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Virgin Pulse + TalentCulture Team Up To Champion Workforce Engagement

Changing The Engagement Game Together

Nearly four years ago, we launched TalentCulture on a simple premise — that talent-minded professionals can transform the “world of work” through purposeful social connections. Our vibrant community continues to grow and evolve, fueled by three core values:

•  Desire to advance the “human side” of business;
•  Passion for innovation;
•  Commitment to open collaboration.

In this spirit we welcome Virgin Pulse to the TalentCulture circle — where we’ll work hand-in-hand to help develop better business organizations from the inside out.

Virgin Pulse — Not Your Father’s Wellness Program

Virgin-Pulse

Learn more about Virgin Pulse

Part of Sir Richard Branson’s famed Virgin Group, Virgin Pulse (formerly Virgin HealthMiles) is the leading workplace health engagement platform. Every day, its “Total Quality of Life” approach empowers more than 1,000,000 participants to improve their health in ways that are meaningful, fun and sustainable. This elevates employee performance and retention, while simultaneously building stronger, more resilient organizations.

The Virgin Pulse philosophy fits naturally with TalentCulture’s emphasis on “seeing employees in 3D.” Together, we aim to advance the concept of “bringing your whole self to work.”

Everybody Plays — Everybody Wins!

What does this alliance mean for you? In the months ahead, look for TalentCulture and Virgin Pulse to:

•  Examine core engagement issues facing today’s business and HR leaders;
•  Investigate the connection between healthy employees and business performance;
•  Exchange benchmarks and insights from our respective communities;
•  Share thought leadership that is shaping engagement standards and practices.

Today’s organizational challenges are highly complex. There are no easy answers, but diverse ideas can lead to innovative solutions. That’s why we welcome everyone to the TalentCulture table — including HR technology and services vendors. We believe that this inclusive environment encourages effective problem solving, and accelerates everyone’s path to progress.

Our relationship with Virgin Pulse promises to add an exciting new level of depth and energy to the TalentCulture conversation. We invite you to join us each day on our combined social channels, as we explore workplace issues that affect us all.

(Editor’s Note:  Save the date for a very special #TChat double-header (BlogTalk Radio interview and Twitter chat) with Virgin Pulse CEO, Chris Boyce on Wednesday, October 23!)

Image Credit: by Mike Baird on Flickr

Employees Quit Leaders, Not Companies

These days, there’s lots of talk about the plight of a generation filled with hungry souls looking for purpose in life. Many find themselves feeling restless in their current roles, or searching endlessly for the ideal career path.

Although most of us must work to pay our way in the world, I think the mission is larger than just finding a great job. It’s also about finding strong role models.

Do You Give Employees A Reason To Stay?

When we’re kids, serendipity “assigns” the leaders in our lives. Our parents, our teachers, our coaches. We don’t pick these people, but they have a huge influence on how we develop and how we come to view ourselves. They can encourage and inspire us to stretch and grow; or they can stifle us, bully us and crush our spirits.

Those early experiences have a profound impact on us — but how do they carry over into careers?

Here’s a theory: Perhaps once we’re thrust into “the rest of our lives,” we’re on a mission to reconnect with the types of leaders we remember most fondly from our youth. It’s impossible to forget those who lit a fire in our hearts and under our butts — the ones who had confidence in us and challenged us to stretch and grow. We trust those types of leaders to guide us. They’re the ones in whom we want to invest both our loyalty and our time.

What should workplace decision makers learn from this? If you’re building a company, keeping the best people on your team is not just about salaries, perks and benefits. What you bring to the table as a leader matters just as much — if not more — to the overall happiness and commitment of your employees.

Looking Back: Survey Says…

Leigh Branham, author of 7 Hidden Reasons Employees Leave analyzed over 20,000 anonymous surveys asking employees why they left their last job. Although most managers believe pay is the primary reason people quit, Branham discovered that the number one reason actually is “loss of trust and confidence in senior leaders.”

The second reason? “Feeling undervalued in recognition, reward and pay.” Even though pay is included in that reason, it can be said that both loss of confidence and feeling that your work efforts are overlooked are actually leadership issues. “Undervalued” in this sense has little to do with money.

Some people might consider a new job at a different company because the pay is higher. However, the true seed of restlessness and dissatisfaction can be traced back to a disconnect between employee and employer.

Loyalty Breeds Loyalty

If employees quit leaders, not companies, then how can employers stem the tide? It starts with leaders who understand that to get loyalty from others, you must first give it. Leaders who take the initiative in demonstrating commitment to their teams are far more successful in gaining commitment in return.

Jo Romano, a work and life coach, suggests some simple ways for employers to demonstrate loyalty. These are our four favorites:

1) Clarify your values and goals, and encourage open dialogue with employees to be sure everyone is on the same page.

2) Trust your employees with important company information. An open door approach helps employees feel empowered and part of something bigger than just their immediate responsibilities.

3) Encourage growth opportunities by allowing employees to further their formal education or seek advice from other leaders, managers and supervisors. This shows them you’re secure in your role as leader and are invested in their professional growth.

4) Be sensitive to work/life conflicts to demonstrate that you see employees as people, and not just “workers.” Kindness and respect invariably strengthens any relationship.

The 21st Century Leader

The fundamentals of great leadership are timeless (passionate, confident, well-spoken). However, we like to suggest a few additions to the leadership playbook.

As Todd Wilms noted recently in Forbes commentary, today’s leaders should be willing to fail, be vulnerable, and set better boundaries. What? Failure, vulnerability and saying “no”? At first glance, that sounds like a recipe for disaster. But let’s break it down:

1) See Success Through Failure. These days, the saying is fail and fail fast. Quite simply, it’s imperative to try, to DO, even if you don’t achieve the desired goal. And that’s the whole point, to try, to test, to experiment, to innovate, to push the envelope and perhaps to fail. Then learn, tweak, iterate and polish. A journey from idea to execution, rife with failure, is better than than paralysis. Leaders who embrace failure by carving a path through it can empower employees and remove fear from the equation.

2) Find Strength In Vulnerability. Actually, it’s not just about vulnerability. The goal is to expose your humanity by being authentic, accepting, present and useful. Author and executive, James A. Autry, says these 5 principles set the stage for a leader/employee dynamic that is more open and functional. Be real and be a resource. Open yourself up to employees and lead by example.

3) Just Say “No.” It’s simple and logical, but many fail to remember that when you try to do everything, you end up doing nothing. Or you end up doing everything, with mediocre results. A great leader is an editor. It’s not about being a jerk or someone that everyone fears. The point is to keep people focused and leveraged. The trick is to say “no” with such finesse that it sounds more like a favor than a dismissal. Too many “yes’s” and you become a pleaser. But thoughtful, appropriate “no’s” make you an effective leader.

Great Leaders Attract AND Retain

Building and running a company requires juggling many moving parts and pieces — you can’t do it all yourself. But no matter what service you’re providing or what product you’re building, don’t forget that YOU are one of the essential reasons your employees joined the company in the first place. Keep this in mind so those moving parts won’t include dissatisfied employees, high turnover and loss of essential talent.

Of course, sometimes losing a key player or two may be unavoidable. But if a pattern arises and you’re losing more employees than you’d like, and you’re unsure about why, it’s time to examine your approach to leadership. Taking conscious, deliberate steps to nurture your leadership skills and employer/employee dynamic is never a waste of time. In fact, it might make all the difference to to your organization’s long-term health and prosperity.

What’s fundamental leadership quality matters most to your organization? Share your thoughts in the comments below.

(Editor’s 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. Learn more...)

Image Credit: WarnerBros

Old Dogs + New Tricks: Will HR Learn? #TChat Preview

(Editor’s Note: Are you looking for complete highlights and resource links from this week’s events? Read the #TChat Recap: “Age Discrimination At Work: Bad Business”.)

This week, the TalentCulture community action is truly nonstop, with a trifecta of #TChat events! Let me help connect the dots between these three elements — old dogs, new tricks and HR lessons to live by:

1) HR Celebrates New Tools: Today Oct 6, TalentCulture’s intrepid founders Meghan M. Biro and Kevin W. Grossman hit the ground running at this week’s HR Tech Conference — which promises to be the biggest and most mind-blowing ever. Meghan explains what all the buzz is about at Forbes.com: “7 Hottest Trends In HR Technology.”

2) HR Learns New Tricks: Tomorrow Oct 7, LIVE from the conference, Meghan and Kevin host an Expert Roundtable Discussion on Employee Engagement. If you’re not at the conference, you can follow the action from a distance on the #TChat Twitter stream from 2:30-3:15pmPT (5:30-6:15pmET).

3) But Are “Old Dogs” Willing? Perhaps too often in today’s digitally driven workplace, it’s suggested that innovation is a young person’s game. But is that perception realistic? Is it fair? And is it even legal? Those questions inspired us to focus on age discrimination at our weekly #TChat Twitter chat, this Wednesday Oct 9.

Youth Code: Age In Today’s Workplace

If you’re familiar with TalentCulture, you know our community has no fear about taking on deeply human workplace issues. In the past year alone, we’ve explored the relationship between “thought diversity” and business innovation, we’ve considered the value of reverse mentoring, and we’ve discussed the need to remove age-related stereotypes as Millennials enter the workforce.

Now we invite you to fasten your seat belts as we take a realistic look at age discrimination, and its implications for an aging workforce. We’ll be guided by two respected HR community leaders:

Steve Levy, a prominent workforce sourcing expert and popular recruiting blogger.

Heather Bussing, an employment law attorney who is also a founding editorial advisory board member and contributor at HR Examiner.

I sat down briefly with Steve in a joint G+ Hangout to frame this topic. Watch now, and I’m sure you’ll won’t want to miss what should be a lively and helpful social learning opportunity this Wednesday on Twitter!

#TChat: Age Discrimination at Work: Perception and Reality

#TChat Twitter — Wednesday, Oct 9 7pmET / 4pmPT

This week, we’ll skip the #TChat Radio interview and jump right into the #TChat Twitter stream, with event moderator, Cyndy Trivella. Everyone with a Twitter account is invited to join us as we discuss these 5 questions:

Q1: Do you see age discrimination at work? Describe it.
Q2: If a company hires or fires with age in mind, what does that say about its culture?
Q3: Which is more prevalent / problematic: discrimination of young or old?
Q4: How can we improve the perception and reality of age at work? Laws? And…?
Q5: What role can technology play in empowering older workers?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So feel free to contribute your thoughts. Please join us and share your ideas, opinions, questions, and concerns!

We’ll see you on the stream!

It's All Good: Employees Are People Too #TChat Recap

“Positive anything is better than negative nothing.”
–Elbert Hubbard

This week, the TalentCulture community pushed some buttons — as well as some boundaries — by exploring a topic that is seldom addressed openly in the world of work.

In some ways, we all struggle personally. And some of us struggle more than others. But what does that mean for our professional abilities? And why don’t organizations work more proactively to leverage the strength that can flow from our human weakness?

Celebrating The Fully Human Side Of Business

Knowing how tricky it is to navigate these mostly uncharted waters, we asked two of the HR community’s most respected thought leaders to guide us through this week’s #TChat events:

John Sumser, editor-in-chief of HR Examiner.
William Tincup, CEO of HR consultancy, Tincup & Co.

John challenged us with a compelling premise:

“All of the stuff that traditional organizations consider taboo — what if you bring it into the workplace, and figure out how to turn it into creative assets?”

William offered a business case that supports John’s premise. He noted that the process of talent acquisition is designed to eliminate outliers, in favor of a more homogenous workforce. This may make onboarding and talent management easier — but at what cost? If everyone feels obliged to conform for the sake of getting and keeping a job, are we sacrificing the diversity needed to drive world-class innovation?

Obviously, there are no simple answers — but these ideas certainly were conversation starters! After the radio show, the #TChat Twitter stream was blazing with ideas about workplace transparency, professional authenticity, and how to bring our whole selves to work.

(Editor’s Note: For highlights from this week’s discussions, see the resource links and Storify slideshow at the end of this post.)

Starting Small: Accentuate The Positive?

I realize that this week has been devoted to issues that are often repressed or rejected because they’re perceived as “negative.” But does positivity have a place in this discussion? How can leaders introduce constructive changes to create a more supportive culture for everyone? What would you do?

Alexa Thompson, a writer interested in workplace transformation, suggests these 5 ways to apply “positive psychology” principles. The goal isn’t to roll out sweeping corporate initiatives, but to initiate incremental enhancements, tailored to your particular environment. It’s about making small, simple, consistent improvements that build over time. Imagine the sort of progress we might see in personal fulfillment — as well as business innovation — if most organizations lived by these standards:

1) Practice Thankfulness the Smart Way  Employees may be motivated by many different things, but all crave recognition and praise.

2) Introduce Exercise for Fewer Sick Days and a Healthier State of Mind  Physical activity has long been known as a stress-reducer, and companies who include fitness and exercise as a part of their corporate perks generally register higher when it comes to work/life balance satisfaction.

3) Embrace Creativity  When employees are allowed and encouraged to share their thoughts, business processes can become better streamlined, new products can emerge, and communication can improve.

4) Make Use of Mentoring  Workers who feel like their company invests in their development and cares about their progress usually are more productive. They’re also more likely to remain than those who feel like just another cog in the wheel. A small effort to build knowledge-sharing connections can go a long way.

5) Engage a Happiness Trainer  Happiness trainers draw on psychological research and ancient traditions to teach inner peace, gratitude, kindness and resiliency in the face of adversity — of which there is plenty in today’s workplace.

Has your company tried any of these suggestions? What might work best in your environment, and why? For more ideas from this week’s #TChat interactions, see the resource links and Storify highlights below. This is clearly a topic we’ve only begun to explore, so let’s keep the conversation going. Share your ideas in the comments below, or post in the #TChat stream. In our world of work, everyone is welcome, all the time!

#TChat Week-In-Review: Daylight In The Dark Side Of Talent

SUN 9/29:

JohnSumser

Watch the preview hangout with John Sumser

#TChat Preview: TalentCulture Community Manager Tim McDonald framed the topic in a post and a brief video interview with guest, John Sumser. Read the #TChat Preview: “Finding Daylight In The Dark Side Of Talent.”

MON 9/30:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro outlined 5 issues for business leaders should be more open and authentic to achieve better business performance. Read: “5 Ways To Keep It Real At Work.”

WED 10/2:

TChatRadio_logo_020813

Listen now to the #TChat Radio Show

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman sat down with John Sumser and William Tincup for an unstructured discussion about norms and biases that keep organizations from making the most of employees who are struggling personally. Listen to the radio recording now

#TChat Twitter: Immediately following the radio show, hundreds of community members gathered around the #TChat Twitter stream for an open-ended conversation about these issues. As you can imagine, the topic sparked a broad range of opinions, questions and ideas. For highlights from the event, see the Storify slideshow below:

#TChat Highlights: Engaging The Dark Side Of Workplace Effectiveness

[javascript src=”//storify.com/TalentCulture/tchat-insights-engaging-the-dark-side-of-workplac.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to William Tincup and John Sumser for shining a #TChat light on this topic. We look forward to continuing to explore this topic in more depth along with you in the future!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about how to organizations can be more effective at accepting and empowering employees as “whole” humans? We’d love to hear 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 is a very special week for the HR community, and for #TChat Events, too! If you’re attending the HR Technology Conference in Las Vegas, join us for a LIVE #TChat Roundtable, as a panel of experts gathers to take on employee engagement!

And next Wednesday we won’t host a radio show — but we will be hitting the #TChat Twitter stream for a lively chat about Age Discrimination in Today’s Workplace, along with Steve Levy and Heather Bussing. Watch for details here in the coming days.

Until then, we’ll see you on the stream!

Image Credit: Pixabay

It’s All Good: Employees Are People Too #TChat Recap

“Positive anything is better than negative nothing.”
–Elbert Hubbard

This week, the TalentCulture community pushed some buttons — as well as some boundaries — by exploring a topic that is seldom addressed openly in the world of work.

In some ways, we all struggle personally. And some of us struggle more than others. But what does that mean for our professional abilities? And why don’t organizations work more proactively to leverage the strength that can flow from our human weakness?

Celebrating The Fully Human Side Of Business

Knowing how tricky it is to navigate these mostly uncharted waters, we asked two of the HR community’s most respected thought leaders to guide us through this week’s #TChat events:

John Sumser, editor-in-chief of HR Examiner.
William Tincup, CEO of HR consultancy, Tincup & Co.

John challenged us with a compelling premise:

“All of the stuff that traditional organizations consider taboo — what if you bring it into the workplace, and figure out how to turn it into creative assets?”

William offered a business case that supports John’s premise. He noted that the process of talent acquisition is designed to eliminate outliers, in favor of a more homogenous workforce. This may make onboarding and talent management easier — but at what cost? If everyone feels obliged to conform for the sake of getting and keeping a job, are we sacrificing the diversity needed to drive world-class innovation?

Obviously, there are no simple answers — but these ideas certainly were conversation starters! After the radio show, the #TChat Twitter stream was blazing with ideas about workplace transparency, professional authenticity, and how to bring our whole selves to work.

(Editor’s Note: For highlights from this week’s discussions, see the resource links and Storify slideshow at the end of this post.)

Starting Small: Accentuate The Positive?

I realize that this week has been devoted to issues that are often repressed or rejected because they’re perceived as “negative.” But does positivity have a place in this discussion? How can leaders introduce constructive changes to create a more supportive culture for everyone? What would you do?

Alexa Thompson, a writer interested in workplace transformation, suggests these 5 ways to apply “positive psychology” principles. The goal isn’t to roll out sweeping corporate initiatives, but to initiate incremental enhancements, tailored to your particular environment. It’s about making small, simple, consistent improvements that build over time. Imagine the sort of progress we might see in personal fulfillment — as well as business innovation — if most organizations lived by these standards:

1) Practice Thankfulness the Smart Way  Employees may be motivated by many different things, but all crave recognition and praise.

2) Introduce Exercise for Fewer Sick Days and a Healthier State of Mind  Physical activity has long been known as a stress-reducer, and companies who include fitness and exercise as a part of their corporate perks generally register higher when it comes to work/life balance satisfaction.

3) Embrace Creativity  When employees are allowed and encouraged to share their thoughts, business processes can become better streamlined, new products can emerge, and communication can improve.

4) Make Use of Mentoring  Workers who feel like their company invests in their development and cares about their progress usually are more productive. They’re also more likely to remain than those who feel like just another cog in the wheel. A small effort to build knowledge-sharing connections can go a long way.

5) Engage a Happiness Trainer  Happiness trainers draw on psychological research and ancient traditions to teach inner peace, gratitude, kindness and resiliency in the face of adversity — of which there is plenty in today’s workplace.

Has your company tried any of these suggestions? What might work best in your environment, and why? For more ideas from this week’s #TChat interactions, see the resource links and Storify highlights below. This is clearly a topic we’ve only begun to explore, so let’s keep the conversation going. Share your ideas in the comments below, or post in the #TChat stream. In our world of work, everyone is welcome, all the time!

#TChat Week-In-Review: Daylight In The Dark Side Of Talent

SUN 9/29:

JohnSumser

Watch the preview hangout with John Sumser

#TChat Preview: TalentCulture Community Manager Tim McDonald framed the topic in a post and a brief video interview with guest, John Sumser. Read the #TChat Preview: “Finding Daylight In The Dark Side Of Talent.”

MON 9/30:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro outlined 5 issues for business leaders should be more open and authentic to achieve better business performance. Read: “5 Ways To Keep It Real At Work.”

WED 10/2:

TChatRadio_logo_020813

Listen now to the #TChat Radio Show

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman sat down with John Sumser and William Tincup for an unstructured discussion about norms and biases that keep organizations from making the most of employees who are struggling personally. Listen to the radio recording now

#TChat Twitter: Immediately following the radio show, hundreds of community members gathered around the #TChat Twitter stream for an open-ended conversation about these issues. As you can imagine, the topic sparked a broad range of opinions, questions and ideas. For highlights from the event, see the Storify slideshow below:

#TChat Highlights: Engaging The Dark Side Of Workplace Effectiveness

[javascript src=”//storify.com/TalentCulture/tchat-insights-engaging-the-dark-side-of-workplac.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to William Tincup and John Sumser for shining a #TChat light on this topic. We look forward to continuing to explore this topic in more depth along with you in the future!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about how to organizations can be more effective at accepting and empowering employees as “whole” humans? We’d love to hear 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 is a very special week for the HR community, and for #TChat Events, too! If you’re attending the HR Technology Conference in Las Vegas, join us for a LIVE #TChat Roundtable, as a panel of experts gathers to take on employee engagement!

And next Wednesday we won’t host a radio show — but we will be hitting the #TChat Twitter stream for a lively chat about Age Discrimination in Today’s Workplace, along with Steve Levy and Heather Bussing. Watch for details here in the coming days.

Until then, we’ll see you on the stream!

Image Credit: Pixabay

Experts On Engagement: #TChat Goes LIVE in Las Vegas!

(Editor’s Note: Looking for a recap of this live #TChat event? Read “Engagement as Energy: #TChat Lessons From #HRTechConf“.)

Employee engagement has become HR’s holy grail. Organizations are striving to strengthen engagement through every aspect of the talent lifecycle — from recruiting and onboarding, to continuous development and performance management. Why? HR leaders know that emotionally connected individuals simply perform better, day to day. In turn, this increases productivity, improves performance, reduces attrition and boosts overall business results.

Connecting The Engagement Dots

HR Technology Conference LogoWe’ve all heard Gallup’s bad news about the stagnant state of workforce engagement. But there’s good news on the horizon, too. CEOs and corporate boards are now taking aim and launching initiatives to turn these trends around. In fact, according to Conference Board research, CEOs say “increasing employee engagement” is their number one strategic priority for operational excellence.

So, How Do We Get “There” From “Here”?

In true #TChat style, we believe that better solutions come from the wisdom of the crowd. And what better place to share ideas than the HR Technology Conference?

HRTechMontage (2)That’s why TalentCulture co-founders Meghan M. Biro and Kevin W. Grossman have gathered a panel of today’s smartest HR executives, analysts and industry influencers to look closer at factors that make engagement work. And we’re saving you a front-row seat!

You don’t want to miss this LIVE #TChat roundtable in Las Vegas! We’re even serving-up refreshments to keep the conversation flowing. So save the date, and join some of the best minds in business, HR and technology for a very special event:

Join The Conversation When #TChat Goes Live In Las Vegas!

WHEN: Monday, October 7th, 2:30-3:15pm PT (5:30-6:15pmET)
WHERE: Peoplefluent booth #1201 (And on the #TChat Twitter backchannel)

Meet Our LIVE #TChat Panel Of Experts

•  Steve Melamed, Senior Director, HR Organizational Effectiveness & Operations, Avaya

•  Mark Berry, VP, People Insights, ConAgra Foods

•  Tony Loyd, VP, Organization & Team Effectiveness, Buffalo Wild Wings

•  Jessica Miller-Merrell, SPHR, Author & CEO of Xceptional HR

•  Marcia Conner, Collaborative Learning Thought Leader, Author. Principal, SensifyGroup

This a must-see event for anyone attending the HR Technology Conference and Exposition. So join us in booth #1201 for a lively and insightful conversation with some of the best talent-minded visionaries in business today!

Image Credit: Pixabay

Finding Daylight In The Dark Side Of Talent #TChat Preview

(Editorial Note: Are you looking for a full review of the week’s #TChat events and resources? Read the #TChat Recap: “It’s All Good: Employees Are People Too.”)

Positivity in the workplace. It may sound like a worthy goal, but what does it really mean for business? Is it a “secret sauce” that leads to employee engagement and effectiveness? Or is it overrated as a path to peak performance?

Humans At Work: Good, Bad And Ugly

No one is perpetually happy and upbeat. We all have a dark side — the never-ready-for-primetime part of our persona that doesn’t fit ideal workplace expectations. But when we’re less than 100%, how can we still bring our best selves to work? And if we’re not fully engaged, how long can we expect to sustain great results?

Imagine if the key to unleashing workforce potential started with celebrating each of us as we truly are — including characteristics that may be considered counterproductive. What if we felt free to express emotions like anger, fear, depression and grief in the workplace? Could that kind of authenticity lead to better performance?

Let’s Talk About Talent — The “Total Package”

This week at #TChat events, we’re talking about the consequences of “bringing your whole self to work” — for better or worse. Leading the way as our guests are two of the HR community’s best-known and admired commentators:

John Sumser, founder and editor-in-chief of HR Examiner. John is also an HR industry analyst who serves as principal at Two Color Hat.

William Tincup, CEO of HR consultancy, Tincup & Co. William is recognized as a leading thinker and advisor on HR technology adoption and social media use in HR.

I had a chance to sit down briefly with John, as he explained the importance and sensitivity surrounding this topic. Watch the G+ Hangout now, and I’m sure it will strike a chord, no matter what your role or history may be in the world of work:

This week’s #TChat promises to be an eye-opening discussion for talent-minded professionals everywhere. So please join us, and bring your ideas, questions, examples and concerns!

#TChat Events: Exploring The Dark Side of Workplace Effectiveness

#TChat Radio — Wed, Oct 2 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 William Tincup and John Sumser, about why and how to embrace employees as complete, unique personalities. Follow the action online, and dial-in LIVE with your feedback and questions!

#TChat Twitter — Wed, Oct 2 7pmET / 4pmPT

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

Q1: Why are positive workplaces so hard to maintain? Should we keep pushing?
Q2: How can we bring our “whole selves” to work, even if we don’t feel whole?
Q3: Can business leaders develop stronger organizations by letting go of control?
Q4: If culture is the software of business, where does transparency fit in?
Q5: What technologies help business transform emotional power into insight and results?

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!

Image Credit: Stuart Pilbrow via Flickr

5 Social Skills Business Leaders Must Master

(Editor’s Note: This week, TalentCulture founder, Meghan M. Biro is speaking at the Peoplefluent WISDOM2013 Conference about a topic that is central to the world of work: “Leadership, Workplace Culture and Brand Influence.” In the spirit of her presentation, we’re sharing one of many articles Meghan has written about this topic. We hope it’s the next-best thing to being there!)

Recently, I consulted with a software company as it navigated through a treacherous sea change — the upheaval of its organizational culture. This shift was triggered when my client hired a Chief Technology Officer from another company – not exactly a competitor, but a company in an adjacent market space. However, technology market spaces aren’t entirely independent — and in this case, the overlap only added fuel to an already volatile clash of personalities. Needless to say, the change wasn’t graceful or happy. In fact, it was a nasty, stressful process. And for those of us who mopped up the mess, it was a sobering wake-up call.

Faceoff: Old Workplace Culture Meets New

The previous workplace culture was cut-throat and intensely political. However, the workforce knew and accepted those rules. The organization had been socialized.

When the new CTO arrived, he imposed his own culture – one that obscured motives and withheld explicit information from employees. Suddenly without warning, people were receiving email messages saying that their jobs had changed and their staffs had been reassigned. Plans and strategies were were not discussed. Details were not communicated. Nothing was socialized.

The company quickly began hemorrhaging top talent, much to the dismay of its puzzled CEO. This exodus was good news for industry recruiters (fresh job vacancies to fill), but it was clearly a bad scene for the company and its employer brand. Even worse, a few former employees started blogging about the drama. The message wasn’t pretty, and in today’s socially hyper-connected world, word traveled fast. That made recruiting high-caliber talent a far more challenging task. Even today, recovery remains a long, rough road.

Social Connection: The Missing Link

Of course, none of this had to happen. What could have prevented the chaos? In my opinion, if the organization’s senior executives had been socially adept, I would be telling an entirely different story. Perhaps to some people it sounds insignificant, but social leadership can make all the difference.

Socially savvy, engaged leaders share a set of skills that help protect their organizations from the havoc of sudden, devastating change. Don’t get me wrong. I recognize that change can be healthy — and often it’s necessary. But successful large-scale cultural change requires finesse and an understanding of the “human side” of business.

In this case, the company hired an outsider to change its technical direction. That part is normal and appropriate. But the CEO didn’t anticipate the painful change in culture that would follow, or the subsequent loss of valued employees. It’s not because the CEO is weak, but because he lacked critical social skills.

In my practice, I work with lots of leaders seeking to expand their teams and make their workplace culture attractive for both potential new employees and current ones. Some clients are very socially aware and engaged. Some are socially tone-deaf and isolated from what’s happening both within the walls of their own companies, and across the broader business landscape. Both types of leaders can be successful to a point – the point where trust, loyalty, values and expectations affect financial performance and company growth.

Being a socially engaged leader is not an innate skill. However, it’s increasingly necessary in today’s networked business environment, as today’s multi-generational workforce puts more strain on corporate cultures to “open up” communication, and social media creates direct channels that reveal what it’s really like to work at various companies.

No doubt about it — today’s brave new connected world of work requires brave new social leadership. Here are 5 must-have social skills that every business leader should develop:

5 Skills To Master As A Social Leader

1) Recognize non-verbal cues. A skilled social leader does not rely on only one form of communication, but is informed by all – verbal, written, non-verbal, viral and so on. Being sensitive to non-verbal cues is difficult because much of today’s communication is digital. However, to effectively interpret non-verbal cues in face-to-face interactions, you must be able to recognize how your personal perception filters input. You don’t have to be a paragon of mental health, but you do need to shut-off the noise in your head long enough to read other people and understand what’s going on with them.

2) Interact regularly. You don’t have to know everyone’s name or how many kids they have. However, you do need to be aware of how employees, peers, partners and customers are thinking, feeling and reacting. This means you must engage others proactively — even through digital forms of communication. How can you expect your organization to be cohesive internally, or build a coherent brand externally, unless everyone shows up to “represent”? You don’t need to tweet or send email round-the-clock, but you must be comfortable connecting in person and on social channels. By reaching out early and often, you’ll learn valuable insights that you’d never anticipate otherwise.

3) Openly discuss your values and purpose. People join companies for many reasons, but what’s more interesting is why they stay. They stay because they feel a sense of shared values, purpose, mission and vision. If you’re a leader and you don’t regularly reinforce the company’s value and purpose, be prepared to do a lot of remedial recruiting when you lose more talent than you’d like.

4) Encourage a community presence. Like it or not, social media is vital in the world of work. Paternalistic managers and top-down leaders sometimes have trouble with this skill, but it’s no longer an option. Companies don’t function in a bubble. They move in a social sphere, where business reputation and results can be shaped by online communities – even when they’re not your customers. Are you blogging on behalf of your company brand? Is anyone in your organization tweeting, blogging or developing a virtual community? Is that even encouraged?

5) Demonstrate authentic interest in your employees and others. You can learn some skills and fake others, but it’s tough to fake sincerity. Some might argue that this is a personality attribute, not a skill. But for me, sincerity makes the difference between a leader and a task manager. If you’re not sincere, you’ll do things that might make business sense, but eventually they’ll backfire. Think of the company snapshot at the start of this post. The CEO thought it made sense to hire new senior technology talent. But because neither he nor the CTO valued sincerity or honest communication, the company is paying a heavy price.

Social engagement is not a management overlay on a toxic culture. It’s not a Band-Aid, a work-around or a cure-all. It’s a way of thinking about business, and doing business. It’s about operating with awareness and engagement — using the power of social networks to demonstrate your brand promise in today’s dynamic marketplace. It’s how the world works. It’s how you need to work. So make your move. Your company’s future depends on it.

(Editor’s Note: Meghan M. Biro is an active contributor to Forbes.com. This article is adapted from Meghan’s Forbes.com blog, with permission.)

(Image Credit: Pixabay)

Want To Build A Business? Lead With Trust

If you could define business success, what would it look like to you? Would you focus on market share? Growth rate? Revenue? Profitability? Or something else?

At young companies, conversations tend to revolve around how to raise seed funding, where to invest capital, and how to compensate key contributors. Often, it seems that our perception of business success (or failure) largely revolves around money.

While it is true that a well-run company requires appropriate funding and sound financial management, I would argue that there is something even more vital to the sustained growth of any venture. It’s not something you can buy or sell — nor does it come prepackaged on a shelf.

I’m talking about trust.

Broken Trust: Good Examples Of Bad Behavior

From the Enron debacle to the Madoff scandal, stories of insider trading and fraud have captured headlines far too frequently. Our nation is losing faith in corporate leaders, and there’s a growing demand for corporate accountability and transparency.

The only way to turn this around is for those at the top to take responsibility and lead by example. We must create open, transparent cultures that promote accountability, integrity and honesty.

The truth of the matter is that employees need to know what’s going on in order to feel connected with their work and perform at their highest level. Staff concerns about the stability and the health of the company are a distraction that can erode trust, inhibit productivity and have a negative impact on the bottom line.

Creating an environment of trust goes far beyond releasing quarterly reports. It requires a daily commitment to transparency that’s infused into all aspects of business operations, and reaches all levels of the organizational chart. Most importantly, it requires team coaching and open communication across all functions, with management that listens and responds to constructive criticism.

Trust Is The Cornerstone Of Culture

Leadership legend, Stephen M. R. Covey said:

“High trust is a dividend; when it goes up you’ll find that everything happens faster and cost goes down. It’s that predictable.”

Although trust can take a long time to build, once we have achieved a state of trust, we often take it for granted. But the fact of the matter is that trust is at the core of the daily work activities that collectively make up company culture. As Deborah Mills-Scofield explains in the Harvard Business Review:

“Trust trumps everything. And everything flows from trust — learning, credibility, accountability, a sense of purpose and a mission that makes ‘work’ bigger than oneself.”

When it comes to trust, the whole is bigger than the sum of its parts. For example, many startups have created cultures based around staff perks like a ‘no vacation policy’ vacation policy, providing employees with top-of-the line equipment, offering flexible hours, and letting staff work from home. While benefits like these may attract and retain top talent, there’s also a higher mission. Companies that offer these unique self-directed work options are sending employees a message that says, ‘I trust you, and I trust your judgment in using these privileges.”

Earlier this year, HubSpot released its long-awaited Culture Code – a presentation that summarizes the organization’s nine core beliefs. The document is remarkable because it emphasizes that trust is at the center of Hubspot’s organization. Rather than creating binders full of company policies, HubSpot has created a simple three-word policy for nearly everything: use. good. judgment. From social media activity, to travel expenses, to sick days, HubSpot understands that a healthy company starts with trust.

The Trust/Time Ratio

Of course, trust is a two-way street. Not only is it essential for employees to trust management, but leaders must trust their teams, and feel confident in their ability to move the company forward.

As Stephen M.R. Covey explains in his book, The Speed of Trust, trust is the great liberator of time and resources. It’s also an essential condition for growth. He notes that “when trust goes up, speed will also go up and cost will go down,” and that “when trust goes down, speed will go down and costs will go up.” Therefore, he concludes that the speed at which you can grow a business is directly proportionate to the time that you invest in creating trusting relationships.

Leading By Letting Go

One of the most important lessons I learned as a CEO was the importance of trusting your team. As the leader of any organization, large or small, your primary job is to communicate the vision; give your people the information, tools and resources to move toward it; and then get out of the way. This frees your staff to be as productive as possible, while allowing you to focus on your responsibility to drive the company forward, strategically.

The truth is plain and simple: if you’re a leader who wants to grow a company, you must have faith in your staff to get the job done – without you hovering around their desks. It is impossible to innovate while being bogged down in the daily minutia of your company. Trust allows you to remove yourself from the details and create necessary space to focus on long-term growth.

Trust is a natural human instinct, yet we tend to over-complicate it when we try to apply it to the business world. The best way to create a culture of trust is to begin by being open and honest with ourselves and those around us. By committing to being transparent in all our interactions, we will gradually create a culture of trust around us. And as trust grows, we should expect to see business results follow.

How do create and sustain trust within your organization? What results do you see?

(Editor’s 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. Learn more...)

Image Credit: Pixabay

Game On! Playing To Business Strengths #TChat Recap

This week, the TalentCulture community took a fascinating look at gamification in the workplace. And in my opinion, everyone earned badges and gold stars, as we shared collective knowledge at #TChat events.

Our two expert guests are masters at explaining the connection between business gamification and big data. These smart senior executives brought key concepts to life with practical ideas and real-world examples:

Guy Halfteck, Founder and CEO of Knack, a company that integrates games into the hiring process to help companies define desired talent characteristics and improve recruiting outcomes.

Mark Howorth, COO at Panavision, who previously served as Partner and Sr. Director of Global Recruiting at Bain & Company. He has seen the power of gamification at work, as three of his #TChat Twitter comments revealed:

(Editor’s Note: For full highlights from the #TChat Twitter event, see the Storify slideshow at the end of this post)

Gamification: What’s In A Name?

“Gamification” is a controversial term, but the concept it simple. It’s about employing game theory and mechanics in business environments to drive problem solving, boost workforce and customer engagement, capture better organizational insights, accelerate responsiveness, improve learning and increase ROI. Last year, Gartner predicted that by 2015, more than 50% of organizations that manage innovation processes will integrate gamification.

Gartner identified four ways that gamification drives engagement:

• Accelerated feedback cycles. In the real world, feedback loops are slow (annual performance appraisals) with long periods between milestones. Gamification increases the velocity of feedback loops to maintain engagement.

• Clear goals and rules of play. In the real world, where goals are fuzzy and rules selectively applied, gamification provides clear goals and well-defined rules of play to ensure players feel empowered to achieve.

• A compelling narrative. While real-world activities are rarely compelling, gamification builds a narrative that engages players to participate.

• Tasks that are challenging but achievable. While there is no shortage of challenges in the real world, they tend to be large and long-term. Gamification provides many short-term, achievable goals to sustain engagement.

Gamification: What Makes It Tick?

Gamification is serious business. As Accenture explained in a detailed report early this year, companies are striving to understand what makes games so appealing (a shared sense of purpose, challenge and reward). They are decoding gaming mechanisms (personalization, rankings and leaderboards), and applying these mechanics in imaginative ways across business functions. Accenture identified seven essential elements:

Status: Because gamers are motivated by recognition of others in their social circles, game-based business solutions must make it possible to enhance players’ reputations.

Milestones: Levels are everything in gaming, and enabling participants to perceive progress through incremental accomplishments is vital to sustaining interest.

Competition: This is a major motivator that maintains engagement.

Rankings: Visually displaying progress and rankings help participants benchmark their performance to their own goals and others’ performance. Rankings tap into natural human competitiveness, and motivate participants to continue, so they can improve their position.

Social connectedness: Successful gamification initiatives create a strong sense of community.

Immersion reality: With visually rich graphics and animation, digital environments can help immerse participants in their virtual reality.

Personalization: The ability to customize promotes a sense of control and ownership.

In their book, “For The Win: How Gamification Can Transform Your Business,” Wharton professor and gamification expert, Kevin Werbach and New York Law School professor Dan Hunter, take a deep dive into gamification.

In this informative video, they explain how gamification helps people “find the fun in the things you have to do.” They make it easy to understand gamification, with examples of successful companies that are applying these techniques, and advice to help organizations avoid common pitfalls. We hope you find this, along with the collected resource links and #TChat Twitter highlights slideshow below a helpful resource for game-based initiatives in which you may be involved!

#TChat Week-In-Review: Games + Big Data + Talent Management = Trifecta!

SUN 9/15:

GuyHalfteck

Watch the Hangout now

#TChat Preview: TalentCulture Community Manager Tim McDonald framed the topic in a post that featured a brief G+ Hangout videos with Guy Halfteck. Read the Preview:
“Games and Data and Talent — Oh My!”

MON 9/16:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro outlined 5 compelling reasons for businesses to integrate gaming into workflows, learning and management processes. Read: “5 Ways Leaders Win At Gamification Technology.”

WED 9/18:

TChatRadio_logo_020813

Listen to the #TChat Radio show now

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Guy Halfteck and Mark Howorth about how games are emerging as a highly effective, reliable way to select, recruit and retain employees. Listen to the radio show recording now!

#TChat Twitter: Immediately following the radio show, I joined Guy, Mark, Meghan, Kevin on the #TChat Twitter stream for a dynamic and enlightening discussion with the entire TalentCulture community. For highlights from the conversation, check the Storify slideshow below:

#TChat Highlights: Games People Play: Ultimate Way To Measure Talent?

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Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Guy Halfteck and Mark Howorth for adding your voices to this week’s discussion. Your insights and passion for the business benefits of gaming strategies have captivated us all.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about gamification? 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 — Transparency vs. Privacy in the Workplace with HR/Employment lawyer, Mary E. Wright. So save the date (September 18) 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: Graeme Lawton via Flickr

Intrapreneurs: Creating Value From Within #TChat Recap

How can a culture of intrapreneurship help companies retain top talent, while serving customers more effectively? That was the focus of our community conversation at last week’s #TChat forums. We understand that the concept of intrapreneurship is new to some of our participants. So, let’s first look at its history and meaning, before we summarize the week’s events.

Innovation With Infrastructure

The term “intrapreneur” first appeared in a 1978 article written by organizational design experts, Gifford & Elizabeth Pinchot. A recent FastCompany article defines intrapreneurs as people who work within existing organizations to accelerate change, while simultaneously creating business value.

In another FastCompany article, Hilton Worldwide VP Jennifer Silberman takes a more expansive view, noting that intrapreneurs are integral to corporate responsibility initiatives. She says, “the intrapreneurial mindset helps drive innovation and uncover opportunities within the challenges of operating in a changing world.”

David Armano, EVP, Global Innovation & Integration at Edelman, describes intrapreneurs as people who have entrepreneurial DNA, but choose to align their talents with a large organization, rather than creating one from scratch. Of course, successful intrapreneurs are valuable employees, because they’re a source of sustainable competitive advantage.

More and more companies are leveraging intraprenuerial talent by establishing initiatives and cross-functional teams to design and launch new products, services and systems. Project leads are given autonomy and resources to generate and develop concepts. In return, they “own” their endeavor’s success or failure.

According to Douglas Brown of Post University, an intrapreneurial role can lead to greater job satisfaction, because individuals are able to perform in a leadership capacity, exercise creativity, build credibility, and make a meaningful impact on the business — all within a reasonably safe environment.

Fueling The Intrapreneurial Fire

GoGiver

Learn more about The Go-Giver

So, how can organizations nurture an intrapreneurial spirit in employees? And how can each of us tap into our “inner entrepreneur” to create business value?

Helping us explore those questions was the week’s special guest, business author and commentator, Bob Burg. Bob is widely recognized for his ability to bring complex concepts to life in ways that are entertaining and easy to understand. In this case, Bob asked us to consider behaviors that distinguish “go-getters,” “go-takers” and “go-givers.”

Go-getters are people who take action. Go-takers also take action, but feel entitled to receive without offering value in return. Meanwhile, go-givers focus on actions that continuously add value to others’ lives. Bob’s book, “The Go-Giver” outlines 5 powerful principles that contribute to success:

• The Law of Value – Your true worth is determined by how much more you give in value than you take in payment
• The Law of Compensation – Your income is determined by how many people you serve and how well you serve them
• The Law of Influence – Your influence is determined by how abundantly you place other people’s interests first
• The Law of Authenticity – The most valuable gift you have to offer is yourself
• The Law of Receptivity – The key to effective giving is to stay open to receiving

This lighthearted video reveals more about the 5 “Go-Giver” laws:

Celebrating “Go-Giver” Intrapreneurs

In a recent Huffington Post article, Wharton professor Adam Grant emphasized the importance of Recognizing Go-Givers. This is just one way companies could build a culture that supports creative contributions. Our #TChat Twitter participants offered hundreds of other suggestions. (For highlights from the conversation, see the Storify slideshow below.)

Thanks to everyone in the TalentCulture community who shared opinions and ideas at this week’s #TChat events. We invite you to review the resources below, and continue this discussion about innovation from within!

#TChat Week-In-Review: Entrepreneurs In Your Organization

SAT 8/24:

Bob_Burg_TChat Preview

Watch the #TChat “sneak peek” video now

#TChat Preview: TalentCulture Community Manager Tim McDonald the framed the week’s topics in a preview post, featuring a “sneak peek” video with guest Bob Burg. Read: “Corporate Entrepreneurs: Best Of Both Worlds?”

SUN 8/25:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro challenged business leaders to rethink the ways they engage with their most creative employees. Read: “5 Ways To Unleash The Power Of Your People.”

MON 8/26:

Related Post: Hans Balmaekers, Founder of intrapreneurial incubator sa.am, offered relevant advice to young professionals who are looking for entrepreneurial opportunities. Read: “Want To Be Your Own Boss? Try This First.”

WED 8/28:

TChatRadio_logo_020813

Listen to the #TChat Radio show now

#TChat Radio: In a thought-provoking warm-up to our community Twitter conversation, Bob Burg spoke with radio hosts, Meghan M. Biro and Kevin W. Grossman about how intrapreneurs fit in today’s workplace, and how organizations can create an environment that supports those endeavors. Listen now to the radio show recording.

#TChat Twitter: Immediately following the radio show, I moderated an open discussion with Bob and our entire community on the #TChat Twitter stream. For highlights from this dynamic session, watch the Storify slideshow below:

#TChat Highlights: Entrepreneurs In Your Organization

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Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Bob Burg for generously sharing your expertise about the importance of creating value in business and in life. Your practical wisdom is deeply relevant and helpful to all of us.

NOTE TO BLOGGERS: Did last week’s events prompt you to write about intrapreneurial values, behaviors and success? 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: This week, we leap into a jam-packed fall season for #TChat events, starting with the topic, “Recruiting IS Marketing” with David Bernstein and Chris Fields, It’s one week you don’t want to miss! So plan to join us, and check for more details here and on TalentCulture channels.

In the meantime, the World of Work conversation continues — even on Labor Day! 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 ideas and opinions are always welcome.

See you on the stream!

Image Credit: Stock.xchng

Want To Be Your Own Boss? Try This First

By Hans Balmaekers, Founder and Director, sa.am

Plan B: Entrepreneurship?

Many young professionals quickly discover that corporate life falls short of expectations. Do you relate? You probably feel you have more to offer than your job requires. You may even think you could outperform your manager. If so, you’re not alone.

It’s no secret that Millennials tend to score lowest in employee engagement. Many of us feel that, if only the economy weren’t so bad, we could have started our own companies by now and could proudly call ourselves entrepreneurs.

The great stories of leading self-made innovators like Elon Musk make it easy to see ourselves standing in their shoes, building companies and disrupting industries just as they did. And because corporate life can be so frustrating and unfulfilling, it seems attractive to completely jump ship and do our own thing.

Perhaps if you burned your bridges, you could soon be the next Steve Jobs, on stage, presenting the next big thing, with the world at your feet…

News Flash: Entrepreneurship Is No Ticket to Success

Ready for a wake-up call? The truth is that your dream isn’t likely to become a reality.

Most young-professionals-turned-entrepreneurs don’t even come close. They aren’t even entrepreneuring. They often do the same kind of work as before — but as consultants. (What else can they do with only a few years of experience?) These free agents chase clients, network like crazy, stick their toes in social media and market themselves, but they find themselves still unsatisfied and earning less than before. Has being brave ever felt less appealing?

Another Path

Maybe you shouldn’t leave and become an entrepreneur. Maybe there’s another way to use your talents and ideas and channel your frustrations about how your organization needs to change. Leaving is not your only option. Why not take a deep breath, stand up, rise above your desk and shout out, “Enough! I’m making changes around here!”

Sure, that might seem a bit theatrical. But be honest. Doesn’t that statement actually describe how you feel?

Start A Secret Intrapreneur Mission Now

If so, try a more subtle way to go about disrupting the status quo — start a secret mission to become an intrapreneur. That means you can use your entrepreneurial mindset and skills to create the job you love and generate better results for your company.

Read that again — a job you love that generates results for your company. Is that possible? Sure it is. Many have done it. Not all openly call themselves intrapreneurs, but the population of these inspiring and talented people is growing. They are changing their companies’ cultures from within, and launching hugely successful products. Think of companies like 3M, Sony, Vodafone, Dell and Google, just to name a few. Intrapreneurs are absolutely essential to these organizations. Most of them started their careers at the same point as you. They experienced the same frustrations as you. And just like you, they knew change was needed.

They had similar ideas and the same urgency to challenge the status quo and figure out how to get things moving. But instead of walking away from those challenges and leaving their employers, they decided to drive the change they envisioned.

Being a change-maker takes passion, persistence, patience and resilience. It’s not the easy road. And it’s not how our generation was raised. We’ve been told that the choice is always ours, that we can have whatever we want, and that participation is optional.

GenY operates with the mantra, “If we don’t like it, we don’t do it.” If you don’t like your job, it might seem easier to quit, but that will not necessarily help. You may still end up feeling unfulfilled, with no stage and no audience (plus a lower salary, or none at all).

Isn’t it more exciting and rewarding to show colleagues, managers and senior executives that we Millennials can fulfill our promise of being innovators, connectors, change-makers and leaders?

The next time you envision yourself as Steve Jobs, picture yourself on the same stage announcing the same breakthrough innovation — but wearing a shirt with your current company’s logo. A successful and happy intrapreneur. Doesn’t that feel more fulfilling than endlessly chasing gigs? You still get your monthly salary, and if you do it right, you’ll grow your income faster than you would as an entrepreneur.

Still Not Into Intrapreneuring? Consider This

Like many GenY workers, you may feel inspired to play your part in changing the world for the better. Multinational corporations and other big organizations play a major role in change-making, believe it or not.

You can take a shorter shower to save water, but compared to the consumption of big industrial corporations, it’s a droplet. You can talk for hours about the financial crisis, but as long as big banks and institutions don’t change the way they operate, will it ever be solved? Transforming education is a must, but if there’s no work for hundreds of millions of young people, why care?

Multinational corporations and big organizations are crucial in changing the world for the better. And the only way to make them frontrunners in that process, rather than followers, is for next-generation employees to drive change from within.

What’s Stopping You?

Ready to apply yourself to the ideas that will help you become an intrapreneur, rather than an entrepreneur? The best way to start is by learning how to perform better at your current job and in less time. Your time can be better spent investing in interesting side projects, engaging in more strategic relationships, and building your reputation.

Are you in?

Hans-Balmaekers-founder-sa.am_-001(Author Profile: Hans 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. This month, sa.am is launching an online intrapreneurship course to prepare aspiring and new intrapreneurs for success. Connect with Hans on Twitter, or on LinkedIn.)

(Editor’s Note: This post was originally published by Brazen Life, a lifestyle and career blog for ambitious young professionals. Hosted by Brazen Careerist, the blog offers edgy and fun ideas for navigating the changing world of work. Be Brazen!)

Image Credit: Stock.xchng

Corporate Entrepreneurs: Best Of Both Worlds? #TChat Preview

(Editor’s Note: Want to see full highlights from this week’s events, including resource links? Read the #TChat Recap: “Intrepreneurs: Creating Value From Within.”)

Earlier this month, we kick-started a community conversation with Marcia Conner about ingenuity in our personal and professional lives — looking at how each of us can benefit by channeling our inner “McGyver.” More recently, we drilled down on the concept of disruptive innovation — how radically new ideas and technologies continue to create new business opportunities.

This week, we invite you to help us connect those two dots, as we explore what’s possible when organizations actively nurture an entrepreneurial culture. So-called “intrapreneurship” isn’t a novel idea. However, at a time when employee engagement seems stuck at low ebb, a dedicated effort to drive internal innovation can help retain top talent, and simultaneously create a competitive edge. But how?

To lead this conversation, we’re excited to welcome one of my favorite business authors and commentators, Bob Burg. Bob writes extensively and speaks enthusiastically about what it takes for organizations and individuals to leverage their strengths in today’s world of work.

For a glimpse of Bob’s view of intrapreneurship, watch this brief #TChat sneak-peek Hangout:

This week’s #TChat forums promise to be dynamic and informative. So bring your best ideas, questions and concerns — and let’s continue the conversation!

#TChat Events: Entrepreneurs Inside Your Organization

TChatRadio_logo_020813

Tune-in to the #TChat Radio show

#TChat Radio — Wed, Aug 28 at 6:30pmET / 3:30pmPT

Bob joins our hosts, Meghan M. Biro and Kevin W. Grossman to talk about how intrapreneurs fit in today’s workplace, and how organizations can create an environment that supports those endeavors. Listen LIVE and dial-in with your questions and feedback!

#TChat Twitter — Wed, Aug 28 at 7pmET / 4pmPT

Immediately following the radio show, Bob will join us on the #TChat Twitter stream, where Dr. Nancy Rubin will moderate an open discussion with the entire TalentCulture community. Anyone with a Twitter account is invited to participate, as we address these questions:

Q1: How can entrepreneurs find happiness in a corporate workplace culture?
Q2: What’s the difference between a “go-getter” and a “go-giver”?
Q3: How do companies attract, hire and retain “intrapreneurs”?
Q4: What can business leaders and HR gain from being intrapraneurs?
Q5: What technologies today enable intrapraneurship, and how?

Throughout the week, we’ll keep this 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!

Flexible Work And The Power of Choice #TChat Recap

Working “In The Zone”

Think for a moment about your ideal work scenario. Look beyond the substance of the work, itself. Instead, focus on structure, and flow, and surroundings. Think about the “how” and the “when” and the “where” that make it possible to perform well.

What does it feel like to operate in your most productive way? And how often do you actually achieve that level of focus and energy? Is something standing between you and your vision? If so, how could you or your employer close the gap?

Of course, each of us has a unique work/life narrative. And there are countless ways to create an effective fit between professional responsibilities and personal pursuits. But anything is possible, as long as we’re empowered to make choices that work for us and for those who need our talent.

Straight Ahead: No Boundaries

Did I just hear a chuckle from the cynical side of the house? Granted, I see blue sky in the forecast. But this week’s #TChat forums indicate that flexible options aren’t just an isolated phenomenon or a passing fancy. Instead, soon we should expect many more workers to find  flexibility within reach. Why? Consider these points:

1) The concept of work, itself, is being radically redefined — as Jason Fried, founder of the productivity application company, 37Signals, explained in this compelling TED Talk:

2) Employers are waking up and recognizing the business value of flexible work options. And, as many #TChat participants suggested, ROI can be measured in multiple ways. For example:

(For more thought-provoking tweets, see the #TChat highlights slideshow at the end of this post.)

3) Our expert guests are evidence that flexible options are gaining credibility and momentum. Both are leading the way in today’s work/life fit movement. They shared real-world perspectives about why these initiatives are gaining traction, along with tips to “make it work.”

Lisa Horn, Co-Leader of SHRM’s Workplace Flexibility Initiative and a SHRM Senior Government Relations Advisor;
Susan Lovegren, SVP of HR at Plantronics, a leading-edge technology company that offers “Smarter Working” choices.

(Hear details in the #TChat Radio show listed in the week’s resource list, below.)

4) The backlash has begun. You know a business practice is becoming legitimate when  nay-sayers appear at the gates. Ironically, just this week HR Executive Online reported on “next wave” research: “Non-Remote Workers Jealous of Telecommuters.” Why leave anyone behind? As our #TChat Radio guests explained, even when telecommuting isn’t practical, flexibility can come in other forms.

5) Key takeaway — change is a two-way street. Whatever is ahead in the realm of flexible work, it’s clear that change is needed on both sides of the employment contract. As this nested tweet suggests:

Thanks to everyone in the TalentCulture community who contributed opinions and ideas at this week’s #TChat events! We invite you to review highlights in the slideshow below, along with other related resources — and we look forward to expanding this conversation, as work/life blend issues continue to shape today’s workplace!

#TChat Week-In-Review: The Flexible World Of Work

SUN 8/18:

Forbes.com Post: To kickstart the conversation, TalentCulture CEO, Meghan M. Biro challenged business leaders to recognize the value of flexible work options. Read: “5 Reasons Why Workplace Flexibility Is a Smart Business Strategy.”

MON 8/19:

#TChat Preview: Our Community Manager, Tim McDonald, expanded on the week’s topic and events in his preview post: “Reworking The 9-to-5 Office Job.”

TUE 8/20:

Related Post: TalentCulture blog contributor, Heather Huhman, offered a snapshot of today’s flexible workforce trends with an infographic post: “5 Reasons To Hire Flexible Talent.”

WED 8/21:

TChatRadio_logo_020813

Listen now to the #TChat Radio show

#TChat Radio: In a highly informative warm-up to the Twitter conversation, Lisa and Susan joined our hosts, Meghan M. Biro and Kevin W. Grossman to discuss key issues and opportunities surrounding flexible work options, and how the concept translates into organizational life at Plantronics. Listen now to the radio show recording.

#TChat Twitter: Immediately following the radio show, our entire community gathered on the #TChat Twitter stream for an open discussion about work/life fit from many points of view. To see highlights, check out the Storify slideshow below:

#TChat Highlights: Workplace Flexibility As A Business Strategy

[javascript src=”//storify.com/TalentCulture/tchat-insights-workplace-flexibility-as-a-busines.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Lisa Horn  and Susan Lovegren for generously sharing insights about flexibility initiatives and work/life blend issues. You’ve opened our eyes to new aspects of this critical business trend.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about flexible work arrangements or work/life fit issues? 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, our “summer restart” series concludes, as author Bob Burg joins us to  look at entrepreneurial endeavors within corporate environments. So plan to join us, and check for details this weekend on TalentCulture social channels.

In the meantime, the World of Work conversation continues everyday. So join us on the #TChat Twitter stream, on our LinkedIn discussion group. or on other social channels. And feel free to explore our redesigned website. The lights are always on here at TalentCulture, and your ideas and opinions are always welcome.

See you on the stream!

Image Credit: Stock.xchng

Reworking The 9-to-5 Office Job #TChat Preview

(Editor’s Note: Are you looking for a full recap of this week’s #TChat events and resources? Read “Flexible Work And The Power Of Choice.“)

Old habits die hard. At least it seems that way, with the classic view that “real work” only happens in a 9-to-5 office setting.

The rise of global networks and mobile technology now makes it possible to move work outside of traditional time-and-space boundaries. But organizational support is essential to the success of any alternative work model. And corporate culture doesn’t always change easily.

Flexibility: Bigger Than A Benefit

Fortunately, this hurdle is no longer stopping progressive companies from offering flexible work options. And it’s making a measurable difference where a flexible environment is considered more than just an attractive employee benefit.

In short, the idea of customized work hours and locations is emerging as a highly effective business strategy. Contrary to old-school perceptions, flexwork has been shown to improve productivity. It also reduces operating costs (thanks to decreased absenteeism, turnover, real estate requirements, utilities and other expenses).

Furthermore, it can improve an organization’s ability to win and retain talent, and boost employee engagement. In this era of persistently poor engagement levels, that just might give your organization a much-needed competitive edge.

What Do Experts Say?

This week at #TChat Events, let’s talk about how employers and employees, alike, can make the most of work that is more broadly distributed across time and space. Two experts in flexible work options are joining us to share their insights:

•  Lisa Horn, Co-Leader of SHRM’s Workplace Flexibility Initiative and a SHRM Senior Government Relations Advisor;
•  Susan Lovegren, SVP of HR at Plantronics, a leading-edge technology company that recently launched a “Smarter Working” initiative.

This topic matters to all of us who care about the future of work. So bring your best ideas, questions and concerns to the conversation!

#TChat Events: Workplace Flexibility As A Business Strategy

TChatRadio_logo_020813

Tune-in to #TChat Radio

#TChat Radio — Wed, Aug 21 at 6:30pmET / 3:30pmPT

Lisa and Susan join our hosts, Meghan M. Biro and Kevin W. Grossman to discuss key issues and opportunities surrounding flexible work options. Listen LIVE and dial-in with your questions and feedback!

#TChat Twitter — Wed, Aug 21 at 7pmET / 4pmPT

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

Q1: Why is telecommuting still a “bad word” in the workplace?
Q2: What world of work factors are driving increased flexibility?
Q3: Why should business leaders make workplace flexibility a business strategy?
Q4: What is the true ROI of working from anywhere, anytime?
Q5: What technologies enable workplace flexibility? What’s still missing?

To kickstart the conversation, be sure to read Meghan M. Biro’s Forbes post, “5 Reasons Why Workplace Flexibility Is a Smart Business Strategy.” What are your thoughts about her commentary?

Throughout the week, we’ll keep this 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!

Image Credit: Stock.xchng

Quantum Change: Embracing Innovation #TChat Recap

Last night at #TChat forums, we came, we saw, and we disrupted. But this wasn’t random disruption. It was organized chaos — all in the name of knowledge sharing among talent-minded professionals. (For tweet-by-tweet highlights, see the Storify slideshow below.)

Business technology analyst Jim Lundy helped lead the TalentCulture community conversation this week, as we explored the most disruptive innovations on the horizon, and discussed their potential impact on the world of work.

As Jim explained in a blog post yesterday, innovation is at the heart of how we measure companies today. Organizations must have a robust approach to managing innovation. Although disruptive innovation is based on technology, its success actually depends upon how well people understand and apply it in real-world environments.

What Is Disruptive Innovation?

The concept of disruptive innovation was first coined by the soft-spoken Harvard professor Clayton Christensen in 1997. Think of it as technology that transforms a market or sector by introducing simplicity, convenience, accessibility and affordability where complexity and high cost are the norm. At first blush, a disruptive innovation may seem inconsequential or unattractive, but ultimately it can radically redefine whole industries or sectors.

In this brief video, Professor Christensen describes how he introduced the theory to former Intel CEO, Andy Grove:

The Value of Innovation: Big Dollars In Disruption

Disruptive Technologies_NewYorkTimes_McKinseyGlobalInstitute

See the disruptive innovation chart and article at the New York Times

What does all this mean, in terms of business benefits? A new McKinsey report examines the economic impact of 12 emerging disruptive technologies — led by the mobile Internet and knowledge work automation. As the New York Times illustrates, by 2025, these 12 technologies are expected to create a whopping $33 trillion a year in global business value.

Linking Disruption With Employee Engagement

Why and how can leaders encourage employee engagement via disruption? Recently, TalentCulture founder Meghan M. Biro examined this question, in response to a Gallup poll that indicates 70% of American workers are either actively or passively disengaged at work. Business collaboration and knowledge sharing tools can make a big difference in supporting connections and professional development that help employees feel empowered and appreciated.

In addition, talent strategist Gary Kastenbaum recommends that business leaders approach employee engagement with a disruptive mindset. He outlines three guiding principles:

  • Lesson 1: Corporate social responsibility programs and cause marketing are linked and drive employee engagement.
  • Lesson 2: Engaged employees are proud of your organization’s values and they are loyal to your company.
  • Lesson 3: Engaged employees are recruited, not created.

What do you think of this framework for “disruptive” engagement? How far into organizational process should “disruption” reach?

Big Issues — Big Ideas

This week’s events challenged each of us to take a fresh look at our personal and organizational attitudes, values and behaviors when it comes to technology and innovation. But we’ve only just begun to push the envelope! Thanks for contributing your thoughts and concerns — we look forward to hearing more from you on this topic. In case you missed any of the #TChat action, we invite you to review highlights in the slideshow below, along with other related resources.

#TChat Week-in-Review: Technology Disruption and Adoption

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Read the Preview Post now

SUN 8/11:

#TChat Preview: Our Community Manager, Tim McDonald, outlined the week’s topic in the preview post: Tech Disruption: Too Much Of A Good Thing?

MON 8/12:

Forbes.com Post: Several previous posts from TalentCulture CEO, Meghan M. Biro underscored technology advancements, and their implications for today’s workplace. Read:

•  “5 Trends Defining The World of Work and Leadership in 2013”
•  
“Your Employees Are Engaged: Really?”
•  “Employee Engagement: Every Leader’s Imperative”

WED 8/14

TChatRadio_logo_020813#TChat Radio: This was a fascinating warm-up before the main Twitter chat event! Our radio hosts Meghan M. Biro and Kevin W. Grossman talked with Jim Lundy about today’s hottest technology advancements, and their impact on business organizations. Listen now to the radio show recording.

#TChat Twitter: Immediately following the radio show, Jim joined the entire TalentCulture community on the #TChat Twitter stream for an open conversation about disruptive technologies in today’s workplace. If you missed the action, or want to review highlights, check out the Storify slideshow below:

#TChat Twitter Highlights: Technology Innovation: Disruption and Adoption

[javascript src=”//storify.com/TalentCulture/tchat-insights-workplace-innovation-how-to-fuse-d.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Jim Lundy for generously sharing insights about today’s most innovative workplace technologies. It’s exciting to peek into the future of work with experts like you!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about innovation, disruption and corporate culture? 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, our “summer restart” series continues, with a look into the strategic business value of workplace flexibility. So plan to join us, and check for details this weekend on TalentCulture social channels.

In the meantime, the World of Work conversation continues everyday. So join us on the #TChat Twitter stream, on our LinkedIn discussion group. or on other social channels. And feel free to explore our redesigned website. The lights are always on here at TalentCulture, and your ideas and opinions are always welcome.

See you on the stream!

Image Credit: Stock.xchng

 

Tech Disruption: Too Much Of A Good Thing? #TChat Preview

(Editor’s Note: Are you looking for a full review of week’s events, including resource links? See the #TChat Recap “Quantum Change: Embracing Innovation.”)

Innovation at the speed of business.

That sounds like a tagline for countless high-tech vendors, doesn’t it?

Once upon a time, it was a strategic call-to-action for organizations seeking competitive advantage in the digital age. But what does this catchphrase imply today, for a global workplace that’s more turbo-charged than ever?

Ready Or Not — Here Comes More Change

For better or worse, disruption has become part of our lives. Technology is advancing at a feverish pace, and a new wave of digitally-savvy workers is entering the workforce in droves. Yet at the same time, employee engagement seems to remain stuck almost in neutral. This apparent disconnect raises nagging questions about how effectively innovation really drives individual and business performance.

We Have Seen the Future, And It Is Us

Most of us agree that tools, alone, have little value. It’s what we do with them that matters. So, in a world where technology is continually disrupting our organizational workflows, what lies ahead, and how can we prepare more effectively? As the rate of innovation accelerates, can adoption actually keep pace? How can we stay ahead of the learning curve? Why does it matter? And what are the human consequences — good, bad, and indifferent?

These are big questions with serious business implications. That’s why we’ve asked a workplace innovation expert to be our guest at #TChat forums this week. Jim Lundy, founder and CEO of Aragon Research has been at the forefront of enterprise collaboration and learning technology for almost 30 years — both in product marketing and sales executive roles at vendors like Saba Software and Xerox — and as an industry analyst at Gartner and now Aragon.

#TChat Events: Fusing Technology Disruption And Adoption

This week’s conversation promises to offer a fascinating peek at what’s ahead — and why that matters for all of us in the world of work. So join us as our “Summer Restart” series looks at why and how technology disruption and adoption are essential companions in business transformation. Bring your questions, concerns and ideas, and let’s talk!

#TChat Radio — Wed, Aug 14 at 6:30pmET / 3:30pmPT

TChatRadio_logo_020813

Tune-in to the #TChat Radio show

Jim Lundy joins our hosts, Meghan M. Biro and Kevin W. Grossman to talk about the most disruptive technologies on the horizon, and their potential impact on organizations. Listen live and dial-in with your questions and feedback!

#TChat Twitter — Wed, Aug 14 at 7pmET / 4pmPT

Immediately following the radio show, Jim follows us to the #TChat Twitter stream, as we open the discussion to the entire TalentCulture community. Anyone with a Twitter account is invited to participate, as we explore these questions:

Q1: What are the top disruptive HR technologies today and why?
Q2: How can the enterprise leverage innovation for positive workplace outcomes?
Q3: Why disruption? Can’t we just improve the process/tech status quo?
Q4: What can leaders do to encourage employee engagement via disruption?
Q5: Has innovation flattened today’s world of work for the better?

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!

Image Credit: CBS Television

Employee Engagement: Why Is Gender (Still) A Factor?

Written by Elyssa Thome

Fact: Men are more likely to be engaged in the workplace than women.

Does that surprise you? If so, you may want to take a closer look at recent research by Human Capital Institute and Acheivers. The survey was designed to find out more about the factors that correspond with high employee engagement. And the results indicate that today’s most engaged employees are males, age 50 or older, who hold senior-level positions, and have been with an organization for at least 15 years.

Implications For Women

What explains these results? There is no single answer that applies to all companies. Also, employee engagement varies from person to person, for multiple reasons. However, for any of us to engage in our work, we must feel a sense of control over the workload, and believe that our efforts have a direct impact on the company mission.

Not surprisingly, the higher we climb within the workforce, the more likely we’ll experience those key factors of control and meaningful contribution. And employees who have been in the workforce longer and have risen in the ranks to executive levels tend to be males who are 50 or older. The truth is, despite huge progress in gender equality among college graduation rates and even in the level of entry-level jobs, women are still absent from top leadership at most companies.

What To Do?

I work with powerful, fierce, dedicated women every day. They may not be top executives (yet), but they are valuable contributors, and they have tremendous potential. Imagine the impact on business performance if employees like these were more invested in making their company better.

As the U.S. Census Bureau points out, there’s a long way to go before we reach a truly equitable workplace. But we won’t arrive at that goal unless we continue to work toward progress. For example, we can rethink business practices that may erode engagement among women employees. Here are three options:

1) Support Flexible Schedules

While it may not elevate more women to the corner office, schedule flexibility does offer employees of both genders a sense of control that translates to higher engagement. Building in options to work from home or to arrange flexible hours provides a level of personal freedom and responsibility that leads to increased productivity and deeper investment in the company.

2) Promote From Within, When Possible

Don’t overlook existing talent when filling open positions. There is nothing quite as demoralizing as having an unproven manager hired over you, when you’re confident that you can be effective in that role. Investing in the development of current employees and giving them the opportunity to demonstrate return on that investment allows for individual and company growth.

3) Advocate For One Another

More opportunities for female advancement are unlikely to arise unless women proactively champion the concept. My friends and colleagues point to female mentors that provided support, confidence and guidance that led them to high-potential roles. As Sheryl Sandberg points out in her provocative book, Lean In, women have a harder time talking about their own successes, but easily promote the work of others. Use that trait for a greater good. Open the door for employees to recognize one another, and listen carefully.

Addressing women in the workplace more effectively can have a huge pay-off. You’ll likely stop losing top female talent to issues you were overlooking. Also, with a more diverse workforce, your company can expect to be more effective at driving creativity and innovation. Ensure that your organization isn’t unintentionally limiting voices. It all starts with an environment where everyone believes there’s an equal opportunity to contribute.

For more information on what makes an engaged employee, download the full report here.

ElyssaThome-blog(About the Author: Elyssa Thome is a copywriter at Achievers. She has developed expertise in numerous topics, and currently focuses on the human resource space — specifically how to create Employee Success. She has worked with and for powerful, talented, inspiring women, and she hopes to be one herself someday.)

Image Credit: Pixabay

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

The 3 "Rs" of Hiring "A" Players

Recruitment + Referrals + Retention

If you want to attract top talent, and keep those high performers on your team (as I assume every employer does), it’s important to create a virtuous cycle. You’ll find it in cultures driven by passion, where employees are treated with respect, and candidates are treated like employees. There’s a continuous loop of positive reinforcement.

It sounds simple enough. So, when companies miss the mark, where do they go wrong? I think many organizations approach recruiting as an isolated objective. But the most effective talent strategies are built on three components that work together to complete the loop:

1) Recruitment

Today the employee experience starts long before the first day at work. With the growth of Glassdoor and other “talent marketplace” sites, anyone can comment about you as a prospective employer, even if they never receive or accept an offer. Your reputation is critical in attracting top talent, so it’s essential to treat candidates with the same level of attention and respect that you extend to employees.

2) Referrals

Unhappy, disengaged employees typically don’t refer friends to their employers. On the other hand, smart employees won’t refer weak candidates to an employer they like. That psychology naturally favors referral programs for organizations devoted to employee success. With the right structure and nurturing, a referral program can help develop a vibrant culture, where people are committed to working toward a common purpose. You can empower your workforce to select for cultural fit, while dramatically reducing recruiting costs, and decreasing the time needed to help new employees achieve peak performance.

Check out the SlideShare presentation below for more insights about the power of referrals.

3) Retention

When building your recruiting strategy, don’t neglect your organization’s current workforce realities. For example, is your employee turnover rate unacceptably high? If your company faces a retention problem, accelerating recruitment is like shoveling water out of a sinking boat. It’s smarter to focus on plugging the hole. If you address the problems that cause employees to leave, you’ll not only have fewer positions to fill, but you’ll also attract top performers more easily. Savvy candidates quickly sense a toxic or chaotic culture. On the other hand, passion and engagement are contagious, and will draw qualified candidates to your door.

Integrated Approach = Business Benefits

WR_247Recruit_SM_404x404

Attend the on-demand webinar now

In HR, we know better than anyone that the quality and commitment of people on your team are the foundation of business success. If your talent strategy considers what happens before, during and after every hire, you’ll create a sustainable framework for top performance.

For more talent acquisition and retention advice, listen now to Achievers’ recent “24×7 Recruiting” webinar, featuring TalentCulture founder Meghan M. Biro.

Image Credit: Stock.xchng

The 3 “Rs” of Hiring “A” Players

Recruitment + Referrals + Retention

If you want to attract top talent, and keep those high performers on your team (as I assume every employer does), it’s important to create a virtuous cycle. You’ll find it in cultures driven by passion, where employees are treated with respect, and candidates are treated like employees. There’s a continuous loop of positive reinforcement.

It sounds simple enough. So, when companies miss the mark, where do they go wrong? I think many organizations approach recruiting as an isolated objective. But the most effective talent strategies are built on three components that work together to complete the loop:

1) Recruitment

Today the employee experience starts long before the first day at work. With the growth of Glassdoor and other “talent marketplace” sites, anyone can comment about you as a prospective employer, even if they never receive or accept an offer. Your reputation is critical in attracting top talent, so it’s essential to treat candidates with the same level of attention and respect that you extend to employees.

2) Referrals

Unhappy, disengaged employees typically don’t refer friends to their employers. On the other hand, smart employees won’t refer weak candidates to an employer they like. That psychology naturally favors referral programs for organizations devoted to employee success. With the right structure and nurturing, a referral program can help develop a vibrant culture, where people are committed to working toward a common purpose. You can empower your workforce to select for cultural fit, while dramatically reducing recruiting costs, and decreasing the time needed to help new employees achieve peak performance.

Check out the SlideShare presentation below for more insights about the power of referrals.

3) Retention

When building your recruiting strategy, don’t neglect your organization’s current workforce realities. For example, is your employee turnover rate unacceptably high? If your company faces a retention problem, accelerating recruitment is like shoveling water out of a sinking boat. It’s smarter to focus on plugging the hole. If you address the problems that cause employees to leave, you’ll not only have fewer positions to fill, but you’ll also attract top performers more easily. Savvy candidates quickly sense a toxic or chaotic culture. On the other hand, passion and engagement are contagious, and will draw qualified candidates to your door.

Integrated Approach = Business Benefits

WR_247Recruit_SM_404x404

Attend the on-demand webinar now

In HR, we know better than anyone that the quality and commitment of people on your team are the foundation of business success. If your talent strategy considers what happens before, during and after every hire, you’ll create a sustainable framework for top performance.

For more talent acquisition and retention advice, listen now to Achievers’ recent “24×7 Recruiting” webinar, featuring TalentCulture founder Meghan M. Biro.

Image Credit: Stock.xchng

Will Your Talent Be Swept Away in the Coming Tsunami?

(Editor’s Note: Please welcome Switch and Shift co-founder, Ted Coine, to the pool of TalentCulture contributors. We look forward to sharing his insights on business leadership.)

Recently, I had the true pleasure of appearing on Lead with Giants TV. Founder and host Dan Forbes brought together six of his community’s most talented leaders to discuss one of my favorite topics — the question of a financial Return on Morale.

How does morale affect organizational performance? I’m passionate about this question. It doesn’t quite keep me up at night, but I do spend much of my days obsessing over it. In fact, “Return on Morale” is the title of my new “snippet” (a new digital format that works like an ebook on steriods).

I constantly wonder. How do I prove Return on Morale? And most importantly, how do I explain it to company leaders, who still have power to do something about employee morale before poor morale kills their organization?

ReturnOnMoraleThe interview with Dan was a great forum to test the waters for my Return on Morale narrative. Our conversation was exhilarating from start to finish. It was perfect evidence that the quality of an interviewer makes all the difference in showcasing a guest’s expertise.

One question in particular really stuck with me. Almost halfway into our conversation, Dan asked, “Ted, I’m thinking that when we get through this financial crisis, and employees are feeling a lot better about their financial situation … right now they’re putting up with the culture and the environment that they’re in … don’t you think we’re going to have a tsunami of people ready to leave and go somewhere where life is better?”

A tsunami of people leaving! Man, I wish I’d thought of that analogy (although fortunately Dan did, and shared it with me). Consider waves of business value rushing out of the door, beyond your reach. It’s not pretty. So, if you want to get a good idea of the true Return on Morale for your company, then consider this question:

What will it cost your company if your top talent becomes dissatisfied with how they are being managed, and leave to work for your competitors?

Ted Coine Return on Morale

Watch Ted on Lead With Giants TV now

In the TV show, we tackle this question and a whole lot more — all sorts of aspects of Return on Morale, and how to make sure you set-up your company to benefit from it, not just today, but in the future as well. I hope you take time to watch the program, and if you enjoyed the give-and-take, perhaps you’ll share it with some colleagues or friends.

And, if you want to learn more, perhaps you’ll enjoy my “snippet,” too. It’s available now, exclusively on iOS mobile devices, as an app from a really amazing company called (wait for it…) Snippet. Within the snippet, along with the text of each short chapter, you’ll find brief videos and even a way to tweet and connect with other readers and with me. (Yes, right from within the book!) I promise you, the experience is so cool that one or two snippets later, you never want to “just read” again.

So tell me — what do you think about the coming talent tsunami? What sort of impact do you anticipate? And what is your organization doing to protect your investment in employee morale and performance?

Image Credit: Pixabay

The Steep Cost of Poor Management

Written by Tatiana Beale, Achievers

How do you feel about your job? Do you love it, hate it, or feel like you’re drifting in neutral? If you’re “checked out,” you’re not alone. According to the latest Gallup workplace research, 50% of today’s employees are disengaged. Another 20% are actively disengaged (in other words, openly miserable). That means 70% of today’s workforce is operating under a cloud! The business implications are staggering.

Key Issue: Bad Management

What are the core factors driving workforce disengagement? Gallup says that managers from hell are the primary reason. Poor managers are not only an obstacle to employee engagement — they actually drive employee disengagement. The net effect on business is huge — an estimated cost to U.S. organizations of $450-$550 billion a year. Yes, you read that right. The bottom-line message is clear. Managerial incompetence is not just annoying. It is potentially catastrophic.

What’s The Problem?

The stage is set for disengagement when employees don’t understand their organization’s mission, or see how their efforts contribute to that mission. Poor managers typically don’t emphasize big-picture context, or help employees understand the meaning of their work. They tend not to offer positive feedback when it’s deserved. And they fail to provide constructive criticism or coaching to help employees improve and develop professionally.

Weak managers don’t see value in helping their employees succeed. Why? Often they lack the insight, tools and competence to motivate others, and align their activities with business objectives.

The Upside of Manager Influence

However, there’s another side to this managerial coin. As Gallup’s research reveals, great managers have a highly beneficial impact on business results. Specifically, when leaders focus on building employee engagement and leveraging team strengths, their organizations outperform others across key indicators — earnings per share, profitability, productivity and customer satisfaction.

Every Organization Is Unique

Of course, the right employee engagement strategy is not a one-size-fits-all proposition. As Gallup notes, employees come in a spectrum of generational and other shapes and sizes. Jobs are equally diverse. From blue collar factory workers to call center representatives, every situation demand an engagement approach that fits.

Research reflects a variety of issues. For instance, women tend to be slightly more engaged than men. And on average, Millennials are more likely to leave a job within 12 months than their counterparts from other generations. Also, interestingly, employees with a college degree aren’t as likely to report a positive, engaging workplace experience as those with less education. This suggests that more managerial involvement may be appropriate to keep highly-educated employees engaged.

Another point worth noting — engagement is even more important than workplace perks in boosting employee performance. In other words, benefits are no substitute for a personal connection with work. Engagement initiatives must take these realities into account.

Turning Disengagement Around

So, what can your company do to improve employee engagement? The Gallup findings are undeniable. Success starts with business managers. It’s important to select the right managerial talent, right from the start. And once managers are on board, coach them, support them, and hold them accountable. Help them understand why employee engagement is essential to business success. Work with them to connect with employees on an individual level. After all, your workers are human beings, not robots. Both effective managers and effective engagement strategies recognize and respect this fact.

For more ideas about the role of today’s manager in driving employee engagement and business success, read the Achievers 2013 Guide to Recognition.

What do you think about the findings summarized above? Do you believe managers from hell are destroying employee engagement? Leave a comment below and join the discussion.

Tatiana Beale (427x640)(Author Profile: Tatiana Beale is a Senior Marketing Communications Specialist at Achievers. She is passionate about changing workplaces for the better and inspiring Employee Success™ through insightful content. Tatiana believes that employee happiness is the key to a wildly successful company, and means it when she says “I love my job.”)

Republished with permission from Achievers Employee Success Blog.

Image Credit: Pixabay

Stronger! #TChat Preview #SHRM13 Edition

(Editor’s Note: Are you looking for a full review of this week’s events and resources? Read the #TChat Recap: The Class of 2013 Goes To Work.”)

Hello Chicago: #TChat Is In The House!

Buzz is everywhere in Chicago and on social media channels, as nearly 20,000 human resources professionals descend upon the city for the annual SHRM Conference & Exposition.

And, as Kevin W. Grossman noted in his recent SHRM “save-the-dates” post, he and his TalentCulture co-founder, Meghan M. Biro will be working the aisles, leading live events and posting updates on the  #SHRM13 Twitter backchannel throughout the week.

As promised, below are details of #TChat events that talent-minded professionals don’t want to miss. So join us! Whether you’re live on the floor, or half-a-world away — the lights are always on, and you’re always welcome to contribute to our “world of work” conversation!

Bolder. Better. Stronger.

SHRM2013_Chicago

Visit the SHRM conference community site

These three words capture the aspirations of #SHRM13 organizers. Nice choice. To those of us at TalentCulture, they represent the promise of a workforce that is empowered to redefine organizational culture and performance. It’s a fearless approach to the future. But talent-minded professionals don’t have to go it alone. Instead, we can leverage the power of a broader professional community — sharing ideas and experiences that can move us all forward, faster.

But what do these three words mean for the next wave — those who are graduating from school, and looking at the world of work from a fresh perspective? It’s estimated that by 2025, Gen Y “millennials” will represent more than 75% of the workforce. That’s a huge generational shift. No wonder Meghan Biro says in Forbes.com that it’s smart for leaders to engage tomorrow’s workforce.

Building Bench Strength: It’s A Process

It’s one thing to recognize the importance of connecting with next-generation workers. But that begs another question: What can organizations do to drive engagement? It’s time to share some credible insights. And that’s the focus of our special “Class of 2013” #TChat events this week:

Achievers Promo

Learn more about the #SHRM13 Meetup

MONDAY JUNE 17 — 3:15-4:00pm Central Time (4:15pmET/1:15pmPT)
Margarita Meet-up at Achievers Booth #2455
“Class of 2013” Panel Discussion

Not to be missed. Meghan and Kevin will multi-task — mixing margaritas while moderating a live panel of HR executives! This should be a fun and fascinating discussion. We’ll highlight key results from a recent workplace expectations survey of 10,000+ graduating students, conducted by our partners at Achievers, in association with ConnectEDU.

WEDNESDAY JUNE 19 — 6:00-7:00pm Central Time (7-8pmET/4-5pmPT)
#TChat Twitter — with Moderator, Katie Paterson, Community Manager, Achievers
“Looking Forward: The Graduating Class of 2013

Let’s talk in more depth about why and how the next generation of leaders is influencing change across all HR functions — from recruiting, onboarding and development, to peformance management, recognition and retention. More importantly, what do these changes imply about the future of work, and the nature of employer/employee relationships?

Q1: What digital “social” tools are job seekers using today to leverage their networks and find jobs. Why?

Q2: How do orgs improve onboarding for new grads with little or no work experience? For seasoned veterans?

Q3: If performance drives business, how often should employees be evaluated and why? What about PT and contract?

Q4: Why is it important to recognize the individual in the workplace regardless of age or experience?

Q5: What can HR leaders do to improve retention for hired new grads and all talent ecosystems?

What are your thoughts? Whether you’re onsite or not, we hope you’ll weigh-in with your ideas, questions and opinions.

We’ll see you here in Chicago — and on the stream!

Image Credit: Pixabay

Employee Communication: 4 Ways to Engage

A Too-Familiar Story

Let’s say you’re trying to buy a jacket online. There’s a problem with your purchase, so you call customer service, and they put you on hold. (Waiting…) Finally you reach a robot voice informing you that the call center is closed. You really want the jacket, so you persist.

Hours (or perhaps even days) later, you connect with a live representative who is unable to offer the assistance you need to resolve the problem. What seemed like an easy problem to fix has become a headache, a time-suck, and a shadow over your relationship with the company. Not only is this jacket transaction in jeopardy, but the next time you’re in the market for clothes, you’re likely to shop somewhere else.

What’s Wrong With This Picture?

So, what really happened in this scenario? The company failed in a critical way — it did not provide clear pathways of communication and support to resolve your issue, at the moment of need. The brand has lost credibility with a “ready-t0-buy” customer, the company has damaged its relationship with you, and the outcome will translate into lost revenue now and perhaps in the future.

How does this customer experience story translate to the human resources side of business? The audience may be different, but the takeaway is identical: For both customer and employee engagement, communication is vital — especially when issues arise. Just like customers, employees want the ability to ask question, discuss problems, offer constructive feedback and propose suggestions. They want to feel that their concerns and ideas are heard and addressed.

These are the fundamentals of employee engagement. It is HR’s job to support engagement in the workplace, from end-to-end, and clear lines of communication are the most effective way to accomplish that.

4 Workplace Communication Strategies

When I think about my own experiences, both as a customer and as an employee, it’s easy to remember the times when I felt I was heard — or not. Based on those experiences, here are my top four communication strategies for boosting engagement:

1) Be Available:  To improve the way an organization works, employees need a champion — someone on the inside to share suggestions with. It doesn’t matter whether this ambassador is a manager, an HR representative, a colleague, or event a group of peers. What matters is that there is clearly a door through which individuals can bring questions, concerns and opinions.

2) Listen To My Needs:  Don’t be too quick to dismiss new ideas. Every employee has a unique perspective, and although every suggestion won’t be feasible, each one should be valued. Suggestions reflect your employees’ individual experiences, and therefore, represent part of your company’s culture. Validate ideas by acknowledging contributions, as well as the spirit behind them.

3) Be On My Side:  Every team needs a leader whom they can trust to represent their best interests. And every employee needs a champion who will be their advocate, even in their absence. When you demonstrate support for others, you reinforce their value within the organization. No one likes to feel unimportant — from there it’s a short step to disengagement.

4) Find A Solution:  Not all feedback can be put into action — sometimes for very good reasons. However, leaders and employees can work together to examine the root causes of a key issue, or to integrate appropriate elements of a suggestion, or to brainstorm and investigate other solutions. This follow-through shows employees that their voices matter.

Have you tried these or other communication techniques to improve employee engagement? What worked for you? Share your experiences in the comments area below.

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