Posts

Driving Employee Engagement Will Drive Your Client Engagement

Happy employees lead to happy clients. Knowing that, why do so few companies focus on employee engagement?

At my company, we prioritize employee engagement for two reasons: First, disengaged employees are less productive at work, lowering the quality of deliverables and harming the company’s culture and reputation; and second, disengaged employees present themselves poorly to clients, creating negative impressions and reducing conversions.

To avoid a destructive company culture and disappointed clients, leaders should focus more on engaging their employees. Not only will this lead to greater efficacy and efficiency in the workplace, but it will also bolster client engagement and, by default, company success.

The Perks of an Engaged Workforce

A company that wants to foster employee engagement — and benefit from it — must engage all its people, not just the client-facing ones.

Engaged employees bring energy and innovation to the office — working harder, thinking differently, and investing more in their jobs as result of this stimulation. As a result, they’re able to solve complex problems with creative solutions, producing more revenue and outpacing their disengaged competitors.

Simply put, an engaged workforce renders a more successful company. There’s a direct correlation between employee satisfaction and client satisfaction. When employees are more positive and helpful in their interactions, this positivity translates to clients, driving stronger service and building better relationships. And clients reward this good service with repeat business and by spreading brand awareness — through either word-of-mouth advertising or posting online reviews.

What Leaders Should Know About Engagement

Though compensation is a primary way to create engagement, money isn’t everything. According to Gallup, while 54 percent of disengaged employees would leave their jobs for a raise of less than 20 percent, only 37 percent of engaged employees would do the same.

By treating each employee as an individual rather than as a cog in a machine and listening to what they value, leaders can better understand their employees and their individual needs and preferences, creating engagement outside of compensation. Mangers can then customize ways to engage employees within the company or provide the resources that can bolster an employee’s own engagement practices.

My company, for instance, encourages employees to hone in on and maximize what makes them most happy and most productive. While for me that may be flexibility, for others that might be the ability to work in different locations around the world. Others value the ownership they have on specific projects, the educational support or wellness perks they receive, or the time off our company offers. It’s all about preference.

More than salary, leaders should focus on company culture as an effective engagement strategy, and they can do this by following these three strategies:

  1. Schedule Frequent, Transparent, and Direct Conversations with Employees

Transparent leaders discover and solve employee problems more quickly, with 70 percent of employees being more engaged when their leaders regularly update them on changes in company strategy or goals. What’s more, effective communication can also reduce the impact or pervasiveness of individual problems.

While many employees may be afraid to approach their managers and talk things through spontaneously, leaders who arrange opportunities to sit down with employees one-on-one often find these opportunities are a great way to understand and address any issues or needs. Don’t beat around the bush during these meetings, though. Get the answers you need by asking the right questions: What keeps your employees engaged? What do they love about their jobs? What would make them love their job more?

It all boils down to frequent and direct communication, because the more you talk openly with your people, the better you understand what’s going on with them.

  1. Remove Barriers That Make Life Harder

While communication is the first step to understanding employee engagement, realize engagement largely hinges on giving people the tools and structures they need in order to flourish.

The larger an organization becomes, for example, the more convoluted workflows get, which can lead to worker frustration. To assess these workflows and how exactly your employees are affected, you can take inventory of the most necessary processes, break down unnecessary silos, or automate what can be automated. Making life easier for employees is a quick way to engage them.

If some employees don’t like a specific workflow or feel overworked given the way their roles operate, you should first discuss these barriers with them, then explore options that can make everyone work smarter and, finally, budget to accommodate that change.

  1. Acknowledge and Support Personal Goals

A company culture of engagement should account for both today and tomorrow, as few employees want to stay in the same role forever. Many of today’s workers aren’t wedded to a particular company, with only 13 percent of Millennials believing that they should stay at a job for at least five years before leaving. Acknowledging personal development goals and providing educational opportunities to help employees grow is essential to not only engagement, but also retention.

You must recognize that turnover is inevitable, but employees who feel valued and respected, achieve good work-life balances, and are more engaged in their jobs are more likely to stay. Not to mention that at an average hiring cost of $4,000 for a new employee, it’s far more expensive to hire than it is to retain top talent.

Employees want to perform at high levels, but companies don’t always make it easy for them to stay engaged. Opening up communication, building stronger interpersonal relationships, giving workers the tools they need to succeed, and creating opportunities for satisfaction inside and outside the office are great ways for leaders to promote engagement. Your devoted workforce will reward your efforts with higher client satisfaction, stronger revenue, and a happier culture. Who wouldn’t want to work at a place like that?

Photo Credit: Dr Carr at ISU Flickr via Compfight cc

#WorkTrends Recap: Build a Rich and Successful Life

So many of us lose sight of our dreams and what really makes us happy as we go through the mundane parts of life. How can we shift our outlook and remind ourselves of our dreams?

On this week’s #WorkTrends show, we were joined by Christopher Cumby, author of The Success Playbook, to discuss how to build a rich and happy life.

Chris shared what he defines as the fundamental basics to moving the needle in life. He also discussed the keys to understanding who you are and how to identify the greatest opportunities.

Here are a few other key points Chris shared:

  • Don’t lose your imagination as an adult
  • The first person you should always listen to is yourself
  • It only takes one step to get out of your comfort zone

Missed the show? You can listen to the #WorkTrends podcast on our BlogTalk Radio channel here.

You can also check out the highlights of the conversation from our Storify here:

Didn’t make it to this week’s #WorkTrends show? Don’t worry, you can tune in and participate in the podcast and chat with us every Wednesday from 1-2pm ET (10-11am PT). Next week, on Aug 24, host Meghan M. Biro will be joined by author Adam Toporek to discuss customer service and how to be your customer’s hero.

The TalentCulture #WorkTrends conversation continues every day across several social media channels. Stay up-to-date by following the #WorkTrends Twitter stream; pop into our LinkedIn group to interact with other members; or check out our Google+ community. Engage with us any time on our social networks, or stay current with trending World of Work topics on our website or through our weekly email newsletter.

Photo Credit: Pztryk via Compfight cc

#WorkTrends Preview: Build a Rich and Happy Life

So many of us lose sight of our dreams and what really makes us happy as we go through the mundane parts of life. How can we shift our outlook and remind ourselves of our dreams?

Join Chris Cumby, author of The Success Playbook, as we discuss how to build a rich and happy life. Come learn what he has named “The Four Pillars of Success.”

Chris will discuss what he defines as the fundamental basics to moving the needle in life. Come hear the keys to understanding who you are and how to identify the greatest opportunities. Chris, also known as, “The Kick Ass Sales Guy” will share the foundation for great success. It should be an informational and motivational show!

Build a Rich and Happy Life

#WorkTrends Logo DesignTune in to our LIVE online podcast Wednesday, Aug 17 — 1 pm ET / 10 am PT

Join TalentCulture #WorkTrends Host Meghan M. Biro and guest Chris Cumby as the discuss the secrets to build a rich and happy life.

#WorkTrends on Twitter — Wednesday, Aug 17 — 1:30 pm ET / 10:30 am PT

Immediately following the podcast, the team invites the TalentCulture community over to the #WorkTrends Twitter stream to continue the discussion. We encourage everyone with a Twitter account to participate as we gather for a live chat, focused on these related questions:

Q1. What is the key to personal success? #WorkTrends (Tweet this question)

Q2. What is the connection between consistently learning and success? #WorkTrends (Tweet this question)

Q3. What makes up a road map to a happy life?  #WorkTrends (Tweet this question)

Don’t want to wait until next Wednesday to join the conversation? You don’t have to. We invite you to check out the #WorkTrends Twitter feed, our TalentCulture World of Work Community LinkedIn group, and in our TalentCulture G+ community. Share your questions, ideas and opinions with our awesome community any time. See you there!

Join Our Social Community & Stay Up-to-Date!

Passive-Recruiting

Photo Credit: recursosjuridicos via Compfight cc

Forgive Yourself a Prayer, But Never Surrender to Bad Culture

“You can surrender
Without a prayer
But never really pray
Pray without surrender

You can fight
Fight without ever winning
But never ever win
Win without a fight…” –Neil Peart, “Resist”

The final shame of not asking nearly overshadowed my extreme physical pain, but not quite. No, the visceral memory of my hands buried deep between my tense thighs pulled close to my crotch while I’ll leaned in as close to the crafts table as possible, has never been purged from memory.

It was 1972 and I was seven years old.

The first day of Bible school. Church friends recommended that my sister and I attend, that it would be fun, that we’d make cool crafts, learn about Jesus and other New and Old Testament folk, make new friends, and get out of the house for a spell.

Day one started simply enough: we got picked up in the morning, were driven to the boonies some 30 minutes outside of town, and then dropped off at Bible school with the church friends’ kids. I wasn’t very social being an introverted child, and my younger sister was just scared and stuck close to me.

The camp culture itself seemed cordial and warm at first, but then turned a little hardcore fire and brimstone, the counselors and teachers reminding us over and over again that, although Jesus loved us just the way we were, we shouldn’t question God’s plan for us, or any authority, and how sin of any size could send us straight to hell.

Happy days, however my bigger problem occurred late in the day. We were cutting and gluing felt pieces to construction paper to tell our favorite Bible story, mine at the time being about Adam and Eve, fascinated by the fact they were naked, and God, at least initially, was okay with that, which made me happy.

Unfortunately I had to pee.

Really, really bad. But our crafts instructor, a large women with big hair, wearing horn-rimmed glasses and a yellow dress that reminded me of cat vomit, was in the middle of telling another story while we worked. The urge to pee didn’t come on suddenly, but I did let the pressure build up until it went well beyond the “holding back” threshold.

Yes, I had to pee badly, but I wouldn’t ask to go. The fear of interrupting and questioning the instructor, of being ridiculed publicly because I needed to do something for me that would disrupt the rest of the class, kept me fused to the hard bench under my butt. My sister saw my discomfort, poked at me and whispered, “Kevin, go.”

I just sat there, defeated, no one else to turn to other than my sister urging me to take action, ultimately consumed by my throbbing bladder, praying to the Father, the Son and the Holy Ghost to end Bible school right then and there so I could go to the bathroom.

And go I did.

All over the bench and down my legs, my pants drenched with a growing dark wet spot emanating out from my crotch that couldn’t be missed, and wasn’t, the shame horrifying beyond that evening and decades later.

In fact, over 40 years later I’ve taken that lesson to heart repeatedly as a greater metaphor of life and work experience; that company culture and cultural fit has a huge impact on our day-to-day happiness, or lack thereof, and how we respond to that culture doubles down on that happiness, or – hell, you get the picture.

Being able to identify when a culture is turning bad, and what we can do about it, are obviously critical skills for managing our career happiness. If we don’t react and respond accordingly, we can and do bust a gut (and burst a bladder).

How many times do we push ourselves beyond the “holding back” threshold until the pain is excruciating? For some of us, too many to count until we affect change.

Culture originates with leadership values and the core business mission, and then emanates outward with what people inside an organization do with all of that, and eventually with what meaning is attached to all those continuously evolving behaviors.

When the accepted collective behaviors lead to conflict and strife, we’ve got a bad culture on our hands. Lots of things can create a bad culture, and a good one, but all of them can be summed up (and oversimplified) by four questions that are repeatedly asked in these happiness surveys I started taking via TrackYourHappiness.org (heard about on a recent NPR TED Radio Hour podcast):

Are you doing something you want to do?

Are you doing something you have to do?

Are you interacting with others right now?

If so, how positive are you feeling? Not so, or extremely?

Well? And if not, why? Especially when at work, wherever and whatever that may be.

This is why mentors are so important.

I’m fortunate to have had and have many in my life, as well as reciprocating. Whether from formal mentoring programs fresh from college graduation or throughout your lifetime in professional organizations and certified associations, or continuous informal mentoring from family and friends, peers and colleagues, and managers and executive leadership, all of which can, and hopefully do, extend beyond whatever current incarnation we’re in.

When we discussed this on the TalentCulture #TChat Show – learning how to identify a bad company culture, understanding factors relevant to your decision to stay or leave, and knowing what to take out of the situation before you leave, including keeping those mentors close to you regardless – were all gladly embraced by the #TChat community, as vital as the air we breathe (and the periodic need to relieve).

Because what my personal mentors of late have reminded me of includes:

  1. When you have to pee, pee. Not pray. I don’t mean to disparage anyone’s religion or spirituality, but you can’t just hope and pray things will get better without doing anything about it. You may feel hopeless in a crappy workplace culture, maybe like a frightened child in the presence of heavy-handed leadership, but you certainly have some things under your control – and that includes getting up and going to the bathroom when you “need a break.” Holding it in beyond the threshold when you feel you’re trapped (and scared) only damages you and those around you, and if when you wet yourself at work, trust me, that shit stays with you a long, long time.
  2. And when you have to fight, fight. Not surrender. You really do; fight for what you want to do instead of only putting up with what you have to do. Passive acceptance of “where you’re at” is not the path to happiness, kids. Fighting for what you want, either as a leader or individual contributor, as long as you develop and deliver, is the critical key to self-fulfillment and ultimate success, although not always equated by compensation (but hey, who’s counting, right?). Make a little mojo magic, always, and for God’s sake, don’t put up with a crappy culture long-term. Opportunities may ebb and flow, but hear your mentors’ voices when they tell you they’re here, or over there.

These are the keys to surviving the bad culture, and staying happy, whether that’s in a 100K-person global enterprise, or your own little company of one (hey, it happens to even the most successful solopreneurs and consultants). And sometimes you just have to leave.

It’s easy to state the obvious at this point, but mercy me, forgive yourself a prayer every now and again, but never, ever surrender without a fight.

Amen.

photo credit: thejuniorpartner via photopin cc

Leaders: Is Your "Work" Self the Real Deal?

(Editor’s Note: This thought-provoking post was originally published by our valued content partners at SwitchandShift. We are republishing it for the TalentCulture community, with permission. Why? Not because we’re seeking more attention from Google — but because Ted’s message is important. It bears repeating.)

For years now, I have devoted my waking hours to interacting with leaders from all walks of life.

From bootstrapped young ventures to huge business conglomerates. Middle management newbies to C-suite veterans. Non-profits and for-profits, alike. You name it — if it’s about leadership, I’m there. Understanding what makes leaders tick is literally what I’ve been doing for a living for as long as I can remember.

A Troubling Trend

Along the way, I’ve seen a few patterns — and this is one issue that comes up again and again. Sooner or later, at some point in a conversation, a leader will say something like this to me: “I’m one person at home, but another at work.”

Sound familiar? Try this scenario on for size…

At home, I’m generous and giving.
At home, I trust the good intentions of those around me.
At home, with my friends, we let loose and simply enjoy one another’s company, typically with no agenda.
At home, when I volunteer, I get lost in my work. When I’m done, I feel good for hours afterward. It’s the highlight of my week!
At home, I’m joyful.
At home, I’m the real me.
I wish I could be the real me all the time. If only!

On the other hand…

At work, I’m analytical and objective. If it can’t be measured, it doesn’t count.
At work, if you can’t prove it with hard data, don’t bring it up!
At work, I’m guarded. You have to watch your back.
At work, I make the tough decisions. It’s simply part of being a leader.
At work, I only give to my peers in strategic ways, if it’ll benefit me, too. I don’t want to be taken advantage of!
At work, a lot of my time is spent on pointless tasks. That’s why they call it work, isn’t it?
At work, I work my tail off. It’s draining. That’s why they pay me, right?
At work, I’m a stripped down version of the real me.

Does any of this ring a bell? Maybe a little too close to home?

The fact is, we’ve all felt it. Actually, many of us have felt nothing but these feelings throughout our careers. Many of us (especially those who cut our business teeth in the 20th century) have internalized the Industrial Age management philosophy still prevalent today. Many of us who are in this boat don’t yet realize there’s a better way — and we don’t even recognize that some leaders are actually living this better way, right now.

Give Your “Work Self” Permission to Be Fully Human

It’s time to give yourself permission to be fully present at work. Why do I say “permission”? Because we need it. Many of us crave permission to be our whole selves, our real selves. We crave permission to be generous, trusting, giving, and joyful — at work, at home, wherever we are. Some people will always doubt and detract from your efforts, no matter what you say or do to show them that there’s a better way. Forget about them. It hurts me to say that, but it’s important to say. No one can help those who refuse to be helped — those who would rather be “right” than be happy.

Some people are already on board with this whole-self-all-the-time concept. They’re ahead of the curve. If you are, too, then there’s your chorus. Focus on them. It’s important to gain new insights from their experience and let them recharge your batteries.

Your Reality Is Your Story

The vast middle? Those are what I like to call the “willing skeptics.” They aren’t sold on your message, but they’re open to being convinced, if you can back your claims with examples. Gather those examples! Share them early and often! It’s what every compelling author and speaker and teacher and leader does. Be a storyteller. Statistics won’t get you where you need to go. Examples of thriving companies running on modern, human principles? That’s what the willing skeptics are looking for. Put your willing skeptics in the position to think, “If they can do it, and they’re like us, then I bet we can do it, too.” Then show them how, or find someone who can.

People are hungry for positive, uplifting change. The 70% of workers who are disengaged and disaffected? They know there must be a better way, and they’re on the lookout for companies that are living it. They’re polishing their resumes so they can make the leap. This is an existential crisis for the companies who refuse to modernize how they lead — the corporate equivalent of the dinosaur die-off 65 million years ago.

The thing that doesn’t show up in surveys (but should) is this: It isn’t just workers who are unhappy. Even leaders yearn for a better way. They yearn to bring their whole selves to work – to bring their souls with them when they walk through the company doors each morning.

Is that you? Would you like to be a complete you — the trusting, generous, moral, joyful you — all day, every day — and not just when you’re at home?

Here Is Your Permission

Bring your soul to work. It’s essential to your happiness.

If you don’t want to take it from me, take it from the story of Yvon Chouinard, founder and owner of the $500M+ clothing company, Patagonia. Chouinard is the author of Let My People Go Surfing: The Education of a Reluctant Businessman. It’s one of the best business books I’ve ever read (and I’ve read hundreds). It’s a blueprint for how a company can grow to incredible success by embracing the “whole” of everyone in the organization — rather than just their backs, hands and left-brains.

Chouinard founded a company where bringing your soul to work is baked right in as an essential ingredient of the organization. It has served them well. Perhaps that is the permission you need.

And so I repeat — bring your soul to work. It’s essential to your happiness. It’s also essential to the success of your company, as we tread ever deeper into this more “human” century.

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

Image Credit: Stock.xchng

Leaders: Is Your “Work” Self the Real Deal?

(Editor’s Note: This thought-provoking post was originally published by our valued content partners at SwitchandShift. We are republishing it for the TalentCulture community, with permission. Why? Not because we’re seeking more attention from Google — but because Ted’s message is important. It bears repeating.)

For years now, I have devoted my waking hours to interacting with leaders from all walks of life.

From bootstrapped young ventures to huge business conglomerates. Middle management newbies to C-suite veterans. Non-profits and for-profits, alike. You name it — if it’s about leadership, I’m there. Understanding what makes leaders tick is literally what I’ve been doing for a living for as long as I can remember.

A Troubling Trend

Along the way, I’ve seen a few patterns — and this is one issue that comes up again and again. Sooner or later, at some point in a conversation, a leader will say something like this to me: “I’m one person at home, but another at work.”

Sound familiar? Try this scenario on for size…

At home, I’m generous and giving.
At home, I trust the good intentions of those around me.
At home, with my friends, we let loose and simply enjoy one another’s company, typically with no agenda.
At home, when I volunteer, I get lost in my work. When I’m done, I feel good for hours afterward. It’s the highlight of my week!
At home, I’m joyful.
At home, I’m the real me.
I wish I could be the real me all the time. If only!

On the other hand…

At work, I’m analytical and objective. If it can’t be measured, it doesn’t count.
At work, if you can’t prove it with hard data, don’t bring it up!
At work, I’m guarded. You have to watch your back.
At work, I make the tough decisions. It’s simply part of being a leader.
At work, I only give to my peers in strategic ways, if it’ll benefit me, too. I don’t want to be taken advantage of!
At work, a lot of my time is spent on pointless tasks. That’s why they call it work, isn’t it?
At work, I work my tail off. It’s draining. That’s why they pay me, right?
At work, I’m a stripped down version of the real me.

Does any of this ring a bell? Maybe a little too close to home?

The fact is, we’ve all felt it. Actually, many of us have felt nothing but these feelings throughout our careers. Many of us (especially those who cut our business teeth in the 20th century) have internalized the Industrial Age management philosophy still prevalent today. Many of us who are in this boat don’t yet realize there’s a better way — and we don’t even recognize that some leaders are actually living this better way, right now.

Give Your “Work Self” Permission to Be Fully Human

It’s time to give yourself permission to be fully present at work. Why do I say “permission”? Because we need it. Many of us crave permission to be our whole selves, our real selves. We crave permission to be generous, trusting, giving, and joyful — at work, at home, wherever we are. Some people will always doubt and detract from your efforts, no matter what you say or do to show them that there’s a better way. Forget about them. It hurts me to say that, but it’s important to say. No one can help those who refuse to be helped — those who would rather be “right” than be happy.

Some people are already on board with this whole-self-all-the-time concept. They’re ahead of the curve. If you are, too, then there’s your chorus. Focus on them. It’s important to gain new insights from their experience and let them recharge your batteries.

Your Reality Is Your Story

The vast middle? Those are what I like to call the “willing skeptics.” They aren’t sold on your message, but they’re open to being convinced, if you can back your claims with examples. Gather those examples! Share them early and often! It’s what every compelling author and speaker and teacher and leader does. Be a storyteller. Statistics won’t get you where you need to go. Examples of thriving companies running on modern, human principles? That’s what the willing skeptics are looking for. Put your willing skeptics in the position to think, “If they can do it, and they’re like us, then I bet we can do it, too.” Then show them how, or find someone who can.

People are hungry for positive, uplifting change. The 70% of workers who are disengaged and disaffected? They know there must be a better way, and they’re on the lookout for companies that are living it. They’re polishing their resumes so they can make the leap. This is an existential crisis for the companies who refuse to modernize how they lead — the corporate equivalent of the dinosaur die-off 65 million years ago.

The thing that doesn’t show up in surveys (but should) is this: It isn’t just workers who are unhappy. Even leaders yearn for a better way. They yearn to bring their whole selves to work – to bring their souls with them when they walk through the company doors each morning.

Is that you? Would you like to be a complete you — the trusting, generous, moral, joyful you — all day, every day — and not just when you’re at home?

Here Is Your Permission

Bring your soul to work. It’s essential to your happiness.

If you don’t want to take it from me, take it from the story of Yvon Chouinard, founder and owner of the $500M+ clothing company, Patagonia. Chouinard is the author of Let My People Go Surfing: The Education of a Reluctant Businessman. It’s one of the best business books I’ve ever read (and I’ve read hundreds). It’s a blueprint for how a company can grow to incredible success by embracing the “whole” of everyone in the organization — rather than just their backs, hands and left-brains.

Chouinard founded a company where bringing your soul to work is baked right in as an essential ingredient of the organization. It has served them well. Perhaps that is the permission you need.

And so I repeat — bring your soul to work. It’s essential to your happiness. It’s also essential to the success of your company, as we tread ever deeper into this more “human” century.

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

Image Credit: Stock.xchng

Bring Your "Genius" To Work #TChat Recap

(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)

“The whims and vagaries of team life sometimes are not so much fun, but more often than not, there’s a great feeling of brotherhood amongst everybody that works together.”  Geddy Lee, Rush

Have you felt that kind of harmonic convergence in the workplace? Brotherhood and sisterhood. A deep sense of interconnectedness and shared purpose that moves you forward. Participation in a team whose members continually learn from one another and push one another to contribute their best.

Collaborative energy can be a powerful creative force — just as it has been for more than 40 years with my favorite band, Rush. Geddy, Alex, Neil. Each has lived, lost and loved his work, with every fiber of his being.

OK, I’m a fan. I romanticize. But the proof is in the music. They take their craft very seriously — blending bass, keyboards, guitar, drums and evocative lyrics. They also have fun. Lots of serious fun. And failure. They’ve seen their share of failure, too.

They’ve pushed themselves individually — and as a team — with a kinetic energy that knows no bounds. To me, this is refreshing, because I constantly hear the world of work cliché about how easy it is to find your passion and be happy with what you do.

It’s not that easy. It takes introspection and homework, plus a lot of practice and perseverance. But the good news is that the investment that pays off in ways that you can apply in your life. It’s not about becoming a big-time rock star. It’s about understanding your particular brand of “genius” — something you can get your heart around, and rev over and over again, until the vibe is right for you. It’s the full measure of your unique skills, experiences, passions, interests, talents, abilities, and attitude that you possess.

This week at #TChat Events with guests Maggie Mistal and Laura Rolands, the TalentCulture community examined this “core genius” in all of us. And I learned a two-step lesson:

1) Choosing Incremental Steps  Big leaps aren’t in most people’s risk-adverse DNA. For many of us, discovering what we can do (and what we’re here to do that only we can do) naturally unfolds one small step at a time. It’s like learning to play as a team, but internally, and with continuous refinement. My first step came as a child, when I began connecting words into honey-laced phrases. I’ve covered a lot of territory since then (with multiple side trips), but I’ve never looked back.

2) Can Lead to Monumental Outcomes  The operative word, here is “can” — but the point is that legitimate breakthroughs are possible from incremental steps. Finding your core genius is a very personal, soul-searching endeavor that requires self awareness, reflection and prioritization. Before you brainstorm life-changing career possibilities, you have to start with a meaningful decision framework. You need to learn what’s important for you, first.

How can TalentCulture support this process? Wherever you are in pursuit of professional bliss, we hope you’ll keep sharing your experiences with us here and on social channels. This is a safe place to test ideas, find resources, and exchange information. Your #TChat brothers and sisters are with you on this journey. We’re all in this world of work together. So let’s rock on.

#TChat Week-In-Review: Bring Your “Genius” To Work

Maggie Laura

Watch the #TChat Preview hangout now

SAT 2/1:
#TChat Preview:
TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a “sneak peek” hangout with guests, Maggie Mistal and Laura Rolands. See the #TChat Preview now: Careers: Better Choices Mean Better Business.

SUN 2/2:
Forbes.com Post:
In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered her perspective on why and how business leaders should encourage employees to develop their unique talents. Read Unleash Your Employees’ Super Powers.

RELATED POSTS:

Managing Your Career: What Would Richard Branson Do? — by James Clear
Shifting Focus: Aptitudes Instead of Attitudes — by Dr. Nancy Rubin
Soul Search — Then Job Search — by Maggie Mistal

TChatRadio_logo_020813

Listen to the #TChat Radio replay now

WED 2/5:
#TChat Radio: Host Meghan M. Biro and I talked with Maggie Mistal and Laura Rolands about what it takes to tap into your career “genius.” Listen to the #TChat Radio replay now

#TChat Twitter: Immediately following the radio show, Meghan, Maggie, Laura and I moved over to the #TChat Twitter stream, for a dynamic open conversation with the entire TalentCulture community. Moderator Dr. Nancy Rubin led hundreds of participants through a discussion focused on 5 related questions.

See highlights in the Storify slideshow below:

#TChat Insights: Better Career Choices Mean Better Business

[javascript src=”//storify.com/TalentCulture/careers-better-choices-mean-better-business.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Maggie Mistal and Laura Rolands for sharing your perspectives on how each of us can find our core genius and apply it to our career. Your enthusiasm and expertise are infectious!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about career strategy or professional development? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how employers can be more proactive in forging employee relationships. Our guests are Chris Boyce, CEO of Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group. It’s a discussion that speaks to the heart of talent-minded professionals everywhere, so save the date for this very special Valentine’s Week Event — Wednesday, February 12!

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, on our NEW Google+ community, and elsewhere on social media. So stop by anytime.

We’ll see you on the stream!

Image Credit: MenfiS at Flickr

Bring Your “Genius” To Work #TChat Recap

(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)

“The whims and vagaries of team life sometimes are not so much fun, but more often than not, there’s a great feeling of brotherhood amongst everybody that works together.”  Geddy Lee, Rush

Have you felt that kind of harmonic convergence in the workplace? Brotherhood and sisterhood. A deep sense of interconnectedness and shared purpose that moves you forward. Participation in a team whose members continually learn from one another and push one another to contribute their best.

Collaborative energy can be a powerful creative force — just as it has been for more than 40 years with my favorite band, Rush. Geddy, Alex, Neil. Each has lived, lost and loved his work, with every fiber of his being.

OK, I’m a fan. I romanticize. But the proof is in the music. They take their craft very seriously — blending bass, keyboards, guitar, drums and evocative lyrics. They also have fun. Lots of serious fun. And failure. They’ve seen their share of failure, too.

They’ve pushed themselves individually — and as a team — with a kinetic energy that knows no bounds. To me, this is refreshing, because I constantly hear the world of work cliché about how easy it is to find your passion and be happy with what you do.

It’s not that easy. It takes introspection and homework, plus a lot of practice and perseverance. But the good news is that the investment that pays off in ways that you can apply in your life. It’s not about becoming a big-time rock star. It’s about understanding your particular brand of “genius” — something you can get your heart around, and rev over and over again, until the vibe is right for you. It’s the full measure of your unique skills, experiences, passions, interests, talents, abilities, and attitude that you possess.

This week at #TChat Events with guests Maggie Mistal and Laura Rolands, the TalentCulture community examined this “core genius” in all of us. And I learned a two-step lesson:

1) Choosing Incremental Steps  Big leaps aren’t in most people’s risk-adverse DNA. For many of us, discovering what we can do (and what we’re here to do that only we can do) naturally unfolds one small step at a time. It’s like learning to play as a team, but internally, and with continuous refinement. My first step came as a child, when I began connecting words into honey-laced phrases. I’ve covered a lot of territory since then (with multiple side trips), but I’ve never looked back.

2) Can Lead to Monumental Outcomes  The operative word, here is “can” — but the point is that legitimate breakthroughs are possible from incremental steps. Finding your core genius is a very personal, soul-searching endeavor that requires self awareness, reflection and prioritization. Before you brainstorm life-changing career possibilities, you have to start with a meaningful decision framework. You need to learn what’s important for you, first.

How can TalentCulture support this process? Wherever you are in pursuit of professional bliss, we hope you’ll keep sharing your experiences with us here and on social channels. This is a safe place to test ideas, find resources, and exchange information. Your #TChat brothers and sisters are with you on this journey. We’re all in this world of work together. So let’s rock on.

#TChat Week-In-Review: Bring Your “Genius” To Work

Maggie Laura

Watch the #TChat Preview hangout now

SAT 2/1:
#TChat Preview:
TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a “sneak peek” hangout with guests, Maggie Mistal and Laura Rolands. See the #TChat Preview now: Careers: Better Choices Mean Better Business.

SUN 2/2:
Forbes.com Post:
In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered her perspective on why and how business leaders should encourage employees to develop their unique talents. Read Unleash Your Employees’ Super Powers.

RELATED POSTS:

Managing Your Career: What Would Richard Branson Do? — by James Clear
Shifting Focus: Aptitudes Instead of Attitudes — by Dr. Nancy Rubin
Soul Search — Then Job Search — by Maggie Mistal

TChatRadio_logo_020813

Listen to the #TChat Radio replay now

WED 2/5:
#TChat Radio: Host Meghan M. Biro and I talked with Maggie Mistal and Laura Rolands about what it takes to tap into your career “genius.” Listen to the #TChat Radio replay now

#TChat Twitter: Immediately following the radio show, Meghan, Maggie, Laura and I moved over to the #TChat Twitter stream, for a dynamic open conversation with the entire TalentCulture community. Moderator Dr. Nancy Rubin led hundreds of participants through a discussion focused on 5 related questions.

See highlights in the Storify slideshow below:

#TChat Insights: Better Career Choices Mean Better Business

[javascript src=”//storify.com/TalentCulture/careers-better-choices-mean-better-business.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Maggie Mistal and Laura Rolands for sharing your perspectives on how each of us can find our core genius and apply it to our career. Your enthusiasm and expertise are infectious!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about career strategy or professional development? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how employers can be more proactive in forging employee relationships. Our guests are Chris Boyce, CEO of Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group. It’s a discussion that speaks to the heart of talent-minded professionals everywhere, so save the date for this very special Valentine’s Week Event — Wednesday, February 12!

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, on our NEW Google+ community, and elsewhere on social media. So stop by anytime.

We’ll see you on the stream!

Image Credit: MenfiS at Flickr