business environment is increasingly collaborative and team-oriented. To succeed in almost any mission, leaders must inspire and influence others. That’s where EI skills make all the difference. For better or worse, every interaction we have in the workplace has an impact on emotions, attitudes and motivation within us and within others. High-performing leaders understand this, and use it wisely.

What did our community have to say about this topic? Check out the resource links and highlights from this week’s #TChat conversation, below. Thanks to everyone who contributed ideas and opinions! Your experiences make concepts like EI more meaningful for us all.

#TChat Week-In-Review: Emotions, Leadership and Influence

SAT 12/14:

Steve Gutzler (2)

Watch the Preview hangout now

#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post and “sneak peek” hangout video with guest, Steve Gutzler. Read the Preview: “Leadership + Influence From The Inside Out.

SUN 12/15:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro suggested ways that leaders can up their EI skills to help the talent in their organizations shine. Read: “Leadership Is About Emotion.”

MON 12/16 — WED 12/18:

Related Post:Psst! Leaders, Are You Really Listening?
Related Post:Managerial Magnets: Becoming a Leader Others Want to Follow

WED 12/18:

TChatRadio_logo_020813

Listen now to the #TChat Radio replay

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman spoke with Steve Gutzler about why emotional intelligence matters in the workplace, and its connection with influence. Listen to the Radio replay now!

#TChat Twitter: Immediately following the radio show, Meghan, Kevin and Steve joined the TalentCulture community on the #TChat Twitter stream, as I moderated an open, crowdsourcing conversation focused on 5 related questions. See highlights in the Storify slideshow below:

#TChat Insights: Leadership, Emotion and Influence

[javascript src=”//storify.com/TalentCulture/where-reputations-are-built-leadership-and-emotion.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Steve Gutzler for sharing your perspectives on emotional intelligence and leadership success. We value your time, your passion and your expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about how leaders can be more successful by developing emotional intelligence? 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: Happy #TChatHoliday!

Our weekly #TChat Events are on hiatus until the New Year — mark your calendar for January 8th. We’re preparing to start 2014 strong, with a full month of forward-looking #TChat guests and topics that you won’t want to miss!

Meanwhile, the lights are always on here at TalentCulture, where we’ll continue to post relevant “world of work” content over the holiday. And as always, the conversation continues daily on the #TChat Twitter stream, our LinkedIn discussion group. and elsewhere on social media.

So make merry, enjoy this festive time of year, and we’ll see you on the stream!

Image Credit: Stock.xchng

Psst! Leaders, Are You Really Listening?

Listen: ˈlɪs(ə)n/

Verb: To give one’s attention to a sound.
Synonym: hear, pay attention, be attentive, concentrate on hearing, lend an ear to, and to be all ears.

We all understand the mechanics of listening. But too often today, when we have the opportunity to listen, we’re content with just passively letting sound waves travel through our ears. That’s called hearing. Listening is something entirely different. It’s essential for leaders to pay attention when others around us have something to say. Why? Because developing better listening skills is the key to developing a better company.

Lack of Listening Puts Organizations at Risk

Because leaders live in the ‘time is money’ zone, information gathering tends to focus on immediate requirements:

I need an answer! Give me a snapshot, infographic or sound-byte. GO, GO, GO!

However, when input actually arrives, how authentic are you about listening? Do you pretend to care, just for the sake of getting at what you think you need? Or are you receiving, absorbing and processing the entire message?

We’ve all had moments when we politely smile and nod throughout a dialogue. The speaker may feel heard and validated, but we miss out on potentially valuable information. Or how about those moments when we greet someone in passing with a quick, “Hi. How are you?” and continue moving forward without waiting for a response.

Occasionally, that may happen. But what if it’s a habit? What if others in your organization learn to expect that behavior from you? When people assume their ideas and opinions don’t matter, communication quickly breaks down. This kind of moment isn’t just a missed opportunity for meaningful interaction — it’s a legitimate business issue that puts your organization at risk.

Why Don’t We Listen?

When we’re part of a conversation, but we’re not paying attention, we send the message that we just don’t care. However, our intentions may be quite different. These are the most common reasons why we fail at listening:

  We’re developing a response. Instead of maintaining a clear, open mind when others speak, we quickly start composing our reply or rebuttal. Many smart people tend to jump into that response mode — usually less than 40 words into a dialogue.

  We’re preoccupied by external factors. In today’s multitasking environments, distractions abound. We’re bombarded with noise from things like open floor plans, and a constant barrage of texts, tabs, emails, calls, and calendar notifications.

•  It’s not a good time for the conversation. Have you ever been rushing to prepare for a meeting when someone stopped you in the hallway with a simple “Got a moment?” While it may be tempting to comply, it’s wise to simply schedule the discussion for another time. You’ll stay on track for the meeting, and can focus on the request as time permits.

Checked Out? Ideas For Stronger Communication

I ask my team questions and invest time in discussions because I’m interested in their answers. Actually, I need those answers. After all, employee feedback is critical for a more engaged, productive, fulfilled workforce.

To foster better understanding, try asking follow-up questions to verify what people intend to convey, and discover how they feel about what they’re saying. This simple gesture will cultivate a culture of openness and camaraderie. Also, we can use tools to streamline the communication process and help us ask smart questions that reveal more about employees.

However, there’s no point asking questions if we only respond with a nod and then move on. If your mind is too cluttered and your day too busy to engage fully, be honest with your team. Assure them that you’ll get back to them when you’re able. And of course, don’t forget to follow up.

How To Make Mindful Conversation a Habit

Still, many leaders struggle with the art of active listening. That’s why it’s important to learn useful techniques and make practice a part of your life.

Deepak Chopra, MD, observes that leaders and followers ideally form a symbiotic relationship. “The greatest leaders are visionaries, but no vision is created in a vacuum. It emerges from the situation at hand.” Effective leadership begins with observation — knowing your audience and understanding the landscape. Even the most eloquent, powerful speech will fall on deaf ears if the speaker doesn’t listen to the pulse of the audience.

It’s never too soon to start practicing this art. Here are 4 easy tips to improve your ability to listen and lead:

1) Repetition. Repeat anything you find interesting. This helps you recall key points after a conversation ends. It’s also a smart technique when you meet someone new. Repeat their name throughout the discussion. This not only solidifies the name in your memory, but also helps build rapport and trust.

2) Read Between the Lines. Pay special attention when a speaker changes tone and volume, pauses, or breaks eye contact. These subtle signals are clues that can reflect emotional highlights or pain points (anger, sadness, happiness). And body language often reveals what words don’t say.

3) Mouth/Eye Coordination. Looking a speaker in the eye establishes a connection and lets them know you’re listening. But don’t hold their gaze too long. Recent research suggests that eye contact is effective only if you already agree with a speaker’s message. Instead, try looking at the speaker’s mouth. That may feel awkward, but this keeps you focused on what they’re saying — and they’ll know it.

4) Reflection. Seal the deal by thinking back to extract meaning. You may be exhilarated by a great conversation — but without a mental debrief, much of it can be forgotten. Reflection is critical in developing the takeaways (and subsequent actions) that make the discussion valuable. Try mentally organizing important points by associating them with a relevant word or two. Then, in the future, you’ll more easily recall the details.

The art of listening is about much more than exchanging facts. Active listening helps those in your company feel validated and connected with you and your organization. Genuine conversations weave their own path. Give them your time and attention. Along the way, you’ll solve problems and generate new ideas that will have a lasting impact on you, your team and your business.

Also Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome to participate; or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Stock.xchng

Intrapreneurial Talent: How Do You Find the "X" Factor?

Written by Susan Foley, Managing Partner, Corporate Entrepreneurs & Hans Balmaekers, Founder, SA.AM

Recently, we’ve seen a groundswell of interest in intrapreneurship – the process of developing organizational cultures that unleash entrepreneurial innovation from within.

Although intrapreneurship can be a powerful engine for business innovation and growth, it’s really not about generating ideas — it’s about turning ideas into profitable ventures. Intrapreneurs are the instigators who make that transformation happen.

Where can you find this special breed? We suggest that you start by taking a fresh look at your existing workforce. Even if you don’t recognize these innovators as they roam the halls of your company, we can assure you, they are there — and they’re likely to respond favorably when you offer support. But before you can move forward, you must first identify the right talent.

How can you spot the best bets? You may actually know some contenders. However, if your organization is large, you may not have crossed paths with some of your most promising candidates. They’re not typical high-potential or C-level mavericks — although they do possess traits that distinguish them from the usual corporate soldier. Keep these attributes in mind as you look for the right match with your initiatives…

7 Traits of Successful Intrapreneurs

1) Intrapreneurs tell us that they feel like they don’t fit. Their organizations don’t understand them or appreciate what they do or how they do it. They see the world through a different lens. They’re independent spirits and independent minds. They think, act and make decisions differently. They often find themselves championing the opposite side of issues.

2) Intrapreneurs are a distinct group of individuals. They have a unique combination of competencies that set them apart from more traditional workers. They are self reliant, they like to explore new things, and they’re totally engaged in their heads and hearts. They actively seek out new challenges, effectively manage limited resources and stay focused on getting things done.

3) Intrapreneurs make significant leaps in thinking that are not always linear or fact-based. They’re able to connect the dots. They work with what they’ve got, not what they think they need. They rapidly test and refine ideas, to push them through each stage in a decision process. They make sense of uncertain and complex situations more quickly than most. And they’re resilient — tending to fail and recover quickly.

4) Intrapreneurs think differently. They view situations from a more holistic, “systems” oriented perspective. Many are “whole brain” thinkers who embrace both their analytical and intuitive nature. They’re integrative problem solvers who can consider two totally opposite concepts, and instead of choosing one at the expense of the other, they creatively combine ideas to form a new solution. They balance thinking and action, and they learn from the outcomes of those actions.

5) Intrapreneurs approach decision making differently. They resist diving into data too early. They don’t simplify things too quickly. They linger in complexity because it presents more options. However, they are decisive. They don’t allow caution to paralyze them. They will change direction or even shut down a project when new data suggests a different course of action. They effectively balance short term and long term demands. They’re willing to base decisions on insufficient data, rather than waiting for perfect data to become available.

6) Intrapreneurs have different motivations and aspirations than others. They are not interested in a traditional career path. They are self motivated and good at motivating others. They like to build things. They’re energized by the excitement of creating anything that moves their company forward. They want to work on the big stuff — the bigger and more challenging, the better. They like to start with a clean slate, because it gives them more freedom to be creative. They are highly curious, avid learners, and they constantly ask themselves if there’s something else they need to know. This also means that they’re restless and may easily become bored.

7) Intrapreneurs operate through action. They’re inherently creative. They typically don’t generate ideas — however they recognize the value in others’ ideas, and turn them into viable business options. They find iterative planning useful, because things are continually changing. They embrace the unexpected. They like surprise because it refines their understanding. They take calculated risks — looking at both the upside and downside of a decision. They deal with uncertainty by acting on it, rather than sitting back and waiting to see what happens.

Finding the right kind of talent is essential to developing an intrapreneurial culture. These are just some of the characteristics that successful intrapreneurs display. Of course, every individual is unique, but if you look for these traits, you’ll be well on your way to creating a team with the strength you need to move your organization into the future.

Learn More: “Business In Your Business” Conference

To better understand the relationship between corporate entrepreneurship and innovation, or if you’re looking for ways to implement intrapreneurship in your organization, check out the “Business In Your Business” International Intrapreneurship Conference in Barcelona, Spain, December 12-13, 2013. Experienced intrapreneurs and inspiring experts will share how the process works for them and explain how you can implement it, too. BONUS DISCOUNT: Get 10% off on your attendance fee — enter the code “TalentCulture“ when you register online.

Susan Foley Intrapreneurship-001(Author Profiles: Susan Foley is Founder and Managing Partner at Corporate Entrepreneurs, LLC where she helps companies leverage intrapreneurship strategies that accelerate business growth. An experienced corporate entrepreneur herself, Susan has guided organizations through intrapreneurial endeavors that have generated millions in revenue. She is also a professional speaker and author of the book “Entrepreneurs Inside.” She teaches Corporate Entrepreneurship in the Executive Education program at Babson College, and is a Fellow at the Center for Innovation and Change Leadership at Suffolk University. Connect with Susan on Twitter or LinkedIn.

Hans-Balmaekers-founder-sa.am_-001Hans Balmaekers is the Founder and Director of SA.AM, a resource for young professionals who care about their future, want to make a difference, and want to develop the mindset and skills to become change-makers. Recently, SA.AM launched an online intrapreneurship course to prepare aspiring and new intrapreneurs for success. Connect with Hans on Twitter, or on LinkedIn.)

Image Credit: Marginal Boundaries

Intrapreneurial Talent: How Do You Find the “X” Factor?

Written by Susan Foley, Managing Partner, Corporate Entrepreneurs & Hans Balmaekers, Founder, SA.AM

Recently, we’ve seen a groundswell of interest in intrapreneurship – the process of developing organizational cultures that unleash entrepreneurial innovation from within.

Although intrapreneurship can be a powerful engine for business innovation and growth, it’s really not about generating ideas — it’s about turning ideas into profitable ventures. Intrapreneurs are the instigators who make that transformation happen.

Where can you find this special breed? We suggest that you start by taking a fresh look at your existing workforce. Even if you don’t recognize these innovators as they roam the halls of your company, we can assure you, they are there — and they’re likely to respond favorably when you offer support. But before you can move forward, you must first identify the right talent.

How can you spot the best bets? You may actually know some contenders. However, if your organization is large, you may not have crossed paths with some of your most promising candidates. They’re not typical high-potential or C-level mavericks — although they do possess traits that distinguish them from the usual corporate soldier. Keep these attributes in mind as you look for the right match with your initiatives…

7 Traits of Successful Intrapreneurs

1) Intrapreneurs tell us that they feel like they don’t fit. Their organizations don’t understand them or appreciate what they do or how they do it. They see the world through a different lens. They’re independent spirits and independent minds. They think, act and make decisions differently. They often find themselves championing the opposite side of issues.

2) Intrapreneurs are a distinct group of individuals. They have a unique combination of competencies that set them apart from more traditional workers. They are self reliant, they like to explore new things, and they’re totally engaged in their heads and hearts. They actively seek out new challenges, effectively manage limited resources and stay focused on getting things done.

3) Intrapreneurs make significant leaps in thinking that are not always linear or fact-based. They’re able to connect the dots. They work with what they’ve got, not what they think they need. They rapidly test and refine ideas, to push them through each stage in a decision process. They make sense of uncertain and complex situations more quickly than most. And they’re resilient — tending to fail and recover quickly.

4) Intrapreneurs think differently. They view situations from a more holistic, “systems” oriented perspective. Many are “whole brain” thinkers who embrace both their analytical and intuitive nature. They’re integrative problem solvers who can consider two totally opposite concepts, and instead of choosing one at the expense of the other, they creatively combine ideas to form a new solution. They balance thinking and action, and they learn from the outcomes of those actions.

5) Intrapreneurs approach decision making differently. They resist diving into data too early. They don’t simplify things too quickly. They linger in complexity because it presents more options. However, they are decisive. They don’t allow caution to paralyze them. They will change direction or even shut down a project when new data suggests a different course of action. They effectively balance short term and long term demands. They’re willing to base decisions on insufficient data, rather than waiting for perfect data to become available.

6) Intrapreneurs have different motivations and aspirations than others. They are not interested in a traditional career path. They are self motivated and good at motivating others. They like to build things. They’re energized by the excitement of creating anything that moves their company forward. They want to work on the big stuff — the bigger and more challenging, the better. They like to start with a clean slate, because it gives them more freedom to be creative. They are highly curious, avid learners, and they constantly ask themselves if there’s something else they need to know. This also means that they’re restless and may easily become bored.

7) Intrapreneurs operate through action. They’re inherently creative. They typically don’t generate ideas — however they recognize the value in others’ ideas, and turn them into viable business options. They find iterative planning useful, because things are continually changing. They embrace the unexpected. They like surprise because it refines their understanding. They take calculated risks — looking at both the upside and downside of a decision. They deal with uncertainty by acting on it, rather than sitting back and waiting to see what happens.

Finding the right kind of talent is essential to developing an intrapreneurial culture. These are just some of the characteristics that successful intrapreneurs display. Of course, every individual is unique, but if you look for these traits, you’ll be well on your way to creating a team with the strength you need to move your organization into the future.

Learn More: “Business In Your Business” Conference

To better understand the relationship between corporate entrepreneurship and innovation, or if you’re looking for ways to implement intrapreneurship in your organization, check out the “Business In Your Business” International Intrapreneurship Conference in Barcelona, Spain, December 12-13, 2013. Experienced intrapreneurs and inspiring experts will share how the process works for them and explain how you can implement it, too. BONUS DISCOUNT: Get 10% off on your attendance fee — enter the code “TalentCulture“ when you register online.

Susan Foley Intrapreneurship-001(Author Profiles: Susan Foley is Founder and Managing Partner at Corporate Entrepreneurs, LLC where she helps companies leverage intrapreneurship strategies that accelerate business growth. An experienced corporate entrepreneur herself, Susan has guided organizations through intrapreneurial endeavors that have generated millions in revenue. She is also a professional speaker and author of the book “Entrepreneurs Inside.” She teaches Corporate Entrepreneurship in the Executive Education program at Babson College, and is a Fellow at the Center for Innovation and Change Leadership at Suffolk University. Connect with Susan on Twitter or LinkedIn.

Hans-Balmaekers-founder-sa.am_-001Hans Balmaekers is the Founder and Director of SA.AM, a resource for young professionals who care about their future, want to make a difference, and want to develop the mindset and skills to become change-makers. Recently, SA.AM launched an online intrapreneurship course to prepare aspiring and new intrapreneurs for success. Connect with Hans on Twitter, or on LinkedIn.)

Image Credit: Marginal Boundaries

Where's Your Inner HERO? Positivity at Work

The Business Value Of Positive Psychology

Most of us are familiar with the terms “economic capital” and “human capital” — two fundamentals of modern business. But what about the notion of “psychological capital,” and its role in driving individual and organizational performance?

Researchers have been studying the application of Positive Psychology in the workplace, and a growing body of evidence demonstrates that a positive mindset affects our attitudes toward work, as well as the subsequent outcomes. As Dr. Fred Luthans explains in the video at the end of this post, our “psychological capital” can, indeed, have a significant impact upon work and career.

Previously, I’ve discussed how the tenets of positive psychology hold great potential as a guide to help individuals and organizations elevate workplace happiness. Overall, the movement focuses on identifying and building on what is “right” with our work lives — emphasizing our strengths, celebrating smaller successes, expressing gratitude. Central to this theory is the mechanism that helps us build our “psychological resources,” and use this collected energy to digest and cope with our work lives.

Finding Your Workplace “HERO”

To provide a practical framework for this concept, researchers have developed what they aptly call the Psychological Capital (PsyCap) construct. It features various psychological resources (a.k.a. “HERO” resources) that are central to our work life experiences. We combine these resources in various ways to meet the challenges of our daily work lives.

What are HERO resources?

Hope: Belief in the ability to persevere toward goals and find methods to reach them
Efficacy: Confidence that one can put forth the effort to affect outcomes
Resilience: Ability to bounce back in the face of adversity or failure
Optimism: A generally positive view of work and the potential of success

Finding Your Workplace HERO

Notably, studies have established (Avey, Luthans, et al., 2011) a clear positive relationship between PsyCap and multiple desired workplace outcomes, including job satisfaction, organizational commitment and psychological well-being. Moreover, the construct correlates negatively with undesirable organizational behaviors, including cynicism, anxiety, stress, and the intention to resign.

If you’re an employer, you’re probably wondering if you can improve the strength of an employee’s HERO resources over time. On a promising note, PsyCap appears to be a “state like” quality that is open to change. This contrasts with traits that tend to be largely stable over time, such as the “Big 5” personality traits — extroversion, agreeableness, conscientiousness, neuroticism and openness.

Assuming that psychological capital can be developed and strengthened over time, there are broad implications for key workplace behavior conventions, such as the nature of performance feedback, modes of learning and development, role design and leadership style.

Do you feel that focusing on PsyCap could enhance your work life or organizational culture? How would you apply this concept in your world of work?

http://www.youtube.com/watch?v=HTCU80iiaeM

(Editor’s Note: This article is adapted from a LinkedIn Influencer post, with permission.)

(Also Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome for events, or to join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: CGArtiste (Superman is © DC Comics)

Where’s Your Inner HERO? Positivity at Work

The Business Value Of Positive Psychology

Most of us are familiar with the terms “economic capital” and “human capital” — two fundamentals of modern business. But what about the notion of “psychological capital,” and its role in driving individual and organizational performance?

Researchers have been studying the application of Positive Psychology in the workplace, and a growing body of evidence demonstrates that a positive mindset affects our attitudes toward work, as well as the subsequent outcomes. As Dr. Fred Luthans explains in the video at the end of this post, our “psychological capital” can, indeed, have a significant impact upon work and career.

Previously, I’ve discussed how the tenets of positive psychology hold great potential as a guide to help individuals and organizations elevate workplace happiness. Overall, the movement focuses on identifying and building on what is “right” with our work lives — emphasizing our strengths, celebrating smaller successes, expressing gratitude. Central to this theory is the mechanism that helps us build our “psychological resources,” and use this collected energy to digest and cope with our work lives.

Finding Your Workplace “HERO”

To provide a practical framework for this concept, researchers have developed what they aptly call the Psychological Capital (PsyCap) construct. It features various psychological resources (a.k.a. “HERO” resources) that are central to our work life experiences. We combine these resources in various ways to meet the challenges of our daily work lives.

What are HERO resources?

Hope: Belief in the ability to persevere toward goals and find methods to reach them
Efficacy: Confidence that one can put forth the effort to affect outcomes
Resilience: Ability to bounce back in the face of adversity or failure
Optimism: A generally positive view of work and the potential of success

Finding Your Workplace HERO

Notably, studies have established (Avey, Luthans, et al., 2011) a clear positive relationship between PsyCap and multiple desired workplace outcomes, including job satisfaction, organizational commitment and psychological well-being. Moreover, the construct correlates negatively with undesirable organizational behaviors, including cynicism, anxiety, stress, and the intention to resign.

If you’re an employer, you’re probably wondering if you can improve the strength of an employee’s HERO resources over time. On a promising note, PsyCap appears to be a “state like” quality that is open to change. This contrasts with traits that tend to be largely stable over time, such as the “Big 5” personality traits — extroversion, agreeableness, conscientiousness, neuroticism and openness.

Assuming that psychological capital can be developed and strengthened over time, there are broad implications for key workplace behavior conventions, such as the nature of performance feedback, modes of learning and development, role design and leadership style.

Do you feel that focusing on PsyCap could enhance your work life or organizational culture? How would you apply this concept in your world of work?

http://www.youtube.com/watch?v=HTCU80iiaeM

(Editor’s Note: This article is adapted from a LinkedIn Influencer post, with permission.)

(Also Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome for events, or to join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: CGArtiste (Superman is © DC Comics)

Should Work Be Fun? Really? #TChat Preview

(Editor’s Note: Looking for a complete recap of this week’s events and resources? Read the #TChat Recap: Fun Times! Work, Games and Culture.)

Work and fun — do they fit together? Or should we save good times for vacation and weekends?

Traditionalists might say that work is serious business. However, one of the most creative and productive minds of the Industrial Age seemed to think otherwise:

“I never did a day’s work in my life; it was all fun.”
-Thomas Edison

Thomas Edison

Learn more about Thomas Edison

It’s impossible not to admire Edison’s enthusiasm. But these days, with global employee engagement stubbornly stuck at 30% or less, companies everywhere are looking for ways to inject more of that spirit into their organizational cultures.

That’s why the principles of gaming are gaining appeal as a way to improve workforce commitment, development and performance.

But how can we create environments where work is naturally more engaging and enjoyable, without losing sight of business objectives?

That’s the topic we’ll explore this week at #TChat Events, with two innovators in workplace culture development:

•  Dan Benoni, Co-Founder & Product Director at Officevibe, a social employee engagement platform
•  Mario Coculuzzi, Eastern Canada Regional Director at Microsoft.

Dan and I spoke briefly in a G+ Hangout, where he suggested that successful approaches don’t focus on the work, itself, but instead focus on three essential human factors:

Also to help us prepare for the discussion, TalentCulture CEO, Meghan M. Biro, wrote a related article at Forbes.com. Read “5 Fresh Trends to Fuse Fun and Work.”

This topic promises to be great fun — and helpful, too. So please plan to join us this week to share your ideas and opinions about why and how game-oriented tools and techniques make sense in the world of work.

#TChat Events: Should Work Be Fun, Really?

TChatRadio_logo_020813

Listen to the #TChat Radio show

#TChat Radio — Wed, Oct 23 — 6:30 pmET / 3:30 pmPT

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Dan Benoni and Mario Coculuzzi about why and how “fun” can be an effective way to improve employee energy, drive and focus. Follow the action LIVE online this Tuesday afternoon!

#TChat Twitter — Wed, Oct 23 7pmET / 4pmPT

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: How often do you see healthy company cultures? Examples?
Q2: Why is engagement key to creating/maintaining a vibrant culture?
Q3: Can “fun” team challenges and other activities really help?
Q4: How can leaders improve employee well-being and retention?
Q5: How can HR drive adoption of recognition and engagement platforms?

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!

Generation X at Bat #TChat Recap

Do you ever wish you could instantly capture expert advice or opinions from across the World of Work?

Here’s an easy solution: Just ask a quick question on Twitter about generational differences in today’s workplace. Even better, ask that question during a #TChat event. I guarantee that, within moments, you’ll be drinking from a fire hose of thoughtful, passionate, articulate responses!

That’s exactly what we experienced on the #TChat stream last night with special guest, Mark Babbitt. As founder + CEO of YouTern, an organization that helps young professionals grow through high-impact information, mentorships and internships, Mark has developed strong opinions about the silent strength that Generation X brings to the workforce.

Do You Mind If I Talk About Your Age?

We were curious if the TalentCulture community agrees with Mark’s perspective. And we wondered how important generational similarities and differences are in shaping tomorrow’s organizations.

The conversation exposed what at first blush, might seem like opposing viewpoints. For example, on one hand, many participants emphasized the benefits of celebrating diversity:

“It’s not one-size-fits-all.” …and… “Let’s value the differences.” …and as Tom Bolt suggested…

Meanwhile, other participants emphasized the importance of focusing on similarities:

“Empower people; stop focusing on generations.” …and… “There are inspired, innovative, connected people in every generation.” …and as Kelly Blokdijk noted…

Of course, upon reflection, these perspectives are really two sides of the same coin. Both hold truths that can propel organizations forward.

But key questions remain — HOW BEST can we bring together both ends of this spectrum to create more effective organizational cultures? And how prepared is our next wave of leaders to accomplish that mission? Whenever human behavior is involved, there are many roads to the same destination. Some paths have many more detours and roadblocks. Organizations need smart navigators. Meanwhile, the business world continues to grow more complex and challenging. That’s why we’ll need extraordinary leaders in the future — regardless of their generation.

What’s Age Got To Do With It?

In the meantime, we look to one another for guidance. It’s actually phenomenal how much information has been created and shared about generations in the workplace. And yet organizations still struggle with how to “make it work.”

Just for fun, consider this quick, unscientific peek at the magnitude of commentary available online:

GOOGLE SEARCH RESULTS:
“Millennials” work = 39,000,000
“Boomers” work = 37,000,000
“Generation X” work = 3,260,000

You’d think there are enough nuggets of wisdom in there to help us understand and resolve these issues. But ideas, alone, aren’t the answer. Action is also required.

I wonder what “old-school” sage, the late Peter Drucker, would have said about this, if he had joined #TChat Twitter last night? Perhaps only this:

“If you want something new, you have to stop doing something old.”

After all, no matter how old or young we are, that’s really the only path to progress.

So let’s keep the ideas flowing. Let’s keep the lines of communication open. Let’s share what works, and toss out what doesn’t. But most of all, let’s encourage one another to be bold and try “something new.” Let’s keep trying, and learning, and growing, and evolving. Let’s look forward to creating that “new” future together!

#TChat Week-In-Review: Gen X — Leading From The Middle

MarkB

Watch the Hangout now

SAT 10/12:

#TChat Preview:
TalentCulture Community Manager Tim McDonald framed this week’s topic in a post that featured a brief G+ Hangout video with guest Mark Babbitt. Read the Preview: “Gen X: Leading From The Middle.”

SUN 10/13:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro suggested how leaders can overcome generational differences. Read: “5 Ways Leaders Bridge the Generational Divide.”

TUE 10/15:

Related Post: Dan Newman, author of “The Millennial CEO,” examined the source of effective leadership. Read: “Anatomy of a Leader: Not Just Skin Deep.”

WED 10/16:

TChatRadio_logo_020813

Listen to the radio show now

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman spoke with special guest, Mark Babbitt, about the unique challenges and opportunities that Generation X faces in today’s world of work. Listen to the radio recording now!

#TChat Twitter: Immediately following the radio show, Mark, Meghan and Kevin joined the entire community on the #TChat Twitter stream for an open conversation about 5 related questions. For highlights, check the Storify slideshow below:

#TChat Highlights: Gen X: Leading From The Middle

[javascript src=”//storify.com/TalentCulture/tchat-insights-gen-x-leading-from-the-middle.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Mark Babbitt for adding your voice to this week’s discussion. Your insights about Gen X have helped challenge our assumptions and expand our understanding.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about the multi-generational workforce? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, we tackle another important “world of work” topic. So save the date (October 23) for another rockin #TChat double header. And keep an eye out for details in the next few days.

Meanwhile, the World of Work conversation continues! So join us on the #TChat Twitter stream, on our LinkedIn discussion group. or elsewhere on social media. The lights are always on here at TalentCulture, and your thoughts are always welcome.

See you on the stream!

Image Credit: Stock.xchng

Gen X: Leading From The Middle #TChat Preview

(Editor’s Note: Are you looking for a complete overview of the week’s #TChat highlights and resource links? Read the #TChat Recap: “Generation X At Bat.”)

I just discovered that I’m exceptional! Or to be more accurate, I’m unconventional.

I’m a member of Gen X — and according to those who analyze age-related attributes, I should feel disadvantaged and overlooked in the workplace. Fortunately, I’ve had an interesting and rewarding career path, so perhaps I just got lucky. Or perhaps the assumptions aren’t as universal as we think.

But that raises some related questions — Just how “real” is the generational divide at work? And what do those differences mean, as Baby Boomers begin to retire, and a new wave of leaders steps up to drive the world of work?

Last week at #TChat Twitter, our community collectively agreed that the office is no place for age discrimination. However, for better or worse, each generation brings a unique set of shared experiences to the workplace. Are Baby Boomers and Millennials stealing attention from those of us who are “in the middle”? If so, what kind of impact will that have on the future of work?

This week, we’re addressing those questions head-on. We want to give Gen X the attention it deserves. And we’ve invited an ideal expert to lead the discussion:

Mark Babbitt, Founder + CEO of YouTern, an organization that helps young talent develop professionally through high-impact mentors, internships and information.

I spoke with Mark briefly in a joint G+ Hangout, where he set the stage for this week’s topic:

No matter what generation you represent, we want to hear your thoughts about how organizations can prepare tomorrow’s leaders for success. So please join us, and bring your ideas and opinions!

#TChat Events: Gen X — Leading From The Middle

TChatRadio_logo_020813

Tune-in to the #TChat Radio show

#TChat Radio — Wed, Oct 16 — 6:30pmET / 3:30pmPT

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Mark Babbitt about the unique challenges and opportunities that Generation X faces in today’s world of work. Follow the action LIVE online, and dial-in with your feedback and questions!

#TChat Twitter — Wed, Oct 16 7pmET / 4pmPT

Immediately following the radio show, we’ll move this discussion to the #TChat Twitter stream for an open chat with the entire TalentCulture community. Anyone with a Twitter account is invited to participate, as we address these questions:

Q1: Gen X is “forgotten” in today’s workforce — myth or reality?
Q2: How can Gen Xers elevate their visibility and value at work?
Q3: Why is it smart for employers to empower all generations?
Q4: How can today’s leaders develop tomorrow’s decision makers?
Q5: What could technology do to remove generational barriers?

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!

How To Skip The Negative Feedback "Sandwich"

I’ve never fully understood the logic behind the “sandwich” method of delivering performance feedback. (I’m sure you’re familiar with this concept: Open a discussion on a positive note, then insert a negative piece of news, followed by another positive.) We like to think that we’re softening the blow by offering several of bits of positive feedback around a central negative message. However, we’re doing no such thing.

Actually, this approach may be a disservice to both categories of information — each of which plays a unique and highly valuable role in shaping performance. Overall, we need to pay close attention to the “cascade” of emotions and behavior that we initiate when delivering feedback, but also be careful to retain the value of the message.

Performance Feedback: Open Dialogue

Processing negative performance feedback is quite challenging for most of us — even though on a very basic level, we realize that accepting “where to improve” is critical to our careers. While positive feedback serves to motivate and energize our work lives (we all need this on a regular basis), the “negatives” can also provide useful information about where we should direct our attention. To remain competitive, we certainly require both categories of information — and I am not debating the value of either. Rather, I’d like to open a discussion about how negative information can be presented and approached, to afford the most progress possible.

When considering negative feedback, we must acknowledge core human characteristics; including self-efficacy (the belief that individuals can actually impact their situation) and goal orientation (some individuals focus on learning, others focus on demonstrating competence, and others focus upon avoiding negative judgement). To properly deliver negative feedback, we should carefully consider and frame the delivery, so potential damage to an individual’s psyche is minimized and progress is emphasized.

Developing A Constructive Approach

There’s truly an art to presenting information about performance deficits of any kind. When managers practice the sandwich method, I fear that once the “meat” of the sandwich is delivered — the “downside” of performance — we really don’t remember much of anything that follows. (Attempting to “hide” the information doesn’t address the issues.) We can certainly do a better job of moving the conversation to more neutral ground, where performance improvement can follow. But how? Here are some ideas:

3 Behavioral Considerations

1) How humans are “wired” to perceive bad news. We are likely predisposed to pay more attention to negative information, possibly a leftover evolutionary survival mechanism. As a result, we’re likely to become hyper-focused on the negatives. This clouds our “lens.”
2) We sorely need the positives. We should all be allowed to absorb what we are doing well at work. That’s not possible when information about our successes is delivered in conjunction with information about shortcomings.
3) We “digest” slowly. It takes time to process negative information properly. Initially, when you hear information you might not not want to hear, negative thoughts can spiral, leading to responses such as panic and denial. There are stages in this process that cannot be skipped.

5 Ways To Avoid “The Sandwich”

1) Build resiliency. Performance management should never be a once a year, “live or die” event. Ultimately, it’s a continuous process. Provide positive feedback concerning small successes along the way to provide balance. This helps difficult information become easier to absorb.
2) Address self-efficacy. Some individuals have the tendency to believe they cannot impact their performance or build a needed skill set. Explore this predisposition, to encourage a more hopeful perspective.
3) Focus on learning. Research has shown that in contrast to performance goals, learning goals can increase problem solving in relation to performance problems, possibly limiting the “sting” of negative feedback. Setting the tone to “learn from failure” can prove more effective in motivating and directing behavior.
4) Never “drop a bomb.” It’s wise to address negative feedback when it is delivered. Allow enough time to help control anxiety, and at least begin to discuss a plan for improvement.
5) Support the digestion process. After sharing negative feedback, be sure to provide plenty of support. Be highly accessible as an employee works through the information and begins to take logical steps forward.

How do you present negative performance feedback? What are your “best practice” strategies? How have these strategies helped you develop others in the workplace? Share your thoughts in the comments area below.

(Editor’s Note: This article originally appeared as a LinkedIn Influencer post. It is republished with permission.)

Image Credit: Kitsa Sakurako/Flickr

How To Skip The Negative Feedback “Sandwich”

I’ve never fully understood the logic behind the “sandwich” method of delivering performance feedback. (I’m sure you’re familiar with this concept: Open a discussion on a positive note, then insert a negative piece of news, followed by another positive.) We like to think that we’re softening the blow by offering several of bits of positive feedback around a central negative message. However, we’re doing no such thing.

Actually, this approach may be a disservice to both categories of information — each of which plays a unique and highly valuable role in shaping performance. Overall, we need to pay close attention to the “cascade” of emotions and behavior that we initiate when delivering feedback, but also be careful to retain the value of the message.

Performance Feedback: Open Dialogue

Processing negative performance feedback is quite challenging for most of us — even though on a very basic level, we realize that accepting “where to improve” is critical to our careers. While positive feedback serves to motivate and energize our work lives (we all need this on a regular basis), the “negatives” can also provide useful information about where we should direct our attention. To remain competitive, we certainly require both categories of information — and I am not debating the value of either. Rather, I’d like to open a discussion about how negative information can be presented and approached, to afford the most progress possible.

When considering negative feedback, we must acknowledge core human characteristics; including self-efficacy (the belief that individuals can actually impact their situation) and goal orientation (some individuals focus on learning, others focus on demonstrating competence, and others focus upon avoiding negative judgement). To properly deliver negative feedback, we should carefully consider and frame the delivery, so potential damage to an individual’s psyche is minimized and progress is emphasized.

Developing A Constructive Approach

There’s truly an art to presenting information about performance deficits of any kind. When managers practice the sandwich method, I fear that once the “meat” of the sandwich is delivered — the “downside” of performance — we really don’t remember much of anything that follows. (Attempting to “hide” the information doesn’t address the issues.) We can certainly do a better job of moving the conversation to more neutral ground, where performance improvement can follow. But how? Here are some ideas:

3 Behavioral Considerations

1) How humans are “wired” to perceive bad news. We are likely predisposed to pay more attention to negative information, possibly a leftover evolutionary survival mechanism. As a result, we’re likely to become hyper-focused on the negatives. This clouds our “lens.”
2) We sorely need the positives. We should all be allowed to absorb what we are doing well at work. That’s not possible when information about our successes is delivered in conjunction with information about shortcomings.
3) We “digest” slowly. It takes time to process negative information properly. Initially, when you hear information you might not not want to hear, negative thoughts can spiral, leading to responses such as panic and denial. There are stages in this process that cannot be skipped.

5 Ways To Avoid “The Sandwich”

1) Build resiliency. Performance management should never be a once a year, “live or die” event. Ultimately, it’s a continuous process. Provide positive feedback concerning small successes along the way to provide balance. This helps difficult information become easier to absorb.
2) Address self-efficacy. Some individuals have the tendency to believe they cannot impact their performance or build a needed skill set. Explore this predisposition, to encourage a more hopeful perspective.
3) Focus on learning. Research has shown that in contrast to performance goals, learning goals can increase problem solving in relation to performance problems, possibly limiting the “sting” of negative feedback. Setting the tone to “learn from failure” can prove more effective in motivating and directing behavior.
4) Never “drop a bomb.” It’s wise to address negative feedback when it is delivered. Allow enough time to help control anxiety, and at least begin to discuss a plan for improvement.
5) Support the digestion process. After sharing negative feedback, be sure to provide plenty of support. Be highly accessible as an employee works through the information and begins to take logical steps forward.

How do you present negative performance feedback? What are your “best practice” strategies? How have these strategies helped you develop others in the workplace? Share your thoughts in the comments area below.

(Editor’s Note: This article originally appeared as a LinkedIn Influencer post. It is republished with permission.)

Image Credit: Kitsa Sakurako/Flickr

Transforming Culture: The Force Within #TChat Preview

(Editor’s Note: Looking for a full collection of this week’s events and resources? Read the #TChat Recap: “101 Ways To Save The Day With A Paperclip.”)

With employee engagement seemingly stuck at perilously low levels, today’s employers are on a mission to reignite passion and productivity in the workplace.

Many seek fresh perspectives by looking outside their corporate walls. But what about reinvention that starts from within? Why not tap more deeply into sources of ingenuity that are already within you — and within arm’s reach?

How can business leaders make that happen? That’s the focus of this week’s #TChat forums, as our “Summer Restart” series moves from looking at the power of collaborative learning, to envisioning how creative thinking can play a larger role in transforming business culture.

Leading the way is an expert in workplace learning, collaboration and transformation, consultant and author, Marcia Conner.

Marcia briefly framed this topic for me in a recent G+ Hangout:

#TChat Events: Powerful Ways To Transform Your Workforce

This week’s topic is sure to spark new ideas for talent-minded professionals everywhere. So join us on Wednesday, August 7, for another dynamic #TChat double-header. Bring your best ideas, and let’s talk!

#TChat Radio — Wed, Aug 7 at 6:30pmET / 3:30pmPT

TChatRadio_logo_020813

Tune-in to the #TChat Radio show

Marcia joins our hosts, Meghan M. Biro and Kevin W. Grossman  to explore how to kick-start cultural transformation from with an organization’s ranks. Listen live and dial-in with your questions and feedback!

#TChat Twitter — Wed, Aug 7 at 7pmET / 4pmPT

Immediately following the radio show, we’ll go wide with Marcia for an all-hands community discussion on the #TChat stream. We welcome anyone with a Twitter account to join us, as we explore the role that ingenuity plays in transforming organizational culture. Key questions:

Q1: Why do organizations struggle to retain talent potential?
Q2: How can listening and learning fuel employee engagement?
Q3: How can we, as individuals, develop workforce potential?
Q4: What can business leaders do to ignite workforce innovation?
Q5: What technologies foster workplace learning and engagement?

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!

Social Learning: The New Business Edge?

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.

(Note: If you’re not yet one of Listly’s many ardent fans, we recommend you take a closer look. We love it at Achievers. We’ve even created a Listly-powered Achievers resources collection.)

Image Credit: Niharb via flickr Creative Commons

Where Do You Find Ideas and Insight? #TChat Preview

(Editor’s Note: Looking for the #TChat Recap from this week? See this post: Lessons From a Free-Rand Learning Community.)

Our Best Source of Wisdom: You!

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…)

Create A "Small Company" Culture Anywhere

What is it about small companies? Like a good restaurant or an undiscovered band, they often tend to attract a devoted following that can’t imagine going anywhere else.

Is it the quality of work? The people? The hours? The pay? What is that magical difference that makes small companies so attractive to top talent?

Does Size Matter?

The secret is culture. A strong company culture unites employees and gives them a larger purpose beyond their individual responsibilities. That’s why employees — especially Millennials — gravitate toward start-ups. They crave that “small-company” feel and want the chance to make an impact on culture.

That’s great news if your company is one of the little guys. But what if you’re at a large corporation? How can you offer employees the chance to make an impact if a reputation for process and procedure precedes you? Rules aren’t all bad, of course; structure helps turn chaos into order. But all too often when companies grow, they sacrifice cultural strengths along the way. What to do?

In today’s tough business environment, as large companies struggle to recruit, retain, and inspire top talent, you can’t afford to miss the cultural mark. Instead, why not approach culture as an ace up your sleeve?

Sustainable Advantage

A strong corporate culture can create a huge competitive edge. Driven by organizational values, business objectives, and employee engagement, it aligns your employees, creates fluid communication, and helps build resiliency that adapts to change. If you develop a unique, authentic culture, your employees can reap the benefits of a “small-company” feel, while driving “big-company” results that advance your business goals.

Want the best of both worlds? Here are 5 tips to create a unique culture:

1) Develop corporate values to align employees with business objectives and the bigger picture. Employees need to be inspired by something greater than themselves, so help them understand how their contributions affect the overall strategy.

2) Create a recognition program to reinforce behaviors that drive results. By consolidating recognition efforts with an online program, geographically dispersed employees feel more connected with your company. Recognition helps reinforce company culture — not the other way around.

3) Abolish the top-down hierarchy that’s typical at most corporations, and encourage leaders to be more approachable. When it’s clear that leaders are listening, it facilitates communication and creates an environment where employees feel free to voice their opinions. Host “lunch-and-learn” sessions or fireside chats where leaders and employees can discuss topics in an open, informal environment. Soliciting employee feedback often yields insights that help organizations operate more efficiently and effectively.

4) Let employees know their contributions matter. In “10 Reasons Your Top Talent Will Leave You,” leadership consultant Mike Myatt noted that more than 70% of employees don’t feel valued by their employers. You can turn this around in your company by introducing public recognition into your culture. Create monthly luncheons to recognize top performers. Encourage leaders to recognize employees during team meetings. These are simple steps that can make a big difference.

5) Reconsider “years of service” programs that aren’t tied to business objectives or employee engagement. Annual feedback doesn’t cut it anymore. Ideally, employees should receive recognition or feedback at least once a week, yet almost 60% of employees say that doesn’t happen. Create a positive culture of reinforced behaviors by introducing frequent feedback to complement the annual review.

Beyond The Basics

Don’t stop with only 5 steps! While these tips will put you on the right path, you won’t gain that “small-company” feel without also recognizing that culture happens organically, over time. Ultimately, your people will create your culture. Give them the freedom to express themselves. Commit to an evolving process, and see how your culture takes shape.

Image Credit: Pixabay

Create A “Small Company” Culture Anywhere

What is it about small companies? Like a good restaurant or an undiscovered band, they often tend to attract a devoted following that can’t imagine going anywhere else.

Is it the quality of work? The people? The hours? The pay? What is that magical difference that makes small companies so attractive to top talent?

Does Size Matter?

The secret is culture. A strong company culture unites employees and gives them a larger purpose beyond their individual responsibilities. That’s why employees — especially Millennials — gravitate toward start-ups. They crave that “small-company” feel and want the chance to make an impact on culture.

That’s great news if your company is one of the little guys. But what if you’re at a large corporation? How can you offer employees the chance to make an impact if a reputation for process and procedure precedes you? Rules aren’t all bad, of course; structure helps turn chaos into order. But all too often when companies grow, they sacrifice cultural strengths along the way. What to do?

In today’s tough business environment, as large companies struggle to recruit, retain, and inspire top talent, you can’t afford to miss the cultural mark. Instead, why not approach culture as an ace up your sleeve?

Sustainable Advantage

A strong corporate culture can create a huge competitive edge. Driven by organizational values, business objectives, and employee engagement, it aligns your employees, creates fluid communication, and helps build resiliency that adapts to change. If you develop a unique, authentic culture, your employees can reap the benefits of a “small-company” feel, while driving “big-company” results that advance your business goals.

Want the best of both worlds? Here are 5 tips to create a unique culture:

1) Develop corporate values to align employees with business objectives and the bigger picture. Employees need to be inspired by something greater than themselves, so help them understand how their contributions affect the overall strategy.

2) Create a recognition program to reinforce behaviors that drive results. By consolidating recognition efforts with an online program, geographically dispersed employees feel more connected with your company. Recognition helps reinforce company culture — not the other way around.

3) Abolish the top-down hierarchy that’s typical at most corporations, and encourage leaders to be more approachable. When it’s clear that leaders are listening, it facilitates communication and creates an environment where employees feel free to voice their opinions. Host “lunch-and-learn” sessions or fireside chats where leaders and employees can discuss topics in an open, informal environment. Soliciting employee feedback often yields insights that help organizations operate more efficiently and effectively.

4) Let employees know their contributions matter. In “10 Reasons Your Top Talent Will Leave You,” leadership consultant Mike Myatt noted that more than 70% of employees don’t feel valued by their employers. You can turn this around in your company by introducing public recognition into your culture. Create monthly luncheons to recognize top performers. Encourage leaders to recognize employees during team meetings. These are simple steps that can make a big difference.

5) Reconsider “years of service” programs that aren’t tied to business objectives or employee engagement. Annual feedback doesn’t cut it anymore. Ideally, employees should receive recognition or feedback at least once a week, yet almost 60% of employees say that doesn’t happen. Create a positive culture of reinforced behaviors by introducing frequent feedback to complement the annual review.

Beyond The Basics

Don’t stop with only 5 steps! While these tips will put you on the right path, you won’t gain that “small-company” feel without also recognizing that culture happens organically, over time. Ultimately, your people will create your culture. Give them the freedom to express themselves. Commit to an evolving process, and see how your culture takes shape.

Image Credit: Pixabay

Engage Your Workforce, No Coddling Required

“Doesn’t everybody love their job?”

During the heat of a #TChat event last week, our partners at TalentCulture challenged the Twitter community with that tongue-in-cheek question. And now I suggest an appropriately tongue-in-cheek response: The answer is no.

So, how do we fix it? And should we fix it?

Employee engagement moves business forward, and should be a priority for any human resources professional. But as the prevailing sentiment among #TChat participants indicated, coddling disengaged employees is not an HR function. Nonetheless, if your employees feel that they aren’t respected or their work doesn’t matter, you need to deal with larger issues than engagement scores.

It’s important to recognize employees for their contributions — in part to increase engagement, but mostly because it’s a vital factor in business success. Several years ago, Gallup estimated that disengaged employees cost the U.S. economy $370 billion annually. High employee disengagement leads to high employee turnover — which, in turn, means increased recruiting and training expenses.

So, if your company is looking to increase overall engagement in a sustainable way, it’s essential to help your workforce understand the meaning and importance of their contributions.

3 Sources of Positive, Tangible Engagement

1) Executive Sponsorship  If your C-suite dismisses the importance of engagement, that will ultimately be reflected in the attitude of managers and employees. Engagement needs to be a priority at the highest levels. Executives who live company values are leading by example. Prove to all levels of the workforce that workplace culture is purposeful — not accidental — and everyone becomes invested in making it the best it can be.

2) Clear Communication  Get the team on the same page by articulating company goals and clarifying how individual goals relate to the bigger picture. True engagement — the result of a satisfying job and not office perks — can only be achieved when employees see how their individual contributions fit into the organization’s mission, values and objectives.

3) Individual Relationships  A great first step in helping employees feel respected is actually demonstrating respect on a personal level. Employees who feel anonymous are at risk of becoming disengaged, and dragging down others’ productivity and engagement. In large companies, it can be challenging for leaders to build relationships across their span of control, however this is essential. Different people respond differently to different motivators. The key to motivating employees is to understand each person well enough to recognize the factors that will help them develop and perform at their best.

For more information on building a culture of engagement, download our 2013 Guide to Recognition.

Image Credit: Pixabay

1+ Million Ways to Bridge the Skills Gap #TChat Recap

Many Paths Can Lead to Change

Wow, where to begin?  The #TChat Twitter stream blazed last night as the TalentCulture community brainstormed about how business organizations can help create future leaders. Paging all professionals — our students need your help!

Learning advocate and writer, Angela Maiers, moderated a passionate conversation focused on students’ need for opportunities to solve real-world problems, and mentors to guide them. She introduced us to 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.

As Angela explained in a recent Huffington Post column:

“Students are willing to not only be the change we need; they are willing to lead the change. They are not asking for permission. They are asking for respect. They want to express their passions in meaningful ways. They want to show the world that in spite of their years, they are a force to reckon with.”

Choose2MatterOur community is partnering with Angela’s organization, Choose2Matter in this important venture. By offering encouragement and expertise, business professionals can support students who are ready to solve problems that they define and “own.” Investing in our young people is an easy win for business organizations, because it develops skills that lead to a more employable work force.

There are many ways to make a difference in the future of enthusiastic students. Mentoring through Choose2Matter gives us an opportunity to do more than talk about the potential pathways. It gives us an opportunity to put our community’s innovative ideas into practice — with real-world impact.

Stay tuned for more information from Angela, as the initiative moves forward. But why wait? Reach out to Choose2Matter today, and let us know where your life as a mentor leads you!

#TChat Week-in-Review

SAT 5/4

AngelaLg

Watch our sneak peek interview with Angela Maiers

This week’s guest, Angela Maiers, framed the week’s events in a special blog post, “Creating Future Leaders: A Mission That Matters.”

SUN 5/5

Forbes.com Post: TalentCulture CEO, Meghan M. Biro, suggested “5 Ways to Build a Future Leader” in her weekly Forbes column.

MON 5/6

#TChat Preview: Our community manager, Tim McDonald, posted a special “sneak peek” video interview with Angela, and outlined the week’s theme and key questions in a preview post: “Business Case for Mentoring.”

TUE 5/7

TChatRadio_logo_020813

Listen to the #TChat Radio recording

#TChat Radio: Our hosts spoke live with Angela and her Choose2Matter partner, Mark Moran about workforce readiness issues, and the potential for mentoring to make a positive impact.

WED 5/8

Partnership Post: Meghan explained why partnering with Choose2Matter makes sense for TalentCulture, and invited community members to join this mentoring movement. Read “Did You Learn Today? Pass It On.”

#TChat Twitter: Angela and Mark returned to lead the community in a real-time discussion of skills gap issues, and suggested solutions. The feed lit-up with great ideas throughout the hour. But perhaps the most important takeaway was this:

Exactly! Are you inspired? See more highlights in the slideshow and call-outs below:

#TChat Twitter Highlights Slideshow: “The Business Case for Mentoring”

[javascript src=”//storify.com/TalentCulture/tchat-insights-business-case-for-mentoring.js?template=slideshow”]

 

Looking for a quick peek at Qs & As? Here’s a snapshot:

Why do you think education is falling short in the US? Or do you?

“Strong focus on standardization & grades. Not a lot of focus on learning in several ways.” @VizwerxGroup

“We need to teach kids how to think, not what to remember.” @heatherbussing

What can employers do to improve the readiness disparity (expectation vs reality)?

“Hire for culture, train & then trust.” @zacharyjeans

School-Business Partnerships Resources (shared by Jerry Blumengarten ‏@cybraryman1)

How can mentoring help make the unemployable employable again?

‏”Mentoring someone shows that you care + respect that person. That respect alone can change people” @PhilKomarny

“Skill building. Every day youre unemployed, your skills depreciate. Its important to keep them fresh.” @AshLaurenPerez

How can business leaders help bridge the skills gap and create jobs?

‏”Business leaders can share their stories w/o telling others the solutions. It’s reciprocal > Listen & learn” @AlliPolin

“Internships a must at university level & start earlier than that. Teaching at all levels can include more biz concepts.” @wmchamberlain

What technologies will help enable education-rich organizations?

“Use technology to innovate, creat,collaborate, share and engage to make a difference in bridging the skill gaps” @sonaleearvind

“Tech gives even the quietest person a voice to be heard globally.” @cybraryman1

Closing Notes & What’s Ahead

SPECIAL THANKS: Again, thanks to Angela Maiers and Mark Moran for sharing perspectives on why and how mentoring can bridge the skills gap. Your enthusiasm is infectious!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about mentoring or related issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, we have a very special topic in the works! Look for a preview post this weekend.

Until then, as always, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.

We’ll see you on the stream!

(Editor’s Note: To learn more about Angela’s point of view, read her TalentCulture blog post, “Creating Future Leaders: A Mission That Matters. Or listen to her December 2012 appearance on #TChat Radio “Back to the Future” Edition — when she discussed key trends in talent acquisition and development.)

 

Did You Learn Today? Pass It On

“To teach is to learn twice.”  –J. Joubert

I love my work. But there are challenges (understatement). Keeping pace with 21st-century talent and technology trends means commitment to a perpetual learning curve.

The “human side” of business is now a vast and fluid domain. It’s a melting pot, churning in overdrive, with talent-recruitment-engagement-performance-management-HR-bigdata-leadership-development-socialmedia-and-career-skills all colliding and transforming at every turn. Each day brings more than anyone can absorb. We all feel it. This sensory overload is the new norm.

Learning as a Way of Life

I can’t stop learning (and couldn’t if I wanted to). My career demands nothing less. I just got back from an exciting HR conference in Philly where I met fascinating, bright, dedicated people, and discovered jaw-dropping, radically innovative tools. In a word, I learned.

To be honest, there is nothing in the world I love more than learning — anywhere, anytime. Exchanging ideas in any social environment is an experience that makes my pulse race. And these days, I often feel like I’m experiencing a non-stop adrenaline rush!

It’s exhilarating to see smart people rewriting rules (even at this moment). And although it’s often exhausting to be at the heart of a global learning community like TalentCulture, I also feel alive and engaged every day. I hope you feel that way, too — and that’s why you participate.

Learning as Leverage for Others

Along with the adrenaline highs, sometimes on this “world of work” odyssey, I’m exposed to alarming challenges. And as my friend Angela Maiers explains, one of the most alarming issues today is the increasing shortage of skilled talent. It’s a reality that the business world can no longer afford to ignore.

Simply put — we are not preparing students sufficiently for today’s economy — let alone for the future of work.

On one hand, this leaves behind millions of potential workforce contributors who are considered unemployable by most standards. On the other hand, companies are struggling to find qualified talent for unfilled positions. Adding insult to injury, companies have slashed recruiting and development budgets to the bone in recent years, while simultaneously increasing their expectations for finding capable talent. This is not a recipe for success.

We Can Matter — As Mentors

AngelaLg

See the #TChat Preview & sneak-peek video

Something must change. I know that TalentCulture community understands this.

The good news is that each of us is equipped to lead the way — with whatever time, knowledge and skills we have available. Even more good news — there are ready-made ways to “pay-it-forward” as mentors. And one of those ways is through Angela Maiers’ bold educational initiative, Choose2Matter.

Angela isn’t waiting for government or big business or educational institutions to fix the problem. Instead, she’s using her brains, her passion and her professional network to unleash a tiny movement that can make a lasting difference in the future of every student that Choose2Matter touches.

This fearless approach to “future-proofing” our nation is why Choose2Matter’s leaders are joining us this week on #TChat Radio, and on our #TChat Twitter Chat (see the preview: “Business Case for Mentoring”). And it’s why TalentCulture is committed to support Choose2Matter, going forward.

Together we can bridge the skills gap, one student at a time. All it takes is enthusiasm, business experience, and a commitment of your time to help students work productively toward their dreams.

The goal is to encourage the genius in every child. The kids are ready. So let’s give these amazing dreamers the support they need to achieve to their fullest potential. As a talent development champion, I’m in. Why not join me?

(Editor’s Note: To learn more about Angela’s point of view, read her TalentCulture blog post, “Creating Future Leaders: A Mission That Matters. Or listen to her appearance on the #TChat Radio Show: “Choose to Bridge the Skills Gap.”)

Image Credit: Pixabay