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
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.
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
Forbes.com Post: Several previous posts from TalentCulture CEO, Meghan M. Biro underscored technology advancements, and their implications for today’s workplace. Read:
#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
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.
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?
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!
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!
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.
https://talentculture.com/wp-content/uploads/2013/08/LucyChocolates-001.jpg348696Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-08-12 06:35:042020-05-25 17:49:07Tech Disruption: Too Much Of A Good Thing? #TChat Preview
Social channels and tools offer a tremendous opportunity for business to create and sustain valuable relationships with customers, partners, employees and others. Digital technologies make it possible for brands to interact with their constituents in ways that are far more immediate, direct and authentic.
In short, it means that companies can “humanize” what the world has previously considered to be a distant, faceless brand entity.
But tools and technologies, alone, aren’t enough for this “brand humanization” to take root and flourish. What really makes a brand more “real” is its organization’s commitment to engage in a whole new level of open communication. And that’s the rub.
Stepping Outsidesnea the Brand Comfort Zone
Transparent, open communication can develop positive attitudes and behaviors that ultimately translate into business value. But opportunity often brings challenges along for the ride – and brand humanization is no exception. This concept challenges organizational structures, processes and norms at every level.
So, what does all this mean for professionals who focus on the “human” side of business? How can we lead constructive change and help our organizations breathe life into brands?
That has been the focus of our TalentCulture community this week, as we’ve examined brand humanization up close and personal – each of us adding our own experience and interpretations to the mix.
Humanization – New Term, Classic Approach
We invited an expert to help shape and guide the week’s conversations. Leadership consultant, speaker and author, Jamie Notter is deeply familiar with brand humanization. In his latest book, “Humanize: How People-Centric Organizations Succeed in a Social World,” Jamie examines effective social business strategies, as well as the operational impact of embracing a social business philosophy.
It’s not easy. Cultural transformation never is. But by remaining focused on classic “human” principles, “Humanize” offers a roadmap that organizational leaders can use to navigate through disruptive waters. These principles served as a useful backdrop for our community’s exploration this week. Here’s what happened on our journey…
NOTE: For complete highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
#TChat Week-in-Review
SAT 2/16 Sneak Peek video: TalentCulture Community Manager, Tim McDonald, kick-started the week by asking featured guest, Jamie Notter, to define brand humanization and its benefits. Thought provoking!
SUN 2/17
TalentCulture CEO, Meghan M. Biro called upon business organizations to rise to the challenge in her Forbes.com post: “Dear Leaders: Humanize Your Brand”
TUE 2/19
#TChat Radio Show: Our hosts sat down with Jamie Notter for an up-close and personal discussion about the “human” side of business brand stewardship.
WED 2/20 #TChat Twitter: Jamie returned, along with his Humanize co-author, Maddie Grant. This time, he moderated our freewheeling #TChat Twitter forum, as 250+ participants shared more than 1000 tweets that delivered 1.5+ million impressions. Now that’s what can happen when real humans show up and open up in a live digital exchange!
NOTE: For highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
Closing Notes & Highlights Slideshow
THANKS: Again, thanks to Jamie Notter for sharing your insights with the TalentCulture community this week. You brought clarity, context and dimension to this important topic.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about brand humanization or other organizational issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we’ll look at branding from another angle, by exploring branded entertainment and the World of Work! Save the date for #TChat Radio, Tuesday, Feb 26, at 7:30pm ET. And #TChat Twitter Wednesday, Feb. 27, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.
The more we use social media, the more our personal interactions are crossing over into the workplace. While it makes sense to be authentic in the digital realm, this new level of transparency can touch some major pain points in your corporate culture, and challenge processes that don’t accommodate this new type of open communication.
What does it all mean for organizations as well as individuals? These are the issues we’ll address this week in the TalentCulture community.
To kick-off the conversation, I spoke with Jamie Notter, co-author of the book, Humanize (How People-Centric Organizations Succeed in a Social World). Jamie will be a featured guest on #TChat Radio, Tuesday Feb 19 at 7:30pmET, and he’ll join #TChat Twitter Chat as a moderator on Wednesday Feb 20, at 7pm ET.
Here’s a quick look at how Jamie defines brand humanization – and why he feels it’s important for everyone to understand it better:
Click to watch “Humanize” co-author Jamie Notter in this #TChat sneak peek interview
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-02-16 17:17:592020-05-25 16:19:45When Brands & Humans Meet: #TChat Video
Predictions are like horoscopes — a fun way to pass the time, and a fabulous way to capture the imagination. Take the impending “Mayan” apocalypse for example. Most consider it rubbish. Yet, thanks to human fascination with folklore and the future, along with social media’s continuous need to “feed the beast,” the influence of the Mayan calendar is reaching across centuries to tweak us under the collective chin with provocative ideas about the end of the world.
Now THAT’S a remarkable demonstration of culture and the power of predictions!
But wait just a minute. Isn’t there a larger lesson to learn here? I don’t think it’s really about the predictions, themselves. Instead, it’s about how skewed “reality” can become as it passes through time, and through many perceptual filters. The Mayans created highly sophisticated technology — an intricate calendar. However, they didn’t use it to predict that the”end of the world” would arrive this month. That conclusion is actually the result of muddy interpretations by many other folks along the way.
2012 — Looking Back to the Future
Now, with that in mind, let’s turn to this week’s “Back to the Future” #TChat, where we jumped into our Twitter-powered DeLorean, and looked into the rear-view mirror, as well as ahead at the future of the workplace…
As the Storify highlights slideshow at the end of this post confirms, members of the @TalentCulture community are wise – not only because they’re dialed-in to key issues and trends that influence the world of work. But what I find even more rewarding about #TChat is the spirit of collective discovery that accompanies our interactions.
None of us has all the answers. None of us sees the world through the same eyes. But together, we can shine a brighter light on what lies ahead. There is strength in numbers as we move forward on this professional journey – regardless of the outcome. And that’s worth celebrating as we welcome 2013 in this era of technology-enabled communications.
NOTE: To see specific highlights from yesterday’s “Back to the Future” #TChat session, watch the Storify slideshow at the end of this post.
#TChat Week-in-Review
A heartfelt thanks to collaborative learning visionary, author and activist, Angela Maiers (@AngelaMaiers), who generously led us through a week filled with insights about the past, present and future of talent. Angela’s commitment to constructive change, and optimism for the road ahead is infectious. It was impossible to participate in any of this week’s events and not be inspired to take action in the 2013. Her rallying cry…”Amplify!”
TUE 12/18 #TChat Radio program: Angela joined hosts Meghan M. Biro and Kevin W. Grossman on BlogTalkRadio, to discuss key workplace trends – including why and how it’s essential to foster stronger ties between education and business, going forward.
WED 12/19 #TChat on Twitter: The entire community gathered around the Twitter stream, as Angela, Meghan and Kevin challenged participants to explore how trends in leadership practices, social media, technology, the economy, and politics are influencing workplace culture and talent strategies — past, present and future.
As always, the #TChat hashtag lit-up like a Christmas tree, with hundreds of opinions that exposed both the best and worst of 2012. But the party really started as we turned our sights to what’s on the horizon. No lack of ideas about the need for improvement or how we can get “there” from here!
To see full highlights from yesterday’s #TChat session, watch the Storify slideshow at the end of this post.
The Road Ahead
As another year draws to a close, the TalentCulture community seems more vibrant and vocal than ever. In my humble opinion, that bodes well for the “post apocalyptic” workplace. Because, no matter what we face ahead in the world of work, we have one another. We may not arrive at our intended destination as soon as we would like, or in the manner we expect. But as long as our community stands, we will not travel alone.
If TalentCulture has anything to say about it – the future is COMMUNITY. Thanks for your contributions – past, present and future. As this week’s fearless #TChat leader, Angela Maiers, likes to say, “Together we are smarter.”
# # #
Closing Notes & Highlights Slideshow
NOTE TO BLOGGERS: If this #TChat session inspired you to write about trends in talent strategy, leadership or other workplace issues, we’re happy to share your thoughts. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: #TChat events are on hold for the next 2 weeks – so enjoy your holidays! But first, grab your shiny new 2013 calendar and save the dates — January 8 & 9, when we’ll take a fresh look at “A New Year of Career Management.” Join us as career strategists discuss the job market, professional branding, and other factors that influence employment – first on #TChat Radio, Tuesday, Jan 8th at 7:30pm ET. And then on #TChat Twitter Wednesday, Jan 9, at 7pm ET. Look for a full preview on Monday, January 7 via @TalentCulture and #TChat.
See you in 2013!
#TChat INSIGHTS: Gazing Back and Driving the Future of Work
Storified by TalentCulture World of Work · Wed, Dec 19 2012 17:47:24
” How u as a #leader treat others, tells your followers what kind of leader u really r. ” R Helwig #hr #quote #tchat http://pic.twitter.com/294tt123Russell Helwig
@kathyherndon I still need u 2 DM me your address if u want the #TChat goods http://twitpic.com/bn6sykDave Ryan, SPHR
Q1: What were the top HR and leadership trends of 2012 and why? #TChatAngela Maiers
A1: It’s not just about skill set anymore. It’s about culture fit. This was huge in 2012. #TChatVeronica Ludwig
A1: #HRTech and saas acquisitions were hot this year and the investment community committed large chunks of capital to the industry. #TchatALEX BOTTOM
A1. #HR trend we’ve seen everywhere in 2012: Employee Engagement #TChat3D Group
A1.Hiring & investing in training or hiring those that have exactly the metric requirements A1b. Cost of train new or incent to keep #TChatGordon Dahlby
A1: Big talk on branding in 2012. Sadly, it was more about quantity than quality, more on the medium than the message. #TchatJohn R. Bell
A1 had my worst ever customer service experiences from big companies I depend on – cust service folks expressed a lot of frustration #tchatSusan Mazza
A1 The discussion of “talent gaps” was certainly a focus. #TchatMarla Gottschalk PhD
A1 Reducing subjectivity in hiring – hiring for the individual. At least it’s a hope #tchatCream.hr
A1. We’re realizing that the power of attention is one of our greatest resources #tchatMichael Clark
A1: It’s not just about skill set anymore. It’s about culture fit. This was huge in 2012. #TChatVeronica Ludwig
A1 Using social as channel to turn ‘HR processes’ into ‘business processes’. Perf mgmt & talent acq for eg #tchatJustin Angsuwat
A1: I believe a great discussion of purpose happened in 2012 in both leadership and strategy. #TChatJon M
A1: the cover story in @TheAtlantic from @SlaughterAM raised the conversation on women at work #TChat #HRAndrew Henck
A1:Diversity in the workplace and more attention to change driven by emotion at the fringe is key #TCHATdiane mcwade
A1: Engagement is LOW and leaders now realize people will indeed leave #tchatAlli Polin
#Tchat A1 Mobile for recruiting hit a high stride in 2012 which is predicted to set an even faster pace in 2013.Cyndy Trivella
A1. Despite what we all know to be right, we continue to focus time-attention-energy-$$$ into high-stakes testing. #tchatMichael Clark
A1: HR had to step out of its comfort zone and really become more strategic in its job to compete & deal with the current market #TChatBarb Buckner
A1: Being social vs. doing social became a theme, also engagement and defining the term #tchatJen Olney
A1 More corporate clients are showing an interest in social media for the first time although still slow to fully embrace #tchatSusan Mazza
A1: More women in senior mgt., more women in workforce, reduction in gender pay gap (from bottom up) #tchatRichard S Pearson
A1: Clouds were in the office and not only the sky :) Many emerging new ways to collaborate #tchatLaTonya Wilkins
A1: 2012 had more focus on growing leadership skills to retain talent #tchatAlli Polin
A1: Recruiting got more “creative” – video interviewing and networking took center stage over the old “tried and true” methods #TChatBarb Buckner
A1. More and more we’re connecting the dots between K-20 education and the world of work. #tchatMichael Clark
A1: Unfortunately buzzwords are still all of the rage. #tchatRob McGahen
A1 The ‘value’ of HR. Outsourcing results mixed at best. Biz demands $ value & this was a huge focus in 2012 #tchatJustin Angsuwat
A1: More strategy for “employee engagement” Huge growth in that buzz term too #TChatMegan Rene Burkett
A1. More sharing. More community. #TChatMark Babbitt
A1: True talent community platforms emergin’ – call ’em engagement platforms. Right @mattcharney? ;) #tchatKevin W. Grossman
A1. We discussed the importance of implementing the “Employer Brand” and attraction and retention. #tchatSusan Avello
A1: more attention to training cross-functional team leaders. #TChatJohn G Lynch
A1: Top leadership trend is flattening the corporate structure. Agile companies need teams, not ladders. #tchatBright.com
A1 In my coaching/training practice, I see more and more managers absolutely overwhelmed by emails/meetings/expectations. #tchatKent Osborne
A1. Great leadership and a lack of great leadership were on full display in 2012. #tchatMichael Clark
A1 The rise of the “social” resume 2012 ~ still to really catch on maybe 2013 trend? #tchatCASUDI
A1: Continuing the trend of collaborative intelligence. We are doing it now and will take it to new levels next year. #TChatTom Bolt
a1. Social, collaboration, leadership at all levels.. #TchatKandy Woodfield
Multi-generational needs is a takeaway from A1 too. #tchatMySageAdvice(TM)
A1: 2012 – The year of collaboration #tchatJen Olney
A1) #Leadership became more visible, or at least talked about! #TChatTim McDonald
A1: I see that HR folks are asking the big, important questions about work/life balance, restoring connection & humanity #TChatNancy Barry-Jansson
A1. I think leadership came into center stage. #tchatTerri Klass
A1: Employee use of social media gave a new sense of “empowerment” to their jobs – and put employers on notice to their influence #TChatBarb Buckner
A1: I think we saw the rise of similarities rather than differences from working moms to Millennials to everyone else #TChatAndrew Henck
A1: A lot of marketers working independently like myself. Roles are not as defined, so everyone must assume #leadership. #TChatBrian Ferber
A1: Top HR Trend this year is Big Data. This will continue into 2013. #tchatBright.com
A1. Going more digital. Progress and efficiency. “@MeghanMBiro: BOOM! >> @AngelaMaiers: Q1 top HR and leadership trends of 2012 why? #tchatGarret Meikle
This>> @AlliPolin: A1: More #SoMe to connect w/in the org & outside too #tchatMeghan M. Biro
A1. #HRTech seems to be improving, in part by simplifying. And of course, huge impact with #social Media on HR communication.#TChatBob Lehto
A1 The realization that employee engagement is no longer a “fad”. #TchatMarla Gottschalk PhD
@dianemcwade Hello Diane, welcome to #TChat. Simply answer the questions starting with A1 >your answer< #TChat (don't forget the hashtag)Enzo Guardino
A1: Moving to more social platforms for performance management #tchatAlli Polin
A1: More corner office folks are engaging in social media. #tchatRob McGahen
A1: Even candidates – from all age groups – seemed to embrace Social Media…see more now on LI and Twitter than before. #TChatBarb Buckner
A1: Not sure that we are all talking about the same thing with regard to Talent Communities. #TChatTom Bolt
A1: w/ election behind us, we will see large productivity gains (back to work everyone) and hiring increases as econ stabilizes #tchatRichard S Pearson
A1. Explosion of Social Media and #Twitter (hello hashtags) accelerates and expands people power. #tchatMichael Clark
A1: We realized we needed more competence in critical thinking and learning agility #tchatLaTonya Wilkins
A1 More transparency with HR and company mission @MRGottschalk @AngelaMaiers #tchatJohn Kosic
A1 M&A huge for HR in 2012. In one quarter $455B globally. Strategic HR critical for mergers & divestitures #tchatJustin Angsuwat
A1: More #SoMe to connect w/in the org & outside too #tchatAlli Polin
A1: Analytics is huge. To sit at the big table, you need to be able to interpret data and proactively offer direction. #tchatSalary School
A1: Multi-generation leadership and talent was a big trend in 2012 #tchatJen Olney
A1: The modern leader + organization must be adaptable + agile with such uncertainty in workforce and markets #TChatAndrew Henck
A1. Two unfinished stories: One about people, one about profit. #TChat #tchatMichael Clark
A1. HR incorporated social media full speed. #tchatTerri Klass
A1 I would add Talent Communities to the list – #TchatMarla Gottschalk PhD
A1: how about unconference model in leadership, is that getting traction? #tchatSam Patterson
A1: Using Social Media (web and mobile apps) seemed to find more acceptance with companies that last year – trend? not sure yet #TChatBarb Buckner
A1 @AngelaMaiers CEo’s and management concerned about keeping top talent. But talent is pooped and stats show higher disengagement. #TChatJudy Martin
A1 Leadership was discussed & dissected like never before in 2012 =trend #tchatCASUDI
A1: Still trying to separate the actual trends from the trendy buzz words. Is anything real? #TChatTom Bolt
@CyndyTrivella A1: Top trend in HR and Leadership? I hope it is #youmatter #tchatSam Patterson
A1: Accessibility and adaptability. Don’t make fun of my buzz words. #tchatKevin W. Grossman
A1 The conversation around employee engagement had a lot of press time, as did wellness. #tchatCyndy Trivella
A1. We focused on leadership in all generations. #tchatTerri Klass
A1: Social citizenry spreads… more teams engaged, more communities interacting, more lessons learned. #TChatJon M
A1: The top HR trends in 2012 were the rise of automation and personalization. Leadership? Getting the most out of both. #TChatTalent Generation
A1: Allegedly using social media to recruit more and more, although I’ve seen little evidence of this. #tchatRob McGahen
A1 In Euro Gov. we had more tech / web apps > going paperless < making HR more efficient but “remote” #TChatEnzo Guardino
Q2: How did the challenging economy and contentious presidential election affect world of work in 2012? #TChatAngela Maiers
A2: #Tchat We made strides to find, recruit & hire new talent in all areas of the company sales, developers, marketing & social despite thatALEX BOTTOM
A2: Election in USA #TChat has not affected the world, economy will be driven by small to medium folks who encourage #innovation all levelsdiane mcwade
A2 #HumanCapital Zeitgeist has come to fruition as I predicted in this Forbes feature back in March. http://onforb.es/xeTnjJ #TchatJudy Martin
A2 Big focus on culture. Bank culture under big scrutiny in UK after trading scandals. Will this spread? #tchatJustin Angsuwat
A2: tax/healthcare uncertainties have pushed majority into contingent/freelance positions – a trend which will continue #tchatRichard S Pearson
A2: So far, it continues to shrink labor pools where production depends on seasonal labor. #tchatRoger Veliquette
A2. Chaos in policy makers creates chaos in the worlds of business and education. #tchatMichael Clark
A2: Telecommuting was iden as 1 factor reduc’g demand for gasoline, per the #DOE this week. #tchatbillallemon
A3 With the problems in A2 Leadership failed to explain, empathise and, above all, maintain Team Spirit #TChatEnzo Guardino
A2 struggling economy means more pressure on the HR community to discover and foster human capital and find the right fits #tchatCream.hr
What is a FT job anyway? “@TerriKlass: A2. More contract jobs and fewer permanent positions. #tchat”LaTonya Wilkins
A2 I saw signs that many global businesses are expecting a major slowdown in 2013. #tchatKent Osborne
A2: Small businesses have struggled to stay in business…and @susanavello was right, Obamacare is now a huge issue for them #TChatBarb Buckner
A2. I believe overcoming our challenges and seizing our opportunities is going to be done by you and me. #tchatMichael Clark
A2: Economy is a scapegoat for inaction. Election confirmed the masses are asses… #SoMe proved their sound-bite mentality #TChatTom Bolt
A2: Because politicians aren’t economists, they’re crazy polarizing rhetoric scared the hell out of the world of work. Even further. #tchatKevin W. Grossman
A2: It kept software companies from updating payroll modules. #tchatRoger Veliquette
A2: Folks were concerned about how Obamacare and changes in Taxes would affect their organizations for 2013 #tchatSusan Avello
A2: Divided, however, it appears that self reliance is making a comeback in 2013. #tchatJen Olney
A2: there was a great deal of wasted productivity with election uncertainty. We learned less might be more, what is really important! #tchatRichard S Pearson
A2: More than ever, the need for ROI is paralyzing marketers. Models must #evolve. Working on that #2013 #TChatBrian Ferber
A2) fear of change and dogmatic thinking instead of common sense. When we forget how to compromise we cease evolving. #tchatJim Ducharme
A2: The economy led to many AMAZING HR leaders I know that are now underemployed post RIF #tchatAlli Polin
A2: The job market has become tougher for those with experience as companies get more picky & want to pay less. #TChatBarb Buckner
A2 These are big biz issues. HR must be biz leaders not just HR. This is a test & C-suite is watching closely #tchatJustin Angsuwat
A2 Everyone really watching that employment data. Made a lot of peeps nervous. Settling for jobs even in discomfort. might change. #TchatJudy Martin
A2: more contentious labor negotiations, stress about paying for employees’ well deserved benefits. #TChatJohn G Lynch
A2 some won’t like this but Obama’s healthcare plan will practically force some businesses to stay below the threshold #tchatSteve Levy
A2. More contract jobs and fewer permanent positions. #tchatTerri Klass
A2 Some companies R working harder to provide remote-working oppyts, but as a country still “not there” yet. #TchatCyndy Trivella
A2: The economy also changed the “values” employees placed on their jobs and turned more of a focus back to family as well. #TChatBarb Buckner
A2: Organizations had to work in new ways with even fewer resources + a smaller workforce #TChatAndrew Henck
A2: A lot of businesses were holding their breaths this year…it’s time to exhale and inhale again! #TChatNancy Barry-Jansson
A2: Econ has made war for talent worse – cos downsized & now need top talent to do what 2 ppl did before. Top talent has upper hand. #tchatBright.com
A2: 2012 increases were small and fiscal cliff is the new buzz word #tchatAlli Polin
A2: Both brought uncertainty, but I believe uncertainty is just a fact of life, more than ever. #TChatJon M
A2: I’ve been unemployed, underemployed and now unemployed this year. Someone will get a hell of an employee if I just get a shot. #tchatRob McGahen
A2: Can we say “HUGE DISTRACTION?” #TChatVeronica Ludwig
A2 Generally speaking, people now know that Political, Economic, Social, Technological – the PEST effects – loom larger than ever #tchatSteve Levy
A2: People are beginning to see that the only one who really cares is you… we will see a greater amount of entrepreneurs. #tchatAllison Karl O’Kelly
A2: More and more people either had to return to the workforce, take on 2nd jobs or try their hand at consulting…real rise in that #TChatBarb Buckner
A2: Smaller biz seemed to have had a wait & see attitude w/election impact but not letting it stop growth #tchatAlli Polin
A2: People are realizing they always work for themselves, even if employed at the moment #tchatCareer Action
A2 underemployment, lack of employment, future GDP #tchatSteve Levy
A2 In a sense, the economy forced companies to re-examine their employment positions & many jobs were permanently eliminated. #TchatCyndy Trivella
A2 Fear set in, as well as more selfish behavior in people. Less patience and tolerance of others. we need to reverse this in 2013 #tchatAl Smith
A2: I think the presidential election was a convenient scapegoat for corporations to limit hiring. #tchatRob McGahen
A2: We learned how NOT to lead, how not to communicate… and how NOT to collaborate. #TChatMark Babbitt
A2 Euro austerity measures hit hard. Too many “debatable” cuts too fast, caused huge labour imbalance & gloom #TChatEnzo Guardino
Q3: How did business and leadership affect world of work trends of 2012? #TChatAngela Maiers
A3 technology has created a faster disruptive evolution to scale, change@SusanMazza #tchatJohn Kosic
A3: #Tchat There was a net gain of CEOs that tuned into social business but some major accounts of CEOs went dark.ALEX BOTTOM
A3: Transparency is now more than just a buzz word..it’s a Consumer Demand. Collaboration is becoming more important than competition #TChatMs. Genevieve
A3. Its great to see leaders getting better at being open about their strengths and weaknesses as well. @TerriKlass #TChat #Leadership3D Group
A3 Whether enforced thru regulation, or demanded by e’ees it comes to one word – trust #tchatJustin Angsuwat
A3: Tough years have a way of (re)teaching humility and willingness to listen and work together. #tchatRoger Veliquette
A3: I got a feeling that certain companies were and are frozen with fear due to SM. They need to get over that going forward. #tchatRob McGahen
A3 Being truthful in the beginning is powerful and respectable in 2012 #TchatJohn Kosic
A3: Companies got away with less BS in 2012 due to SM. Look for that to continue in 2013 and beyond. #tchatRob McGahen
A3. Leaders realized they had to be more authentic to be influential. #tchatTerri Klass
A3 With my clients, HR seemed reluctant to commit to any broad change/learning programs. #tchatKent Osborne
A3: @marissamayer @yahoo made people think that they could have kids and still be a corporate CEO #tchatAllison Karl O’Kelly
A3 responsibility of company 24/7 , inaction damaging to reputation within& outside @AngelaMaiers #tchatJohn Kosic
A3. The more we connect, communicate, collaborate IRL and SoMe, the more we will collectively determine work, education, life. #tchatMichael Clark
A3. For a moment the significant wage gap betwn employees & C-level in some org was magnified & written about. Now seemingly fading. #TChatGordon Dahlby
A3: What *passed* as #leadership in previous decades no longer cuts it ~ time for change is upon us, 2012 cleared the space #TChatNancy Barry-Jansson
A3: #Tchat not a lot, until leadership understands that profit is not the only driver these days of new trends and hierarchy is historydiane mcwade
A3 It seems like downward pressure on wages continues – does anyone know the facts about that? #tchat?Susan Mazza
A3. As leadership became more comfortable with social media, companies launched greater SM campaigns- ex: youtube #tchatTerri Klass
A3: the majority of the workforce is now freelance or self-employed. Jobs, other than entry level, are specialist positions #tchatRichard S Pearson
A3 One “bad” trend I’ve noticed from HR is paralysis by analysis. Take too much time to hire and over-think candidates. #TchatCyndy Trivella
Now there’s an enduring truth from@AlliPolin: A3: Poor leadership skills were still excused if big $$$ were brought in the door #tchatKent Osborne
Totally agree with you @VeronicaLudwig: A3: …hiring less exp leaders for less pay. Which has negative consequences for the biz. #tchatAlli Polin
A3. Is the world of work about $$$, people, planet…?!? #tchatMichael Clark
A3: Bad hiring decisions have been made by hiring less experienced leaders for less pay. Which has negative consequences for the biz. #TchatVeronica Ludwig
A3: Leaders were scared; Layoffs happened; People fed up with big business; We will see workers demand independence and flex #tchat #tchatAllison Karl O’Kelly
A3. There’s an incredible tension of the polar opposites in the world of work. #tchatMichael Clark
A3: Poor leadership skills were still excused if big $$$ were brought in the door #tchatAlli Polin
A3. Due to gaps in leadership pipeline, younger generations had to be moved into leadership roles quickly. #tchatTerri Klass
A3: Social media is helping keep brands and leaders honest #tchatLaTonya Wilkins
A3. The best organizations truly get the 21st century world of work, many others (majority) don’t get it at all. #tchatMichael Clark
A3 can leaders be TRULY responsible or is all about the money & bonuses & cars etc etc? Cynic? #tchatInsight72
A3: Leadership encouraged employee engagement through technology, training, communication. #tchatBright.com
A3 It’s seems the magnifying glass came out & put leadership under scrutiny during 2012. #tchatCASUDI
A3: Multigenerational workplaces became more of a reality for most orgs + have changed the landscape for the future of work #TChatAndrew Henck
A3 Definitely a larger reliance on social media and it’s crowdsourcing abilities #tchatCream.hr
A3. Leadership encouraged social responsibility which forced organizations to be more responsible in their decisions. #tchatTerri Klass
A3 Leadership got a wake-up call. Employees are showing lower tolerance level for deception. #TchatCyndy Trivella
A3: Saw too many companies “reacting” before full info was realized…killing employee morale #TChatBarb Buckner
A3: I noticed a lot of whining from ‘leaders’ this year. #tchatRob McGahen
Q4: How did technology and social media affect world of work trends of 2012? #TChatAngela Maiers
A4: A woman on my team asked me not to follow her on Twitter (I wasn’t) She said she uses a lot of @#4$ Why did she tell me? #tchatAlli Polin
A4: Technology and Social Media have allowed quicker decision-making, increased productivity and less formalities. #tchatDaisy Wright
A4 Social lets HR processes be more like biz processes to solve biz issues. But still very immature #tchatJustin Angsuwat
A4: The endless potential of social learning. So much more engaging than PowerPoint #tchatLaTonya Wilkins
A4 Creation of GeoThinkers thru SoMe world @CyndyTrivella #tchat Invaluable source #hashtag in 2012John Kosic
A4 More consolidation as we saw in ’12. Social techs bought by SuccessFactors, SAP and Oracle #tchatJustin Angsuwat
A4 No man will make a great leader who wants to do it all himself, or to get all the credit for doing it. -Carnegie #tchatCream.hr
A4 Social media gave me whole new PLN, exchanging ideas and learning from others I’d never have met otherwise, potent stuff. #TchatKandy Woodfield
A4 So-med has forced a measure of accountability on leaders. Employees are publicly calling them out. #tchatAlicia Arenas
A4: Still see HR confused on action when employees post about current leadership on Facebook #tchatAlli Polin
A4: #Tchat In 2012 Social Media transitioned and went from a Consumer to Consumer and became Consumer to Business & B2B #CMGRALEX BOTTOM
A4: #TChat More knowledge as a commodity perhaps, #Socialmedia still in infancy, 80% of folks are watchers not adoptersdiane mcwade
A4: Employees were more engaged with the outside world while they worked. #tchatRob McGahen
A4: Companies are starting to look an annual/bi-annual surveys as OLD data. Pulse/Real time survey are the future @Wayin #TChatJack C. Patterson
A4 Social media has made it easier for remote teams to connect. Google+ hangouts, Skype, hashtags, etc. #tchatAlicia Arenas
A4 Social media impacted me, but most clients (execs) tell me they have no time 4 twitter etc in context of 150 emails daily. #TChatKent Osborne
A4) personally, I’ve been able to resolve things quicker w/ability to connect w/those with the answers #tchatRich Grant
A4: Downside in HR – social media especially has led to more regulation and additions to the policy for employees. #TChatBarb Buckner
A4: The man behind the curtain can no longer hide…SM makes you transparent and border-less #tchatJen Olney
A4. Awareness voices from below and at the edge can matter #tchatChris Jones
A4 Social Media amplified the conversations and shared the influence. Share of voice flattened. #TchatStephen Abbott
A4 Previously, relationship building came with a cord. #TChatMark Babbitt
A4 Technology has helped to connect employees from different countries and opened up more diverse thinking. #TchatCyndy Trivella
A4: New ways of sourcing for talent. Keeping track of current employees. Stalking. Online stalking was huge this year… #TchatVeronica Ludwig
A4) The reach of connections is greater and faster than before. Leadership needs to show same trust as with phone and email. #TChatTim McDonald
A4 E’ees want social from lives at work. Social is immature for workforce vs customers. More growth in ’13 #tchatJustin Angsuwat
A4. My access to Talent thought leaders exponentially expanded in 2012 (all you beautiful people). Thank you #Twitter and thank you #TChatBob Lehto
A4 Remote teams a big plus & contribution #tchatCASUDI
A4: For business, they became more aware of their branding & reputation with comments/postings/reviews now everywhere #TChatBarb Buckner
A4. The only thing slowing down the Social Revolution is fear. The evidence is in! #tchatMichael Clark
A4: Alert and engaged employees became more frustrated with their fuddy duddy employers. #tchatRob McGahen
A4 Not as much as I would have hoped ~ some best tech tools slow to adoption (like ugly puppy) #tchatCASUDI
A4 I am sure the recruiters in this group have a lot to say about this! #TchatMarla Gottschalk PhD
A4: Technology & social media democratized the workplace through empowerment and accountability. And making both transparent. #TChatTalent Generation
A4: mentioned before but I think SM helps keep people/org’s honest. Tech is demanding more specialists to fill jobs #tchatRichard S Pearson
A4 Technology and #sm have made work move faster with less effort & from just abt anywhere needed. #TchatCyndy Trivella
A4) more social media training company realizes 40,000 employees tweeting/facebooking can be a positive thing for marketing #tchatDavid Copeland
A4. Social media totally changed the way we do business today. We have greater resources and reach. #tchatTerri Klass
A4 I remember when a desk calculator…something always disrupts and changes the way people live and work #tchatSteve Levy
A4: In HR – more options opened up for applying, screening & researching candidates and companies. No hiding info anymore! #TChatBarb Buckner
A4: Years ago I was on IM having convos. Closed window & gone. Now it’s captured in #SoMe & more people can get involved #tchatAlli Polin
A4: The concepts of SM driven “accessibility” affects work, especially gen perspectives on culture + authority #TChatAndrew Henck
A4 A+ affect via new tech & good streamlining. SM intro slow but growing. A++ learning programs promoted growth @diplosor #TChatEnzo Guardino
Last but not least- Q5: Look into your own crystal ball: What’s coming in 2013 for the world of work and why? #TChatAngela Maiers
A5. Let’s unite business leaders with student leaders around a shared purpose in 2013. #tchatMichael Clark
A5 2013 breaking down title barriers to simplicity, with return on connecting #tchatJohn Kosic
A5: #SoMe brings virtual teams together & makes the world smaller. 2013 should be the year to fully harness for collaboration #tchatAlli Polin
A5) More focus on employees as partners.Imagine disgruntled reach thanks to SM #tchatDavid Copeland
Moral purpose, really @ReCenterMoment A5. If enough of us focus on a shared purpose we can do anything. #tchatTania Sterling
a5 Collaboration will rise in 2013 because we are learning the value of sharing audiences/communities #tchatNick Kellet
A5. If enough of us focus on a shared purpose we can do anything. #tchatMichael Clark
A5. Business will openly discuss if & how badges will merge w/ formal college programs & ID value placed on liberal arts in post-sec #TChatGordon Dahlby
A5: If we continue to engage, using all tools at our disposal, we can affect meaningful change in relationships. #tchatRoger Veliquette
A5: #Tchat variety will be the spice of life and the choice of many who are disengaged and have the courage to adopt new thinkingdiane mcwade
A5: I’ll be working with many of you to help make my goals come true in 2013! #tchatRob McGahen
A5. I will be collaborating with amazing people to change the world in 2013! #tchatMichael Clark
Amen! we def need more workforce dev! @ReCenterMoment re A5, Unite & integrate worlds of education & business #TChatSylvia Dahlby
A5: Seemed to see more internship postings this year as a “trial” for both sides…would expect that to increase in 2013 #TChatBarb Buckner
A5. K-20 eduction needs business, business needs K-20 education. #tchatMichael Clark
A5, Unite and integrate the worlds of education and business. #tchatMichael Clark
A5) More employees demanding work from home opportunities #tchatDavid Copeland
A5. If you need optimism and hope about our future, visit a K-12 school. #tchatMichael Clark
A5: Companies focusing less on the “perks” and more on education to remotivate employees – and keep them from branching out #TChatBarb Buckner
A5: Contingent hiring has always been a leading edge of perm hiring coming back stronger… 2013? #tchatAlli Polin
A5. Students are going to drive unprecedented world transformation now and in the future. #tchatMichael Clark
A5: Employee engagement being the responsibility of empowered employees and not just leadership #tchatAlli Polin
A5) Organizations rethink if SM should be allowed at work. Give up on bans and embrace the power of the group #tchatDavid Copeland
A5: Hopefully more respect & understanding of all people and their capabilities. People don’t have an “expiration” or “use by” date #TChatTom Bolt
A5: Less focus on how to compete with the competition and more focus on “how we can stand out” to consumers/employees #TChatBarb Buckner
A5 For hiring: Less of a focus on experience/education and more on the applicants ability to learn quickly and problem solve #tchatCream.hr
A5: Challenge. Innovation from necessity. Reshaped industries. #tchatRoger Veliquette
A5 We’ll see more development/evolution in the nature of the social contract between employees and employers. #TchatMarla Gottschalk PhD
A5: A more social approach to evaluate leaders beyond the 360 #tchatLaTonya Wilkins
a5: 2013? Continued increase in the freelance economy #tchatAlli Polin
A5. People are seeing more, waking-up, engaging in making the world better. #tchatMichael Clark
A5. There will probably be more remote workers in 2013. Leaders must learn to connect these groups. #tchatTerri Klass
A5: I predict there will be a new ‘apocalypse’ after nothing happens on Friday. #tchatRob McGahen
A5 Less PowerPoint!! One can only hope … #tchatJustin Angsuwat
A5: contingent workforce, outsourcing, no need to have permanent job functions & the overhead: recruiter challenge: find when needed #tchatRichard S Pearson
A5: #Tchat 2013 tech companies will sift through tons of consumer apps & migrate talent & ideas to their enterprise cloud software platformsALEX BOTTOM
A5. The worlds of education and business will collaborate to transform one another. #tchatMichael Clark
A5: People transitioning to work where they can feel passion beyond a paycheck #tchatAlli Polin
A5 The rise of the “real” influnecer #tchatCASUDI
A5 2013? Some insourcing, more outsourcing, more social, more social-but-not-quite, more temporary employees, more startups… #tchatSteve Levy
A5. 2013 will bring collaboration with complementary businesses- working to help each other. #tchatTerri Klass
A5: Status quo will not be the norm. And playing nice with others, collaboration will be the key to the success in 2013 #tchatJen Olney
A5 We’ll see more innovation in the way we staff projects. #TchatMarla Gottschalk PhD
A5; my crystal ball says ‘CHANGE’ in huge glittery letters; I think it means we all have to change, not just expect it of others #tchatKrissy Venosdale
A5 Bad > Early retirements, less recruits & cash. Hope for > more e-learning, more efficient HR, more harmony with Trade Unions #TChatEnzo Guardino
A5. in 2013 we will see more and more social media policies springing up in organizations. #tchatTerri Klass
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-12-20 13:22:222020-05-25 16:05:19The Post Apocalyptic Workplace: #TChat Recap
Last night’s #TChat made one thing was clear: globalization means a lot of different things to a lot of different people. People from all corners of the Twitterverse came forward to share thoughts, ideas, definitions, opinions and suggestions based on years of experiences across a wide variety of cultures.
Many agreed that globalization is creating incredible new opportunities for both workers and their employers, but cautioned that certain opportunities may come at the cost of exploiting other people and cultures. Technology and social media are certainly aiding in breaking down linguistic and physical barriers, yet we agreed there’s no way to automate the dissolution of cultural barriers. In other words, nothing will ever replace the good ole fashioned handshake.
Corporate America has a lot to learn from their counterparts overseas. For years we’ve been perceived as operating under the assumption that the American Way is the only way, but globalization is quickly proving this false. In order to succeed, US businesses must invest in diversity programs, language training and offer flexible work schedules. We must be willing and able to accept other cultures as equals.
So how do we attack this daunting to-do list? Leadership teams and employees all share the responsibility in commencing change. Cultural shifts will likely start from the Top, but don’t wait for your boss’ permission to learn a new language or nurture relationships through the web. Globalization has forever changed the way we do business. Better to embrace it and learn the strategies required to succeed in this rapidly shrinking world.
One last thing before I go, please be sure to mark your calendars for Wednesday August 31st. #TChat Radio returns to Focus.com with an all new live episode! We will be featuring a few special friends from the 12 Most Blogging Community! Look forward to sharing more details with you soon. Our goal is to bring two live radio shows every month along with our regular #TChat on Twitter which happens every Wed from 7-8pm ET.
Q1: How is globalization changing the world of work?
Q2: What lessons can US workers & leaders learn from their international colleagues?
Q3: What role does workplace or business culture play when working internationally or with global teams?
Q4: What can leaders do better to meet the needs of a global or international business?
Q5: How is technology or social media influencing the rise of global business?
Q6:What are the biggest opportunities for organizations going global? Biggest drawbacks?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2011-08-11 09:45:182020-05-20 17:30:49There’s No Going Back From Global: #TChat Recap
The History Channel recently rolled out a series called, “How States Got Their Shapes,” a topic so complex that it warranted a serial treatment so intricate it would make Ken Burns blush.
But, Adams-Onis treaty aside, Laurie Ruettimann pretty much summed up the key geopolitical takeaway of history in this recent post on the Cynical Girl blog:
“States — NY, Pennsylvania, North Carolina, Illinois, California — are so arbitrary…. We are now loyal to imaginary boundaries and self-contained hamlets. Preferences and cultural divisions emerge, but it’s so stupid to display loyalty to a geography that can’t love you back.”
The arbitrary nature of borders extends to all territories, foreign and domestic, and while we’ve become adept at handling intrastate commerce, but when it comes to global business, the boundaries are more than arbitrary: they’re engrained into the fabric of most organizations.
Historically, many companies have, for reasons ranging from taxes to supply chain efficiencies, separated out the operations of their international business into a complex structure that’s separate, but rarely equal to, the home country, and business culture, which each respective company calls home (or, more commonly, ‘headquarters’).
While many global companies divvy up territories and regions like they’re hashing out the Treaty of Paris, the increased interconnectedness, not to mention economic interdependence, of today’s workplace necessitates a new approach to the challenges of international business.
This is particularly true when it comes to recruiting and retaining top talent, whose skills, experience and expertise transcends borders; international teams and work groups are not only becoming an increasing reality, but an important consideration in today’s talent and diversity strategies.
While, as Ruettimann pointed out, “preferences and cultural divisions emerge,” these, like any comprehensive recruiting strategy, are differences easily bridged, both through technology and the shared experience, and desires, shared by workers everywhere.
Concepts like stability, the opportunity for growth, the chance to earn a decent living and so forth might mean different things to different people, but that’s got less to do with location than personal preference, and it’s that preference that creates the only cultural division that really matters anymore: that of corporate culture.
And while, as Ruettimann suggests, “it’s stupid to display loyalty to a geography that can’t love you back,” when it comes to the world of work, it’s that loyalty, and engagement, that create a company’s most significant competitive advantage.
Going Global: Workers Without Borders
#TChat Questions & Recommended Reading (08.10.11)
This week, #TChat moves to its new day and time Wednesday nights at 7 PM ET/4 PM PT, but it’s always 5 o’clock somewhere, and we’re excited to kick off our new time slot with a topic that’s truly as big as the world of work.
While our #TChat community comes from around the globe, it’s our shared passion for career and talent management, leadership and workplace culture that keep the conversation going. We hope you can bring your international perspective this week; no matter where you are, this week’s topic is truly universal.
To help prepare, and inform, your participation in this week’s #TChat conversation (or if you can’t make it!), here are this week’s questions along with some recommended reading that’s not required, but provides some great background and insight about where global business is at – and where it’s going.
See you Wednesday (that’s August 10 on your calendars) night at 7 PM ET!
Q1: How is globalization changing the world of work?
Visit www.talentculture.com for more great information on #TChat, as well as other great resources on careers and hiring.
Monster’s social media team supports #TChat’s mission of sharing “ideas to help your business and your career accelerate — the right people, the right ideas, at the right time.”
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2011-08-09 10:56:202020-05-20 17:30:38Going Global: Workers Without Borders: #TChat Preview
As a digital native, I grew up with the web. And by that I don’t mean I just grew up with Internet access, though that’s true. I mean the Web and I grew up together. See, I was just old enough to start using a computer when the Internet hit mainstream America. Since then, it’s amazing to see how much we’ve both changed, and how difficult it is to notice those changes when we see each other every single day.
You have probably heard the terms Web 1.0 and Web 2.0. Web 2.0 has been a hot topic of discussion with the emergence of social media. But what exactly does it mean?
You may remember the Internet in the mid-1990s. It was awful. Most companies had no understanding of how to use the Internet for their business, so they simply posted the same broadcast-style messaging found on brochure ware. That’s what we refer to as Web 1.0.
The term Web 2.0 emerged in 1999 when engineer Darcy DiNucci described an imminent shift in Internet history from static “screenfuls” to two-way communication portals. During the Web 2.0 era, web sites became much more interactive, soliciting input from the user and granting her the ability to publish her own writing, pictures, videos and more. Today, Web 2.0 is often synonymous with “social media.”
Now, we’re on the brink of Web 3.0. It’s a new chapter in the history of the Internet brought on by three distinct characteristics:
1. App-based Computing
Odds are you may hardly ever visit your favorite websites. Instead you probably access the content from those sties through an application or independent program. These applications can be mobile (for the 250 million people accessing Facebook on their phones), desktop-based (for the 20+ million people using Tweetdeck to access Twitter) or both (for the 10 million Evernote users who access their notes on multiple platforms). The web still has its time and place. However, custom computer programs often provide a better user experience. Read Chris Anderson and Michael Wolff’s famous Wired Magazine article on the death of the “web.”
2. Internet Everywhere
Smartphones will be in the hands of the majority of American mobile subscribers by the end of this year, and almost all of those phones will have 3G or 4G access. That means they will carry the Internet with them in their pockets. Having Internet everywhere means the way we use the Internet will change. A mobile device doesn’t lend itself to full web browsing very well. Many companies are designing watered down versions of their websites formatted for mobile devices. People use mobile web more to “check” their digital lives than to live them.
3. Open Source Technology
You might have noticed alternative login methods popping up all over the web asking you to log in with Facebook, Twitter, Google, foursquare or Yahoo. If you dare to click one of those buttons, you’ll find the website your on has the ability to pull in information you’ve entered into another service. This development is made possible through application programming interfaces (APIs), which allow one piece of software to communicate openly with another piece of software. Many software companies now offer APIs so that third party developers can innovate on top of their existing technology. Right now, I feel there are serious conversation fragmenting problems in consumer technology. I can’t even begin to attempt to count the number of places I send and receive messages. My hope is that APIs help to solve that problem.
Eventually the future of the web will take us toward augmented reality, but we’re far from that now. What other indicators do you look for to imply we’re moving into the next era of the web?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Eric Leisthttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngEric Leist2011-06-09 10:08:562020-05-20 17:09:32The Future of Web Technology: Nice to Meet You, Web 3.0
I have worked with a dozen plus diverse organizations on their employee engagement strategies, not only identifying their top engagement drivers, but facilitating strategy design and execution. I can see how it could be a buzzword to many because they have not the slightest clue how to take employee engagement beyond just simply talking about it.
Regardless, my definition of employee engagement is, “an intimate emotional connection that an employee feels for the company they work for that propels them to exert greater discretionary effort in their work.” Take note that their are many definitions that exist, and whichever one you favor, remember this…it all comes down to the positive emotions that employees possess, individually and collectively. In my experience the top 4 engagement drivers are the following:
Strength of leadership capabilities of direct managers.
Perception that advancement opportunities exist, and are attainable.
Opportunities for personal growth and development.
Appropriate recognition for the good work that I do.
The “What” Versus the “How”
I just listed what I have seen to be the top 4 common engagement drivers. The next natural question would be, “now what? How are we supposed to improve engagement if we now know where our focus needs to be?” There is no cookie-cutter response because it depends on each organization, because each organization is unique due to the distinctive make-up of their workforces. But, I will say this…the “how” (i.e. executing an employee engagement strategy) is as important, if not more so, than the “what” (i.e. what we need to focus on).
This is where social technology could theoretically play a huge impactful role. I say theoretically because again, the success of strategy execution does not lie in the technology/platform itself, but in how it’s executed. At the top of my head, key things that are required for successful execution are strong leadership, people change management, communication, trust, authenticity, and ultimately a strong perception of competence in the eyes of employees. Notice how this is nothing different than any other major organizational initiative?
One Step Further
You need to also recognize that workforces in North America are more diverse than ever before. Work is now fully integrated into our personal lives, rather than being completely separated like it was just a few decades ago. We value customization, personalization, flexibility, variety and choice. Organizations need to understand this, and find a way to fully integrate these characteristics into how employee engagement strategies are executed. Now enter social technology!
Where Technology Could (Really Should) Play a Role
Keep in mind that technology by itself means very little. It’s a very similar concept to strategy, which I’ve said many times before, “is just a piece of paper with words on it” (see “Strategy = A Piece of Paper…“). If you don’t execute it well, it doesn’t matter how great the technology/strategy is. All technology does is enable organizations to be flexible, offer variety and choice, enable personalization and customization. It’s a vehicle, albeit a very effective one ONLY if you actually get the “how” part and focus on executing.
Having made my point about what technology is I will say this. The market has just been bursting with new niche social technology platforms that aim to help make business easier, more effective and efficient, and ultimately more successful. The mainstream platforms include the likes of Facebook, Twitter, LinkedIn, YouTube, Google and others. Example niche HR platforms include Rypple, ZuzuHire, SurgeHire, Yammer, Yackstar, ClearFit, Success Factors and I Love Rewards. Thousands more exist out there, but you get my point.
How employee engagement strategy is executed is more important than what you’re executing.
Impact of workforce demographics on our preferences for customization, flexibility and personalization.
Work is now fully integrated into our personal lives—no longer separated.
Social technology is a huge part of our lives, and social platforms are highly effective vehicles to support strategy execution.
The key in all of this is that leveraging technological platforms within traditional HR functions, particularly as it relates to employee engagement strategy will enable organizations to optimize their ability to drive positive employee engagement results.
(Note: The next post in this series of 3 posts will explore a case study of an organization that integrated social technology into its employee engagement strategy to drive positive results.)
A few weeks ago, I was at SXSW (also known as Spring Break for Nerds) with three colleagues. We all had completely different schedules planned and completely different agendas, but had to come together once each day to film our daily episode of TechInterruption. If you’ve ever been to SXSW, you know that trying to attend panels and trying to meet up with people are mutually exclusive activities.
At the beginning of my stay in Austin, I was on the hunt for the hot breakout technology of 2011. But most of the hallway chatter was about transmedia (old news), the location-based services wars (which don’t actually exist) and gamification (which many folks were not high on).
The only redeeming “new tech” factor at SXSW this year was Group Messaging. Group Messaging essentially takes the online chartrooms of our AOL days and brings them to a streamlined mobile experience. Popular Group Messaging apps include GroupMe, Kik, Beluga and Fast Society, many of which integrate with SMS (which is just fancy talk for regular old texting).
The messages sent over these applications generally reach their destinations faster than texts. They also further indicate a shift to data plan-dependent mobile ecosystems. In other words, soon you’ll only need a mobile device (or table) and a data plan (with no voice or text plan from your wireless provider) to make calls over the web and to send text-based messages.
So my colleagues and I saved hours of texting and calling each other individually to coordinate meeting times by using Group Messaging technology. Collaboration 2.0 for the win. No, the technology is not sexy. It’s not ground-breaking. It’s old, proven and time-tested technology playing out in a new forum on mobile devices. What made it remarkable at SXSW and what will continue to make it remarkable moving forward is how people innovate by using the technology.
From a workplace perspective, Group Messaging will forever change remote collaboration on time-sensitive projects that require quick answers. Communities will use it to quickly connect people with local interests, thereby assisting serendipitous meet-ups. Students will use it in the classroom to provide backchannel commentary during lectures…and probably collaboratively cheat.
Group Messaging is here to stay in one form or another. As always, feel free to share thoughts and ideas.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Eric Leisthttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngEric Leist2011-04-08 13:14:462020-05-20 16:59:49Workplace Messaging: Stepping into Mobile Collaboration
EDITORIAL NOTE: This guest post was written by Jeff Wilfong.
Dan Pontefract recently wrote in a blog post, The Holy Trinity: Leadership Framework, Learning 2.0 & Enterprise 2.0, about some rather interesting intersections for collaboration in the enterprise. He observes that with regard to Enterprise 2.0 (social media / technology for business):
Learning and knowledge management employees are attempting to integrate them into formal strategies (Learning 2.0),
Human resources and organization development consultants are focusing on leadership, values, and training programs (“Updated Leadership Framework”),
Technology workers are trying to adapt them to tools already used in the enterprise (Enterprise 2.0), and
Corporate communications and marketing are trying to figure out how to use them independently to simplify and streamline their work.
He believes this separated strategy of collaboration creates the “holy trinity” of what is occurring in many companies.
Simply put, this sort of organization is not truly collaborative, but haphazardly trying to implement social tools within distinct silos. Unfortunately, to effectively gather as many benefits as possible, the collaboration strategy must be consistent, congruent, and holistic of the whole, entire enterprise.
For me, when I think of an organization, I see a more mature start-up company, except that often times the policies, structure and norms have reduced the ability of the organization to be as innovative as it once was (the baby organization being the start-up). Why is this? As companies grow, as they mature into adults, special interests form. People wish to protect their silos, whether it be to protect their own jobs, to bolster prestige or power, or to save their teammates. Invariably policies and procedures get written from the results of thousands of meetings, which detract from the original mission of the organization (to be productive and innovative in some market).
The power of 2.0 is in integrating the organization so that arbitrary divisions of communication begin to open up into collaboration. When people are working together, talking together and acting together, the organization can truly accomplish more than sum of its employees. However, organizations often accomplish far less than the sum of its employees, in part because of barriers that get erected. E2.0 (Enterprise 2.0) technologies are only effective as the structure, culture, and attitude of leaders in an organization. Sure, people want to also be rewarded for collaboration, but this will come after the fundamentals are built. Down the line, I can help businesses measure collaboration, assess how collaborative employees feel their workplace is, and then reward them for appropriate behavior. However, large enterprises are looking for quicker solutions.
Many, many, many people are calling for organizations to rethink their silos right now, perhaps more than ever. However, very few organizations are proactively removing silos or barriers in a strategic way, and most organizations have adopted a wait-and-see attitude. They want to test out the ideal communication technologies before changing the siloed approach that have “worked” for them thus far. Yet, because 2.0 is a game changer culturally, we see all sorts of changes already happening.
Organizations need to be mindful of the dangers of creating siloed collaboration technologies and policies. We must not let Enterprise 2.0 go down that path; we must allow it to revolutionize the way people come together, work together and act together.
Author Jeff Wilfong has assisted with web 2.0 and business strategy for a number of large-scale organizations, such as Conoco-Phillips, the City of Sacramento and a multinational conglomerate based in India. Jeff is currently earning his PhD in Organization Development with emphasis in Web 2.0 management. Learn more by visiting his site, E2.0 Pros.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2010-05-28 08:30:322020-05-20 16:22:00Musings on the Collaborative Enterprise
#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.
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