Virtual assistants (VA) offer young brands the flexibility to focus on other areas of the business.
Don’t forget to subscribe to the podcast so you don’t miss an episode.
From multitasking between meetings and meal prep to the issues of internet and noise levels, many of us are still trying to adjust to this new normal. But we don’t have to do it alone. Big and small companies are hiring helpers to come to the rescue. These virtual assistants (VAs) and freelancers can take on the tasks that give employees a break and keep the business going.
Nathan Hirsch, co-founder of Outsource School, came to #WorkTrends to talk about this new trend. For entrepreneurs and leaders he’s got one rule of thumb: bring in help before you’re in dire straits early. “When you can’t walk away from your business for a week, a moment — that’s usually a good indication that you need to hire followers” — as he calls VAs.
The same approach applies as with bringing in any outside help: make sure everyone is on the same page and onboard well. Outsource School uses an onboarding process called SICC: Schedule, Issues, Communication and Culture. VAs also receive standard operating procedures for their first week at work and are tasked with not just reading them, but asking questions. A quiz determines whether they need more training or not — and at that point, if the fit isn’t right, each party may decide to part ways. “That’s how you protect your time, protect your investment and build trust,” he noted.
For managers, Nathan advises “making sure you set those communication channels up front” to get the process aligned — whether that includes emails, Slack, WhatsApp, Viber or all of them. Then coach VAs on which to use when. For VAs, asking for support when needed is critical. And I predict that we’re going to see more VAs coming onboard now and into the future, so this is an option I’d take seriously.
We covered a lot of ground in this discussion, so I encourage you to have a listen for yourself. Got feedback? Feel free to weigh in on Twitter or on LinkedIn. (And make sure to add the #WorkTrends℠ hashtag so others in the TalentCulture community can follow along.)
(Editor’s note: This month, we’re announcing upcoming changes to #WorkTrends podcasts and Twitter chats. To learn about these changes as they unfold, be sure to subscribe to our newsletter.)
https://talentculture.com/wp-content/uploads/2020/08/Coffee-Final.jpg6001018Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2020-08-28 08:15:142021-02-16 19:50:57#WorkTrends: Hiring Virtual Assistants
Hey, all. 2019 graduates. Recent 2020 graduates. Early-hires. Young professionals. Those who have been laid off. Those in furlough. Those on unemployment. I know it feels like everyone is looking for a full-time job (or any job right now). As a recent graduate from SUNY New Paltz, who majored in journalism and minored in Spanish — and experienced the job market during a pandemic, I’ve learned this: don’t let a virus dash your hopes for a dream job. I’ll share some of my own takeaways to keep your dreams alive during this time.
1. Start with introspection.
Did I solely want to be a reporter/journalist, or was I open to ideas where I could potentially use my journalism skills in other fields? I encourage you to ask yourself what skills you want to keep building on. That will lead you to answering what other roles you’re open to exploring. And it led me to understand that writing, reading and researching have been in all the jobs I’ve ever loved and grew from. Those skills and passions needed to be integrated in the job I chose for the future too. Then I asked myself: Did I solely want a full-time job or was I interested in part-time or freelance work to get my foot in the door? Keeping the answers to these questions in mind helped me widen my search, and apply to jobs more focused on the quality of work than the quantity of jobs. That way I’d still be able to make a stable living even if the full-time jobs weren’t coming.
2. Use all the job boards.
I looked for jobs in my field via Linkedin, Twitter, Indeed, Glassdoor, PND: Philanthropy News Digest, and Idealist because as aggregators, all the potential jobs were in one place. Generally, Linkedin and Twitter are great social media tools to follow the company for job posting updates and connect with potential employers. Indeed allows you to customize job alerts that land in your inbox and provides resources about all-things career-related. Glassdoor is useful for learning about company culture, salary, and benefits offered. PND and Idealist make reaching out to the employer and applying abundantly clear: who to email, who to address your cover letter to, and how/where to submit.
3. Go long and go hard.
I applied for dozens of writing jobs in a total of 10 months since graduating. A Google Sheet titled, “Dynahlee Padilla Job Shopping,” was my BFF (thanks to an alumna and friend who tipped me). This sheet included the company name, title of the role, date I applied, compensation if stated, the name of the contact/hiring manager, and link to the original job posting. This structure helped me keep track of who I needed to follow up with, who I should be connecting with on social media, and the types of jobs I was looking for. It served as my timeline of progress.
4. Find a good fit.
Yes, we all need to be working for a company that’s a good fit. Can you see yourself enjoying the role based on the job posting and any interviews you’ve participated in? Can you see yourself doing the responsibilities asked of you well and with passion? Do you agree 110 % with every part of the company’s mission statement and values? Can you see yourself grow with the company now and later? I once went all the way to D.C. to interview — for a Booking Producer role at a media company with an extremely conservative perspective, and I knew right away it wasn’t right for me. So, don’t compromise your values to fit in. You can choose to be a part of the company, the same way it can choose and consider you to join the company.
5. Keep your resume, your professional and personal story on paper, crystal clear.
Maintain a resume that’s up-to-par: education, succinct summary, publications/achievements, language skills, and relevant experiences that relay your skills in chronological order from the most-recent. Include keywords that target the roles you are looking for. When I worked at ABC’s “7 on Your Side” as an intern (post-grad), I learned that data journalists were trending in the media industry, so I tagged the word “data” and “producing” onto experiences that included those skills to stay on potential media companies and employers’ radar. Also, update your resume (and your LinkedIn) as soon as you begin a new role. Always proofread, and have editors in your trusted circle review for you. And for recent grads, add a “Professional Experience” headline — because now you are a professional — still learning but not a student.
6. Cover letter
A cover letter should never be optional. Job postings often say that, but as I’ve learned on TalentCulture, sometimes job postings are poorly written or generic or do not meet the needs of the company. Include a compelling signature with contact info. Use this piece of writing and ready-to-go clips/samples as your power tools to stand out!
7. You’re not done yet.
Getting a callback or interview doesn’t mean the work is done. Continue to apply for other jobs, because in this particular economy and market, we never know where these opportunities might take us.
8. You’re really never done.
Remember: job hunt is like dating. Brace yourself for rejection. Many times, we’ll get ghosted. Sometimes we’ll get led on — to nothing. So keep applying, and keep dreaming. And don’t stop. Ever. Check in with your own network and build on it — colleagues, friends, alumni, professors, family members. I reach out to my network often, especially during these times, because cultivating relationships are important to me — and not only when you need or want something. I usually ask: How are you doing? What are you working on? And then include, by the way — “I am working on this, and still looking for this. I’d love to get your thoughts. And keep in touch.”
9. Have faith and focus.
Make sure you check LinkedIn and job portals like you check Instagram, or any other platform you are obsessed with. Be obsessed. Your dreams will come true if you put in the time and energy to stay focused and follow through.
10. Landed a remote job? Here’s how to shine.
Let’s say you’ve got a job — but you’re not going anywhere but home. You can shine anyway. Be vocal with those you live with about the space, time, and tools you need in your home to work productively — not just busily. Natural lighting, a comfy chair, and privacy works for me.
Talk with your employer about your needs. I moved out-of-state amid the health crisis, which wasn’t easy. I spoke to my immediate supervisor and others I work with and got a few extra days off to get settled.
It’s OK to feel overwhelmed. There are various crises happening while our lives are still happening. So, take actual breaks. Step away from the screen. Do breathing exercises, stretches, therapy coloring, a walk/run — whatever works for you. Take the time to process what you are feeling and become recharged. And keep dreaming! New goals await.
Recently, I participated in an unsettling Twitter chat, focused on career planning.
Usually that’s not a controversial topic, but this particular discussion disturbed many participants. Why? Because we projected the number of jobs a typical Millennial will accumulate over the span of a career in our so-called “New Economy.”
Do The Math
Consider these estimates from reputable sources:
• By 2020, 40-50% of all income-producing work will be performed by short-term contractors, freelance workers and “SuperTemps” • The length of a career already averages 48 years — by 2020 it will be 50+ years • Today, the average time-in-service for a Millennial at any company is 2.6 years
Admittedly, I am not really good at math. But this data is pretty conclusive…
At 2.6 years per job, over 50+ years in the workforce, plus several temp assignments and contracts means that Gen Y can expect to hold 20-25 jobs over the course of a career.
Here’s the problem… or, rather, several problems:
No One Told Gen Y
Those statistics genuinely scared #InternPro participants — most of whom are Millennials. No one had done the math. Plus, between parents, educators and old-school career experts, there seems to be a halo effect surrounding an old paradigm: lifetime employment. Many Millennials seem to believe that once they graduate and get that first job, their job search is effectively over. They are unprepared for the fact that it’s really just the beginning of a continuous process.
Traditional Higher Education Hasn’t Noticed
Many higher education stalwarts — not exactly known for quickly adapting to changing economies and markets — still feature old-school theory taught by tenured professors who’ve never held a position outside academia. Instead of teaching the skills that will be in demand in the “Freelance Economy,” we’re still shoving 1970’s courses and curriculum down the throats of unsuspecting students. Higher education must change fundamentally. To remain relevant, academics must start emphasizing transferable, marketable career skills.
We Aren’t Entrepreneurial Enough
Successful SuperTemps, solopreneurs and freelancers rely on one skill above all else: entrepreneurism. Why? Because, going forward, our livelihood depends on our ability to sell our skills, our value proposition and our niche — continuously.
In fact, with the average duration of a job search at about 40 weeks, there will almost never be a time when we’re not selling… us.
Old School Recruiters Haven’t Adapted
It doesn’t help that recruiters still haven’t caught-on. Old-school recruiters, unwilling to accept new workforce trends, discount job seekers whose resumes show they move every two to three years. They still consider this “job-hopping” — and many will not interview candidates with this tendency. They are labeled “disloyal” and a “long-term risk”.
Here’s the reality: between economic conditions, Gen Y’s penchant for moving on when they become restless or feel undervalued, and the inevitable entrepreneurial spirit that is becoming pervasive among job seekers, recruiters who stick to this now antiquated “rule” will lose out on high-quality talent. In the meantime, their competitors will thrive.
Fasten Your Career Path Seatbelts
Without a doubt, our new economy is already here. Members of Gen Y who cling to old standards — through fear and/or influence by parents, higher education and recruiters — will clearly continue to struggle. They will continue to do as trained — and will continue looking for jobs that no longer exist.
However, young professionals who recognize the new workplace for what it is, and learn the career skills required to win…
• Strategic planning • Goal setting • Sales and digital marketing • Effective follow-up • Customer service • Integrity-based self-promotion
…will not only embrace the new economy, they will surround themselves with success.
What’s your reaction to the “average” career path of the future? How would you suggest that Millennials prepare to manage their careers more successfully? Share your thoughts in the comments area.
(Editor’s Note: This post has been adapted from YouTern, with permission.)
https://talentculture.com/wp-content/uploads/2013/10/1327908_14330343-2.jpg350700Aaron Elderhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngAaron Elder2013-10-24 12:23:522020-05-27 16:27:3425 Jobs in One Career? Brace Yourselves
I am so over the global economic upheaval. Aren’t you?
Apparently, so are employers who’ve had to make ruthless staffing choices in order to survive. Repeated layoffs, reduced benefits and increased workloads. It hasn’t been pretty. But necessity is the mother of invention. And to “make it work” along the way, business has embraced an unprecedented shift toward contingent labor. In fact, an estimated 40% of the U.S. workforce now operates on a part-time or contract basis.
Should I Stay Or Should I Go?
But what does it all mean for the future of work? Well, this free-agent shift cuts both ways. Although the allure of a variable-cost workforce may seem sexy for an organization’s bottom line, too much of a good thing has its consequences. Recently, while the romance between employers and freelance talent has flourished, relationships with employees have eroded.
And engagement isn’t the only weak link in the talent chain. According to research by Bersin By Deloitte, organizations will struggle to find, develop and retain the skilled talent they need to expand in the years ahead. Ouch. So where is the love?
A New Employment Relationship Normal
This week, the TalentCulture community looked at issues and opportunities in this new era of hired guns. Our goal was to generate ideas for a more sustainable talent model – one built on relationships and focused on value, competence, trust and mutual respect – regardless of cost or contractual requirements.
Two forward-thinking talent strategists helped guide our interaction:
Below are highlights and links to resources that we hope you’ll find helpful. If you know of related articles, or want to share ideas of your own, feel free to add a comment below, or include the #TChat hashtag to your posts on Twitter. The TalentCulture channel is always open, so don’t be shy!
G+ Hangout Video: Career strategist Dawn Rasmussen briefly explains why professionals should continuously market themselves, regardless of their job status.
TUE 2/5
#TChat Radio Show: Dawn joined Greta Roberts, and radio hosts Kevin W. Grossman and Meghan M. Biro, to discuss the upside and downside of today’s talent acquisition and retention realities.
WED 2/6 #TChat Twitter: Participants from around the @TalentCulture community gathered around the #TChat Twitter stream to share their expertise, experiences and opinions about the changing shape of today’s workforce, and the consequences for business and individuals.
NOTE: To see highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
Closing Notes & Highlights Slideshow
SPECIAL THANKS: Another shout out to Dawn Rasmussen and Greta Roberts for contributing your time and expertise to TalentCulture events this week! Your insights challenge us all to think more carefully about both sides of the employment equation.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about contingency workforce trends or other workplace issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
NEW: We’ve expanded to LinkedIn! If you like participating in groups we invite you to join us there anytime at TalentCulture – World of Work.
WHAT’S AHEAD: Next week – we’ll look further into the realities of today’s work world, as we talk about why and how companies should focus more carefully on recruiting from the nation’s unemployed talent pool. Don’t miss “The Business Case for Bridging the Unemployment Gap” on #TChat Radio, Tuesday, Feb 12, at 7:30pm ET and on #TChat Twitter Wednesday, Feb. 13, at 7pm ET. Look for details next Monday via @TalentCulture and #TChat.
Coffee girl! Pic at Starbucks. #tchat http://pic.twitter.com/JadcGdVuDawn Rasmussen
@KevinWGrossman chocolate has always been the key to my heart http://www.twitpic.com/c1giu0 … oh and cash #TChatSylvia Dahlby
BOOM! We’re off >Q1: Do all these shifts in the employee-employer relationship mean they’ve broken up for good? Why? #TChatMeghan M. Biro
#TChat A1: Larger employers are acceptable with the turnover just like the money they waste in their marketing budgets.Anthony Ryan
A1-The relationship has matured and evolved to a diff level given the changes in tech and global mobility on the whole #TChatSonalee Arvind
A1: Long-term relationships happen when both understand clearly why they “fit” and work to inspire each other #TchatDan Schultz
A1 It especially hurts youth. Experience paradox – how do you get experience if no one will hire you without it? #TChatMarc Cibulka
A1. I’ve been in temp jobs that treated me LIKE I was temp- no one trained me or used me as an asset. Shame. #tchatAshley Lauren Perez
#tchat A1 Too much of the current relationship is driven by Cos avoiding employee benefit paymntss rather than by ideals.Michael Leiter
A1 – The market is completely different & relationships have changed – it’s much too risky to think w/yesterday’s lens #TChatLeAnna J. Carey
A1: Those in-house “intrapreneurs” that add so much are now becoming “Entrapreneurs”… can I say out-house ppl? #TChatTom Bolt
A1. Relationships are never broken as long as both parties are willing to communicate. The opposite of love is not hate but apathy #tchatSatya Solutions
A1 Companies like the ability to hire without long term commitment. Works like a probationary period. #tchatEmilie Mecklenborg
A1, Employers have figured out there are a lot of folks who are not work keeping around #SadButTrue #TchatDave Ryan, SPHR
A1: The shift is due to economics – doesn’t make sense to have employees that negatively affect the bottomline #tchatJen Olney
A1: who says old employee-employer relationship was more ideal? #TChatStephen Van Vreede
A1: Mass-Entreprenuership is not a viable model on a larger scale. You’ll always need an employer/employee relationship. #tchatJoey V. Price
A1 The relationship has evolved bcs. of market forces. Both must look through different lens 2b sustainable; there is no alternative #TChatLeAnna J. Carey
A1: it is a negotiation and isn’t the goal always a win win?? #TChatLori~TranslationLady
A1. Don’t think it’s broken for good- just for awhile until more of the boomers retire. #tchatTerri Klass
A1 This shift may bring more situations of worker misclassificaton. Thoughts on that? #tchatTim Baker, CHRP
A1 I believe this generation has grown accustomed to the “try and buy” hiring style. Opportunity for employers to cut costs. #tchatAndrew Grossman
A1 – long term trend away from traditional employment. Co.’s learned it was cheaper to outsource to contractors #tchatRichard S Pearson
A1 – Degree of Employer/Employee relationship broken is inversely proportional to communication and culture. #TChat #GeekKeith C Rogers
A1: Don’t think they’re done for good, believe they’re going thru an evolutionary change. #TchatRobert Rojo
#TChat A1. If Ee is still with Er and vice versa, they must reap something out of it, i.e. not totally “broken”, is it..LiChing Ooi
A1. Jobs change every three years or less. Important to realize that employee:employer trends may also follow that pattern #tchatCream.hr
a1 I think orgs are hiring slow and firing fast without setting people up for success in between. Want them off & running #tchatAlli Polin
Q2: Do you see a world of work where the employee & employer ever get back together, like it used to be? Why? #TChatMeghan M. Biro
A2 contractors play a vital role in strategy #tchatOrgz Consulting
A2 Yes! The Love is not lost, just that the vows have changed! #TchatSonalee Arvind
a2 Temp = no respect…. consultant = respect. Both may bring specialized skills #tchatAlli Polin
A2: Employers have to take responsibility for environ and contractors have to make it about more than just $$ #TChatRoger Veliquette
A2 – Why would ER hire someone w/o a personal brand? A personal online brand is no longer a nice to have #TChatLeAnna J. Carey
A2. If contingent workers are becoming the norm companies need to create a new team model- be more inclusive #tchatTerri Klass
A2: Yes, contractors will be the new ‘purple squirrels’ with all the new skills they have added to their repertoire. #tchatDaisy Wright
A2: treating people as expendable bc they are freelancers will backfire. Talent is never expendable in any form. #tchatSusan Mazza
a2 Whole divisions are being outsourced to large staffing agencies & becoming contingent workforce. Hard shift 2 make #tchatAlli Polin
A2 – no such thing as the “good old days” and no turning back, unless WWIII reduces the earth to radioactive mudball #TChatSylvia Dahlby
A2 Our research shows 39% of independent workers (freelancers, etc.) feel MORE secure than if they had a traditional job #tchatSteve King
A2: Contractors may become the new rockstars when they have skills no one else has. #TChatDr. Janice Presser
A2: The winners in the new skills-based world will be those who ramp and scale quickly with singular or multiple gigs. #TChatKevin W. Grossman
A2. There is such a thing as ‘collective talent’ – so that when an ee leaves a team (e.g. end of contract) team IQ drops #tchatJane Watson
A2: More folks are finding that its better to depend on themselves then be beholden to a organization #tchatJen Olney
A2 We’ve shifted from relational to transaction relationships. You never know, it might shift back when it becomes too transactional #tchatChristopher Yeh
A2. Maybe for some. A mostly contingent workforce has disadvantages. I wrote about neuroscience research on ‘intelligence of teams’ #TchatJane Watson
A2 The workforce will definitely continue to expand and innovate. Workers are learning to depend on themselves more than their jobs. #tchatBeverly Davis
A2. Hopefully not if it includes an isolating top down hierarchy #tchatCream.hr
A2: No. We’re not going back, so don’t turn around, lest you become pillar of salt :) #TChatStephen Van Vreede
A2) Why should we revert? Why not just create a better “new normal” for both sides of the equation? But we need a sustainable model. #tchatExpertus
A2. I’m not sure it will but I think the workforce can benefit by bringing some of those old qualities back and work it with the new #TchatKimPope
A2 Really depends if the company wants a contract “for service” or “of service”…big difference #tchatTim Baker, CHRP
A2: A lot of this change has to do w/ the economy and how risky a business is willing to be. If things stabilize, employees will too #tchatSpark Hire
A2: A few roles can be lifelong. Seasonal and contract work will continue to be significant. #TChatRoger Veliquette
Q3: Contractors & part-timers are “pan-opportunists.” Is this what they want? Does it help or hinder #innovation? #TChatMeghan M. Biro
A3 Innovation is a result of people’s mind , not their time. Smartness is being Value driven not time driven #TChatSonalee Arvind
A3: Augmenting staff with contractors to help solve business driving challenges can really accelerate time to solution #TchatDan Schultz
A3: If you don’t thrive in ambiguous situations, don’t freelance. #TChatDr. Janice Presser
A3 There is loyalty but longevity of being at a company for 10+ years will not be as popular as it once was. Ppl today crave change. #tchatEmilie Mecklenborg
A3. Better faster way to the C-Suite: Create an organization. #tchatMichael Clark
A3: Is there loyalty out there anymore?? #TchatRobert Rojo
A3: Some companies will continue to reward loyalty, especially those in hard to fill locations. #TChatDr. Janice Presser
A3: Pan-opportunists can be great but difficult executing a 5 yr plan with rotating talent. Some corps can do well, others not. #TChatJanis Stacy
A3 – it is a tremendous challenge for co.’s to manage teams of freelance – laws gov. contract workers much diff. than employees #tchatRichard S Pearson
A3. The workforce today is filled with creative people who crave flexibility. #tchatTerri Klass
A3: Contractors are typically specialized. Orgs have to know why they are using them and how to use them or else why? #TchatDamon Lovett
a3 It doesn’t work for everyone though… many still want security over variety & choices #tchatAlli Polin
A3: Met Maslow’s basic physiological need of survival. #TchatRobert Rojo
A3 – contractors can be much more objective bcs. they are not ingrained in the culture & unpack business models more easily #TChatLeAnna J. Carey
A3 Very successful freelancers/contractors – about 2.2 million in US make more than $100k – value control and flexibility #tchatSteve King
A3 contracts must be used strategically, your most focus should be on your own work force. #tchatOrgz Consulting
A3: Perhaps not. But reality is that they must go extra mile to prove value. Doing what reg emps won’t. #tchatMark Salke
A3: Creation/innovation teams are never exactly the same twice. Flux is normal for inno. #TChatRoger Veliquette
A3: Sometimes the part-time opportunity is a foot in the door to something permanent. #tchatDaisy Wright
A3: The workforce of today is highly unique and virtual = The Pan-Opportunist Works! #TChatMeghan M. Biro
A3. Neither. Influx stems from a changing job economy. It’s innovation from its start #tchatCream.hr
A3 #Tchat I know both ppl who get contract job after another & I know some ppl who scrape by. A consistent flow of opptys is best.Cyndy Trivella
A3: Not really any one answer. Some folks thrive more in “permanent” roles while others thrive in serial “permanent” roles. #tchatVizwerxGroup
A3: Contractors & PTs *see* the issues that e’ees & e’ers probably don’t ~there is a wealth of knowledge to be shared! #TChatNancy Barry-Jansson
A3: If employers were more willing to hire contractors FT (or consider them more part of the team), it’s likely many would stay. #tchatSpark Hire
Q4: Social media leads employees & contractors into other orgs’ arms. How can leaders use it to foster fidelity? #TChatMeghan M. Biro
A4. Build internal digital village first. Make mistakes-improvements. Then, open to the world via social media. #tchatMichael Clark
A4. Healthcare organizations outsource doctors. Crazy. #tchatTerri Klass
#TChat A4: By doing EXACTLY what their social media is SUPPOSED to be doing, FOSTERING & actually GROWING relationships with their employeesAnthony Ryan
A4: Skills come, go and change. Let’s be flexible enough to play to – and hire for – strengths. #tchatknack
A4 – it’s just outsourcing that started big time decades ago – to individuals instead of companies #tchatRichard S Pearson
A4: You want your employees to be your brand ambassadors treat them like ambassadors – give them good hors d’ouvres. #TChatDr. Janice Presser
A4: The US has always been a nation of “At-Will” employment. Except in Montana… lol. #tchatJoey V. Price
A4 Teach your employees how to use social media to become thought leaders. It benefits them and the whole org. #tchatHolly Chessman
A4: Don’t blame #SoMe. No room to grow in-house means looking externally for opportunity. #TChatRoger Veliquette
#tchat A4 Social media builds cross (org) border communities. They bring in talent as well as draw them out.Michael Leiter
A4: Build trust. Those who don’t feel trusted will seek greener pastures #tchatJen Olney
A4. Be agile, up to date, stay with the trends. Learn what your employees want so they’ll want to stay in your arms #TchatKimPope
A4 Leaders can use SM to foster fidelity through engagement!! Be visible & build relationships within the org #tchatAlli Polin
A4: Just like unionization: Stop trying to regulate it and treat your people well. It’s pretty simple really. #TchatDamon Lovett
A4 social media helps determine which orgs spend the time engaging employees. If that’s you, then you’ll keep more people #tchatGoldbeck Recruiting
A4: Fidelity to an organization may be an outdated concept. #tchatVizwerxGroup
A4 Fidelity is earned. Orgs need to make contractors & part-timers feel welcome and accommodate their new associates #TChatEnzo Guardino
A4: They can start by trusting their employees on social and wasting time & money on trying to block it!(HOO-AH) #TChatSusan Avello
A4 Engage employees on the web — esp. when it comes to recognition. Robust employer social media helps. #tchatAndrew Grossman
A4: An employer brand and the atmosphere/trust in a team (contractor included) can and should involve social media. #tchatSpark Hire
A4 – If you’re taking care of your employees then you have no reason to worry. I don’t think there’s a talent black market going on. #tchatJoey V. Price
A4 – by signing contracts for freelancers for terms of projects – by keeping them in a positive environment so they will want to stay #tchatRichard S Pearson
A4 – SoMe is a huge required skill set for growth & survivability for both EE/ER – digital is a game changer #TChatLeAnna J. Carey
Q5: What are some specific strategies for employers to rekindle the romance with their employees? #TChatMeghan M. Biro
A5) Oddly I see TONS of posts using term “employee” even tho we’re trying to look at the 40% of workforce that is outside that box :) #tchatExpertus
A5: Engage the employee! Everyone wants to contribute and play a big role in their company’s growth #TChatJeffrey Fermin
#tchat A5. Get to really know about them. Everyone is motivated by different things. Some seek $ others flexibility. Personalized approachMichael Chopp, PHR
A5: Show them some love and make them feel that their opinions matter. #tchatDaisy Wright
A5 #Tchat Employees need to remember, the employer is not a mind reader. If U want something address it head on with them.Cyndy Trivella
#tchat A5 Many ways: flexibility, team building, recognition, training and empowerment. Make the effort to be meaningful and authenticStan Phelps
A5: two words – Reciprocal Trust #Impact99 #tchatTim Baker, CHRP
A5. The romance might be stronger if each party stops being sketchy, holding cards close to heart. Be transparent. #tchatAshley Lauren Perez
A5. Help create a company narrative that includes all the employees’ stories. #tchatTerri Klass
A5: Authenticity needs to return to the workplace relationships #tchattanvi gautam
A5 #tchat Clear expectations, roles & responsibilities are critical to employee engagement; which improves relationship.Anna Christina
A5 who brings money at your work? Employees. Care them and develop them.. #tchatOrgz Consulting
A5. Be open and transparent, using your own challenges and failures as examples. #tchatMichael Clark
A5 Listen to employee feedback. Constructive and effective communication. #tchatEmilie Mecklenborg
A5: Include growth plans for positions and individuals as part of strategic business plans. #TChatRoger Veliquette
A5 – Empower your teams to solve hard problems, the days of ivory executives sitting in the tower doing everything are over #TChatJeff Moore
A5: Co-creating the map of the future and co-owning it will lead to a space where folks feel they are in it together. #tchattanvi gautam
A5: Mood lighting… wine and roses in the office… and a little Barry White? LOL #tchatDawn Rasmussen
A5 Ask them what they care about. Do a values exercise. Incorporate the values in the organization. #TChatMelissa Lamson
A5 Be flexible, every worker has a different source of meaningfulness in work #tchatChristopher Yeh
a5 Let people go to off-site training & conferences. Good ideas aren’t only found inside of the org #tchatAlli Polin
A5: Humanize. #tchatMark Salke
A5 Make it clear which jobs and roles will be done by permanent employees & what jobs and roles will be done by contingent workers #tchatSteve King
A5: Engage, engage, engage…make them feel like they belong. #TchatRobert Rojo
A5: Engagement is key – at the level where the employee wants to be engaged #tchatVizwerxGroup
A5: Start by bringing your WHOLE self to your work every day = Be true to you. #TChatMeghan M. Biro
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-02-06 20:56:042020-05-25 16:17:00Feeling the Freelance Love in Today's Workplace: #TChat Recap
Question: What was your favorite job to-date? Now tell me, how did you learn about that job? And how did the hiring manager decide that you were the best candidate?
Did friends, family, former colleagues – any people you know – make a difference in helping you locate and land that satisfying opportunity? I bet you said yes.
Certainly, other factors count. Skill, speed and smarts – even serendipity – can play a role in making a strong career move.
But after a week of #TChat discussions about how to stay ahead of the curve in today’s job environment, I’m reminded that one factor matters most. The key is not how fast or how elegantly you travel along your professional path – it’s how many others you bring along for the ride.
Hint: The Secret Sauce is Social
No matter how rapidly the world of work evolves – desired skills, business environment, job hunting tools – relationships are the common denominator that defines the trajectory of every career. Truth is, connectedness creates powerful career leverage.
How we build and maintain relationships may shift as technologies and customs change. But at the end of the day, relationships matter. They’re the fuel that drives professional momentum. And professional communities like TalentCulture are living proof.
Digital forums may never replace the impact of direct contact. But they create a whole new context for connectedness that the world has never seen. And that can translate into far richer learning, collaboration and professional opportunities for career-minded individuals.
But don’t take my word for it. Look at what experts say…
NOTE: To see specific highlights from yesterday’s “Career Management” #TChat session on Twitter, watch the Storify slideshow at the end of this post.
#TChat Week-in-Review
A special thanks to career management and mentoring expert, Mark Babbitt, Founder and CEO of the popular internship portal and blog, YouTern. His leadership through the week’s #TChat activities kept us all focused, engaged and open to new ways of managing our careers.
Google+ Hangout Video: As a prelude to his appearances later in the week, Mark Babbitt talked with TalentCulture community manager, Tim McDonald, about key challenges in today’s job market.
WED 12/19 #TChat on Twitter: The community returned from the holidays in fine form, ready to share ideas about career management challenges, opportunities and strategies for success. Thanks to everyone who contributed thoughtful input!
Here’s just a taste of the interaction from last night’s #TChat stream… (For full highlights, watch the Storify slideshow at the end of this post.)
Biggest career management challenges?
There’s no such thing as job security any more, but a good network provides security. @AlliPolin
Learning when to stay, leave or pivot in your career / job is a heavy thought for many people. @CyndyTrivella
What job hunting activities matter most?
Get comfortable with the relentless pursuit of community and meaningful connection. Employed or not. Your next dream job starts here. @SocialSalima
Social media isn’t going to get you hired. The relationships you build there, though, just might. @talemetry
Build your community – BEFORE you need it! @susanavello
Whatever the technology – must be used to get face-to-face with hiring manager! @RichardSPearson
Best tech for finding a job is a handshake and positive attitude! The rest just gets us to the handshake. @JanisSpirit
# # #
Closing Notes & Highlights Slideshow
NOTE TO BLOGGERS: Did this #TChat session inspire you to write about career management or other “world of work” issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: Next week, we shift our focus to Gratitude and Employee Recognition. Be sure to mark your calendar – first for #TChat Radio, Tuesday, Jan 15, at 7:30pm ET. And then for #TChat Twitter Wednesday, Jan 16, at 7pm ET. Look for a full preview on Monday, January 14 via @TalentCulture and #TChat. Til then, keep rockin the World of Work!
Q1: What are the biggest career management challenges for professionals today and why? #TChatMark Babbitt
A1: Politicians, Medical Workers, Tax Attorneys #TChatTom Bolt
A1. Constant iteration – and Maintaining aftermath #tchatCream.hr
A1 If you always do what you always did – you will get the same results. Biggest hurdle for some? Change. #tchatEmilie Mecklenborg
A1: Making the most of the job experiences you have had! #tchatLegal Option Group
A1: Finding a company that not only matches your goals, but one you can trust to stay in business and do the right thing. #TChatchrys peterson
A1 Being visible and developing relationships both in and out of the organization is key and a challenge! #tchatAlli Polin
A1: Realizing that if you need help, you have to ask it. You can’t expect others to read your mind. #tchatRob McGahen
A1. Staying relevant and in demand when things change so rapidly- have to take control of your development #tchatJane Watson
A1 Learning when to compromise but not compromising yourself. #tchatFord Careers
A1 Knowing what career paths are feasible and what steps I need to take to get there. #tchatAshley Lauren Perez
A1: I find a lot of career challenges involve not knowing yourself before leading others in the workplace. #TChatAndrew Henck
A1 – knowing that no job is permanent – always planning for the next while exceeding expectations on current… #tchatRichard S Pearson
A1 Another challenge, taking the time to truly engage with others, colleagues, clients, etc #TChatClaire Crossley
A1. Keeping up with the changing technology. How to stay relevant when there are so many innovations #tchatCream.hr
A1. Biggest challenge is to keep moving forward rather than becoming complacent or stuck. #tchatSabrina Baker
A1 Owning the career path, listen to your heart, not someone’s suggestions #tchatDustin Haverkamp
A1: Identifying short & long term goals – charting a path to get there #TChatAndy Osburn
A1. The biggest career challenge for professionals today is building the skills they’ll need for tomorrow. #TChatTalent Generation
A1: Biggest career challenge – Staying relevant in essential conversations. #TChatJon M
A1) lots of information out there to manage. You need to hire an intern to keep up! #tchatRich Grant
A1: Staying relevant and marketable. #tchatKevin W. Grossman
A1 With staffing reductions, balancing home and work can be a challenge due to extra hrs. @ work. #TchatCyndy Trivella
A1 – The biggest challenge is to stay ahead of change & manage market expectations #TChatLeAnna J. Carey
Q2: What are the top three activities job seekers should focus on this year and why? #TChatMark Babbitt
A2: 1. Think positive 2. Reach out to other ppl you know who are connectors 3. Scan CL and LinkedIn like your life depends on it! #tchatLegal Option Group
A2: Networking, personal meetings, staying true to plan (don’t let gear derail the focus. #TChatTodd Noebel
A2: Share your expertise… Listen to experts… Shut up. <= 3 more things #TChatTom Bolt
A2. FOLLOW YOUR PASSION. Seriously. #tchatCream.hr
A2 Never give up! #jobseeking and rejection can be depressing but don’t stop trying and try new ways. Only takes 1 #job offer. #TChatJanis Stacy
A2: building relationships, focused networking, & following those that have what you seek #tchatSkyWay Leadership
A2: Recognizing your talents and how they apply/transfer to diff jobs/careers, networking & building relationships. #tchatchrys peterson
A2. Community building. Surround yourself with those that find purpose and strength in helping group be successful. #tchatVictorio Milian
A2: Be aggressive with your job search, but don’t forget to take time for yourself. #tchatRob McGahen
A2: Network, Network, Network (BUT)…>>>>>>>Know when to ask!!!! #TChatSusan Avello
A2: Become a connector of people, ideas and intent. #TChatMeghan M. Biro
#tchat a2 building a platform to deliver valuable outcomes to their audience while increasing their reach and impact!Bruno Coelho
A2: Adjust your plan… Execute the plan… Measure results… Rinse and repeat. #TChatTom Bolt
A2. If you have a reactive mindset vs. a proactive mindset the world will pass you by #tchatBridget Webb
A2: Know your value, network with those who can propel your forward and and be adaptable to the market #tchatJen Olney
A2 build a strong online portfolio, participate in local networking groups & educate yourself through books & online resources #TChatHolly Chessman
A2 – technology, self-branding and cultural sensitivity #tchatmatthew papuchis
A2. Follow up, Networking, and Soul Searching. Do what you love #tchatCream.hr
A2: Send an informational interview request to a contact in your desired field/sector atleast once a week #TChatAndrew Henck
A2 – Innovation skills, Social Business, Results – Because business sustainability & growth are monumental to our biz economy #TChatLeAnna J. Carey
A2: Revamping that video resume, networking on all levels and focusing on a career, not just a job! #TChatSpark Hire
A2 Clean cross-platform Social Media presence / Learn languages / No Drugs #TChatEnzo Guardino
A2. A successful job search isn’t about what you do, it’s about who you know. Never stop networking. #TChatTalent Generation
Q3: What are the hot professions today and what are employers looking for in every employee? #TChatMark Babbitt
A3 folks that are on high tech marketing are always in demand – as are those who can write well #TChatHolly Chessman
A3: As they say in NBA, I can tech you basketball. I can’t teach you to be 7 feet. #TchatCLOUDTalent
A3 Hire for potential! #tchatMarla Gottschalk PhD
A3. People who are loyal to their values. #tchatSalima Nathoo
A3 employers are looking for candidates that have tangible evidence that they can be successful at the job. bring out the brag books! #tchatAshley Lauren Perez
A3 I love multi-talented candidates. Can pitch and close, knows HTML in a pinch! #tchatRobert Moore
A3: Problem solvers, for sure! Not just BS’rs. They’re’s plenty of those to go around! #TChatSusan Avello
A3: I want cynical, critical, idealist, hard-working empaths, please. #tchatKevin W. Grossman
A3 Often times, #job seekers R so nervous in the interview, they don’t take time to assess if the company fits their culture needs. #TchatCyndy Trivella
A3 Seems employers want already full time employed problem solvers. #TChatJanis Stacy
A3. Know what you can teach. Offer to build that capability on your team. #tchatJustin Mass
A3: If you can read this, employers want you: 010111010101011010 #TChatTheJobChaser
A3: Employers want innovators and collaborators. #tchatRoger Veliquette
A3) looking for passion, honesty, integrity, & a willingness to learn #TchatPortland John
A3: They seek a proactive person with a positive attitude! Dn’t forget how much value is placed on a persons “fit” within the co. #tchatLegal Option Group
A3 People who can laugh and not take themselves too seriously are always on the “we like that” list with employers. #TchatCyndy Trivella
A3) NACE – National Assoc of Colleges & Employers surveys regularly about this question. Soft skills wins out #tchatRich Grant
A3. Experience, knowledge and successes are important of course but soft skills are just as relevant. #HR #career #tchatBridget Webb
A3 Employers are looking for someone who will engage beyond the status quo, lead outside the box and co-create. #tchatSalima Nathoo
A3. Hot jobs? UI/UX Designers. In demand skills? Adaptability, flexibility, combos of skills (e.g. Creative + tech-savvy) #tchatJane Watson
A3 Creative problem solvers with depth of experience #tchatRobert Moore
A3: Employers want people who can MULTI-TASK; do many jobs. #Tchatchrys peterson
#tchat A3 Online Dreampreneurs will rock 2013! Every Entrepreneur with a worthwhile Dream can make a meaningful impact Online!Bruno Coelho
#tchat A3 employers are looking for: on the plus side: proactive, passionate, focused. On the minus but real: charismatic, attractive.Franny Oxford
Q4: Will the online profile eventually be the demise the resume? Why or why not? #TChatMark Babbitt
A4) Resumes = lack of creativity! Job seekers must be innovative, showcase their talents #TChatPortland John
A4: the resume is only a filter & not a good one at that – having better information will always lead to better decision making #TChatAndy Osburn
A4: Problem with resumes is they are push-based. Need #digitalweaver that is pull-based so that skills are contextual to job. #tchatCLOUDTalent
A4 Your personal brand and social media are your 3D resume #tchatEmilie Mecklenborg
A4: first thing a potential employer does is “google” you. So in some respects, your search results is modern day aggregated resume. #tchatmatthew papuchis
A4:Online profiles will create a one-stop-shop as recruiters will be able to not only evaluate work exp & evaluate social presence.#TChatLidia Cords
A4: Important to be ready with both: resume (electronic, no more paper) + online profile. #tchatAnne Messenger
A4 over 80% of resumes are intentionally misleading. 70% of grads say they’ll lie to get a job. It’s horrendous #tchatCream.hr
A4: Some say that it seems to be headed that way. Do #recruiters look at social media profiles before contacting an applicant? #Tchatrecruiterbox
A4 I hope I never have to write another resume again #justsaying #tchatRobert Moore
A4: A quality online profile will fortify the resume. It gives a qualitative view of the person. #TchatJohn R. Bell
A4 Dead and gone. Because you can be whoever you want to be on paper and everybody knows it. #tchatCream.hr
A4) I think resumes started dying when we started using online application management systems. #tchatJennifer Tozer
A4: Online profiles basically ARE resumes – just updated more frequently. It’s progression, not replacement. #tchatBright.com
A4: Resumes are still important, but online profiles help complement what you show on paper. #TChatKC Job Seekers
A4: Paper resumes communicate so little about who a person is and what they can do for you. Online profiles are already here. #tchatMatt Hirschfelt
A4. Online profiles will definitely enhance the resume and change the format. Not sure about going away entirely. #TChatSpark Hire
A4 Full resumes will give way to very personal cover letters, linked to online profiles. Needs customized focus to balance skills. #tchatStephen Abbott
A4 One day, surely. As is, reading through a CV is faster and somehow, more personal (reading between the lines) #TChatEnzo Guardino
A4. The online profile probably won’t replace the resume. But it’s already just as important. #TChatTalent Generation
Q5: What are the best technologies job seekers should be using in their search and why? #TChatMark Babbitt
A5: Be you…on and offline. It’s just that simple #tchatJen Olney
A5 Use technology, but don’t use it as a crutch to keep U from IRL interactions. Technology is a means to an end, not the end result. #TchatCyndy Trivella
A5 Vast amount of articles, white papers on every industry. Research current trends and pay attention to shifts in your field. #tchatFord Careers
A5: The best tech. for finding a job is #some by far. It’s been progressing steadily and I see no decline any time soon! #tchatLegal Option Group
A5: We live in a world of clutter. Anything that breaks through it with the right purpose & conviction is a candidate’s advantage. #TchatJohn R. Bell
A5. First jobseekers should be networking. Technology LinkedIn and of course twitter #TchatGuy Davis
A5 Connect and build relationships on #SoMe – use the one that makes you most comfortable – but do it! #tchatAlli Polin
A5: 2013 Social Video is a hot Technology for effective Job Search. #TchatSean Charles
A5: Best technologies for job seekers? Google, chats (#tchat, #hfchat), LinkedIn, Glassdoor, networking data base. #tchatAnne Messenger
A5: Building your community – BEFORE you need it! <<<<< Key! #TChatSusan Avello
A5. Tech is out. Direct referrals from friends and colleagues more effective with much less gaming than tech #tchatShane Granger
A5. Ask yourself….”Who do you know and who should you know?” Then find a way to connect/build relationship via #socialmedia #tchatBridget Webb
A5: Whatever the technology is – must be used to get face-to-face with hiring manager!!! #tchatRichard S Pearson
A5: Use technology + #social to take charge of your career, your destiny and your “life story” #TChatMeghan M. Biro
A5) I have not tried this but someone told me about http://jibberjobber.com for keeping track of contacts #tchatRich Grant
A5. Money and a smartphone. Money to maintain yourself and a phone to stay connected with people. #tchatVictorio Milian
A5: Sites and services that give you a glimpse inside to all the people, places and thing you’re interested in. #tchatKevin W. Grossman
A5 Best technology: tablet tech. Bring it into a job interview and show off your portfolio. That’s what I call #dynamicinterviewing #TChatTheJobChaser
A5: technology aside, nothing can replace the personal connections you have. So focus on technologies that will enhance relationships #tchatmatthew papuchis
#Tchat A5 Knowing which, can require trying many to know which works best 4 U. Not using technology will NOT play in UR favor.Cyndy Trivella
A5 Mobile Tech.>Better networking, search opportunities, be accessible and respond promptly to enquiries, wherever & whenever #TChatEnzo Guardino
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2013-01-10 19:46:072020-05-25 16:07:53Connecting Career Dots: #TChat Recap
The official word, that there’s economic uncertainty, is so 2012. We’re all cheerful and happy the economy produced 155,000 jobs last month (not completely, but we’re trying for some enthusiasm here).
So have we turned the corner? Can we all relax and think about careers instead of jobs? Well, perhaps the answer is a guarded yes. And besides, it’s always time to move beyond hanging on to your job — time to begin with active career management.
More than anything else, active career management is what helps you to stay employed, wherever your career takes you. While job creation numbers might be less than auspicious, it’s time, yes, for employees, leaders and HR pros to get back in the game. Take control. Manage your life, your career and your future prospects. No one else will — but they’ll certainly manage to find someone else, who does.
This week’s #TChat World of Work and #TChat Radio are all about career management — what, how, when, where, how and why. We’re going where we haven’t in a year or two — to take a look at what it takes to actively manage a career, with stops along the way to look at barriers and challenges, and at how the topic has changed.
Here are this week’s questions:
Q1: What are the biggest career management challenges for professionals today and why?
Q2: What are the top three activities job seekers should focus on this year and why?
Q3: What are the hot professions today, and what are employers looking for in every employee?
Q4: Will the online profile eventually be the demise of the resume? Why or why not?
Q5: What are the best technologies job seekers should be using in their search and why?
Click to visit #TChat Radio on BlogTalkRadio
Join us Wednesday night, Jan. 9, from 7-8 pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) for a #TChat where we’ll talk about getting back to being in control of our careers. Mark Babbitt (@YouTernMark), CEO and founder of YouTern, will be our moderator, backed by yours truly (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman).
Now, while many of us who participate regularly in the weekly #TChat Twitter Chat are unemployable freelance free spirits who wax poetically — and I say that with all due respect — I’d argue that most of those full-time and part-time jobs are on the job, meaning required to be in the office, in periodic collectives to individual desk time, most of the time.
My fellow free spirits may throw me statistics saying, “But look — more companies are open to telecommuting; more people are working from home!” Maybe. And maybe they’re working from home only one day a week, or every other week. Not a watershed moment in the progressive world of work history, but better than a stick in the eye, as my dad always says.
Keep in mind that when start-ups are building teams, most prefer to hire the core teams in their near vicinity to ensure a cultural gelling of sorts (not counting the development teams, which could be all over). And the rest of the corporate world really does want to see the white of their employees’ eyes, even if they have offices all over the world and do talk virtually to one another.
Back to us unemployable free spirits — that’s my name for those of us who would have a really tough time confined full-time or part-time to a 5′ x 5′ cubicle and a cold, gray metal desk, complete with locking cabinets stuffed with unusable stuff. Unemployable free spirits are the ones who challenge the status quo, who launch new, innovative ideas and businesses, and who help to generate new jobs. We’re the ones who move and school when it comes to changing the world of work, who convince business leaders to lighten up and embrace social media.
We’re the ones who help to inspire self-management and empowerment and working remotely, even autonomously when need be (and we do need be). We’re the ones who say employment brand and corporate brand are one and the same and should be treated as such.
We can’t have us without the other. The very nature of the 21st century bold entrepreneurial spirit has risen from the ashes of companies and jobs burned right down to the ground, while the interconnected global economics still pull painfully like a grand tug-of-war over a foggy moat of muck and misery. The teams of us and them and you run along the moat banks until we find the shortest distances across, finding common ground in reaching the other side, some semblance of progress.
It’s then that the connective hardware and software tissues of choice unite us all collaboratively, the fleeting phantom sinews that appear in the mist.
That’s when the magic happens.
Thank you for joining us, and check out the slide show below of yesterday’s chat. Your tweets lent insight into just what, exactly, it means to be on a team today — and it means a lot. If you missed the preview, click here. We’ll see you next week.
Storified by TalentCulture · Thu, Jun 14 2012 14:46:18
Hey #SHRM12 friends, we’d LOVE to hear from you at #TChat (http://su.pr/1FP6NA) at 7PM ET today! http://pic.twitter.com/Y14EbERaTalentCulture
#TChat Q1: Where do teams operate today: at work, elsewhere, or both?Rayanne
A1: Both! Technology allows teams to work from anywhere. One of our teams consists of folks in SF, Brazil, and the Philippines #tchatJoshua Barger
A1: Home & Virtual Offices, from Mobiles and Laptops, Starbucks to airports and Cubicle to Closed Doors. There is no longer a “norm” #tchatRayanne
A1. Highly effective teams operate at work and elsewhere. The key term there is “highly effective”. #TChatInsperity Careers
#Tchat A1 Teams operate in various places today. Workplace, remotely from home, coffee shop, library, really any place that has WIFI.Cyndy Trivella
A1: We work almost completely in the cloud. A few of us are geographically close, but can’t always meet in one place. #tchatBlogMutt
A1: #PinkPonies runs an L.A. based team via Google+ hangouts, Facebook, Pinterest and email… #3PChat #teams #Tchatprettypinkponies
@Ray_anne A1. Both! Location is evolving. It’s abt being able to get the work done and not so much where you are. #TchatAnita
#tchat A1 Teams are the medium through which all significant work occurs these days. To think big means to have a team perspective!Michael Leiter
#tchat a1: it’s a little of both. Better question – where don’t they operate!Michael Danubio
A1: I have two desktops, iPad, laptop & fully-loaded mobile device from which I work. My teams are as close as my internet connection #tchatRayanne
A1 Teams are very “customized” today ~ designed/created to work the best & at their best ~ whereever/however #tchatCASUDI
A1: I would say both, but each has its own specific rules. #TChatTom Bolt
A1: The Entire WORLD? #TChatMeghan M. Biro
A1 Effective teams work everywhere, not just at work. #tchatLouise DiCarlo
A1: I’d argue still more folk in the office, in person, then virtually elsewhere. #tchatKevin W. Grossman
Precisely! Great point +1 @mdanubio4: #tchat a1: its a little of both. Better question – where dont they operate! #TChatMeghan M. Biro
#Tchat A1 Being able to conduct business from anywhere is indicative of our society and how mobile we all are.Cyndy Trivella
A1: 24/7, offshore resources means around the clock work! #tchatPlatinum Resource
MT @cyndytrivella #Tchat A1 Teams operate in various places..Workplace, remotely from home, coffee shop, library..any place that has WIFI.Joe Sanchez
A1: My biggest problem (I’ve said this before): remembering where I saw a message: EM, Tw, FB, LI, IM, Text ??? So many ways to comm #tchatRayanne
A1: Teams seem to operate everywhere…depending on the “project” and “purpose” determines
how & how well they work. #TChatBarb Buckner
A1 From my days in healthcare, a mixture of in-house & remote teams; whole depts and/or project-based teams #TchatClaire Crossley
A1: Anywhere something great is happening #TChatJess ‘Babs’ Bahr
A1) Teams are everywhere. Virtual, office, wherever. Only requirement is working together towards common goal. #TchatKarleen Harp
#tchat. A1: Teams today are highly flexible and virtual….We adapt as far as technology will take us.Early Careerists
A1: With more virtual teams working on projects work and elsewhere are the same. #TChatTom Bolt
A1: With new flex schedules combined with technology teams today work anywhere at anytime. #tchatBeverly Davis
A1: I have colleagues in London and Sydney. Internet has sure helped these communications. #tchatRayanne
A1: Our teams collaborate online, in-person and separately. #3PChat #Tchatprettypinkponies
A1. Teams and teamwork are happening in all areas of work and professional lives. #tchatTerri Klass
A1: I attended University of Phoenix online and even there we had teams for out classes and projects! It was a requirement #TChatBarb Buckner
A1: A “regular office” is no longer the norm #tchatRayanne
A1. Teams are universal operations in the workplace & beyond & now form part of or compete with communities. #tchatSalima Nathoo
A1: In the office, remotely, coffee shops, via webex. Basically if you can connect ppl w/ some way to communicate, its there. #tchatEmilie Mecklenborg
A1: all is remote for my org ;-) #TChatStephen Van Vreede
#Tchat A1 As long as a people are given the means to communicate, most will.Cyndy Trivella
A1: Putting together an “elsewhere” virtual team means making special efforts to build relationships. #TChatTom Bolt
A1: We have teams all throughout the country, Canada, and Europe. But it takes a good culture to make it work #tchatAlere Wellbeing
#Tchat A1 The speed at which information flows requires us all to be nimble and agile to keep up.Cyndy Trivella
A1: Teams are everywhere that people are working together to make things better. Definitely not only in the office. #tchatBright.com
A1: I do think a lot of “us” – here now – are the growing exception to the in-office standard. #tchatKevin W. Grossman
A1. Don’t confuse teams with mere working groups. Teams have more focus and are cohesive. #tchatTerri Klass
A1: 12 years ago, initiated home-based call center agents nationwide, then added collocation facility #TchatStephen Van Vreede
Wise nuance here >> @gingerconsult: Its just a base these days @ray_anne: A1: A “regular office” is no longer the norm #TChatMeghan M. Biro
A1: Even brainstorming sessions are more prevelent these days…less info just passed on and more collaboration #TChatBarb Buckner
What’s regular anyway :-) @gingerconsult: @ray_anne: A1: A “regular office” is no longer the norm #tchatCASUDI
A1 As brick & mortar operations have decreased, virtual teams have increased. #tchatMarla Gottschalk PhD
A1: No more boundaries. Anywhere anytime #tchatHusamettin Erciyes
We want to hear more @ITtechExec: A1: 12 years ago, initiated home-based call center agents nationwide, added collocation facility #TChatMeghan M. Biro
#tchat A1: most recently I supported a team of 170 w ppl in US/Canada/Chile/China & JamaicaErin Hommeland
YES! And Yes @MRGottschalk: A1 As brick & mortar operations have decreased, virtual teams have increased. #TChatMeghan M. Biro
A1 Also – there are no definitive work hours anymore… Virtual is 24/7 #tchatLouise DiCarlo
I feel the same way! @CASUDI: Whats regular anyway :-) @gingerconsult: @ray_anne: A1: A “regular office” is no longer the norm #TChatMeghan M. Biro
A1: In today’s technological world teams can work from anywhere in the world! Only caveat is they have to still collaborate! #TChatPadma Mohanram
“@ITtechExec: A1: 12 years ago, initiated home-based call center agents nationwide, #Tchat” –> ahead of ur timeMichael Danubio
A1: Teams exist on their own, outside context of projects; ppl who belong to them yearn to work together again, someday. #TChatBrent Skinner
A1: Make it a priority to *meet* and touch base 1-2x a week to make sure everyone is on the same page. #tchatEmilie Mecklenborg
regarding Teams: Q2: How do leaders lead when professional networks are more fluid than ever? #TchatRayanne
A1 Teams today have the opportunity to work form anywhere at anytime. Takes a bit more co-ordination but technology makes it possible #TChatLinda Jonas
#tchat A2 Professional boundaries dissolve in the face of teams that focus on impact rather than prof identity.Michael Leiter
A2. Leaders have to be able to adapt to the changing ways of business. Only those who can will be successful leaders. #TChatInsperity Careers
A2: Leaders must be in the conversation stream and there is a need for more transparency because there IS more transparency #tchatRayanne
A2: Leaders need to stay true to core principles and always be on a learning path to enhance their approach. #TChatJon M
A2: Leaders lead by being equally involved…just sitting back and observing doesn’t cut it anymore #TChatBarb Buckner
A2 Through influence & expertise, not title. Results are key #TChatJess ‘Babs’ Bahr
A2 The better you lead, the more fluid the team, need to check your ego at the door, guide & encourage them, let them take the credit #tchatLouise DiCarlo
#Tchat A2 Leaders need 2 lead by setting example. If leaders embrace & accept fluid workspace, direct reports will B quicker 2 adapt.Cyndy Trivella
A2: Leaders have to be flexible and open to using all forms of medium & communication to interact with the team. #tchatEmilie Mecklenborg
A2. Good question. How do they lead? Not too well, IMO. All these tools to communicate & still don’t use them well. #tchatSheree Van Vreede
A2: By hiring those who self-manage and take care of business. #tchatKevin W. Grossman
A2 We need to be inclusive in our leadership w/ fluid teams & networks; engage so remote people don’t feel “out of touch” #TchatClaire Crossley
A2: Leaders of fluid teams must stay informed and make sure that the communication is transparent to all. #TChatTom Bolt
A2: Employees/Team members need to feel “part of” – there are so many ways to get info now, that even more transparency is a must. #tchatRayanne
A2. Leaders who adapt with the technology are typically more successful. They understand the needs and are progressive. #TChatInsperity Careers
A2. Learn, engage, adopt & repeat. The learning process never ends and open communication should be the norm. #TchatAnita
A2. Leaders lead by cultivating trust and accountability amongst all team members. #tchatTerri Klass
A2 A2 Really puts the focus back on the basics – communication, project management and feedback. #tchatMarla Gottschalk PhD
A2) Just as def of “team” is changing, I think def of “team leadership” is shifting. Distributed/shared, more personal responsibility #tchatExpertus
A2: Consensus, clarity in communication, agreements, staying organized #Tchatprettypinkponies
+1 “@KevinWGrossman: A2: By hiring those who self-manage and take care of business. #tchat”Claire Crossley
A2 It takes v intuitive, self-motivated leader to lead a virtual ~ remote team + impeccable communication skills. #tchatCASUDI
A2: It is about leading with clarit
y, communication. In one job, my whole team was in another location. It does work! #TChatJon M
A2: Guidelines for comms are a must. Knowing the best way to share info for each particular team is imperative #tchatRayanne
MT @CyndyTrivella A2 Leaders need 2 lead by setting example. If leaders embrace fluid workspace, direct reports wil B quicker 2 adapt #tchatTalentCulture
#Tchat A2 Leaders need to stay current. Be informed, this inspires and promotes innovation regardless of where ppl are sitting.Cyndy Trivella
A2: Jump in and be involved. Chilling in the ivory tower doesn’t cut it anymore. #tchatRob McGahen
A2. Leaders also must lead with transparency and open sharing of information. #tchatTerri Klass
A2: Self-sufficient employees who can take initiative will need a leader who will compliment their strengths & help them grow. #tchatEmilie Mecklenborg
Absolutely @Ray_anne: A2: Guidelines for comms are a must. Knowing the best way to share info for each particular team is imperative #TChatMeghan M. Biro
A2: It is important to remember that “face-to-face” is still the best way to cement a team – though NOT the only way. #tchatRayanne
A2 I still think large quantities of face time F2F is the best communication #oldschool #TchatDave Ryan, SPHR
#Tchat. A2. Fluid networks are a benefit & tool for leaders. They must expand and utilize their network to succeed.Early Careerists
A2: Some things don’t change. One boss held status meetings to start the day and we were in the same bldg. Virtual = same #TChatTom Bolt
MT @ThinDifference: A2: It is about leading with clarity, communication. In one job, my whole team was in another location. It works! #tchatcfactor Works Inc.
A2) Treat each team member as equal, regardless of “rank” Every role is temporary. #TchatKarleen Harp
A2: A good tool for leaders is metrics. You will know the effort put into a project by the progress seen. #tchatBeverly Davis
A2: You can lead from afar…and be effective. You must master the art of communication and clarity of roles to teams #tchatJen Olney
A2: Leaders must “do as they say”. If they are not communicating, how will team be effective? #tchatRayanne
A2: Now we need new leaders unless they can adopt to current changes. #tchatHusamettin Erciyes
A2 – using tools like @Yammer can give leaders a voice across a global enterprise. Allows for more conversational back & forth. #TchatJodie Garrison
A2: Leaders must be consistent, dependable, flexible and more available to others’ varying schedules. #3PChat #Tchatprettypinkponies
A2) Leaders are able to be involved on a deep-level of understanding of how to steer a team to a certain goal relevant to the company #tchatDerek Tacconelli
A2: Frequent video and conference calls…occasional handshakes and coffee. #TChatTom Bolt
LOVE me the Y @jodiegg A2 using tools like @Yammer can give leaders a voice across a global enterprise. conversational back & forth. #TChatMeghan M. Biro
A2 Most importantly, leaders need to communicate expectations upfront. #TchatJoe Sanchez
#tchat A2 Respectful interactions among team members is essential 4 a free flow of sharing. Leaders can define this quality!Michael Leiter
#Tchat A2 Communication is KEY. Speak well and often regardless of the technology you choose. This will never change in business.Cyndy Trivella
@MeghanMBiro:@jodiegg A2 using tools like @Yammer can give leaders a voice across a global enterprise. conversational back & forth. #tchatCASUDI
#tchat a2: effectively delegatingErin Hommeland
A2. Leaders need to be great integrators of ideas and people. #tchatTerri Klass
! @ThinDifference: Respect! @workengagement: A2 Respectful interactions essential 4 a free flow of sharing. Leaders define quality! #TChatMeghan M. Biro
A2 New tools make new rules possible. Upside: less command/control req’d. Loosely-coupled & self-mgd teams can be effective/efficient #tchatExpertus
A2: Best way is to communicate and stay engaged regardless of technology used. #TChatPadma Mohanram
A2 Leaders must recognize that there is a premium on communications in fluid & virtual/remote professional networks. #TChatJoe Sanchez
A2: understanding your teams talent, who they are then communicating and directing them accordingly #tchatHusamettin Erciyes
A2: Leaders must insure that deliverables are met whether virtual or live. #TChatTom Bolt
*Reality Strikes* @TomBolt: A2: Leaders must insure that deliverables are met whether virtual or live. #TChatMeghan M. Biro
A2 Leaders can leverage video to inspire & share their vision with their people #TChatSean Charles
A2) Leaders have the ability to play to teammates’ strengths, boosting the group to larger than the sum of its parts #tchatDerek Tacconelli
#Tchat A2 Adaptation and open-mindedness is the name of the game.Cyndy Trivella
A2: #Leadership, remember: A dispersed, fluid team is a potentially distracted one. Interaction rules the day. #TChatBrent Skinner
Regarding TEAMS: Q3: The employee lifecycle is shorter now. How can leaders forge lasting relationships in this world of work? #tchatRayanne
A3. Leaders should stay in contact with their emps after they’ve left. It’s not just about emps networking with managers. #TChatInsperity Careers
A3: by making relationships based on context w/each other and not only w/work #TChatJess ‘Babs’ Bahr
Yes, I agree, Terri “@TerriKlass: A2. Leaders need to be great integrators of ideas and people. #tchat”Claire Crossley
#tchat A3 Effective leaders give their full attention to the conversation of the moment.Michael Leiter
A3 Create loyalty – make the workers feel valued!!! #tchatLouise DiCarlo
A3: Open communication, respect and recognition….the same reasons WHY the employee life cycle is shorter – those are missing #TChatBarb Buckner
A3 Business is still about people. Show appreciation. #tchatMarla Gottschalk PhD
A3. Acceleration Everything happens faster today. Do it faster & better #tchatDave Ryan, SPHR
A3. Have real conversations and create meaningful connections. Surface communication is so 1.0! #tchatSalima Nathoo
A3) Treat team members like customers. They could be some day. Stay in touch / positive even with rocky relationships. #TchatKarleen Harp
A3: Lasting relationships are a rare breed these days. Most employees do not stay longer than 2 years. #tchatRayanne
A3. Leaders need to stay in contact with people from organizations they left. Keep everyone posted as you move on. #tchatTerri Klass
A3: It’s all about gaming and incentivizing. Make your employees feel like they’re apart of something bigger. #tchatBlogMutt
A3: Don’t try to make relationships last, just let them. Encourage cooperation on common goals and it should happen naturally. #TChatTom Bolt
A3: Like all good business, keep your customers coming back for more. #tchatKevin W. Grossman
A3) Latch on with laser focus #tchatDerek Tacconelli
A3: Good technology, adequate support resources and professional development opportunities #tchatKathy Herndon, GPHR
A3 Winning & making a difference is the glue that holds any team together ~ same w remote/virtual team. #tchatCASUDI
A3 Forging rel shouldn’t change: listening, authenticity, not burning bridges. Same for employees. Could work together down the road #tchatFaronics HR
#tchat A3 Considering the full person, not just the current role, builds a long term relationship at work Michael Leiter
A3: Those that are shown respect will stay in touch and continue to help if they can…think referrals #TChatBarb Buckner
A3 Support teams via con’t pro
f development & create opportunities so ee’s can *shine* Strategies shouldn’t end once recruited #TchatClaire Crossley
A3: There is a definitive need to instill devotion/loyalty in employees. Must come from employer/boss #tchatRayanne
A3: Leaders build with trust and honesty that creates a lasting bond no matter the cycle of the engagement w/the org #tchatJen Olney
#tchat a3: take an interest and connect on a personal levelMichael Danubio
A3: Respect is reciprocal and speaks well of the co/org and its leadership. THIS drives retention #tchatRayanne
A3 Leaders should listen, empower, be flexible, reward and recognise. If you are an integral part, it’s harder to leave a company #TChatLinda Jonas
A3: If they want more loyal employees, they must be willing to meet them halfway. #tchatRob McGahen
A3. When we serve others with respect, they will always be part of our professional life. #tchatTerri Klass
Two-way street? @Ray_anne: A3: There is a definitive need to instill devotion/loyalty in employees. Must come from employer/boss #TChatMeghan M. Biro
A3: Don’t burn bridges! #tchatRob McGahen
A3: If you pay attention, those relationships are already forged among your employees…leaders need to learn how to do the same now #TChatBarb Buckner
Yes! MT @ClaireSMBB: A3 Support teams via cont prof development; Strategies shouldnt end once recruited #TChatJess ‘Babs’ Bahr
#Tchat A3 At the end of the day, leadership can take place anywhere IF executed correctly.Cyndy Trivella
How so? Nuance? I like @TerriKlass: A3. When we serve others with respect, they will always be part of our professional life. #TChatMeghan M. Biro
+10 MRT @BarbBuckner: A3: those relationships are already forged among your employees…leaders need to learn how to do the same now #tchatSalima Nathoo
A3 Sometimes I think we make things too complicated. We know what engages employees – just do it. #tchatMarla Gottschalk PhD
A3: Last week’s #tchat was all about loyalty & trust. Those same ideas exist here. Commitment and loyalty must be nurtured – ongoing #tchatRayanne
A2) But new team tools, models & methods gain value w/ leadership: set vision/strategy, integrate, facilitate, provision, empower #tchatExpertus
A3: One of the main reasons people leave orgs are because of leaders. They need to build more meaningful / mentoring relationships #tchatJoshua Barger
A3: Building a lasting relationship with any team is based on the same things; fair pay, having a voice and growth opportunities. #tchatBeverly Davis
A3. Always lead with integrity and care for others. That will create long lasting relationships. #tchatTerri Klass
A3: Make it a priority to share your vision & give direct feedback daily to your employees #TChatSean Charles
@Ray_anne A3: Focusing on talents can help an employee realize your appreciation of their contribution. Everyone loves appreciation! #TChatMike Hopkins
A3: This nurturing is an ongoing process, not a one-shot deal. Must continue throughout the life of the company #tchatRayanne
A3: Know when to use the carrot, the stick, a short leash and no leash. It takes a combination of skills. #Tchatprettypinkponies
A3. Create transparency within the company and build on relationships. Apply the P2P (people-people) principle internally to succeed #TchatAnita
A3 To the extent possible, provide opptys for distributed workforce to physically meet & socialize. Show you care. #TchatJoe Sanchez
A3: Know your team well by observing and listening.
Respect their opinions and appreciate. Realize that there is no “I” in the “team” #TChatPadma Mohanram
A3: Focus on the team’s goals — not your own. #BeALeader #Tchatprettypinkponies
+1 “@SocialMediaSean: A3: Make it a priority to share your vision & give direct feedback daily to your employees #TChat”Claire Crossley
A3: Meeting the changing needs of the employee is a good idea. Flexibility in hours and where they work are good ideas #tchatRayanne
Absolutely! RT @BrightJobs: A4: Make a real connection, sincerity from leadership is what every employee is looking for. #TChatPadma Mohanram
A3: Makean effort to understand what motivates each member of your team. #Tchatprettypinkponies
Everyone motivates differently! MT @prettypinkpro A3 Know when to use the carrot, stick, short/no leash; takes a combo of skills. #TChatJess ‘Babs’ Bahr
A3: Fire people with poor behavior quickly to keep your focus on the most valuable & engaged employees #TChatSean Charles
A3: This might be excessively tactical, but they can do so by connecting with them in professional circles outside the org. #TChatBrent Skinner
A3. The most important thing a leader can do is grow new leaders. #tchatTerri Klass
+ 3 Absolutely @TerriKlass: A3. The most important thing a leader can do is grow new leaders. #TChatMeghan M. Biro
@rezlady I’ve had a ongoing discussion about instilling/creating/inspiring/managing self motivation > 4 virtual teams A3 #tchatCASUDI
A4: Alignment of vision and goals is imperative as the workplace becomes more intangible. #tchatRayanne
A4. Technology is allows us to balance our work/personal life. We choose when we collaborate and how often. #TChatInsperity Careers
A4: The company must have a desirable culture and a certain camaraderie is good for the employee, which is good for biz #tchatRayanne
A4: Make a real connection, sincerity from leadership is what every employee is looking for. #tchatBright.com
A4: Anyone ever heard of the telephone? #tchatSteve Levy
A4. Technology allows us to collaborate on our own time. You don’t have to wait until the next day to share your ideas. #TChatInsperity Careers
RT @Ray_anne A4: The company must have a desirable culture and a certain camaraderie is good for the employee, which is good for biz #tchatTalentCulture
RT @levyrecruits: A4: Anyone ever heard of the telephone? #tchatDave Ryan, SPHR
A4: Teambuilding events and all-hands company meetings are great for re-establishing bonds and energy. #tchatRayanne
A4 Through developing relationships that transverse the workplace #TChatJess ‘Babs’ Bahr
A4: The teammates must first have a relationship with each other to WANT to engage in/out of the workplace #TChatBarb Buckner
Is that an Apple product? RT @levyrecruits: A4: Anyone ever heard of the telephone? #tchatRichard S Pearson
What planet are you tuning in from? Hello my friend @levyrecruits: A4: Anyone ever heard of the telephone? #TChatMeghan M. Biro
Gr8! RT @JessaBahr: A4 Through developing relationships that transverse the workplace #tchatTerri Klass
A4 Teammates have to take responsibility for their own engagement. Take on new responsibilities, take breaks, have fun! #tchatLouise DiCarlo
A4: Clarity of purpose equals engaged teammates. Purpose of daily actions and how it all fits together over time. #TChatJon M
A4: My company has an All Hands Meeting every Friday 9am w/ virtual employees on speaker phone. #tchatRayanne
A4: Your connective hardware and software tissues of choice. #tchatKevin W. Grossman
RT @JessaBahr: A4 Through developing relationships that transverse the workplace #Tchatprettypinkponies
RT @Ray_anne: A4: Teambuilding events & all-hands company meetings are great for re-establishing bonds and energy. – so simple & true #tchatPlatinum Resource
#Tchat A4 If ppl work remotely, they need to make a point of keeping in contact with their team everyday. No one well works in a vacuum.Cyndy Trivella
RT @Ray_anne:A4: The company must have a desirable culture and a certain camaraderie is good for the employee, which is good for biz #tchatJumpstart HR
True. RT @BarbBuckner: A4: The teammates must first have a relationship with each other to WANT to engage in/out of the workplace #tchatKevin W. Grossman
Definitely needed RT @Ray_anne: A4: Teambuilding events and all-hands company meetings are great for re-establishing bonds and energy #tchatRichard S Pearson
A4: Culture has to be border-less #tchatJen Olney
A4 Should be team focus too, in addition to leadership, everyone plays a part in making sure colleagues feel engaged #TchatClaire Crossley
A4: Companies have to remember to allow employee the space to have their personal lives too…don’t expect them consumed 24/7 #TChatBarb Buckner
RT @BarbBuckner A4: The teammates must first have a relationship with each other to WANT to engage in/out of the workplace #tchatTalentCulture
A4: Obvious answers such as text, phone calls, twitter, etc… #tchatRob McGahen
A4: they can stay engaged via Facebook ;-) #TChatStephen Van Vreede
RT @Ray_anne: A4: Teambuilding events and all-hands company meetings are great for re-establishing bonds and energy. #tchatKevin W. Grossman
A4 In the old days we only had phone/fax NOW the tools of communication are our oyster……sounds funny but U know what I mean:-) #tchatCASUDI
A4: make sure to meter out rewards, competitions, to build up morale and create excitement. Yes I said it, excitement at work! #tchatPlatinum Resource
The skinny: RT @KevinWGrossman: A4: Your connective hardware and software tissues of choice. #tchatcfactor Works Inc.
A4: RE: Company Mtgs – opportunity to share news good and bad that may affect everyone. We also say thanks and good job #tchatRayanne
A4: Not so obvious answers such as knowing the schedule, knowing who you need to communicate with and remain focused! #tchatRob McGahen
THIS-> MRT @joshinhr A3 One of main reasons ppl leave orgs b/c of leaders. They need 2 build meaningful / mentoring relationships #tchat Brent Skinner
Which platform do you use? @Ray_anne: A4: My company has an All Hands Meeting every Friday 9am w/ virtual employees on speaker phone. #TChatMeghan M. Biro
A4: Camaraderie is fantastic, however, leaders need to be aware of the line and not to cross it – they are leaders, not friends. #tchatJoshua Barger
A4. Must develop “check-in” times and use lots of listening to really understand what’s important. #tchatTerri Klass
Indeed. RT @gingerconsult: A4: Culture has to be border-less #tchatKevin W. Grossman
TRUE RT@Ray_anne: A4: The company must have a desirable culture & a certain camaraderie is good 4 the employee, which is good 4 biz #tchatCASUDI
A4: Virtual employees must be included. Very few are solely self-motivating. #tchat Plus, it can be lonely :-/Rayanne
A4:Internal & external social networks are awesome to keep connected. #TChatSean Charles
A4: You need to have realistic goals for your team with an open communication then you don’t need much to engage them #tchatHusamettin Erciyes
RT @TerriKlass A4. Must develop “check-in” times and use lots of listening to really understand what’s important. #tchatTalentCulture
A4 A mistake some people make is ALWAYS trying to be availalbe – doesn’t work #worklifebalance #fail #tchatDave Ryan, SPHR
A4. Personal bonding is important. If meeting in person is possible – do it. Rewarding the team & members is impo for engagement. #TchatAnita
Any favorites? @SocialMediaSean: A4:Internal & external social networks are awesome to keep connected. #TChatMeghan M. Biro
We do the same on Video and Adobe Connect. people love it. RT @ray_anne: A4: My company has an All Hands Meeting every Friday #tchatBill Cushard
Yes, conveyed in culture & environment RT @KevinWGrossman: Indeed. RT @gingerconsult: A4: Culture has to be border-less #tchatEmilie Mecklenborg
#TChat A4: maintain engagement by creating opportunities for people to learn about each other WHILE working = less loss of timeLynette Patterson
MRT @Ray_anne: A3: previous #tchat all about loyalty & trust. Same ideas exist here. Commitment & loyalty must be nurtured – ongoing #tchatBrent Skinner
RT @KevinWGrossman: A4: Your connective hardware and software tissues of choice. #tchatTalentCulture
Leaders can’t be freinds? MT @JoshInHR: A4 leaders need to be aware of the line and not to cross it – they are leaders, not friends. #TChatJess ‘Babs’ Bahr
A4. Maintain a transparent form of communication and never keep anyone in the dark. #tchatTerri Klass
RT @Ray_anne: A4: Virtual employees must be included. Very few are solely self-motivating. #tchat Plus, it can be lonely :-/ #Tchatprettypinkponies
A4: Videoconferencing – face time is so valuable #tchatKathy Herndon, GPHR
A4. Teams who are clear on WHY they are *choosing” to collaborate can better seamlessly engage in any space #tchatSalima Nathoo
#tchat. A4: A common bond! I.e. mission, vision. This unites people!Early Careerists
MRT @beverly_davis: A3: Building lasting relationship w/any team based on same things; fair pay, having voice & growth opportunities. #tchatBrent Skinner
Well said! RT @TalentCulture: RT @KevinWGrossman: A4: Your connective hardware and software tissues of choice. #tchatTerri Klass
RT @kathyherndon: A4: Videoconferencing – face time is so valuable #tchatDerek Tacconelli
RT @socialmediasean: A4:Internal & external social networks are awesome to keep connected. #TChatFaronics HR
RT @@SocialMediaSean A4:Internal & external social networks are awesome to keep connected. #tchat TalentCulture
#tchat A4: high quality ppl will stay engaged if the plan is clear, and they know what is expected.Erin Hommeland
F2F invaluable> RT@kathyherndon: A4: Videoconferencing – face time is so valuable #tchatCASUDI
RT @prettypinkpro: @Ray_anne: A4: Virtual employees must be included. Very few are solely self-motivating Plus, it can be lonely :-/ #tchatPlatinum Resource
IRL Deepens relationships. Zero question. @kathyherndon: A4: Videoconferencing – face time is so valuable #TChatMeghan M. Biro
RT @EHommeland: #tchat A4: high quality ppl will stay engaged if the plan is clear, and they know what is expected. #tchatEmilie Mecklenborg
MT @anitaloomba A4 Personal bonding imprtnt. If meeting in person is possible – do it. Reward team & members is impo for engagemnt. #TchatJoe Sanchez
A4. Open, frequent communication and user friendly technology #tchat @Ray_anneGarret Meikle
MRT @brentskinner: @beverly_davis: A3: Build lasting relationship w/ team based on fair pay, having voice & growth opportunities. #tchatPlatinum Resource
A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatDerek Tacconelli
RT @FaronicsHR: RT @socialmediasean: A4:Internal & external social networks are awesome to keep connected. #TChatSMS Social HR
@Ray_anne A4: Stay connected on Facebook and other social media channels to keep up with “water cooler” news remotely #tchatWork4 Labs
A4: You have to have a reliable plan of communication for distance teams. You cannot connect w/o “connection” #tchat Jen Olney
RT @sanchezjb: MT @anitaloomba A4 Personal bonding imprtnt. If meeting in person is possible do it. Reward team & members #tchatTerri Klass
RT @MeghanMBiro: IRL Deepens relationships. Zero question. @kathyherndon: A4: Videoconferencing – face time is so valuable #TChatRob McGahen
#tchat A4: impt to to recognize not all ppl WANT to socialize/engage “out” of work. They are still productive and shouldn’t be “punished”Erin Hommeland
RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatTerri Klass
RT @garretmeikle: A4. Open, frequent communication and user friendly technology #tchat @Ray_anneJen Olney
MT @CzarinaofHR A4 To have engaged team, leader must 1st succeed @ balancing individual needs of team members w/ the needs of team #TChatTalentCulture
Snail mail, blimps..RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatPlatinum Resource
Sounds like my last gig :) RT @terriklass: RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatJen Olney
RT @gingerconsult A4: You have to have a reliable plan of communication for distance teams. You cannot connect w/o “connection” #tchatTalentCulture
RT @EmilieMeck: RT @EHommeland: #tchat A4: high quality ppl will stay engaged if the plan is clear, and they know what is expected. #tchatPatty Swisher
Hmm…how old school is TOO old school…RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatTalentCulture
Fax :D RT @PRGWest: Snail mail, blimps..RT @DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatDerek Tacconelli
Whatever it takes > RT@DerekTac: A4) Via message boards and telegraph. Smoke signals and carrier pigeons. #tchatCASUDI
A4 – weekly group hugs? #tchatTim Baker, CHRP
RT @TalentCulture: MT @CzarinaofHR A4 To have engaged team, leader must 1st succeed @ balancing individual needs w/ the needs of team #tchatTerri Klass
+1 RT @gingerconsult A4: You have to have a reliable plan of communication for distance teams. You cannot connect w/o “connection” #tchat -Anita
RT @gingerconsult: RT @garretmeikle: A4. Open, frequent communication and user friendly technology #tchat @Ray_anneRayanne
A4: C level / leadership must first show their engagement and be transparent in & out of the workplace #tchatAlfredo Arcieri
A ha ha. Yes? +1 @TimBakerHR: A4 – weekly group hugs? #TChatMeghan M. Biro
Must be 100% germ free, of course! RT @TimBakerHR A4 – weekly group hugs? #tchatTalentCulture
Not if you’re FB snob! RT @ITtechExec: A4: they can stay engaged via Facebook ;-) #TChatSheree Van Vreede
A4 Some people just love fax machines. What can we do to get them off those clunkers? #tchatDerek Tacconelli
AND Regarding TEAMS, in and out of the office: Q5: Where & what is technology’s impact in all this? #TChatRayanne
Yep I’ve been on hi-perf teams w/o fuzzy stuff: RT @BarbBuckner A4 Teammates must have relationships to WANT to engage in/out of work #tchatExpertus
RT @MeghanMBiro: A ha ha. Yes? +1 @TimBakerHR: A4 – weekly group hugs? #TChatBlogMutt
A5: Whew! Tech? the impact is HUGE. Imagine your worklife today if there were no internet… #tchatRayanne
A5. Technology opens to door to virtual communication and connects all the team members. #tchatTerri Klass
#Tchat A5 Technology is major player in how we communicate, do business & interact with ppl. Embrace technology wisely & it’s your friend.Cyndy Trivella
A5. Technology is making it easier for teams to collaborate on their own time. when they feel influenced. #TChatInsperity Careers
A5 – real time communication when not together – just ensure context comes throug #tchatTim Baker, CHRP
A5 – technology makes it instant communication – no more waiting for a call back –
everyone is 24/7 connected now! #tchatRichard S Pearson
A5 Technology enables us to connect in real-time; tools like Skype can facilitate team engagement from anywhere #TchatClaire Crossley
A5: Allows for frequent & effective communication w/out the barriers of location & schedule conflicts. #Tchat @TalentCulture @Ray_anneprettypinkponies
A5: Technology’s impact depends on what you use, why you use it and how… don’t just “use” something if its not going to fit #TChatBarb Buckner
A5: Again with the connective hardware and software tissues of choice. ;) #tchatKevin W. Grossman
A5 Technology has made it a bigger and smaller playing work field – all at once. #tchatLouise DiCarlo
A5: Tech can help, but its not the whole solution, its always about people! @Ray_anne: #TChatLynette Patterson
A5. Technology can help a team feel that they are seated beside one another even if they are miles apart. #tchatTerri Klass
A5: It’s everywhere! Teams can be available anywhere, 24×7, and not have to rush into the office in the middle of the night #tchatJoshua Barger
A5: Technology dissolves borders and makes connecting easy. People are a phone call, keyboard click, away. #tchatEmilie Mecklenborg
@Ray_anne A5: Technology is crucial for keeping geographically untethered team members tethered to each other #tchatWork4 Labs
A5: Allows for frequent & effective communication w/out the barriers of location & schedule conflicts. #3PCconnect #3PChat #Tchatprettypinkponies
A5: Technology that includes project mgmt tools, EM, IM, internet, CRMs, soooo much has changed over last 10 yrs. #tchatRayanne
#TChat A5 – Tech makes it easier to stay connected, up to date. As we all know recruiting moves fast.Michael!
A5: Technology serves as the platform. Salesforce, SharePoint are great examples as well as Google + Hangouts and Skype #tchatJen Olney
A5: It keeps us connected over long distances. But stay relevant, technology gets old quick! #tchatRob McGahen
A5: I love technology and how it has changed my job. Actually, I changed jobs because of tech. #tchatRayanne
A5: First of all, we wouldn’t have #tchatPlatinum Resource
A5 Technology and handy tools can enhance collaboration, communication & engagement but they’re only as good as the user behind them #TChatLinda Jonas
A5 – can you young ones imagine snail mailing a letter, waiting for a snail mail reply before a decision could be made!!!! #tchatRichard S Pearson
A5: Companies must recognize the need for speed of change or they will get left behind. #Innovation #tchatRayanne
A5. Technology has made the world “flat” so we can touch one another easily. #tchatTerri Klass
A5: Technology can be an asset and a hinderance….use it well but don’t become completely dependable #TChatBarb Buckner
A5 Good project management software would still be a focus. I think Jostle has a team update capability. #tchatMarla Gottschalk PhD
A5: Again, imagine no internet as part of your work #tchatRayanne
#TChat A5 – Tech lets us be proactive much quicker. Social Media tech has “reintroduced human factor” back into overall tech advancementMichael!
A5 – tech. makes it possible to nip misunderstandings in the bud. Solve problems before they mushroom into something big! #tchat Richard S Pearson
A5. Technology has a big impact. It makes/breaks the success of a virtual team. #tchatAnita
A5: Two words: Big Data – people can leverage information in ways we couldn’t 5 years ago. #tchatJoshua Barger
A5: Email tends to be too ineffective for some to use, better is a phone call or F2F via skype if the message is sensitive #tchatJen Olney
A5: Technology has given many of us the gift of mobility for work & play #tchatSean Charles
A5: Without tech, the “traditional” business model remains supreme. And that’s just boring. #tchatBlogMutt
A5 technology is a blessing and a curse; anyone really feel good about receiving an electronic handshake? #tchatSteve Levy
A5: Tech great enabler, but shldnt replace fundamentals #TchatStephen Van Vreede
A5: without the technology we wouldn’t even be having this discussion #TChatSylvia Dahlby
A5: Technology has made it possible to pay for only the work you want done and not another employee. #tchatBeverly Davis
#TChat A5 – tech allows us to engage candidate in many new avenues, often breaking down communication barriers (generational &/or cultural)Michael!
A5 Technology has an impact on multiple levels and enabled enormous gains in efficiencies #tchat @Ray_anneGarret Meikle
A5: Technology is a powerful tool, but it has to be (a) used and (b) understood how to be used #TChatJess ‘Babs’ Bahr
A5. Technology is great but don’t forget about the phone sometimes. #tchatTerri Klass
A5 Technology is KEY ~ NO, PEOPLE using technology is KEY #tchatCASUDI
A5: Technology has made us available 24/7 but has also helped us forget how to “disconnect” from time to time…teams need breaks too #TChatBarb Buckner
A5: Technology has given many of us the gift of mobility for work & play #tchatSMS Social HR
A5: The ineffective #leader today is exposed as such much faster, and it’s b/c of #tech. #TChatBrent Skinner
A5 tech isn’t a cure for bad culture or comm; as an early adopter of social media b4 it was called SM, I now focus on high touch #tchatSteve Levy
Absolutely!! “@CASUDI: A5 Technology is KEY ~ NO, PEOPLE using technology is KEY #tchat”Claire Crossley
A5: technology allows companies to discover customer’s needs and provide a solution that could be implemented instantly #tchatAlfredo Arcieri
#TChat – A5 – Technology is great, however need to remember human interaction basics to use it successfully when dealing with people.Michael!
Yes! MT @levyrecruits A5 tech isnt a cure for bad culture/comm; as an early adopter of social media, I now focus on high touch #TChatJess ‘Babs’ Bahr
A5: Preponderance of #tech leaves #leaders & #teammates w/nary an excuse for bad #leadership or bad #teamwork. #TChatBrent Skinner
A5 Tech can enhance and reinforce what a leader has already developed. Not a “dirty” word. #tchatMarla Gottschalk PhD
#Tchat A5 Technology changed the face of biz. Some good things & some bad. Personal interaction suffers, so we need 2 work hard 2 maintain.Cyndy Trivella
A5: And don’t forget that tech for tech sake can overcomplicate a simple task. Tech not always most efficient. #TChatTom Bolt
A5: Levy is right tech is not the be all end all. It can destroy life outside of work if you let it – needs to be turned off at times #tchatRichard S Pearson
A5: Tech has opened up many great opportunities for biz…but also opened more opportunities for error…must stay engaged! #tchatTim Baker, CHRP
A5: Just ask @Oracle about importance of evolving tech with their new #oraclecloud social enterprise solution #TChatSean Charles
A5. Technology has unfortunately deleted a work/life balance. #tchatTerri Klass
Very important @TomBolt: A5: And dont forget that tech for tech sake can overcomplicate a simple task Tech not always most efficient. #TChatJess ‘Babs’ Bahr
#tchat A5: I say this a lot but it bears repeating: Technology is a tool and is only as good as the person using it.Erin Hommeland
A5: Technology allows workers in Brazil to get paid overtime to check email after hours #TChatSean Charles
A5 As w/team processes, must choose tools that fit tasks/players/envionment. Not always easy in a fluid, diverse world w/many choices #tchatExpertus
#TChat A5 – Tech is a great way to be introduced to someone. whenever possible, face to face meeting is still the bestMichael!
A5: biggest threat to successful technology adoption is doing too much at once. Manage change #tchatAlfredo Arcieri
Just ‘cuz we feel like it, another huge THANK YOU to the entire #TChat community! #socbiz #leadership http://pic.twitter.com/DJZV3Iw1TalentCulture
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-06-14 09:48:212020-05-22 14:23:46Teams of Us, Them & You: #TChat Recap
“Nothing is really work unless you would rather be doing something else.” -James Matthew Barrie
Somehow I missed that memo the first time around. The one about making sure to underestimate your marketplace and overestimate your sales cycle when you’re starting a new business.
Or even a new career for that matter. New careers are self-contained yet interconnected businesses within themselves. Entrepreneurship has always included career management, business development, [personal] brand marketing, sales and sticky-sweet (but legitimate) customer service.
Because most, if not all entrepreneurs were employees with careers going anywhere but where they wanted to go. So they launch new careers, some of which eventually grow to make a few hires here and there, and a few others get really big by hiring tons of people, collecting tons of investment capital and riding sky-high (for now) with huge valuations (think social media firms of late).
But I did finally get the memo and read it thoroughly. You’ve heard the saying, “If at first you don’t succeed, try, try again.” From careers, to start-ups, to small businesses to big businesses — American’s longing for success and trying again is hard-wired into our DNA.
As Obama (or proxy) observed, it turns out Mom & Pop and VC babies share more in common than size; they share spirit, ‘the idea that if you have a good idea and are willing to work hard enough, you can succeed in our country…’
…For many more millions of small business owners, and workers, who have dared to dream and injected so much sweat equity into their bottom line, that creation myth is still being created. They might call themselves small businesses, or entrepreneurs, or start-ups, but our economy – and our jobs – depends on their growth. So we just wanted to say thank you.
Indeed. Thank you.
Most of the #TChat faithfuls preferred going from small companies to working in big companies. I concur. And even though I’ve always worked for smaller firms, I have worked “with” bigger companies and have always wondered what it would be like to pull the curtain back in Oz and give it a go…
Somebody slap me. Working for yourself, for a small company, launching your own start-up or firm — these activities are what continually breathes new life into the sometimes failing lungs of capitalism (long-time smoker, you know). And it’s this economic activity that sparks job creation as well. Brand name firms may still pull in the greater talent, and they’ve got the revenue to get creative with “total rewards,” but even big firms have struggled of late and now focus heavily on internal talent mobility — I know you’re in there and are just right for this position because I can’t find you out there. Plus, in this (yes, I know how many times you’ve heard it) global, virtual, contingent world where depending on the projects and the hourly rate, talent is fluid from small to big and back again.
It’s the brave new world of work. Just don’t forget to read the memos, even the stinky ones from the ditto machine. Hey, I kinda liked that smell growing up…
Here were the questions from teh #TChat last night:
Q1: How do you define ‘small business?’ Is this the term we should be using?
Q2: Would you prefer working for a small business or a big company? Why?
Q3: What role does talent play in small business success? How can small businesses successfully compete with bigger companies in the ‘war for talent?’
Q4: What are some of the biggest advantages of working for a small business employer? Drawbacks?
Q5: Do you think employers and recruiters value small business and big company experience differently?
Q6: What should big business workers know about moving to a small company (and vice-versa)?
Q7: What’s your best advice for someone thinking about starting a small business? Any myths vs. realities?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png2011-05-18 21:53:182020-05-20 17:06:40It's the Brave New World of Work: #TChat Recap
It’s hard to overstate the impact of small business, even by presidential proclamation, as Barack Obama kicked offNational Small Business Week, declaring:
“From the family businesses that anchor Main Street to the high-tech startups that keep America on the cutting edge, small businesses are the backbone of our economy and the cornerstones of America’s promise.”
As Obama (or proxy) observed, it turns out Mom & Pop and VC babies share more in common than size; they share spirit, “the idea that if you have a good idea and are willing to work hard enough, you can succeed in our country.”
Every big company, Monster Worldwide included, started out with no more than the courage to turn an idea into action, passion into profit. Proctor & Gamble, Kellogg, Ford, and a multitude of other global corporations, have rewarded those visionaries by turning their founders into, quite literally, household names.
Look at the NASCAR-esque list of sponsors for National Small Business Week, which might seem ironic until you consider that topping Fortune takes, well, fortune. From Google (Page & Brin) to Sam’s Club (Walton) to Microsoft (that guy), these familiar corporate creation myths each began as any small business.
For many more millions of small business owners, and workers, who have dared to dream and injected so much sweat equity into their bottom line, that creation myth is still being created. They might call themselves small businesses, or entrepreneurs, or start-ups, but our economy – and our jobs – depends on their growth.
So we just wanted to say thank you.
For those who have made it, or those who are starting out, growing an idea isn’t always easy. That’s why tonight’s special National Small Business Week #TChat wants to turn conversation into innovation.
Join us on Twitter tonight at 8 PM ET/5 PM PT as we discuss the challenges – and opportunities – faced by entrepreneurs and their employees today. We’ll also be highlighting some of the biggest ideas and trends in small business all week here at MonsterThinking during our National Small Business Week salute.
Here are the questions we’ll be discussing, along with some recommended reading to help inform, and inspire, your participation in tonight’s #TChat conversation: click here for more from MonsterThinking or check out the Monster for Employers Small Business Resources site.
#TChat Questions & Recommended Reading (5.17.11)
1. How do you define ‘small business?’ Is this the term we should be using?
Visit www.talentculture.com for more great information on #TChat; for more resources and advice for small businesses from Monster, click here.
Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”
We’ll be joining the conversation live every Tuesday night as co-hosts with Kevin Grossman and Meghan M. Biro from 8-9 PM E.T. via @monster_works and @MonsterWW. Hope to see you tonight at 8 PM ET for #TChat!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-05-17 11:15:412020-05-20 17:06:26Small Business the Bigger Picture: #TChat Preview
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