We’ve all seen many a site proclaim significant changes for 2016, but in this case, the proclamation is earned, and real. It’s been quite a ride and I will continue to make new things happen here. My friend in forecasting and futurecasting about the world of work (Kevin W. Grossman) is heading for some exciting new ventures and partnerships, and so am I—right here— with the TalentCulture Community. Kevin is still going to be a featured voice here on the blog as we move forward.
I’m amping up my own podcast, shifting from #TChat to a focus on something new, and we’re incredibly thrilled to announce the launch of #WorkTrends—the new incarnation of our current podcast and Twitter Chat on The Future of Work, but with a sharper lens.
Our new #WorkTrends podcast and Twitter chat kick off on Wednesday, February 10, 2016, from 1-2 PM EST. It’s the same time and channel for those who participate along with us weekly.
As you know, my passion is about the workforce and most importantly, its valuable people; both in the workplace as well as how we navigate this amazing new global, multicultural workscape. Things like big data, cloud technology, mobility, and social media continue to influence all things about work as we know it today, and as it will be in the future. How those things impact your brand, recruitment and hiring practices, loyalty, corporate culture, marketing, social media, employee retention and beyond are all things I’ll examine in great detail moving forward.
And yes, I see this as a workscape for The Future of Work. The clarity with which innovation bumps us into a new awareness is the same vision we need to maintain, and that’s what #WorkTrends is all about.
The world of work has so radically evolved in the past decade. It has changed, and when looking back, sometimes it’s hard to fathom the incredible leap we’ve taken. In honor of that evolution, I was reflecting on all the work and adventures Kevin and I have been fortunate to be able to do, and I realized that he and I have taken one incredible social and learning journey together. It’s always a leap of faith to trend cast, particularly when it comes to brand and talent issues these days: like weathercasters, getting it wrong can have profound consequences. We are still searching for answers and asking questions along the way.
But we’ve also managed to get it right. We both share respect for the power of analytics and the importance of cross-generational teamwork, along with an appreciation for the value of employers who understand brand awareness and the candidate experience. We live on mobile devices and in social channels, so the leap to seeing work take on these facets has been a natural one for us, and always exciting to share with the community we’ve created.
As a fellow work-caster, Kevin has been a font of wisdom and a great friend along the way. Kevin also understands, firsthand, the value of seemingly trivial things–like middle initials. I applaud Kevin and all he has accomplished and continues to do at The Talent Board and am looking forward to watching him do what he does best—make great things happen.
As for me, I’m interested in how we dovetail talent, technology and business, enabling the right kind of intelligence without disabling the right quality of interaction for the future of work. What we’re learning about this is incredibly exciting, and in the same vein as we work to forecast new trends. I’m also profoundly impressed by the team of talent and the community I have with me, and you’re going to see the results of all this work I hope.
It’s going to be exciting to set off into 2016 with this super foundation as a jumping off point. So hang onto your hats. Here we go! I have more exploring and collaboration to do. We all do.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2016-01-28 06:30:372020-05-31 14:44:13Introducing the TalentCulture #WorkTrends Chat and Podcast
Have you come up with any worthy New Years’ resolutions yet? Are they already broken? If not, or if so, relax and stay positive. It’s never too late to make a few career-focused resolutions. I’ll be bold and propose that 2016 be the year to resolve to take charge of your career, your destiny and your life story. If it sounds like a real stretch, it is. I’m encouraging everyone to take action. Take heart, though – like all resolutions it’s a process, a combination of problem identification, ideas/ideation, search for solutions, and actions. Resolutions aren’t absolutely binding, so it’s not a mental trap; it’s an opportunity to allow yourself to consider what’s been holding you back, what you’re really interested in doing/being, and how to move in the right direction.
Why is this important? Why now? Because the world of work is changing, and changing fast. If you want to have a career, not just a job, you’ll need to be prepared to change as well. We’re not talking who-moved-my-cheese here: we’re talking being the maker of cheese. It’s a weird analogy, maybe, but it gets at the central challenge we all face as we work to stay ahead in our careers in times of rapid innovation and change.
When I began my career, the most important things were mastery (education and experience), talent, work ethic, character, intelligence and flexibility. Today it’s different and it’s exciting and it’s challenging and it’s never going to be the same. Those factors are still critical, but they’ve been disrupted by the forces of social connectedness, communication, and collaboration.
Here are five ways to innovate in your career – think of this as part 1 for formulating career resolutions to put you back in control of your most passionate destiny. Why wait?
1) Become a social connector of people, ideas and intent. People who are connectors have immense power in their social networks. They’re the glue. Connectors are the new Oracles (Delphi-style, not Redwood Shores style), the passionate influencers who create trends, create links and create awesome relationships. Becoming a connector is the best way to manage the forces of connectedness in our hyperconnected world. Live the brand.
2) Master effective communications. Even connectors aren’t necessarily good communicators. Among the skills you’ll need are empathy, self-awareness, curiosity, patience, the ability to really listen, and care. Superb communicators often say the least; they draw out others and create an environment (aka Culture) which allows the exchange of ideas and lots of them if necessary. And don’t forget to apply your skills via social media, which can be tricky indeed – we’ve all sent emails we regretted or posted something awkward or too personal on social sites. Live the brand.
3) Collaborate. It sounds odd but collaboration skills are a competitive differentiator. We’re used to thinking people who are fierce competitors have the advantage; my take is collaborators now have the edge. Being a collaborator doesn’t mean you opt out of being competitive; it means you understand the limits of competition. It can be hard to be intensely competitive while being productive in most organizations. Live the brand.
4) Create and manage your personal brand. I know a lot of people who’ve resisted this step, or found themselves blocked somehow. Don’t wait any longer. People with brands (as others have pointed out) simplify what they represent; they weed out the irrelevant bits of their lives or skill sets and focus in on a few key, career-value-based attributes. Some people would even argue that brand now trumps intelligence, experience and talent, which is a scary thought for some people I’ve talked to about careers. Live the brand.
5) Curate everything. Relationships, acquaintances, work product, books, tech tools, clothes, skills; anything that touches your work life or career space. Be a relentless editor of your skills and experiences. Curation is an expression of good judgment, not evidence of controlling behavior. Curating the right career experiences will help you push forward in your career without compromising yourself. Live the brand.
I will be digging deeper into connectedness, communication and collaboration in the next few months. If you’ve thought about what they mean to you, and how they’ll help you innovate and create career resolutions, please let me know. It’s a journey everyone in this globally connected world is on right now. I’d love to hear your thoughts.
A version of this post was first published on Forbes.com 1/6/2013
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2015-12-29 06:30:082020-05-31 14:34:505 Powerful Career Drivers For The Future of Work
We often talk about the “future of work” as if it’s a destination; but the reality is that the future of work is already here. Technology’s impact on the remote and part-time workforce is transforming work culture right now. Are your managers prepared and ready to embrace this new work world?
The “future of work” is an umbrella term that encompasses everything from technology’s impact on work environment to changes in organizational structure, marketable skills, and government policy. Today, let’s focus on the five aspects that most impact your bottom line:
Productivity
Technology
Big Data
Organizational Structure
Leadership
Leadership in a competitive organization requires keeping track of all five.
The Positive Impacts of Remote Work
Global Analytics did a deep dive into the 2005-2014 American Community Survey (executed by the US Census Bureau) and found that 80 to 90 percent of the US workforce says they would like to work remotely at least part of the time. Currently 3.7 million people (2.5 percent of the American workforce) work from home at least part time—a number that’s sure to grow.
This attractive workplace benefit isn’t just the draw of working in PJs. Workers want flexibility to balance work and personal commitments, and prioritize it as much (if not more than) salary and benefits. Because of this, enabling staff to shift schedules and telecommute has a significant impact on retention and recruitment.
Remote work has also been shown to improve productivity and cut office expenses. Harvard Business Review studied Ctrip, a Chinese travel website, testing remote work by designating half of its employees as remote workers over a 12-month period. Not only did it save money, Ctrip reported that workers who stayed home showed 13.5 percent higher productivity.
The global market for talent has also been a significant incentive to allow remote emplpoyees. With valuable skills often in short supply locally, many businesses have turned to overseas professionals— and often at a more budget-friendly rate.
These shifts have transformed what it takes to be a successful manager, both in terms of communication and management skills, but also in how to set expectations. “They’re at their desk” isn’t a valid measurement of productivity anymore, especially when employees don’t share office space. Instead, expectations need to focus on goals and outcomes, and workers need to be equipped with a suite of tools that make communication and collaboration simple, whatever the distance.
With workers inside and outside office walls, companies must use technology that holds their teams together: real-time communication across devices, easy tools for collaboration and data sharing, and shared resources.
There are plenty of free and affordable tools that can keep a team connected on a level that’s nearly as good as face-to-face. There are plenty of free tools available, Google Hangouts and Skype being just two examples. By investing in paid videoconferencing tools such as Zoom or GotoMeeting, businesses can keep team members connected on a more reliable and secure level.
Another challenge is to manage projects and tasks in a way that enables remote and in-office personnel to work together seamlessly without a lot of extra email or admin time. Tools like Asana and BaseCamp help keep complex projects on track and organized. Evernote is another great tool, and for ongoing communications that save your inbox from overload, and it’s hard to beat the incredibly popular Slack.
No matter what technology you choose to handle workplace communications, it’s essential that you have a plan and that staff is comfortable using the tools and staying compliant.
Are You Using Big Data Yet?
Back in May, my friend Daniel Newman wrote a piece for Entrepreneur where he covered the use of big data outside of customer experience and sales. He was spot on when he said, “Many businesses, however, forget that our number one customer is our workforce.”
Businesses have the data on hand to better understand employees’ behavior, motivations, successes, and concerns. The challenge is to learn how to interpret the data that’s collected.
Instead of relying on HR personnel to report on employee triggers, data scientists or analytics professionals who understand how to interpret data can take the guesswork out of workforce management. If you know what you want to measure, and how to interpret the data, big data is your friend. Otherwise it’s useless, time consuming, and counterproductive. Hint: befriend big data.
Organizational Structure: The Change is Here
With the hype around the large Millennial generation, there’s a lot of talk about flat organizations with little or no hierarchy, where collaboration and “managing up” are part of everyday work life. Companies like Zappos are experimenting with a nearly flat work structure, dubbed “Holacracy.” Whether Holacracy works for them is yet to be determined, but it’s clear that the organizational hierarchy is becoming less defined.
There are no hard and fast rules for exactly how to structure an organization or department—each is unique with its own characteristics. It is clear that large, slow moving, siloed organizations are susceptible to disruption—and they may never see it coming. Companies that embrace a more streamlined, fast-moving culture are already reaping the benefits.
Leadership Today
Developing and grooming leadership within an organization has long been a topic for managers, and it too has evolved with the changing workplace. Those with a Millennial mindset want different things from their leaders, and they want a seat at the table when it comes to decision making and strategy.
This new way of working means leaders no longer lead by directive—they lead by being inclusive, and by embracing technology and a more transparent work environment.
Business leaders have to be on their toes in this new world of work. Progressive companies are ahead of the wave and understand that you can’t wait around for the future of work—it’s already here. Preparing your leadership team for these changes can help you be one of the companies that excels in the new business world order.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2015-11-17 06:30:162020-05-31 14:12:35The Future of Work is Here: Are Your Managers Prepared?
It may seem like computers have been in the workplace for a long time, but they have not. There was a time not so long ago when the office desk was not dominated by a big computer. While offices filled with computers did become commonplace, there is another change going on. Offices are getting smaller and a number of people no longer work in a traditional office. As the office has changed so has the computer at the office.
It is probably not possible to know what the role of a PC in the office will be 30 years from now or maybe even 10 years from now, but the one thing that is certain is that it will change. It has to keep up with the needs and the threats that face businesses today. While it may not be possible to predict exactly what the future will bring, it is possible to look at how the PCs will evolve in the near future and what their role will be in businesses.
The Influence Of Computers Will Grow
The one thing that can be said with a certain amount of certainty is that the role of the computer in the workplace will grow. The computers will become the centerpiece of more than just the storage of data for a business. It will be the communications hub, it will be the way that people collaborate on projects and it will often be the way that the business runs their day to day operations.
PCs have allowed people to work from anywhere in the world. They have allowed business to offer their products or services in places they could never have done before. Whether a business is using the computer to run a website or if they are using it to manage offices and employees spread around the globe, the computer is the key to making it all work together.
The use of computers to keep a business connected means that the tools for that connection will have to continue to improve. Web conferencing tools, website management and online customer service tools will all have to be developed so that people want to use a business online.
Workers are also going to have to learn how to use the tools to work no matter where they are. Collaboration tools that allow workers to easily share and work on documents or files together are becoming increasingly important. It is not just a matter of having better tools, it will also be important for people to learn how to get the most out of them.
Security Will Become More Important
The more businesses that rely on PCs for their employees and for the business to operate, the more likelihood of some type of security breach occurring. It should be obvious for any business that uses computers that antivirus software is needed at all times. A single security breach can bring a company down in a hurry. Repairing the damage can be costly if not impossible. Businesses and workplaces are going to have to continue to put the tools in place to protect the information on their PCs. That means having the software, training the employees and always staying aware of potential threats to their business.
It is not difficult to imagine that the use of computers in the workplace will continue to grow. The successful businesses will be the ones that continue to embrace the change and the ones thatcontinue to take advantage of what computer and the internet can offer them. What may be more difficult to picture is what the compute will look like that is being used in the workplace. The big monitor and keyboard attached by a bunch of wires to a big box on the floor are going away. Laptops and wireless connections are taking their place. It may not be long before the even smaller and more versatile tablet computers are able to move the laptops out of the way. The changes in technology will have a big impact on the way that the workplace computer looks and how it is used.
While the look of the computers may change, the one thing that will not disappear is the person that is using the computer. They may be able to work out of a coffee shop or even on the beach, but they will still play a role in what a business does and how they do it. There will still be that need for the personal touch that computers cannot provide. The only thing that the computers will do is help facilitate that personal touch. The workplace computer will be the connection that ties everything together.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2015-10-01 06:00:572020-05-30 14:00:32Future of Workplace PC's – How Are They Evolving
Every week, we discuss how the World of Work is undoubtedly changing all around us. It’s simply inevitable, just like how millennials are reshaping how we must manage this new breed of workers. By 2020, millennials will account for 75% of our workforce. And they will have to be accounted for, with a different level of understanding and engagement than the generations before them. But it doesn’t have to be scary, these are exciting times. As we work to unravel how to keep millennials engaged through different management techniques, we are learning what motivates them is not much more different than what motivates non-millennials. This week our community was joined by guests: Jacob Morgan, author of “The Future of Work” and Co-Founder of Chess Media Group; Dr. Karie Willyerd, SVP Learning & Social Adoption at SuccessFactors, an SAP Company; and Christa Manning, Senior Vice President of Research at Horses for Sources (HfS), all who brought a unique and fresh perspective on understanding millennials.
Even though there are various myths about millennials, we are learning that what sets them apart from non-millennials is how much performance feedback and mentoring they expect from their managers. It’s only natural for millennials to want to hear feedback, but:
#tchat Fundamentally the human need for feedback, respect, inspiration is common. The sad news is we don’t give enough of that to anyone.
And it is sad, regardless of which generation we come from, there is a human need for all of us to understand whether or not our work is being appreciated and if what we do actually matters. When managers recognize their employees and offer them feedback, they’re displaying a sign of respect. The reality is:
A1: Today’s managers by and large are products of the old HR processes, policies, programs. They need more resources and support #HR#tchat — Christa Degnan (@ChristaDegnan) September 10, 2014
Just like millennials, today’s managers need more resources and support to better understand employees and their fundamental needs to be understood, respected, and given feedback. Ultimately, millennials want career growth and opportunities to develop their skills. But since the beginning of time, it has been duly noted and mentioned that we have a widening skills gap in our workforce. If we want to keep millennials happy, and move beyond offering them performance feedback and mentoring. Obviously, we shouldn’t ignore either of these two important millennial needs, but we must add to their development through training and sitting down with them to plan their careers. What it comes down to, is:
Companies need to stop complaining about the widening skills gap, and instead invest in employee training and career pathing. #tchat — Vala Afshar (@ValaAfshar) September 10, 2014
When you roll up your sleeves and work side by side with people, there’s a significant difference that can be made and achieved with them. Millennials crave engagement, new skills, and investment in their goals. They’re not selfish, they just know what they want, and they expect their needs to be meant. Both leadership and employees have to come together to share and collaborate as a collective whole. If we work to:
A3: Connect millennials and all employees with each other and with information (via collab.) so learning can be democratized #tchat
Is this the key? Must we transform the way we work by bringing all factions together through the revelation of continuous learning and exchanging of information? Having information and giving employees more access to it, is what organizations must learn to share. Millennials want feedback, skills, and opportunities to grow. Giving them information about how they work is the first step. The next step, is teaching them how to improve the way they work and developing their current and new skills. The last step, is giving them the opportunity to unleash their skills and creativity. Don’t force millennials to sit back in idle. Give them the opportunities they need to prove why they belong. It’s what they want and it’s what they desire.
Want To See The #TChat Replay?
Closing Notes & What’s Ahead
Thanks again to our guests: Jacob Morgan, author of “The Future of Work” and Co-Founder of Chess Media Group; Dr. Karie Willyerd, SVP Learning & Social Adoption at SuccessFactors, an SAP Company; and Christa Manning, Senior Vice President of Research at Horses for Sources (HfS).
#TChat Events: The ROI of Workplace Transparency
#TChat Radio — Are you plugged in to #TChat radio? Did you know you can listen live to ANY of our shows ANY time? Now you know. Click the box to head on over to our channel or listen to The ROI of Workplace Transparency.
Note To Bloggers: Did this week’s events prompt you to write about trends on the engagement experience?
We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we may feature it! If you recap #TChat make sure to let us know so we can find you!
Save The Date: Wednesday, September 17th!
Join us next week, as we talk about The ROI of Workplace Transparency during #TChat Events. The TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our newGoogle+ community. So join us anytime on your favorite social channels!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2014-09-11 10:30:322020-05-29 12:22:19#TChat Recap: The Millennial Misunderstanding
Go ahead. Say it out loud. Oh, but say it to someone else. Preferably in the morning. In person. Or on the phone. Or even online.
If it’s later in the day, maybe you can say, “Good Afternoon.” Or “I’m going to grab a bite to eat” when you leave for lunch.
Or when you want feedback on an idea, simply ask, “Gotta minute?”
Face-to-face — keyboard-to-keyboard — whatever it takes. Human interactions are the glue that keeps us all grounded and helps us get work done. And these days more than ever, more of us are getting more work done remotely.
Collaboration platforms, video conferencing, social networks — even our phones — these are the tools that keep us connected and empowered, wherever we roam in today’s fluid world of work.
These technologies help us plan and problem solve more efficiently than ever. Of course, they can also help us interrupt and disrupt workflows. It may be harder to be a dreaded “gotta-minute” goblin when you work from home, but it still happens.
So seriously. Gotta minute? Because it’s those disruptive, frictionless human connections, those moments when we’re relating to one another personally and professionally – that’s what keep us moving forward, together. The connections may be virtual, but the results are real.
1) Be yourself: Whether you operate from home or a centralized office, it’s essential to “show up” and be authentic. Acknowledge me throughout the day. Keep me in the loop on the good, the bad and the ugly — and don’t be afraid to tell me why. That’s the stuff that binds us in a common mission, even through rough times. Paychecks are great, but there’s no substitute for genuine human connection and shared purpose.
2) See yourself: When you work virtually, don’t forget that, in the eyes of your colleagues and managers, you’re part of something larger than yourself. It’s smart to invest in that context. It may mean periodic in-person visits to the headquarters “mothership,” or catching up at conferences and training events, or even regular (perhaps awkward) team video conferences. It may not always be fun, but the effort can make a big difference in the quality of your performance and your team’s results.
So let’s learn from the wisdom of our talent-minded crowd, and let’s stay connected. OK?
“Good morning, #TChat. How are you doing today?”
#TChat Week-In-Review: Remote Work Continues to Rise
#TChat Twitter: Immediately following the radio show, Meghan, Kevin and Mike joined the TalentCulture community on the #TChat Twitter stream for a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:
GRATITUDE: Thanks again to Mike Hostetler for sharing your perspectives on creating and managing remote teams. We value your time, your thoughtful ideas and your expertise!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about remote workgroups? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
https://talentculture.com/wp-content/uploads/2014/01/Computer-001.jpg349700Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2014-01-16 17:03:352020-05-27 16:53:09Putting a Face on Remote Work #TChat Recap
As I see it, any organization can boost the personal and professional productivity of its workforce through telecommuting. And the more widely it is embraced, the better for the company.
Therefore, it’s a smart move to integrate technologies that make the work-from-home process smoother and more seamless.
Telecommuting Success: It’s More Than Technology
However, simply putting new technology into place and allowing your workforce to telecommute won’t make your business productive. Successful virtual work initiatives still require effective management. Leaders need to engage team members (as if they were physically at the office) and make sure they are kept in the loop, so they remain psychologically and socially connected, even when they don’t share a physical office space.
1) Morale: Happier employees get more done. In many cities, employees deal with a grinding commute, only to sit in an office where they interact very little with their coworkers. Whether the telecommuting arrangement is permanent or just a weekly flex day, the reduced travel and stress can provide a tremendous boost in employee morale.
2) Talent Acquisition: This can be a significant advantage in both large and small markets, because the best talent isn’t always within driving distance. This is certainly affected by the scope of the position, but businesses that don’t require day-to-day physical access to a shared office can benefit by finding the best candidates, regardless of physical location. Telecommuting lets companies choose from a much larger talent pool when it’s time to recruit for open positions.
3) Productivity: If you have ever worked remotely you probably know that you can accomplish much more when the conditions are right. At many offices, constant distractions mean less work gets done than the company desires. While face-to-face camaraderie may help employees build relationships, beyond small talk, there isn’t much that can be accomplished sitting in a meeting room that can’t be accomplished from a distance, using collaboration tools.
4) Flexibility: Trying to bring teams together in the same space and time isn’t necessarily easier because everyone travels to a central office. The technology that companies adopt to enable telecommuting allows teams to collaborate in real time from anywhere members are located. Participants can access teleconferencing, web conferencing and telepresence from almost anywhere. So when people can’t be in the same physical place, the meeting will still go on.
5) Adoption: I have said this for as long as I can remember: ”Eat your own dog food!” Any business that considers itself a high-tech organization should adopt tools, structures and processes required for successful telecommuting. What’s more, these capabilities should be promoted as a way the workforce can achieve maximum productivity and work-life balance. Using this technology day in and day out can truly bring the organization closer. And the value of that connection can be priceless, as it translates to better selling, delivery and support of the solutions your customers need.
What other ways can organizations benefit from telecommuting? Does your company allow telecommuting? If not, why? Share your opinions and ideas in the comments below.
(Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)
Lists! Lists! Lists! As we close the chapter on 2013, there’s no denying — the “best of” list season is in full swing.
And who can blame blogs for sharing top picks from the past year? After all, lists are incredibly easy to create, and there’s a certain seductive power in a headline that promises to deliver all the goods in just one single round-up post.
But for me, picking “best” blog posts is like picking “best” children — an impossible task. I’ve spent hours helping to envision, edit, implement and promote every one of the 200 posts we produced last year. And to me, each is uniquely relevant and valuable in its own right.
So please consider our showcase of 2013’s most popular content more than a “best of” list. It’s also our way of recognizing ALL of the many “world of work” experts who have contributed to our blog, our weekly radio shows, and our #TChat Twitter chats. For example:
To these contributors, and to the many others who participate in our community of purpose, thank you. We’re all better because you share professional insights that are relevant today, and will clearly stand the test of time. Need convincing? Check out the items below, and let us know what you think…
Of course, this is only a slice from the TalentCulture archives. There’s much more inside — over 500 posts with helpful ideas and guidance on workplace culture, innovation, leadership, learning, career strategy, HR and talent management. So feel free to stop by anytime.
And no matter what your professional interests may be, we hope you’ll continue to bring your ideas and opinions to the TalentCulture table throughout 2014. Because, no matter how “popular” our blog or events may be on any given day, it’s our community’s collective energy that will truly shape the future of work. So, together, let’s discover how we can be even better.
Your Turn
What topics were your favorites in 2013? And what issues would you like to explore in the year ahead? Share your ideas in the comments area — we’re listening!
(Editor’s Note: To discuss World of Work topics like these with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)
Lists! Lists! Lists! As we close the chapter on 2013, there’s no denying — the “best of” list season is in full swing.
And who can blame blogs for sharing top picks from the past year? After all, lists are incredibly easy to create, and there’s a certain seductive power in a headline that promises to deliver all the goods in just one single round-up post.
But for me, picking “best” blog posts is like picking “best” children — an impossible task. I’ve spent hours helping to envision, edit, implement and promote every one of the 200 posts we produced last year. And to me, each is uniquely relevant and valuable in its own right.
So please consider our showcase of 2013’s most popular content more than a “best of” list. It’s also our way of recognizing ALL of the many “world of work” experts who have contributed to our blog, our weekly radio shows, and our #TChat Twitter chats. For example:
To these contributors, and to the many others who participate in our community of purpose, thank you. We’re all better because you share professional insights that are relevant today, and will clearly stand the test of time. Need convincing? Check out the items below, and let us know what you think…
Of course, this is only a slice from the TalentCulture archives. There’s much more inside — over 500 posts with helpful ideas and guidance on workplace culture, innovation, leadership, learning, career strategy, HR and talent management. So feel free to stop by anytime.
And no matter what your professional interests may be, we hope you’ll continue to bring your ideas and opinions to the TalentCulture table throughout 2014. Because, no matter how “popular” our blog or events may be on any given day, it’s our community’s collective energy that will truly shape the future of work. So, together, let’s discover how we can be even better.
Your Turn
What topics were your favorites in 2013? And what issues would you like to explore in the year ahead? Share your ideas in the comments area — we’re listening!
(Editor’s Note: To discuss World of Work topics like these with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)
Sometimes, issues arise from our self perceptions. For example, we may have reservations about sharing our opinions publicly, or insecurities about our ability to contribute effectively.
However, concerns also stem from inherent weaknesses in the teaming process, itself. Issues surrounding coordination and motivation tend to reduce a team’s effectiveness. For example, even when participants freely generate many valid ideas, those suggestions may be overlooked or underutilized. It’s no surprise that many of us become cynical about teams when our attempts to add value fail.
I have been involved with a variety of teams over the years. The “personality” of each group was truly unique — influenced by the dynamic of the selected members, the teaming process and the team leader’s experience. Some teams hesitated to cross or effectively challenge the opinions of those with seniority — a common problem. But in many situations, the real challenge wasn’t that individual voices were unheard. Instead, the root issue was that contributors’ ideas weren’t used wisely. In every scenario, as soon as this became apparent, that’s the moment when things went awry.
Often, multiple proposed ideas were worthy of exploration, but we were focused on choosing only one “winning” idea. This “either/or” decision filter is a potentially fatal flaw in the collaboration process. Instead, we should have focused on a different goal.
Insights From Collaborative Leaders
At some point, every team must move from generating ideas to assessing their value. The process used to evaluate those ideas is critical to the team’s overall success. So, how do we effectively address this challenge — the “we-have-numerous-great-ideas-but-what-do-we-do-with-them” issue? Here are several sources of insight:
• Dr. Ed Catmull, President, Walt Disney Pixar Animation Studios: In an interview with Harvard Business Review, Dr. Catmull describes how Pixar development teams routinely combine ideas to excel. It’s not necessary for one idea to “win” or “lose.” Instead, numerous viable concepts can be incorporated into a plan, a product or a process. This approach may lead to healthier outcomes. After all, game-changing products and processes often integrate multiple features.
• Mike Krieger, Co-Founder, Instagram: At Stanford University’s Entrepreneurship Corner, Mike Krieger discusses his perspectives on the value of combining ideas when developing innovative solutions. In Krieger’s opinion, this integrative approach is the driving principle behind the best startup companies. Instagram is compelling evidence.
Three Ways To Achieve Better Results, Together
Of course, this approach may not be appropriate for all teams, or in every circumstance. However, it deserves consideration — especially when teams are struggling. To move the collaboration process forward, consider these three “ideation” guidelines from brainstorming best practices:
• Share ideas sooner. Move beyond the requirement that an idea must be perfected before you share it. Allow colleagues an opportunity to develop your concept more fully. • Cut the cord. Strive to give up emotional ownership of your idea. Stay invested and serve as a guide, but allow the team to invest in it, too, so you can maximize its potential, together. • Nurture a different perspective. Stay open to pairing ideas that can produce a novel product or process. Expect the unexpected. Explore diverse combinations. And try not to jump to conclusions too soon.
What are your thoughts about combining ideas to collaborate more effectively? Have you tried this approach? What were the outcomes?
(Also Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events; or join our ongoing Twitter conversation anytime. Learn more…)
https://talentculture.com/wp-content/uploads/2013/11/933320_13694080-2.jpg351700Dr. Marla Gottschalkhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngDr. Marla Gottschalk2013-12-02 14:49:072020-05-27 16:42:55Making Teams Work: Is There a Better Way?
When loss blots out all other light, that’s when the stars around you shine the brightest.
It’s counterintuitive, I know. The times when life is bleakest, what you’ve sown is reaped in the form of torches guiding you through the blackest labyrinth.
This time last year was tough for me, having lost my father in July and then my mother in December. Both were very ill, and it took quite a toll on me, my family, and my world of work. This included my usually dedicated participation in the TalentCulture community and #TChat Events.
There’s a kindhearted warming that can occur in times of desperation and need — like coming in from a freezing rain to thaw in front of a fire, surrounded by supportive family and friends. This reciprocal positive power moves us into lighted places, into rebirth, into healing, into growth, into bettering ourselves so we can better others, in turn. The economics are simple and powerful. Yet, they require transparency, authenticity, trust and love — essential elements that cynics squash like bugs underfoot.
Healing Power: Community To The Rescue
Thank goodness for the light (as we watch the bugs scurry into hiding – or their metamorphosis into believers). This uplifting energy is the heart of community — and the heart of community is you.
We see community spirit at work time and again, when help mobilizes after global disasters, disease, war, and injustice — or simply when we grant a child one magical wish. (Here’s to all Batkids in the world!) It’s okay to get good news once and a while, you know?
After this rally from my greater Northern California community last weekend, I was uplifted. And coming on the eve of #TChat’s 3rd anniversary, it reminded me of the mutual support that comes from within our TalentCulture community — through bad times and good.
That’s one of the most powerful aspects of online communities like ours. They spring from the wild, virtual earth, in many different forms. They’re often vibrant and complex, even in their simplicity. Their roots are nurtured by the diverse individuals who come to learn, network, share and support one another around relevant topics, both personal and professional.
That’s what #TChat has become since its founding. The proof is evident after 150 Twitter chats, and 50 radio shows in the past year alone.
The first #TChat occurred on November 16, 2010, and the topic was emotional intelligence, which seems appropriate, since most of the time we try to be self-aware and manage our emotions — whether we agree with one another or not. Trust and mutual positive regard are just as important in our community interactions as they are in the larger world of work.
Best of #TChat
Since then, my favorite #TChat events include all of them. Although it’s tough to choose, I’ll list just 15 here that stand out:
I’m so excited that #TChat continues to break new ground as one of the largest and longest-running online learning and networking communities in the “world of work.” A very special thanks to the thousands of loyal participants who have participated during the past three years.
And a very special thank you to those who keep the weekly wheels of #TChat turning each week:
The TalentCulture (#TChat) Community is an open online network of business leaders and innovators, human resource and recruiting executives, organizational development and learning professionals, HR technology vendors, industry consultants, job seekers and more who collectively create, curate, crowd source and share timely “world of work” news and information critical for all professionals to grow and succeed in business today.
And that means you and you and you and you…
What’s your role in the TalentCulture Community? Just as it’s always been since the beginning:
Sharing your real world expertise and candid perspectives.
Actively participating with others in expanding the depth and breadth of your reach.
Contributing as much as you benefit.
Technology and innovation. How do these terms fit together in your mind?
If you’re like me, you tend to lump them into a fuzzy “whole.” Yet in today’s fluid world of work, each plays a distinctive role.
How do they differ? Why does it matter? And how can they co-exist in ways that add value in modern organizations?
Technology vs. Innovation — Revolution or Evolution?
Some people define technology by focusing on tools and machines. But there’s a deeper view. Technology is based on processes and skills that we mobilize to control and transform our lives. Our goal is to create and manipulate physical objects, symbols and norms. It starts with cultures that are seeking pathways to progress, but ends with solutions that are, in a sense, forced. In this regard, technology seems “revolutionary.”
Innovation, on the other hand, has been described as a better solution that is readily available to society. On the surface, innovation may seem revolutionary. But the process of innovation is more natural than contrived. So perhaps it’s more “evolutionary.”
Regardless, there clearly is an intersection between these two concepts — a symbiotic sweet spot. Therefore, it makes sense to look at them in tandem, respecting the fact that neither can exist without benefit of the other.
Do We “Like” Innovation More Than Technology?
I find it curious that people from all walks of life tend to embrace and support the concept of innovation as a beneficial part of what keeps our world turning. Yet technology often is not as well received. In fact, in some circles, technology is feared and loathed so much, it’s considered a demonic presence that requires experts to eliminate it from existence!
While technology is often equated with concrete mechanisms, innovation is more abstract — and therefore perhaps more approachable. Innovation doesn’t require advanced design, engineering or scientific proof, but can simply be a clever idea that makes life easier or more satisfying. For example, this video demonstrates how innovative ideas can add value without necessarily requiring sophisticated technology:
Change Is Good. Maybe. Sometimes. Sort of.
For some people, technology may symbolize fear of the future. The element of uncertainty can be deeply disturbing to the human psyche. Perhaps reinforced by exaggerated imagery from powerful Hollywood icons, fear surrounding the “dark side” of technology seems to persist. Of course, pop culture isn’t the only reason why our society tends to be apprehensive about accepting technology.
Why do many of us struggle with actually translating an idea from concept to application? And what keeps us from seeing the direct connection between innovation and technology? Some people claim that innovation and its outcomes are driven by a basic human urge to continue learning and expanding our understanding of ourselves and our surroundings. And yet, we all know people who defy that rule — people who never seem interested in learning anything new.
So, why do people perceive innovation and technology so differently? They could be considered two “stops” along the same path — innovation is thinking “outside the box,” while technology is the result of putting those thoughts into action. Technology is what we “make” from our ideas. And sometimes in the space between thought and result, we find resistance that can derail our progress. But the process isn’t necessarily sequential. It’s the result of continuous and sometimes nonlinear inspiration and feedback loops. We can’t dismiss how previous and existing technology and innovation lead to advanced thinking, learning and ideation.
Innovation and Technology at Work
Despite natural human resistance to change, technology solutions increasingly define the world of work. Sparked by innovative ideas, we discover and develop new ways to streamline processes, improve efficiency, speed communications, and stretch the physical and cultural boundaries that previously limited organizational performance. Since Americans work such long hours each week, don’t we owe it to ourselves to create a work culture that is not only more productive, but also connects us in ways we previously never imagined, and encourages us to dream of how we might improve tomorrow’s workplace?
If we don’t dream it, we can’t do it. Without innovation to ignite the imagination, and without technology to power these thoughts, silos can isolate and stifle us from advancing our quality of life, and our pursuit of happiness. So let’s honor both as we look to the future of work.
“You say you want a revolution? Well you know, we all want to change the world.”–John Lennon
It’s deja vu on a grand scale — like the Beatles are arriving in America all over again. A huge culture shift is upon us, and the winds of change are blowing in ways that are simultaneously unsettling and exhilarating.
“Boomers” are transitioning out of their careers, and the leadership reigns are slowly-but-surely being handed to Millennials at start-ups, small businesses and enterprises everywhere. Much like when John, Paul, George and Ringo touched down in New York in 1964, at first there was some resistance, but eventually the new guard convinced skeptics and changed minds. In the 60’s, revolution was expressed through music and social change — while today, next-generation leaders are driving disruptive change in technology and business.
New Agents of Change
Cloud computing, mobile devices, “big data” and social media are now prominent fixtures across the business landscape. From solopreneurs to the global enterprise, companies are more connected than ever with their customers, employees, shareholders and stakeholders.
Enabled by connectivity and powered by the cloud, this is more than just “Marketecture,” this is the engine of our business future. Millennial leaders are strongly committed to embracing these technologies and putting them to use in a way that drives their organizations forward, leaning on cloud applications to keep employees connected with anyone, anywhere, anytime. This allows business to continue 24×7×365 if needed, yet provides employees ultimate flexibility to untether from their desks and remain productive.
I don’t see anything wrong with that, do you?
And then there is social media. This phenomenon isn’t just about tweeting #hashtags on Twitter and posting “likes” on Facebook. Social media offers a whole new way for humans to engage and extend our communities through the most powerful business-building infrastructure in the world — the Internet.
Thanks to social powers, the timeline for building a global business has compressed from decades to days, because word can spread and new markets can be created at a such a dramatically accelerated pace. New ventures everywhere can instantly reach out to potential partners and target markets to ask questions and find solutions for the most simple and complex business problems.
Building the Future, Differently
When the Beatles came to America, they permanently redefined rock and roll. Adding their collective influence to the voices of their time, they made music better for all of us who followed. And today, through social synergy, Millennial leaders seek to do the same for business.
Leaning on the best ideas and innovations that have previously defined success across industries, the CEOs of the future are not content to settle for the status quo. The goals of next-generation leaders may be similar to those before us in some ways, but they are different enough, so our mark will be felt.
We will leverage breakthrough cloud and big data resources to develop businesses that are inherently social, and we’ll create cultures that thrive on collaboration. Like leaders throughout history, our goal is to solve business problems effectively, but we’ll approach those problems very differently. Building a smarter planet through technology is exactly what the Millennial CEO of the future is destined to do.
What role do you think technology plays in next-generation business success? What must Millennial leaders do to succeed in a hyper-connected marketplace? Share your ideas in the comments area.
You may not work in an emergency room — but your organization may want to function like one. As critical issues arise, the ability to quickly shift resources and refocus energy can have a keen impact on continued business success.
This kind of workforce agility helps organizations meet challenges swiftly and succinctly. Which begs the question: Is your organization ready for a work swarm?
Swarming: A Closer Look
Borrowed from the rhythms of nature, the notion of “swarming” to assemble a cross-functional or cross-departmental team, could be considered a key factor in an organization’s ability to develop and thrive. Gartner described a work swarm as a “flurry of collective activity” to deal with non-routine workplace problems or opportunities. (See that discussion here.) Without this option, organizations can fall short in their quest to respond to stressors (or opportunities) in quickly changing internal and external environments.
Developing an ability to swarm is just as much an orientation toward the work itself, as it is a problem solving technique. Swarming needs talent and skills to flow quickly toward projects, as it capitalizes upon an agile culture and a fluid talent stream. This requires a modern view of organizational boundaries and talent utilization. There are challenges to swarming — and the process may not prove appropriate for all organizations. However, it may be an interesting option to consider.
Putting Swarm Theory To Work
Here are some ideas to keep in mind:
1) Apply open-system theory. Work swarming requires talent to flow into the organization, as well as within its borders. Early structure theorists (See Katz & Kahn) discuss open-system theory. However, applications of that view seem more possible with the advent of relevant social networks.
2) Let internal structure flex. To enable swarming, the structure of an organization would need to become increasingly fluid. Talent within the organization would be allowed to cross functional lines more easily and routinely.
3) Seek diversity. Including a considerably wider range of knowledge bases when forming a team to problem solve is desired – as solutions can come unexpectedly, from a loosely “related” discipline or function. These sources can include suppliers and others in close proximity to core problems and customers.
4) Remember roles rule. Becoming crystal clear concerning the roles of team players is key. Role clarity can help focus more energy toward the actual content of the problem or issue – and help team members attack their portion of the task at hand more readily.
5) Utilize social platforms. Crowdsourcing platforms (both internally and externally focused) can be utilized to facilitate the problem solving process – where stubborn organizational challenges can be posted and exposed to greater numbers of potential contributors. (Learn more about Innocentive here.)
6) Curate talent communities. Building a pipeline of talent is imperative with swarming – but this should be developed in a manner that is meaningful. Mapping the skills and strengths of potential team players within relevant industries, becomes a critical goal. Furthermore, teaming applications can also help document the evolving skill sets of potential contributors.
Have you utilized swarming techniques to speed problem solving at your organization? If so, how well did it work?
https://talentculture.com/wp-content/uploads/2013/08/fish.jpg349700Dr. Marla Gottschalkhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngDr. Marla Gottschalk2013-08-20 08:45:312020-05-25 17:51:49What Can Swarms Teach Us About Teams?
The HR community is so generous! This week at the SHRM conference in Chicago, as well as in online #TChat discussions, you’ve helped Achievers and TalentCulture spotlight issues and opportunities facing the next wave of graduates who are entering the workforce.
The ideas flowed freely throughout the week, from the moment we started pouring margaritas at our #SHRM13 booth! Below are summary points about key #TChat topics, followed by resource links and a Storify highlights slideshow. Thanks to everyone for contributing such useful insights!
Social Tools For Job Seekers
LinkedIn received resounding support as the top social hiring hub. Twitter earned some votes as a secondary portal, with other major players like Facebook and Google+ mentioned in supporting roles.
An interesting sidebar thread touched on tools for showcasing professional portfolios. Pinterest was mentioned as a smart choice, as well as tools designed specifically for portfolios, such as Seelio.
Onboarding Improvement
Mentoring received popular support as a way to strengthen employee indoctrination. Workplace “sherpas” are a natural, easy way to introduce new hires to company culture, workgroup standards, and individual responsibilities. And #TChat-ters agreed that this practice is effective for both recent grads, as well as workforce veterans.
“Buddy systems” were also mentioned as a way to connect new hires with one another as they move through the new-hire experience together. Seasoned employees can offer organizational context, but new hires can bond as they learn from each other, in parallel.
The #TChat community universally applauded continuous constructive feedback, and @Achievers couldn’t agree more. Several chat participants pushed the concept further — indicating that those who are responsible for providing for feedback should also ask for feedback and suggestions, in return.
Why Recognize Employees?
This point might be preaching to the choir, because #TChat-ters were emphatic about recognizing great performance. But it’s noteworthy that two kinds of benefits were mentioned:
1) Human motivation: Many responses focused out how important it is for individuals to hear about their progress — especially when they meet or exceed expectations.
2) Business advantage: Other comments focused on the fact that recognition helps align employees — reinforcing and redirecting work to keep everyone moving together toward organizational goals.
Improving Retention
To engage recent hires, you recommended multiple ways of involving them in the organization. We couldn’t agree more! Offering meaningful work, fostering an inclusive team environment, and tying individual contributions to a broader mission keeps employees engaged and coming back for more.
It’s important to ask for opinions, provide opportunities for growth, and demonstrate consistently that employees are valued. If you inspire passion in your employees, they’ll reward you — not only by remaining loyal, by being your most consistent and vocal ambassadors.
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered advice about how companies should attract and retain next-generation talent. Read “Smart Leaders Engage Tomorrow’s Workforce.”
MON 6/17
Margarita Monday Meet-up:#SHRM13 attendees timed-out with Meghan and Kevin at the Achievers booth, while hearing about the latest research on “The Class of 2013: Understanding the Needs of the Future Workforce.” If you missed this event, we invite you to attend the Achievers webinar on June 26 (or on-demand after that date).
WED 6/19
#TChat Twitter:#TChat-ters came together on the Twitter stream for our dynamic weekly idea exchange. If you missed the real-time Twitter action, or would like to review highlights, watch the slideshow below:
#TChat Twitter Highlights: “Looking Forward: Class of 2013”
NOTE TO BLOGGERS: Did this week’s events prompt you to write about the Class of 2013, or future workforce opportunities and challenges? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
Until then, the World of Work conversation continues each day. Join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.
See you on the stream!
(Author Profile: Katie Paterson is the Social Media Community Manager at Achievers, where she is focused on building an online community of Human Resources professionals who want to learn how engaged employees can impact business results. She is passionate about the world of social media, its impact on the workforce, and how it can be integrated into the our lives personally and professionally.)
https://talentculture.com/wp-content/uploads/2013/06/1029826_81099960.jpg351700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-06-20 17:08:162020-05-25 17:26:49Class of 2013 Goes To Work #TChat Recap
I love my work. But there are challenges (understatement). Keeping pace with 21st-century talent and technology trends means commitment to a perpetual learning curve.
The “human side” of business is now a vast and fluid domain. It’s a melting pot, churning in overdrive, with talent-recruitment-engagement-performance-management-HR-bigdata-leadership-development-socialmedia-and-career-skills all colliding and transforming at every turn. Each day brings more than anyone can absorb. We all feel it. This sensory overload is the new norm.
Learning as a Way of Life
I can’t stop learning (and couldn’t if I wanted to). My career demands nothing less. I just got back from an exciting HR conference in Philly where I met fascinating, bright, dedicated people, and discovered jaw-dropping, radically innovative tools. In a word, I learned.
To be honest, there is nothing in the world I love more than learning — anywhere, anytime. Exchanging ideas in any social environment is an experience that makes my pulse race. And these days, I often feel like I’m experiencing a non-stop adrenaline rush!
It’s exhilarating to see smart people rewriting rules (even at this moment). And although it’s often exhausting to be at the heart of a global learning community like TalentCulture, I also feel alive and engaged every day. I hope you feel that way, too — and that’s why you participate.
Learning as Leverage for Others
Along with the adrenaline highs, sometimes on this “world of work” odyssey, I’m exposed to alarming challenges. And as my friend Angela Maiers explains, one of the most alarming issues today is the increasing shortage of skilled talent. It’s a reality that the business world can no longer afford to ignore.
Simply put — we are not preparing students sufficiently for today’s economy — let alone for the future of work.
On one hand, this leaves behind millions of potential workforce contributors who are considered unemployable by most standards. On the other hand, companies are struggling to find qualified talent for unfilled positions. Adding insult to injury, companies have slashed recruiting and development budgets to the bone in recent years, while simultaneously increasing their expectations for finding capable talent. This is not a recipe for success.
We Can Matter — As Mentors
See the #TChat Preview & sneak-peek video
Something must change. I know that TalentCulture community understands this.
The good news is that each of us is equipped to lead the way — with whatever time, knowledge and skills we have available. Even more good news — there are ready-made ways to “pay-it-forward” as mentors. And one of those ways is through Angela Maiers’ bold educational initiative, Choose2Matter.
Angela isn’t waiting for government or big business or educational institutions to fix the problem. Instead, she’s using her brains, her passion and her professional network to unleash a tiny movement that can make a lasting difference in the future of every student that Choose2Matter touches.
This fearless approach to “future-proofing” our nation is why Choose2Matter’s leaders are joining us this week on #TChat Radio, and on our #TChat Twitter Chat (see the preview: “Business Case for Mentoring”). And it’s why TalentCulture is committed to support Choose2Matter, going forward.
Together we can bridge the skills gap, one student at a time. All it takes is enthusiasm, business experience, and a commitment of your time to help students work productively toward their dreams.
The goal is to encourage the genius in every child. The kids are ready. So let’s give these amazing dreamers the support they need to achieve to their fullest potential. As a talent development champion, I’m in. Why not join me?
https://talentculture.com/wp-content/uploads/2013/05/httppixabay.comenmichelangelo-abstract-boy-child-71282.jpg12051920Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-05-08 11:48:112020-05-25 17:11:06Did You Learn Today? Pass It On
Here at TalentCulture, we exist to elevate the human side of business — and we believe that community is the best way to reach that goal. In short, the more hearts and minds we involve in this conversation, the more likely we are to influence the future of work.
We’re passionate advocates who exchange ideas, knowledge and resources — all in the interest of cultivating more productive, rewarding workplace cultures.
And now, in the spirit of that philosophy, we’re thrilled to announce our first “world of work” partnership — with Achievers.
Get to Know Achievers
Visit Achievers Employee Success blog
Achievers creates Employee Success software that helps companies around the world recognize and reward positive workforce behaviors on a daily basis. This translates into higher employee engagement and better business results.
There is strong synergy between our organizations. Like Achievers, TalentCulture.com and #TChat forums are all about continuous learning and inclusive engagement that add value in today’s globally connected, social workplace. And that starts with all of our smart, loyal #TChat-ters!
Looking Ahead
What does this partnership mean to you? Look for TalentCulture and Achievers to:
Evangelize on behalf of each other’s engagement mission;
Share ongoing thought leadership and expertise with our respective communities.
This promises to add a whole new level of depth and vibrancy to the conversation, going forward. We hope you’ll join us each day, across our combined social channels, as we explore and discuss business and workplace topics that affect us all.
(Editor’s Note: Meet Achievers tonight (Wednesday, May 1) at the weekly #TChat Twitter forum, where Achievers Social Media Community Manager, Katie Paterson, moderates! Read details in tonight’s Preview: “Live from the edge of HR Innovation.”)
Sleight of hand. Misdirection. Levitation. The Grand Illusion. Sounds like a great Vegas act. But is this any way to describe “people” practices in today’s world of work?
Truthfully, we’ve all seen it and felt it. Many of us have developed mastery at it. Even when it’s unintended, a bit of smoke-and-mirrors comes in handy when working the crowd on the “talent” side of the house.
No worries. Your secret is safe here. #TChat isn’t a confessional, but those of us who’ve been responsible for aspects of talent acquisition, development or performance management have learned what works well enough to comply with business rules and get the job done. But how well is that working for the organization?
We’re Not in Kansas Anymore
It’s not that we’re not trying to be more accountable and transparent. Besides, new social tools and technologies are shining light up our sleeves, for better or worse.
However, we are naturally stalwart creatures of comfort and habit — we don’t adapt easily. Incrementally perhaps, but not easily. It’s tempting to fall back on the same old tricks of the trade, even as external catalysts are forcing us to change for the better. Progress isn’t necessarily linear movement.
For example, consider the conversation we had this week with #TChat Radio guest, Josh Bersin. Josh is the Founder and Principal of Bersin by Deloitte, leading provider of research-based membership programs in human resources (HR), talent and learning.
Among other things, Josh shed light on factors that are driving the global disparity between skills demand and supply. One point in particular — new talent selection, mobility and succession planning have long been determined primarily by gut instinct.
A Capable Workforce = Sustainable Magic
But saying that talent strategies should focus on hard skills is no longer magical enough. The softer skills — communication, empathy, team-building — are just as integral to selection and development, if not more so.
Josh looks at challenges in human capital management through this more strategic lens. It’s what he calls capabilities development, where both hard and soft skills are addressed in a holistic way. As organizations reinforce and expand these combined capabilities in real-time, and provide flexible context that responds to workforce competencies, we can expect business performance to improve.
The foundation is solid – we’re now able to glean useful talent insights from powerful tools that help us process and analyze the disparate “people” data we’ve held in cold storage for decades. And other technologies are enabling continuous learning and development, across business functions, and throughout the entire employee life cycle. High art, indeed.
Showtime!
Of course, magic shows still have their place — marketing spin helps to attract, retain and entertain. Meanwhile, we can feel confident relying more on science than art to inform our instincts as we move forward with workforce decisions. Talent-minded professionals are limited only by our willingness to adapt. We can lead by example.
#TChat Week-in-Review
If you missed any of this week’s events – or to revisit insights anytime – just follow the links below…
SUN 3/17 TalentCulture CEO, Meghan M. Biro, kicked off the week by looking at how strong leaders are strong learners in her Forbes.com post: “The New Rules of Leadership.”
TUE 3/19#TChat Radio Show: Josh Bersin discussed how market factors and technology innovation are leading organizations to dramatically shift fundamental “people” practices – including talent acquisition, development and performance management. The 30-minute show is packed with insights for HR and learning professionals, as well as business managers.
WED 3/29#TChat Twitter: The TalentCulture community showed up in full force at our weekly Twitter forum to report from the trenches about their experiences and ideas. Check out these highlights from the conversation…
#TChat Twitter Highlights Slideshow: Learning, Leadership and Talent
THANKS: Again, thanks to Josh Bersin for joining us this week, to help us understand how organizations can better leverage talent in today’s world of work. Your expertise and insights are invaluable to our community.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about leadership, learning and talent? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week – fasten your seatbelts as we take the community for a spin into the brave new world of social learning, with our very own community leaders, Justin Mass (learning technology evangelist at Adobe) and Michael Clark (leadership development expert at ReCenter).
Until then, we’ll continue to tackle World of Work conversation each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of this redesigned blog/community website. TalentCulture is always open and the lights are always on.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-03-21 16:20:172020-05-25 16:28:58The Business of Talent: Magic? #TChat Recap
It’s no secret that social media has become a game-changing influence on customer-facing business functions. The immediacy and transparency of social business requires a whole new level of flexibility and responsiveness from marketing and sales. But along with that shift, organizations are feeling an associated pull to integrate social tools and processes into other business functions, as well.
This is both a tremendous challenge and opportunity — with potential to transform every aspect of business life. So naturally, there are profound implications for Human Resources. But as TalentCulture‘s Meghan M. Biro noted in a recent Forbes.com post (5 Ways to Rockstar HR Leadership), common sense can be a powerful guiding principle — especially when innovation is in the air.
This shift isn’t just about socializing HR operations with new technology. At a deeper level, it’s about the cultural shift that HR can choose to model and champion for others. When disruption is a way of business life, resiliency is its closest ally. Therefore, as change becomes the only constant, HR leaders can play a critical role in moving their organizations toward more adaptive, agile cultural norms.
Talent 2.0 — No Turning Back
This was the focus of yesterday’s #TChat discussion “HR Rockstars – Moving at the Speed of Business,” prompting 340 contributors to step into the spotlight and breathe life into the agenda with a nonstop stream of ideas that echoed across Twitter. In only one hour, 2,100 tweets generated 11.7 million impressions. That loud collective voice, scrolling by at breakneck speed, is a living example of social HR rock stars in action!
The hour was marked with many high notes — most of which are captured in the Storify slideshow at the end of this post (see below). So, rather than trying to recap overall sentiment, the smartest way to honor the session might simply be to get out of the way, and let the highlights speak for themselves.
But before I step aside, I’d like to share several items that resonated with me:
“The speed of business is the speed of the slowest decision…” @IncentIntel
Implication: HR serves the larger organization — it does not control pace, flow or direction. However, it can influence those factors. This is where HR can add value, with proactive guidance.
“In a complex work environment, capacity to negotiate agreements & hold each other accountable is key. Speed can’t depend on hierarchy” @SusanMazza
Implication: By forging relationships based on mutual interests and trust, HR can create a framework that decentralizes decision-making, while minimizing friction and inertia.
“The best talent is not looking for work, but they’re social. Successful HR is networking to recruit talent.” @ValaAfshar
Implication: The strongest candidates are already working at the speed of business. HR must keep pace and catch them in that stream — or face the consequences of letting socially adept talent pass by.
Implication: As illustrated in Jesse Lyn’s post about NASA’s Apollo project, “Where” is important, but “Why” is even more vital — especially in complex, uncertain, fast-moving environments.
The Road Ahead – Are We There Yet?
With so many thoughtful, relevant ideas about how to move HR to the next level, I wonder: How many organizations have arrived or are even close to achieving a 2.0 vision? And how long will it take before it becomes a reality for the rest of us?
Let’s Keep the Conversation Alive! If you joined last night’s forum, which ideas were most meaningful for you? How will you apply them? Please tell us! Add comments below — or if you blog about it let us know by posting a Twitter link with the #TChat hashtag. We’d like to share your ideas with the TalentCulture community here and via @TalentCulture.
Coming Up on #TChat
Join us next week (Wednesday at 7pmET/4pmPT), as we dive more deeply into the concept of Employee Engagement. Look for a full preview next Monday via @TalentCulture and #TChat. Thanks again for your interest and your contributions!
Storified by TalentCulture · Wed, Oct 10 2012 20:45:18
TONIGHT! #TChat is jammin at 7pmET. Grab a front-row seat for “#HR Moving Speed of Biz” Qs https://talentculture.com/culture/tchat-preview-hr-rock-stars-business-speed/ http://pic.twitter.com/4eXcQoDa @kkruseSocialMediaSean
BOOM! >> Q1: What exactly is the “speed of business” Why do we penalize HR for not moving at it? #TChatMeghan M. Biro
A1 In a lot of corps, HR responds to shortages rather than proactively identifying potential shortcomings.So, slower. #TChatJanis Stacy
A1: Sometimes the speed of business must be tempered, esp when the tools haven’t caught up to the concepts. #tchatSalary School
A1: HR is often an afterthought when key decisions are made #tchatAlli Polin
A1: HR not seen as an asset looked at as overhead and treated accordingly, not kept informed or asked for input. #TChatRobert Rojo
A1. Doesn’t this all boil down to HR getting a ring seat when decisions are made? #tchatTerri Klass
A1 – hr needs to push out admin to the fringes to focus on the core needs of the org… that will increase response/speed #tchatPaul Hebert
@gingerconsult A1: Are HR pegged as being behind the times because they are? or because its perceived? <== BOTH IMO! #tchatCASUDI
A1. Sometimes HR hears about things much later than the rest of the organization. Problem with that. #tchatTerri Klass
A1: Shipping versions avoids news to wait for perfection…which never happens anyway. The business wants that. #tchatBill Cushard
A1 So, what drives HR? Innovation – compliance? Enlighten me… #TChatMarla Gottschalk PhD
A1 Perhaps it’s a perspectives thing. Business focuses on meeting customer needs and HR focuses on the corp itself. #TChatJanis Stacy
A1: HR needs to think more like software developers and product mgrs…and ship services in versions… #tchatBill Cushard
A1: Must blame someone for reason our business is not moving as fast as we say it is. #HR good target #TChatSean Charles
A1: The customer (biz) determines the speed and HR has to understand & adjust. Innovation is an HR competency! #tchatLaTonya Wilkins
A1:How fast the processes are executed, some of which we have no control or say in. #TChatRobert Rojo
#Leaders – Tough to escape? @MRGottschalk: A1 Is it the speed of innovation? What sets the speed? #TChatMeghan M. Biro
A1: HR is often too busy w/admin to focus on #innovation or business change #tchatAlli Polin
A1 – most decisions in business are made on front lines – HR is back at field HQ – can’t keep up if not in the fray no? #tchatPaul Hebert
A1: The speed of business oughtta be the speed of humans, and nothing else. #TChatBrent Skinner
A1. “Speed of Business” the rate at which human potential converts into performance/profit. Orgs focus on outcome before input (HR). #tchatSalima Nathoo
A1: If you don’t move fast enough, you end up like MySpace or AltaVista and you don’t even know what hit you. #tchatBill Cushard
A1. Not sure about penalizing HR, BUT business must keep pace w/market & support systems must keep stride. #tchatSheree Van Vreede
A1 Is it the speed of innovation? What sets the speed? #TChatMarla Gottschalk PhD
Love! And Welcome Ian! @ianclive: A1 Speed of business is illusion – HR has to keep relevant and on time! #TChatMeghan M. Biro
A1 – confusing activity with productivity – speed with responsiveness? #tchatPaul Hebert
A1. HR has to reconsider a lot of things when change occurs: compensation, career paths, job descriptions, culture, etc – its a lot #tchatAshley Lauren Perez
A1. Trying to keep up with all the constant changes but HR can get bogged down in legal junk. #tchatTerri Klass
A1 Speed of business is illusion – HR has to keep relevant and on time! #TChatIan Welsh
A1: speed skills. #tchatBill Cushard
A1: In the past, HR has been too focused on compliance & therefore didn’t move “at the speed of business.” #tchatBob Lehto
A1: The speed of biz is the speed of tech, but why must it be? Would ppl mgmt be better moving @ speed of humans? #tchatBrent Skinner
#TChat – A1 – Speed of your business can be defined by your client/customer needs. In today’s market, you had better be fast.Michael!
A1..the “speed of business” is knowing that if you slow down, competitors behind you will quickly pass you!! #tchatTrevor Acedne
A1. HR might fall behind bc it’s one of the few depts that encompass EVERYTHING and EVERYONE. gotta wait for everyone to be on board #tchatAshley Lauren Perez
A1. Speed that leaders say is needed to support a competitive strategy. HR is rightfully cautious on human commitments. #tchatThinkCEO
A1: Business moves based on a 1000 decisions a day & HR not always kept in the loop until it’s radical change #tchatAlli Polin
A1: To be agile with the market — but, someone’s gotta help watch those messy, pesky humans. #tchatKevin W. Grossman
A1: hr (i think) is oushing hard to move butoften lacks a seat at the table with CXO to get momentum #tchatJen PhillipsKirkwood
A1: Moving ahead of the pack, yet HR gets pegged as being antiquated and behind the times #tchatJen Olney
A1 – speed of business is the speed of the slowest decision – for HR that means many slower depts. impede HR #tchatPaul Hebert
A1: “Speed of business” is instant today. #HR often gets penalized because it’s often a culture of compliance + transactions. #TChatAndrew Henck
A1: Speed of business for HR is “adoption AFTER industry wide verification” (& for good reason). They’ll never be Buzz Lightyear. #tchatKeith Punches
A1) isn’t that code for “doing more with less” after a round of downsizing? #tchatRich Grant
>> Q2: “If it wasn’t for those pesky humans”: Why do we need HR to regulate ourselves? #TChatMeghan M. Biro
A2: “Who” says we need #HR to regulate ourselves? Think about that for a minute. #TChatBrent Skinner
A2: Like the idea in theory, in practice HR would need more power/responsibility in certain inds 2 meet the compliance dept halfway #tchatSunny Shao
I’ve seen HR override mgrs. Haven’t you? MT @shawnlacroix A2 I dislike idea of HR as police/regulators. Ultimately action is from mgr #TChatExpertus
A2: We don’t need #HR to regulate ourselves; we need it to facilitate our “selves.” #TChatBrent Skinner
A2. Maybe HR needs to lead with presence and humanity. The regulations will follow and protect. #tchatTerri Klass
A2: In entrepreneurial companies, don’t have formal HR. Try to lead with good practices, build culture, keep some consistency. #TChatJon M
A2 – is HR in a codependent relationship with management – allowing them to NOT do their job with their employees? #tchatPaul Hebert
A2. HR changes the speed of business execution to the speed of business effectiveness. #tchatThinkCEO
A2 I dislike the idea that HR is the police or regulators. Ultimately any action comes from the manager Employees don’t work for hr #tchatShawn LaCroix
A2. HR helps protect employees from themselves and others. HR helps protect the business from themselves and hot-messed employees #tchatAshley Lauren Perez
A2 HR is needed to regulate as
management will not regulate themselves – a worsening situation! #TChatIan Welsh
A2: HR too often is the voice of reason when biz forgets that the bottom line is people impact #tchatAlli Polin
A2: I think a fear of risk & trend toward #mgmt “taking things off the plate”—once functions are moved, there’s a disconnect. #TChat #HRShawna Kelly
A2: Self-Discipline is not effectively taught in the workplace therefore we must manage it #TChatSean Charles
A2: HR keep the chaos to a minimum and brings process to the workplace #tchatJen Olney
A2. HR establishes the guidelines that keep us from overstepping the line. We’re only human, we make mistakes. #TChatGabrielle Kur
A2 Good point about #HR bringing the “consistency” ingredient (missed who tweeted this?) #tchatCASUDI
A2. Sometimes these regulations help create a foundation to build an innovative workforce for the future. #tchatAshley Lauren Perez
A2 HR have to be the fastest thinkers in a reactive crisis driven environment! As fast as anyone else #TChatIan Welsh
A2: Do we? HR should be measured on employee relations results. More engaged employees=fewer issues. Freedom & seat at table are key #tchatLaTonya Wilkins
A2 HR role should enable not regulate #tchatMorag Barrett
A2: We need an effective people function that we can align ourselves to (culture/values/mission). #TChatAndrew Henck
A2. HR is a special brand of leadership and we need it to regulate business to stay human in practice not on paper. #tchatSalima Nathoo
A2: Hey, it would be great if “HR” could stay focused on attraction, recruiting, hiring, developing and retaining, right? #tchatKevin W. Grossman
A2: HR is often order among chaos! #tchatKiara Robinson
A2: Without the human, wouldn’t HR just be IT? #TChatJanis Stacy
A2. HR helps limit workplace chaos and helps ensure we have a consistent answer when we’re questioned why we do certain things #tchatAshley Lauren Perez
A2: Que The Human League “I’m only human. Of flesh and blood i’m made. Born to make mistakes” #tchatKeith Punches
A2. Honestly- somedays I feel like it’s too regulated but i know that it is this way to ensure everything is fair #tchatAshley Lauren Perez
A2: The muscles between non-HR brains, mouths and fingertips are usually fast-twitch. HR..slow twitch. #tchatKeith Punches
A2. (HR knows that) not everything that can be counted matters, & not everything that matters can be counted. Einstein #tchatThinkCEO
Q3 How can leadership (including HR) help reduce need to self-regulate & create cultures of trust & productivity? #TChatMeghan M. Biro
A3: Hiring, being cognizant about what kinds of people & actions you want in that trusting enviro—then build/remodel accordingly. #TChat #HRShawna Kelly
A3: Have expectations and hold people accountable! #tchatRob McGahen
A3: We need thermostats to efficiently control our energy/heat, do you think Human behavior is easier and may not need regulation? #TChatJanis Stacy
A3: in complex wk envirnmnt capacity to negotiate agreements and hold each other accountable is key – speed cant depend on hierarchy #tchatSusan Mazza
A3: Regulate not too much, not too little, smartly & not myopically. Then, trust the free people market. #tchatBrent Skinner
A3: Lead by example, hold everyone accountable and reward excellence. Be an encourager. #TchatLori~TranslationLady
A3. we’re all adults in the workforce (mostly)- lay down the expectations and let people rise to the occasion- they may WOW you #tchatAshley Lauren Perez
A3: If your people function wants to trust your folks, let them run w/ that bold idea and take a risk. #TChatAndrew Henck
A3: By respecting each individual’s ability to be productive and re-inforcing expectations positively. #tchat #HRTess C. Taylor, PHR
A3: Empower employees to take personal accountability for successes & failures of their team #TChatSean Charles
A3. Publicly align & include HR in strategy initiatives; show the value people play in growth. #tchatThinkCEO
A3: Let the front lines lead too! Everyone plays a part & needs to be accountable #tchatAlli Polin
A3. In a way, don’t we all need a model to look to for an example of what to do/not to do? #tchatGabrielle Kur
#Tchat A3: develop strong practices for #accountability and a culture that facilitates people holding each other accountableSusan Mazza
A3: We **still** need to find ways to measure data and stay human as leaders #TChatMeghan M. Biro
A3. HR needs to be *consistently* taken seriously as a business partner that impacts the bottom line in a positive way. #tchatSalima Nathoo
A3. by giving people the resources, mentoring, feedback, and space to prove their trustworthiness and productivity #tchatAshley Lauren Perez
A3 put ownership of employee issues/decisions on managers. Lead with integrity. #tchatShawn LaCroix
A3 leaders have to start by trusting the employees and themselves to always make the best decisions on their own (walk the talk) #TChatDonna Rogers, SPHR
A3: Throw out the time clock. Ask your people how they work best. Adapt + empower. #TChatAndrew Henck
A3: Social skills and impulse control development from early education on. #tchatKevin W. Grossman
A3 HR professionals should be allowed to show and use their facilitation skills, instead of regulatory. #TChatMelissa Lamson
A3: Being accessible, guiding without dictating – people will rise to meet the expectations of them #tchatAlli Polin
A3. Through consistent, clear, and honest COMMUNICATION across all levels and channels of the organization. #TChat #HR #SocialBusinessSamantha Sallovitz
Bam! @marksalke: A3: By placing trust in empowered people & trusting them to do right thing. People in appropriate roles will excel. #tchatSean Charles
A3: Reward leaders for good people management practices (retention, succession, engagement, etc.) #tchatLaTonya Wilkins
A3: We always need to “self regulate”. Better question(?) “how do we help employees increase their emotional maturity” #tchatKeith Punches
A3 Hire RIGHT in first place with people/individuals that fit & can contribute to culture long term. #tchatCASUDI
A3: By placing trust in empowered people and trusting them to do the right thing. People in appropriate roles will excel. #tchatMark Salke
Model trust by trusting and treating employees like the adults they are. Lead by example. #duh A3 #TChatJocelyn Aucoin
A3. Leadership needs to create a culture of accountability and concern for one another. #tchatTerri Klass
A3: Bold #leadership that is forward thinking and knows they hired people for a reason, equipping them for success. #TChatAndrew Henck
A3: Psychological and workplace simulation screening. What? Don’t look at me that way. #tchatKevin W. Grossman
A3. Is HR considered leadership? #tchatSheree Van Vreede
A3: By setting up guidelines and giving mgrs tools to be effective, HR can facilitate efficient business. #tchatSalary School
A3 – reinforce those doing it right – get rid of those not – pretty simple. Assumes co’s think ppl mgtmnt is a core mgr skill #tchatPaul Hebert
Q4: What metrics should leadership (including HR) focus on to move at the speed of business & why? #TChatMeghan M. Biro
A4 Biometrics – Happy and healthy staff will row the company better than sad, frustrated people. #tchatEnzo Guardino
A4: Sorry, but I think most employees don’t trust HR metric input, so I don’t know how relevant those metrics are. #TChatJanis Stacy
A4- and cros
s aggregate co data with other biz market intelligence to predict trends and proactively change direction of co vision #tchatJen PhillipsKirkwood
A4 Dispute resolution, grievances, litigation, satisfaction data #TChatIan Welsh
A4: Use same business levers and translate to fit HR; apply metrics that are quantifiable and not “HR centric.” #tchatLaTonya Wilkins
A4: The data proves out the results seen in the bottom line that the leadership brings in the intangibles they bring to the table #tchatJen Olney
A4: Whatever is needed in your industry to grow profits and customer satisfaction. #tchatRob McGahen
A4. HR metrics have to tie/translate to EBITDA growth; plenty companies have gone under w/happy employees. #tchatThinkCEO
A4 Cost per lost employee – #TChatMarla Gottschalk PhD
A4 Bottom line(?) resulting from up-tic employees v employee turnover(?) from down-tic employees #tchatCASUDI
A4: When was the last “town hall/office hours” with your CEO? Folks in agile orgs believe in the CEO’s vision + move with them. #TChatAndrew Henck
A4.There’s often an over-dependence by leadership on metrics.Data can be misconstrued+attitude,integrity+commitment are hard2measure #tchatRichard Brody
@brentskinner A4: IMO engagement surveys tell the story but not why the results are the way they are. How do you dig deeper? #tchatAmanda Sterling
A4: Cost per hire, retention, profit per employee #TChatSean Charles
A4 – Retention and increased revenues are key indicators of moving at the speed of business. #tchat #hrTess C. Taylor, PHR
A4: Is there a glimmer of excitement and engagement in the eyes of your team members? An eye test of leadership. #TChatJon M
A4 Creating the conditions for flexible work structures & agile business processes are critical, too! #TCHatMelissa Lamson
A4 – as a manager my only concern was were my staff getting promoted, better or leaving (sometimes that is the best thing) #tchatPaul Hebert
@AlliPolin @MeghanMBiro A4: like your point about staying AND thriving no point having dead weight #tchatAmanda Sterling
A4. Turnover stats are critical and is there a culture of happiness and growth. #tchatTerri Klass
A4: Metrics that help optimize structure and control organization costs, while maximizing productivity =good for HR #tchatSalary School
A4: Engagement metrics prob tell a big story. If they’re down, maybe you’re moving too fast for your talent engage. #tchatBrent Skinner
A4: employee engagement for starters + track new ideas created/submitted by employees. If # is high, they’re on board. #tchatTony Vengrove
A4: Pockets of vol & invol turn over tell a story that matters to the #culture and people #tchatAlli Polin
A4: Another question for your people function: “How supportive were folks w/ the last change initiative?” #TChatAndrew Henck
A4 #Globalexpansion & #global image should be assessed & measured. What are people saying about you around the world? #TChatMelissa Lamson
A4: Retention, years of service and recruitment data are key performance indicators for leadership for HR to review #tchatJen Olney
@KeithPunches A4. How about measuring employee capability progress – e.g. newbie >> rockstar? #tchatBob Lehto
A4: Top line revenue, profit/loss, accounts receivable/payable, cash on hand #TChatSean Charles
A4: Focus on the key performance indicators for your company! Happy employees and happy customers doesn’t hurt either. #tchatKiara Robinson
A4: Although there are tangible items, the intangibles matter, like how engage ppl are & level of innovation happening. #TChatJon M
A4. Retention * Productivity / EBITDA = 1 Big Happy Family #tchatThinkCEO
A4. Progression and performance metrics- we want to retain quality talent- how are we ensuring that they aren’t outgrowing us? #tchatAshley Lauren Perez
A4: Recruiting AND Retention data! Are your employees *staying* and thriving? #TChatMeghan M. Biro
A4 profit, growth and leaders/experts developed/ promoted and/or lost/turned. Cost of bad hire. #tchatShawn LaCroix
A4. All about value creation ultimately, so revenue/employee? #tchatBob Lehto
A4: Skills, competencies … who has them, where are they, how does it match w/future demand #tchatAlli Polin
A4 whatever metrics that are important in that industry – business must partner head to head with HR and vice versa. #TChatDonna Rogers, SPHR
A4: Retention, attrition, average years of service. These will show pockets where HR growth needs to happen. #tchatKeith Punches
A4 – whatever the companies metrics for success are… #tchatPaul Hebert
A4: Metric questions for your people function: What’s your turnover like? When was your last hire? How engaged are your folks? #TChatAndrew Henck
A4. when HR/Leaders hire someone, they should be forward thinking. How could this employee develop and progress in the co? #hiresmart #tchatAshley Lauren Perez
A4. Less metrics, please! #tchatSheree Van Vreede
A4. I think a lot that HR should consider should come straight from the employees- they make the business #tchatAshley Lauren Perez
Q5: Tech only moves @ the speed of biz if humans do too, so what kind of tech helps us meet in the middle? #TChatMeghan M. Biro
A5. Keep it simple, and keep it human. #tchatBob Lehto
A5: You have to give your people something they can actually use effectively, some are just to intimidated by the hi tech tools! #TChatRobert Rojo
@MeghanMBiro A5: Unified Communications including view of availability of SMEs, vdi, collaboration #TchatHope
A5. tech is awesome and efficient but there needs to be some HUMAN to it. otherwise #hrtech will automate us all out of HR jobs :) #tchatAshley Lauren Perez
@TranslationLady A5: Best when it’s a mix of old school and tech. Makes HR uhh, Human and Relating hehe. #TChatJanis Stacy
A5: Lo-tech should be the new hi-tech #tchatJen Olney
A5.the last thing you want to do is frustrate your employees with tech they don’t understand or don’t know how using it benefits them #tchatAshley Lauren Perez
A5: Email reminders for weekly “TalkWalk”—write 3 ?s needing deep thought—then get colleagues away from desks to walk/think together. #TChatShawna Kelly
A5: Focus on tools that invite collaboration, align with business goals and met the needs of the teams. Productivity shd be forefront #tchatJen Olney
A5: @JanisSpirit Great to use what is effective Old School combined with New School = GREAT! #TChatLori~TranslationLady
A5 tools that represent your brand well to internal/external clients. #tchatShawn LaCroix
A5: The right tech fits the org culture but should increase collaboration & real-time info #tchatAlli Polin
A5: A good ol’ fashioned face-to-face hallway conversation that solves a problem or sparks an idea. #TChatJon M
A5. tools that are relevant to the business, the mission, aligned with HR goals, and is user friendly for all people in the biz #tchatAshley Lauren Perez
A5 – telephone #tchatPaul Hebert
A5: Tools that are work with the needs of the business not for the sake of being the latest and greatest fad #tchatJen Olney
A5: Socialize your expectations of the value to be realized from social technology and engagement #TChatMeghan M. Biro
A5 Tech can move faster than anyone to handle a crisis and slower than HR working on a project #TChatIan Welsh
A5: Technology that connects people to customers, to ea
ch other, and to the business. Aligned, efficient, productive…. #TChatJon M
A5. The best tech is low tech: talk to people & listen. That’ll get you moving faster than any spreadsheet or report. #tchatThinkCEO
A5. Social tech because conversation and collective intelligence is the ultimate platform for workplace communication. #tchatSalima Nathoo
A5 Implement the tech that fits the employee focus/needs ~ be flex it changes:-) #tchatCASUDI
A5: Old school tech might help for a start. Business lunches or coffee with employees maybe? #TChatJanis Stacy
A5: Good judgment for balancing tech/people to meet your needs is invaluable. #TChatAndrew Henck
A5 Siri #tchat #lolShawn LaCroix
A5: In order for technology to move @ the speed of business, it must honor the human element #tchat #hrtechTess C. Taylor, PHR
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-10-11 12:07:532020-05-22 14:49:06HR Shifts to the Fast Lane: #TChat Recap
“It is not only for what we do that we are held responsible, but also for what we do not do.” – Moliere
Opportunity cost is a powerful concept. Finance 101 teaches us that inaction is the riskiest move of all. If you hide your money in a mattress, you remove yourself from the game, abandoning all hope of future return. Even worse, what happens if the mattress accidentally goes up in flames? Game over.
In business, as in life, every decision involves some risk. Each time an organization chooses to pursue Path X, it sacrifices the potential upside of Path Y or Z. But credible information can reduce that risk, and strong leaders look for reliable signals to guide their choices.
When deciding how social media fits into the workplace, leaders would be wise to watch and listen for signals from employees. These days the noise is deafening. New methods of organizational collaboration and communication are proliferating — not just through authorized corporate initiatives, but through ad-hoc efforts of workgroups and individuals who are pushing the social envelope just because they want to work smarter.
This isn’t heretical. It’s progress. It’s a by-product of human culture that’s as old as fire and as enduring as the wheel — and it was the upshot of yesterday’s #TChat World of Work exchange, as @Hootsuite HR Director Ambrosia Humphrey (@hambrody) and her team moderated a spirited discussion about social media’s role in work life.
The Big RT
Among hundreds of comments, which one registered highest on the retweet scale?
“Telling today’s employees not to use social media is like telling employees several years ago not to use the phone.”@MattMonge
In other words, business leaders, the social ship has left the harbor. Many of your employees eagerly climbed onboard, and it’s not too late to steer that vessel toward a desirable destination.
But which way to go next? We feel the pain of that question even here at TalentCulture.com, as we choose social platforms and tools that will best serve our mission, going forward. Recently, we’ve been exploring dozens of solutions to enhance workflow and internal communication, as well as tools to engage the TalentCulture community. Our conclusion? Even for a fearless crew of passionate social media advocates, the options can be overwhelming.
Sure, there’s a price for progress. The process can be messy. But even if you stumble, you’re still moving forward. And if our #TChat comrades have anything to say about it, environments where social connections are enhanced promise far more benefits than the status quo.
Bottom Line
The only rationale for standing in the way of social workplace progress is fear. But in this brave new socially-driven world of work, fear might as well be money in a mattress.
Did you miss this week’s preview? Look here — and look below for a swanky slideshow of yesterday’s many tasty tweets. We again thank our new best friends over at Hootsuite, who guest moderated #TChat World of Work with characteristic Twitter savvy: Joining Ambrosia were Ben Watson (@bitpakkit), Hootsuite’s vice president of marketing; Steve Johnson (@steve1johnson), Hootsuite’s chief revenue officer; and additional members of Hootsuite’s HR team, Sabrina Lavin and Kristine Naldoza.
Coffee is on and in the office ready to #TChat http://pic.twitter.com/a5TkAFK8Jen Olney
#Tchat Live from the Czar’s basement/mancave http://twitpic.com/awebm7Dave Ryan, SPHR
Going to get started Q.1 Social tech is valued upwards of $1.3 trillion. Where’s the greatest biz opportunity in the next few years? #TChatambrosia
Q1 Learning culture requires participation from top level management to workers at every level. Can’t just roll out without buyin. #TChatJudy Martin
A1 Knowledge / data sharing. Consolidation of services in the “cloud”. #TchatRedge
a1 social media is an invitation to co-create meaning & build engagement – both customers with a brand & employees with organisation #tchatrobbie semple
@hambrody A1: Increased innovation from workers who use & *get* #socialmedia. #tchatTara Eames
A1 Greatest biz opportunity for social? Company engagement for all externally facing employees #tchatsteve johnson
#TChat – A1: Keep your current employees more engaged, as the economy improves, more opps, so spend money to retain talent, not replace!Michael!
A1: It’s gotta be in converging all aspects of the business enterprise under a common SM brand. #tchatMark Salke
A1) Integration. Social shouldn’t require unique, stand-alone apps, must integrate into work tools. #tchatJD Dillon
a1. Social business can save and transform our planet. #tchatMichael Clark
A1 The greatest biz opportunity is for big data aggregation tools & Mobile – m-o-b-i-l-e #TchatLeAnna J. Carey
A1: The greatest opportunity in the next few years involves combining the automation of systems with the personalization of social. #TChatTalent Generation
A1. Gotta go with marketing and advertising as the BIGGEST (but not only) #tchatChris Fields
A1. Internal collaboration, info-sharing as a knowledge management tool, get knowledge in people’s heads out into the org #TChatJane Watson
Moving forward Q2. Currently only 5% of U.S. online content sharing happens on social media. Will this change? #TChatambrosia
A2: People may be afraid of negative consequences if they share something that goes against their work ethics. #TChatAuchoybur Ferane_HR
A2: Like the larger economy, what happens depends on us–*right now* we are creating the future w/our choices. #DecideThenDO #TchatNancy Barry-Jansson
A2 – push marketing to users will explode as GPS proximity to events/products /targets is fine tuned #tchatRichard S Pearson
Q2) Agree with others that it HAS to. As more companies adapt and grow it will increase. #TChatAmber Britton
Q2 Where did that stat come from? 5% #notbuyingit #TchatDave Ryan, SPHR
A2: If you’re sharing online content, aren’t you, by definition, socializing media? #TChatMatt Charney
A2: Yes, as long as it is easy to create content and share it with social. Path of least resistance wins. #TChat #tchatFaronics HR
A2: if companies want to stay relevant and current, and be where the ppl are..it has to! #tchatPlatinum Resource
A2: To succeed it has to change, we’re creatures of habit, change comes slow, #TChatRobert Rojo
A2: Social sharing habits will change depending on the behavior of how people want to interact with platforms #tchatJen Olney
#TChat A2 – Some orgs are still using #SocialMedia like web 1.0, one sided engagement. NOT the way to use it, that is NOT social.Michael!
a2. Haven’t we always wanted everything to be more transparent? #tchatMichael Clark
Q.3 How do leaders overcome perception that employees “waste” their time on social media? Definitely not #hootsuite office concern;) #TChatambrosia
A.3 Being on social is a vital part of our recruitment strategy. It is definitely not time wasted for us! #TChatHootSuite HR
Haha touché > @bitpakkit: a3) Posting what you had for lunch isn’t bad if you work for the restaurant where you ate it. #tchatambrosia
A3: Orgs need to embrace the tool and even help employees learn how to use the power of social media. Stop trying to ban it. #tchatMatt Monge
#TChat A3 Leaders need to use it to engage with customers & focus their messages to share their vision/mission.Naomi Caietti
A3 Quite frankly I learn a lot more on social media than hanging around the water cooler. Gossip never taught me a thing. #justsayin #TChatJanine Truitt
A3. A good servant leader communicates well & has transparent relationships developing your people – TRUST Social as part of that #TChatKeith C Rogers
A3: Leaders need to find value in that ‘waste.’ Turn the perceived weakness into a strength. #tchatRob McGahen
A3. Recognize employees as a sample population. Value Social Media brings to employee’s lives mirror the customer’s. #TChatThinkCEO
A3 Trust . Employees aren’t mindless, they are an asset. Of you don’t trust them they won’t trust you. Employees will surprise you #tchatArron Daniels
A3. employees won’t be wasting their time if they learn how to use it effectively. @wilsonhcg showed me how to find candidates :) #tchatAshley Lauren Perez
A3: Most leaders know the ROI of social, but do they know the value of it? #tchatRandy Thio
A3. Recognize employees as a sample population. Value Social Media brings to employee’s lives mirror the customer’s. #TChatThinkCEO
a3) Posting what you had for lunch isn’t bad if you work for the restaurant where you ate it. #tchatBen Watson
A3 If employees are being unproductive it’s usually an engagement and performance issues not a social media issue #TChatPam Ross
A3: Find examples of productive/effective/relevant enterprise social use w/in the org & showcase it. Nurture it. Reward it. Model it. #tchatExpertus
A3: Devil’s advocate alert -> Aren’t plenty of employees indeed wasting their time on social media? #TChat #tchatBrent Skinner
A3: Allowing employees a quick SM break every now and then can promote a more relaxed atmosphere at work and increase productivity #TChatSpark Hire
A3. I show my boss that I spend time on so me connecting with stds, promoting career svcs & share relevant blogs, articles with staff #tchatGuy Davis
Great discussion here. Q.4 Will social media only be valued by extroverted sharing & collaborative people? Is it an ego thing? #TChatambrosia
Spot on! @steve1johnson: A4 Social media’s value is substantial b/c it ISN’T about being extroverted. It’s about content, empathy… #tchatVicky Truong
A.4 Room for everyone. Various platforms have their spheres in #recruitment too: Twitter = public, FB = private, Linkedin = professional….ambrosia
A4: in many ways yes, but #bizsocial is more accepted than typical #socialmedia and gets everyone involved if it is a biz necessity #tchatJohn T. Lawrence
AWESOME! community, working together, feels good to be helpful @gingerconsult A4: it’s WE not ME #tchatLori~TranslationLady
A4. Social media gives individuals access to real-time info on any topic/event. Extroverted or not, you can’t deny the value in that! #tchatLaura Crawford
A4 No—asynchr. nature of #sm offers chance to compose thought—appeals to introverts. Increasing # of convos or ego isn’t only value! #tchatShawna Kelly
#TChat A4: Recognize and adapt to the cultural norm of social media or become dinosaurs sticking to legal compliance and a static brand.Avi Lambert
A4: Social media is about conversation, collaboration and filling diverse gaps that normally would be left open due to lack of info. #tchatBeverly Davis
A4 – Social media is like other communication tools, people will use it when they need it. #tchatMichael VanDervort
A4. With social media compliance becoming increasingly important in regulated industries it ll be valued by people w/ diverse natures #tchatsandrachung
Extroverts adopt early, but: @MeghanMBiro: A4: I’ve seen many INTROVERTS do very well w/ #socialmedia – It’s not a necessary skill. #TChatKeith C Rogers
@talemetry re: A4 Everyone participating on #socialmedia is collaborative; gives introverts an equal voice, too. #TChat > Smart perspective!Ian Gertler
a4 social media no different to a meeting. introverts can add value too just need to have an easy method… like buttons? re-tweet? #tchatrobbie semple
Big final Question: Q.5 What are the best social tech tools for recruiting, onboarding, learning, performance, retention & mobility? #TChatambrosia
A5) When selecting tech, my first question: “is it mobile?” If I can’t share from my phone in a movie theater, I’m not buying. #tchatJD Dillon
a.5 we launched this entire cultural initiative through our social platforms Twitter and 7Geese! http://ow.ly/dQuzY #TChatambrosia
A5. ESNs like Tibbr or Yammer or MoxieSoft… #TChatBill Cushard
A5) Twitter is my muse. I spend a lot of time in @confluence for content curation, sharing, and learning. #tchatJD Dillon
A5 Twitter &LinkedIn are gret tech tools for HR to connect, as well as provide insight. #TChatAmy Do
A5: Another GREAT tool for workspace management is @Podio. It beats Basecamp any day of the week! #TchatGwen Woltz
A5 LinkedIn is good for recruiting / learning. Blogs are great for learning / engagement. Twitter an avenue for all of the above. #TChatRedge
A5. The best social tool for reruiting is YOU! #TchatDave Ryan, SPHR
a.5 Twitter (@hoothr) has been a huge game changer in not only recruitment but also our onboarding, and cultural initiatives! #HR #TChatambrosia
Hurrah @hoothr RT @hambrody a.5 we launched entire cultural initiative thru social platforms Twitter and 7Geese! http://ow.ly/dQuzY #TChatDaveO from HootSuite
Thanks #Tchat and @talentculture @meghanmbiro for having @HootSuite on today. We’ll post a storify tomorrow. We had a brain blast! #wowambrosia
What’s Next on the #TChat Radar?
Be sure to join us next week (Wednesday 9/26, 7pmET/4pmPT) as we explore the dynamics of generational differences in the workplace — especially when older workers report to younger managers. (Read the preview post.)
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-09-20 14:39:392020-05-22 14:47:30Risk, Reward & The Social Workplace: #TChat Recap
The only reason one has influence over another is because another acknowledges it, recognizes the existence of it.
But even that’s not enough. One has to be actualized, to be made real, again and again, along with being acknowledged. Once those two things occur, then the virtal nature of peer networks accelerates the growth of one’s influence. And that acceleration is what drives social influence over time, especially online in the realm of social networks today.
That’s what I call the triple AAA rating of social media influence. Social media influence can wield extensive power if it’s AAA, but it doesn’t mean there’s expertise. For that matter, expertise doesn’t always wield social influence. However, if you write and share a lot online about X, Y and/or Z, and it’s acknowledged and actualized as such, it generates influence.
Expert, novice, crazy or crackpot — social media influence makes for popularity that rules the roost. But again, if I don’t acknowledge it, you’re not influential. To me anyway.
According to John Sumser, influential analyst of HR technology market strategy and purveyor of the HRExaminer.com online algorithm-generated influencer lists, one way of thinking about influence is that the only place influence matters is within your network. Completely agree — your network that recognizes and makes real your influence.
Now, there are many services that attempt to quantify (and qualify) your social influence — Klout, Twylah, Traackr, TwentyFeet, Peer Index, SocialIQ, Booshaka…
Booshaka? Really?
Anyway, these social influence ranking tools can generate quite a negative, visceral reaction with folks, that they’re stupid, inaccurate tools that measure quantity, not quality. But I’d argue that these tools will come and go, and that we’re always going to try to measure stuff and online rank (think search engine page ranks), but your true triple AAA social influence as defined and promoted by your human counterparts is what rocks the world, not an algorithm.
Remember, your peers do influence your #Klout score. It ain’t all robots.
I agree with my #TChat co-creator, Meghan M. Biro: Social influence can be harnessed for the greater good of the community & the workplace. It takes time and quality leadership. Sadly, it can also be harnessed for the great bad when you speak with a forked tongue to offend and stoke caustic fires.
Be a triple AAA for the greater good. That’s the social influence I acknowledge and actualize.
Thank you again for being a part of our TalentCulture #TChat community. The greatest social influence on us is you. Really. Otherwise Meghan and I wouldn’t be here. Thank you.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2011-09-15 15:04:152020-05-20 17:51:10Social Media Influence The AAA Rating
Last night’s #TChat made one thing was clear: globalization means a lot of different things to a lot of different people. People from all corners of the Twitterverse came forward to share thoughts, ideas, definitions, opinions and suggestions based on years of experiences across a wide variety of cultures.
Many agreed that globalization is creating incredible new opportunities for both workers and their employers, but cautioned that certain opportunities may come at the cost of exploiting other people and cultures. Technology and social media are certainly aiding in breaking down linguistic and physical barriers, yet we agreed there’s no way to automate the dissolution of cultural barriers. In other words, nothing will ever replace the good ole fashioned handshake.
Corporate America has a lot to learn from their counterparts overseas. For years we’ve been perceived as operating under the assumption that the American Way is the only way, but globalization is quickly proving this false. In order to succeed, US businesses must invest in diversity programs, language training and offer flexible work schedules. We must be willing and able to accept other cultures as equals.
So how do we attack this daunting to-do list? Leadership teams and employees all share the responsibility in commencing change. Cultural shifts will likely start from the Top, but don’t wait for your boss’ permission to learn a new language or nurture relationships through the web. Globalization has forever changed the way we do business. Better to embrace it and learn the strategies required to succeed in this rapidly shrinking world.
One last thing before I go, please be sure to mark your calendars for Wednesday August 31st. #TChat Radio returns to Focus.com with an all new live episode! We will be featuring a few special friends from the 12 Most Blogging Community! Look forward to sharing more details with you soon. Our goal is to bring two live radio shows every month along with our regular #TChat on Twitter which happens every Wed from 7-8pm ET.
Q1: How is globalization changing the world of work?
Q2: What lessons can US workers & leaders learn from their international colleagues?
Q3: What role does workplace or business culture play when working internationally or with global teams?
Q4: What can leaders do better to meet the needs of a global or international business?
Q5: How is technology or social media influencing the rise of global business?
Q6:What are the biggest opportunities for organizations going global? Biggest drawbacks?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2011-08-11 09:45:182020-05-20 17:30:49There’s No Going Back From Global: #TChat Recap
I thought it would be useful to our readers to include weekly recommended readings in preparation for #TChat.
We will give this format a whirl from now into 2011. Wow, did I just say that? 2010 has been such an interesting year for workplace culture innovation. As you may know, I’m in love with ideas. It’s no big secret after all. Technologies like Skype and trendy cool mobile applications are revolutionizing the ways we connect at the office and virtual environments. So much fun.
Our “greatest hits” reading list for tonight’s #TChat is brought to you by our collaborators at @monster_works and @MonsterWW – They will be joining the #TChat conversation live every Tuesday night with from 8-9 PM ET, 7-8 PM CT, 6-7 PM MT, and 5-6 PM PT.
We also welcome global input and hope you can join from wherever you might be. We certainly want to hear from you. We are committed to creating educational content and social community here at the Culture of Talent. Learning is continuous here and we are nothing without people. People (AKA: human capital) are the most valuable asset to any organization or community.
Read more from MonsterThinking (originally posted by Matt Charney) on tonight’s #TChat topic. The Impact of Social, Mobile and Video on Workplace Culture.
We will see you tonight and look forward! Thank you for engaging with us on this channel.
Happy Holidays from our Community! Cheers.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png2010-12-21 09:51:082020-05-20 16:41:35The Impact of Social, Mobile & Video on Workplace Culture: #TChat Recommended Reading
Recently I wrote about models of interaction within cultures and social communities that foster progress. I’d like to push the theme a bit further and look at social communities – which are really communities of intent – and how they can serve as a useful metaphor for the workplace.
Intent is one of those words that have taken on new meaning with the advent of search and search marketing. The trick that Google mastered so well is serving up information to consumers at the moment of intent (thanks to John Battelle, Andrei Broder and others; see some older material on intent here) – intent to act, to purchase, to decide. “Intent” is not only an action the searcher takes; it is a commitment the provider of information (the vendor or service), and the search service (Google, Yahoo, Bing), make to the individual searching for information.
In social communities, intent is more than interest, more than commitment, more than an informed notion. It’s the true power behind the community, because people come to communities with a purpose, an intent. They are looking for a place to be, a place to learn, a place to grow and interact in a meaningful way.
The trick then, for companies, is to behave as social communities. It’s a powerful and new metaphor for the workplace.
In a typical workplace there are people with many different personalities, personal brands, goals, aspirations, skill sets and attributes. In a healthy workplace, meaning one that focuses on ensuring personality/culture fit between employees and the organization, people of diverse skill sets and temperaments can collaborate and succeed – because they have the intent to succeed, and the social context – the community – in which to realize their intent.
TalentCulture, for example, is a collaborative social community, a community of intent, a metaphor for the workplace. Our contributors come from many backgrounds: executive leadership, human resources, recruiting, marketing, new media, research, public relations, law, branding, innovation, venture capital, career coaching, entrepreneurship and software technology. The shared intent is to create and share the very latest perspectives and trends on growing your business and reaching your individual career goals – using them to grow and foster innovation.
So here’s a challenge: find your intent. Share it with others. Be passionate. Be creative. Make every action resonate with the intent to do something positive, something to improve your workplace or advance the idea of what a collaborative workplace or social community should be.
And keep us in the loop.
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. Biro2010-05-26 08:00:082020-05-20 16:21:42Social Community: Metaphor for the Workplace. Find Your Intent
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