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5 Ways To Simplify Your Hiring Process

May 13, 2014/Archives /by Maren Hogan

Hiring managers and recruiters often have something to say about the behavior and lack of professionalism of candidates.

But maybe it’s time to look in the mirror. Have you ever considered that your recruiting practices might be wasting people’s time, confusing applicants and driving away top candidates?

Leading organizations focus on all the touch-points with their customers, suppliers and, yes, candidates. You need to start caring more about your candidate’s overall experience and exceeding their expectations. Here’s how:

Offer Clear And Specific Job Descriptions

Deliberately vague-sounding job descriptions irritate candidates. They make it seems like you don’t know what you’re looking for, haven’t spent enough time to profile the job, or that you’ve hastily cut and paste from another job you filled. Poorly written job descriptions give a bad impression.

Great recruiters don’t take shortcuts. (Click here to tweet this thought.) Instead, use specific language. Sit down and write a list of tasks included in the job. Remember to explain what’s in it for them, as well; it’s not all about you. Applicants will self-screen if they don’t like what they see, which will save you time later.

One of worst things you can do is to go through the motions of advertising a job when an internal person has been chosen or the deal is already complete. Job seekers have enough stress without being exposed to ghost openings.

That doesn’t mean there’s never a time and place for an open-ended job posting, but tread carefully.

Make It Easy For Qualified Candidates To Apply

The trend is to require prospective candidates to apply online, usually through a Web portal. That’s great if it works. If this is how you receive applications, however, you should try it yourself, noting exactly how long it takes to upload a resume (and hope it doesn’t crash or hang). Any frustrations you feel will be felt even more by the applicant, and if it takes too long, he will walk away. Ask yourself: Is my application process too tedious?

Also make sure to confirm receipt of applications, as that’s not only polite but also necessary to show you have it on file. The candidate needs to know the application didn’t just fall into a black hole. This is the single most voiced complaint by candidates, so take it seriously.

Speed Up The End-To-End Process

Some hiring cycles take months on end. Look for bottlenecks where you can take time out of the process. Candidates have other opportunities, too, and you don’t want to get to selection time only to find the person you want has a better offer.

Be honest and upfront, letting candidates know about how long it will take from start to finish and how many interviews they’ll likely will have to endure. One way to limit the inconvenience, cut costs and speed up interviews is to use video or Skype, especially for out-of-towners.

Communicate… And Then Communicate Some More

Keep your candidates in the loop every step of the way. You can even call them when you have no real news, as applicants always appreciate knowing where they stand.

Where possible, use the candidate’s preferred method of communication. Don’t call them at work; instead, leave a message or text and ask them to call you back, not forgetting to add your contact details. (It happens.)

After an interview, give some feedback, even if to simply say goodbye. Email is fine, just keep it short and professional and address the candidate by name. No one wants a “Dear Sir or Madam” letter.

What candidates hate most is the dreaded silence. Tell them the next step and make sure you follow through as promised. Do what you say you will do.

Treat The Hiring Process As A Marketing Opportunity

Candidates can be customers and customers can be candidates. Give them open access to you, as it lets them feel like they are in control of the process. The goal is to leave your applicants with a warm feeling of your organization, even if they were ultimately not successful in their application.

Social media provides an open platform and is the first stop for disgruntled or poorly managed candidates. The last thing you want to see is your company being trashed on Twitter or Facebook for failing to meet expectations.

Do your best to give every person who wanders across your job advertisement an easy road. A good test is to ask a colleague — or, even better, your manager — to apply and see how long it takes.

Your hiring process should be simple enough to attract people who are not even looking. That’s when you’ll find the best candidates, which will make both them and you happy.

Originally Posted on Brazen Careerist on April 29, 2014.

(About the Author: Elaine Porteous is a freelance business writer with a specific interest in HR strategy and talent management. She writes for niche trade journals and creates content for corporate websites.)

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

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…

TalentCulture World of Work was created for HR professionals, leadership executives, and the global workforce. Our community delves into subjects like HR technology, leadership, employee engagement, and corporate culture everyday. To get more World of Work goodness, please sign up for our newsletter, listen to our #TChat Radio Channel or sign up for our RSS feed.

Do you have great content you want to share with us? Become a TalentCulture contributor!

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6 Listening Lessons From The Experts

May 13, 2014/Archives /by Melissa Dawn Photiades

Calvin Coolidge once said, “No man ever listened himself out of a job”. As an employee engagement specialist, this quote really resonates with me. Solid and effective communication in the workplace is undoubtedly how we can start to turn around the $11 billion lost annually due to employee turnover.

When we talk about improving workplace communications most people will immediately think of ways to be heard more, to accurately get their point across and garner respect. However, effective communication has two sides, and the listening side very often gets neglected. Take some lessons in listening from the greats.

“The most basic of all human needs is the need to understand and be understood. The best way to understand people is to listen to them.”

— Ralph Nichols, Father of the Field of Listening

This most basic of principles is often lost on corporate America. Decisions that affect everyone are made at the top, with little or no context from the remaining 95% of the organization. In order to create an engaged, satisfied and retained workforce, leaders have to ask and listen. True engagement demands that you really be in the moment with the person. Don’t think of what you will say next, really listen.

“Man’s inability to communicate is a result of his failure to listen effectively.”

— Carl Rogers, Psychologist

How many times have you kept your mouth shut and let someone else talk, only to actually be formulating your response the entire time. How many times have you heard, “That’s not what I said”? Very often, we hear what we want to, or what our insecurities or personal agendas interpret. Listening isn’t simply keeping quiet. Whenever you feel the need to communicate what’s on your mind, instead shut up and ask a powerful question…such as “What about this is important to you? What do you really want? What else?” This will build a more meaningful conversation.

“Big egos have little ears.”

— Robert Schuller, Author and Pastor

So many leaders have trouble with this one. Talking over people or interrupting doesn’t give your opinion any more weight; in fact, it makes you look like a jerk. Open, positive and genuine approaches at respectful workplace relationships are a catalyst for great things to happen. The difference you will find in how people respond to you and one another can be pretty astounding. The natural response to respect, is usually respect…who would have known?

“I only wish I could find an institute that teaches people how to listen. Business people need to listen at least as much as they need to talk. Too many people fail to realize that real communication goes in both directions.”

— Lee Iacocca, Former CEO Chrysler Corporation

Couldn’t agree more –“People need to listen at least as much as they need to talk.” Why then are so many companies still performing quarterly reviews and annual employee surveys? There seems to be a huge imbalance between the talking and listening here.

“I think the one lesson I have learned is that there is no substitute for paying attention.”

— Diane Sawyer, ABC Television Anchor

Everyone is guilty of it –getting caught up in the day-to-day and just “getting through” the workday. There’s a lot going on that matters, a lot that people are saying that counts. Are you paying attention?

Communication is the backbone of any successful relationship, and listening is a huge part of that. How much importance do you consciously put on listening? Is it equal to your need to be heard? It should be.

Being a good listener doesn’t come to any of us naturally. If our parents had a dime for every time they had to say, “Did you hear me?” or, “Are you paying attention?” we would have all had college funds bursting at the seams. Being a good listener takes a very conscious effort; one that will always prove to garner a great return. To end, please remember that there is a reason we have two ears and one mouth…so try to listen more and talk less.

(About the Author: Melissa, a marketing professional with over a decade of leadership, has led marketing teams in companies ranging from travel to fundraising to small business apps, always multiplying results with her contagious ambition. And while the pressure of being the marketing mastermind would be more than enough for most pros, Melissa is also VP of Talent Management of Herd Wisdom.)

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…

TalentCulture World of Work was created for HR professionals, leadership executives, and the global workforce. Our community delves into subjects like HR technology, leadership, employee engagement, and corporate culture everyday. To get more World of Work goodness, please sign up for our newsletter, listen to our #TChat Radio Channel or sign up for our RSS feed.

Do you have great content you want to share with us? Become a TalentCulture contributor!

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How To Create A Resilient Workforce

May 7, 2014/Archives /by TalentCulture Team + Guests

Written by: Michael Ballard

Resiliency is defined as, “Our capacity to bounce back.” I define it as, “Our capacity to increase the quality of our experience and the outcomes.”

Creating and maintaining a resilient workforce takes, vision, mission, diligence and resources. In a world of work that is experiencing global competition, key issues include:

Attracting top talent
Keeping talent engaged
Moving from training to talent management
Treating career development seriously
Acknowledging the costs and efforts to manage mental health and chronic health issues
Changing HR function

The potential organizational paybacks of having resiliency as a key set of factors are impressive. They enhance workplace productivity and lower costs for:

Recruitment
Safety
Retention
Chronic health issues
Mental health issues

Special attention to the sales force needs to be taken. In the past two decades the ability to connect with key decision makers has gotten easier due to technology. However it is now often much tougher as the decision makers have been flooded and are over communicated with. What used to take 5 – 7 calls to engage a buyer is over 11 to 19 contacts to get that first appointment.

In the world-of-work keeping staff and organizations on an even keel takes time and effort. Each client I’ve have worked with has been on a path of diligently working to gain staff, management, and supplier engagement and to ensure a high quality and congruent approach. They’ve ranged in size from small software start up with a staff of seven, to an international firm with an excess of 10,000 employees; governments, NGO’s, health care and educational organizations, and all are challenged by this.

How is this an issue?

One international client started off locally by hiring several facilitators and had 900+ employees brainstorm what key factors they wanted to have introduced, changed or released in the workplace. Spouses were also invited to participate in round three of the brainstorming session. They where prompted to discuss workplace culture and “missing links” and added insights on next steps they felt would assist their partners in being happier and more productive.

One of my smaller clients in retail made a bold category-busting move. They decided to break all industry pay-scale standards, and over time started rewarding staff who had stayed more than a year… this was 20 – 60% above industry standard. Productivity went up significantly and retention soared. Last time I knew, the owner reported that his business was at a factor of six times the national average for productivity and was at only 9% of the national average for damaged and broken products.

The clients that made successful use of technology to assist in their business, felt this helped better engage their employees. One had a toll-free line installed so staff could call to learn late-breaking corporate news. There they heard from the President, all VPs and on occasion a few key customers took turns sharing brief 30 – 120 seconds thoughts on current corporate and market place news. The organization has an FM radio station that broadcasts the key message of the day, themed on the week and the month.

An Example Of One Client’s Approach:

Staff developed mini educational programs 12 minutes in length, which they present at weekly meetings.
Leadership developed a tightly woven vision statement. It was created as a powerful message that drives the three key points of their mandate to their staff, suppliers and management team.
All employees conduct 15-minute meetings at the beginning of every work shift to recap key issues.

How Is This Helpful?

Having and creating from the bottom up and the top down, plus having suppliers and spouses on board helps.

When spouses understand that safety in the work place is not just “talk” and that in heavy-industry lives are at stake and that things change.
When sales teams is on-board with the approach.
When Quality Control understands that their role is about how products need to be perfect.
When people need strive for excellence things change for the better.
Use of encouraging language brought everyone into the loop on the “Language of Resiliency” and using it to change for the better.

For my clients the payoffs have included: reduced cost of production, increased quality, higher sales, more stable market share, reduced absentee rates and according to one General Manager, “more happiness” in his offices.

The cost of ignoring the warning signs and not becoming a resilient organization has many potential outcomes. All of them are expensive. I do know that organizations and individuals that embrace resiliency in the workplace respond to and resolve issues faster with less turmoil.

So, let’s get started! Want to learn more? Join me on the #TChat discussion tonight, May 7, at 7pm ET by tweeting @TalentCulture using the #TChat hashtag. For a preview of the questions and topics we will be discussing tonight click here.

(About the Author: Michael H. Ballard specializes in building resiliency by helping groups and people of all ages learn how to deal with change and adversity in the fast pace of modern life with its overwhelming situations and stresses, through Resiliency for Life™ (RFL). Michael has delivered breakthrough solutions for over 207 organizations across North America and around the world from the beaches of Bermuda to the skyscrapers of Singapore, dedicating his life to helping others prepare for, or recover from, life’s challenges. Michael delivers actionable solutions that reflect the depth of his experience, applying a practical yet science-based approach to instill a courageous point of view. His goal is to help people get back up and “dust themselves off” after an upset, develop and deepen their resiliency and out-perform their former selves. He knows what’s possible. He’s lived it. Despite his multiple battles with cancer, and a near death experience due to a failed medical procedure, Michael still reached sales success placing 7th out of 78 professionals in a year when he was off work for four months. Michael knows exactly what it takes to be resilient.)

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…

TalentCulture World of Work was created for HR professionals, leadership executives, and the global workforce. Our community delves into subjects like HR technology, leadership, employee engagement, and corporate culture everyday. To get more World of Work goodness, please sign up for our newsletter, listen to our #TChat Radio Channel or sign up for our RSS feed.

Do you have great content you want to share with us? Become a TalentCulture contributor!

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6 Ways To Build A Better Team

May 5, 2014/Archives /by Tim Wright

Every company wants increasing employee engagement. Engaged employees are good at communicating and putting forth extra effort to fulfill expectations. I’ve recently seen articles about student athletes becoming great employees. Therefore, having an athletic mentality can help grow employee engagement. You may not want flag football in your office hallway or field hockey in the foyer. Still, it’s worth translating athlete mentality to worker mentality in your workplace.

Athlete / Worker Mentality 1: Communication

Success in any sport depends on communication. Same is true of business. Communication between the coach and the player is critical in the game’s final minutes when victory is on the line. To execute the play perfectly, team members must talk, listen to and understand one another. The same applies at the workplace: communication matters, in every direction.

Coach To Worker Mentality: Practice the skill of collaborative conversation. Then provide opportunities for your people to learn the skill as well.

Athlete / Worker Mentality 2: Achievement

Rarely does the team that does not want to win, win. Desire to achieve is the fire in the athlete’s belly. Running an extra mile at practice, taking another 50 free throws, swinging at 25 more baseballs feed that fire. Ignite and fuel that same fire in employees and they will engage in striving to accomplish. An individual who wants quality in her work brings quality to her work. An employee who seeks improved performance calls out actions and resources to better skills.

Coach to Worker Mentality: Support and celebrate accomplishment. Make clear to the entire team what individuals/teams are working to accomplish. Publicize progress as it happens. Hype the publicity as achievement gets closer.

Athlete / Worker Mentality 3: Loyalty

A familiar sports phrase is “no I in ‘team'”. It’s putting ego aside for team success. Notable are athletes who utilize their skills and talents for the team. They put stardom lower on the priority list than victory. Loyalty to the company shows itself in full-fledged engagement employees. This leads to success that is greater than the sum of each individual’s efforts.

Coach to Worker Mentality: Encourage frequent, pragmatic discussion of loyalty. Examples: WIIFM related to work assignments, personal relevance of company values, individuals’ comfort with corporate culture. Verbalizing causes of and reasons for loyalty keeps loyalty in front of mind.

Athlete / Worker Mentality 4: Resilience

The team loses. Players learn from mistakes. Successful team moves on, preparing to win the next contest. Power to bounce back is essential to success. Resilience in the face of business setbacks is key to successful employee engagement, too. Consider how many events can knock someone off track, if not for a loop. Imagine the shortstop who’s bumbled a hot grounder or the halfback who’s fumbled a handoff. Each has to shake it off before next pitch or next play. Same with workers: shake it off, bounce back, get ready for the next play.

Coach to Worker Mentality: Learning from mistakes builds resilience. Make discussion of error and/or failure a regular behavior. Ensure this discussion emphasizes what can be learned, rather than finger pointing and blame shoveling.

Athlete / Worker Mentality 5: Confidence

Confidence boosts resilience. An athlete’s can-do belief spurs the “try again; do it better; on to victory” commitment. Confidence in ability and dedication stimulates confidence in the team. And confidence in the team increases self-confidence. A pitcher believes she will throw a strike. She also believes that if it’s hit, one of her teammates will make the out. That seamless confidence between individual and team produces wins. At work, too.

Coach to Worker Mentality: Demonstrate your trust and confidence in workers. Recognize their success and link to future possibilities. Encourage creative ideas and procedures.

Athlete / Worker Mentality 6: Awareness

Every player on a football team, a softball team, a basketball team – on any team – has specific expectations to fulfill. They are aware of these expectations. The more explicit their awareness, the better. Victory tells them they’ve performed as expected. Loss tells them the opposite. Workers need the same clear awareness of what managers, supervisors expect of them. The more clearly they know these expectations, the more likely they are to engage in fulfilling them.

Coach to Worker Mentality: When giving an assignment to new hire or veteran, be explicit in what’s expected. Ask for validation that expectations are heard and understood. As assignment progresses, verify expectations with the worker, especially if the expectations are tweaked.

Those coaching suggestions are normal behaviors a good manager possesses. It pays to keep them in mind. It pays more to put them in action. It pays to have your worker’s mentality similar to the athlete’s mentality.

Play on!

(About the Author: As an Employee Engagement and Performance Improvement expert, Tim Wright, has worked with businesses and national associations of all sizes. His company, Wright Results, offers proven strategies and techniques to help businesses increase employee engagement, improve personnel performance and build a strong business culture by focusing on performance management from the C.O.R.E. For more information, visit www.wrightresults.com or connect with Tim here: tim@wrightresults.com)

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…

TalentCulture World of Work was created for HR professionals, leadership executives, and the global workforce. Our community delves into subjects like HR technology, leadership, employee engagement, and corporate culture everyday. To get more World of Work goodness, please sign up for our newsletter, listen to our #TChat Radio Channel or sign up for our RSS feed.

Do you have great content you want to share with us? Become a TalentCulture contributor!

photo credit: joncandy via photopin cc

5 Thought Changers To Grow Employee Engagement

May 1, 2014/Archives /by Tim Wright

Would you rather think differently than others or differently than you’re used to thinking? Chances are good that doing the second will get you the first.

Adapting our thinking to others’ patterns and processes is normal. We work together more smoothly. We agree more quickly. We experience comfort more often. And it may stultify.

Look to the habit of mental exercise outside the routine of crossword puzzles. The exercise changes thinking; the thinking stimulates employee engagement.

Look closer. See more.

When you notice something–a cloud, a broken pencil, a discarded Starbucks cup, a phrase–pause to notice more. Make the time to see it more clearly. Allow a moment to view from a different angle. Look for some aspect you’ve never considered, some comparison you’ve never had.

Be quick to metaphor.

Call out your imagination, your poet. Whether you observe something physical or think something abstract, reach for a comparison. That cup of pencils is a yard of silos. The sleek black stapler is an evil beaver. Let your mind work quickly. Don’t slow your thinking down by searching (or waiting) for the “right” metaphor.

Play with What-If

The What-If game generates new ideas by the dozens. The more often you play, the sooner you’ll say “by the scores” and then “by the hundreds.” What-If frees you from reality. What-If allows you to play with the craziest possible ideas. What-If can be played at either of 2 levels: fun and funner. Fun is simply imaging wacky situations: what if we wore shoes on our hands? what if we lived underwater? what if we were paid to stay at home?

Funner is inserting the “to do” between what and if. What would we discover if dolphins talked to us? What can we expand if the merger comes through? What will we change in our training if everyone works remotely?

And what if there are other ways to generate ideas? There are.

Make Changes.

Let’s go back to the visual. When you see something that draws your attention, change it. In your mind change its color. Change its shape. Change its texture. Change its size. You and your mind will play with those changes. How would I fry a 14 pound egg? If the sun were turquoise blue, would we still tan? That playing is really thought-changing.

Then think of how you do things. How can you do them differently? Changing what you see and changing how you do thing can be a step to being highly creative.

Look Fast to Think Faster.

Since change happens faster than ever before, why not rev up your thinking? Especially your thinking differently. This is simply the opposite of slow-motion. Practice looking at and really seeing as many things as you can, one right after the other. The more you do it, the better you’ll get. You’ll get better at seeing the details more quickly. You’ll get better at remembering more of what you see (and think) sequentially. You’ll get better at seeing not-necessarily-normal comparisons and links between different things.

OK, it’s a bit much to take on all 5 of these at once. Pick one; practice more than once; see if it feels comfortable and beneficial. Then move to another of the 5.

BONUS NOTE: These thought changers increase employee engagement. The changers above transfer to real application on the job. That’s employee engagement. Use these with your team. Introduce one at a time or send them the link to this blog post. Contact me if you have any questions or would like any tips.

(About the Author: As an Employee Engagement and Performance Improvement expert, Tim Wright, has worked with businesses and national associations of all sizes. His company, Wright Results, offers proven strategies and techniques to help businesses increase employee engagement, improve personnel performance and build a strong business culture by focusing on performance management from the C.O.R.E. For more information, visit www.wrightresults.com or connect with Tim here: tim@wrightresults.com)

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…

TalentCulture World of Work was created for HR professionals, leadership executives, and the global workforce. Our community delves into subjects like HR technology, leadership, employee engagement, and corporate culture everyday. To get more World of Work goodness, please sign up for our newsletter, listen to our #TChat Radio Channel or sign up for our RSS feed.

Do you have great content you want to share with us? Become a TalentCulture contributor!

Photo Credit: Brandon HM Oh via photopin cc

7 Ways To Become A More Effective Leader

April 28, 2014/4 Comments/Archives /by Maren Hogan

Long-winded professionals make lousy leaders. You feel no inspiration hearing them tear through another management monologue. You can’t readily recall the most important messages from the last lengthy lecture you heard from senior leadership, and you’re tired of hearing executives repeat themselves over and over again.

The brutal reality in business today is that verbose leaders have few followers.

In today’s world of constant connectivity and endless information, brevity is now a leadership necessity, not a nicety. Getting to the point quickly is the new, non-negotiable standard for senior managers to climb through the ranks and lead in an attention economy.

The good news is there are specific steps you can take immediately that will make a difference and help advance your career. Here’s a list of seven practical pointers to improve your brevity at work:

1. Always prepare

Effective leaders take extra time to prepare the point they want to make before delivering it. Start by reviewing outlines and creating rough drafts of your key ideas in advance.

2. Control the flow

Be direct and say what’s on your mind; don’t carelessly or inadvertently unleash everything that’s in your mind. Be disciplined to know the story you want to tell and how it connects together beginning to end.

3. Avoid excessive detail

Know your audience and their appetite for detail. Some love lots of minutiae, while others get easily distracted by too much information. Trim out needless points that will only weigh people down.

4. Tell, don’t sell

Effective leaders are great storytellers who love to share good, short and relevant stories while always avoiding the hard sell. Illustrate ideas with the personal and practical anecdotes people crave.

5. Learn to listen

Active listening and asking pointed, open-ended questions is the key to unlocking many doors. An essential to saying less is letting others around you talk more.

6. Picture perfection

More than 70 percent of people are visual learners, so satisfy their preference to see pictures, not consume more confusing words. Showing short videos or sharing infographics is a powerful way to be clear.

7. Don’t over-explain

When you’re confident you’ve hit the mark, stop talking. Resist the temptation to say, “and one more thing.” Enough said.

Effective executives get to the point. A president of a Fortune 1000 manufacturing firm once confided to me that he evaluates up-and-coming managers by how confidently and concisely they communicate.

“When they interact with me, it’s more than just how they perform in high-pressure meetings and boardroom presentations, but how disciplined they are in variety of day-to-day scenarios like email, impromptu conversations, conference calls and progress reports,” he said. “There’s so much information at their fingertips, and it’s not easy for them to control it.”

Overcoming these obstacles can be daunting. An accomplished lawyer who works at the Pentagon recently complained to me, “Nowhere in grad school or in my lengthy military career was I instructed on how to be brief.” So, how can a talented and ambitious professional gain mastery of this valuable yet evasive skill other than through trial and error?

These are specific, real-world skills that accomplished leaders learn to master to be clear, concise and compelling when dealing with others. When any of these are missing, they lose their grip.

What’s more, effective executives are extremely aware of the moments in a business day where this brevity muscle needs to be exerted. Put your brevity to work not only in meetings and in emails, but also when interviewing, sharing bad news and making small talk with your colleagues. Even if you don’t consider yourself an expert in the subject at hand, be conscious that getting to the point is a clear indication of professionalism and respect.

Originally posted on Brazen Careerist on April 16, 2014 by Joe McCormack

(About the Author: Joe McCormack founded and serves as managing director of The Sheffield Company, and he founded The BRIEF Lab in 2013 with facilities in Chicago, IL and Southern Pines, NC. His new book, Brief: Make a Bigger Impact by Saying Less (Wiley & Sons, 2014), tackles the timeliness of the “less is more” mandate.)

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

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…

TalentCulture World of Work was created for HR professionals, leadership executives, and the global workforce. Our community delves into subjects like HR technology, leadership, employee engagement, and corporate culture everyday. To get more World of Work goodness, please sign up for our newsletter, listen to our #TChat Radio Channel or sign up for our RSS feed.

Do you have great content you want to share with us? Become a TalentCulture contributor!

Photo Credit: Sergey Nivens via Bigstock cc

#TChat Recap: It's All About Gratitude People!

April 24, 2014/Archives /by Meghan M. Biro

Taking Thanks To The Bank

Employee engagement doesn’t have to be hard. In fact, one of the simplest ways to start engaging your fellow employees is with gratitude, which is just what we discussed last night at the ever busy, and FUN #TChat with Lisa Ryan and Teresa Andreani. How can being grateful actually drive your organization forward?

A1: We know that gratitude is important, but we don’t always realize the impact that it has on our business. #TChat

— Lisa Ryan (@Grategy) April 23, 2014

While those of us who have been on the receiving end of gratitude in business realized how important it is to thank the people who work with and for you, it seemed that just as many #TChat-ers had suffered at the hands of a nitpicky, downright ungrateful boss or coworker. And you guessed it! The work always suffers.

A1: Struggle: When we make employee engagement too complex. Just listen, give space for others to use their full talent. #tchat — Jon M (@ThinDifference) April 23, 2014

Positive reinforcements, constant communication, and frequent expressions of gratitude are all possible with remote workforces #TChat — Stephanie Susanne (@MsStephanieSF) April 23, 2014

A3: Don’t micromanage or get hung up on how work is done. Flexibility and creativity are both important for supporting engagement #tchat — HireQ (@HireQ_Inc) April 23, 2014

It sounds like a lot of the responsibility lies with leaders but employees have responsibility too.

A3 Implementing a mentoring program, job twinning or shadowing is also cost effective – Help to Develop EEs #TChat — Chantal Bechervaise (@CBechervaise) April 23, 2014

Q4: If there is an employee who is “poisoning” the department/company, help them leave the organization. #TChat — Lisa Ryan (@Grategy) April 23, 2014

#TChatters Agreed That…

Leaders must show gratitude from the top down.
Nothing is less expensive than a smile.
Employees can benefit from showing gratitude too.
Gratitude is useless when not sincere.
Gratitude may just be the first step in becoming a better leader.

Want To See The #TChat Replay?

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to guests Lisa Ryan and Teresa Andreani for introducing us to gratitude as a building block for leadership. Click here to see the preview!

#TChat Events: Employee Engagement And Putting Thanks In The Bank

#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 Employee Engagement and Putting Thanks in the Bank!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on gratitude and employee engagement? 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!

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WHAT’S AHEAD: Next week at #TChat Events, we’ll be talking about how a better candidate experience can create ROI in your organization with Dice! Sign up for the newsletter to get the scoop on next week’s guest, topic and questions!

Save The Date: Wednesday, April 30!

The TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels!

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Road To Reinvention: The 2.0 Of Your Career

April 22, 2014/Archives /by TalentCulture Team + Guests

“Come, my friends, ‘Tis not too late to seek a newer world.” – Tennyson

For those of us who are not employed, life can quickly become a very unhappy place because being unemployed is a soul crushing experience. The misery and the angst never seems to lift. Not on Saturday morning when we can sleep in a bit, not on Thursday at 3 a.m. when we are restless in our beds and not on Wednesday evening after dinner. When we see the wise old sayings on Facebook or the religious teachings promising that God has a plan for us start to fall short, how do we cope with the madness and the pain in our lives? How do we deal with the effects of a brutal technology that screens our resumes out, the phone calls left unreturned and the interviews that do not pan out? How do we survive when there is so little to show for the endless effort and time we’ve put into the search. Maybe the answer lies, as Shakespeare said, “not in our stars, but in ourselves.” Perhaps the answer lies in reinvention.

I believe that the second act is upon many of us and the 2.0 of our careers and of our lives is calling out. I can’t help believing that a large part of the cure to what ails us is contained in our ability to adapt and be flexible (think willow tree) as opposed to simply doing the same things and being strong (think oak tree.) I believe that our ability to change who we are and what we are is essential to our survival and our ability to lead meaningful and productive lives. Just how to do this is shrouded in mystery but I have some thoughts that just might help. Far from being a complete list, I present a few ideas for the transition as we move from being the people we are to the people we need to become:

Play To Your Strengths.

We all have strengths and weaknesses. Many people spend endless time trying to become strong in the areas in which they are weak. I see that as a bad idea and a waste of time. Take me for example; I am a writer and a speaker and a relationship person. I deal with ideas and concepts and words and trust. Conversely, I am not a math guy. I will never, ever be a math guy. I can try to shore-up that very real weakness until the cows come home but it will simply never happen. Even worse, it is a waste of my talents. Cope with your weakness and learn what you need to get things done as required but play to your strengths. As an example, I can be a biz dev person as opposed to a recruiter. I might be able to be a big-time writer or a public speaker as I have done that before. I will never become an accountant or an actuary and that is all right with me because no one is good at everything.

Move Three Things Forward.

Many of us in the hunt for new jobs and new lives wake up with endless things we want to do and not enough focus on making a difference in any one area. We try to do too much, too fast and in a manner that is too dispersed. According to the great Alan Weiss of Summit Consulting, we are far better off to move three things forward a mile in one day than 100 things forward one inch in a day. My suggestion for tomorrow’s plan is to pick three things that need to be done and write them down tonight. (Two things is fine as well. Four things is not fine.) When you wake up, focus on them all day. Check email when you wake up, at 1:00 and again at 5:00. Shut down your phone. (Believe me, if someone really needs you, they will find you.) Try this and you will feel the real results of being truly productive. For example, if you want to build your online presence, understand that this is a huge and daunting task. My suggestion is to pick one thing on which to work such as your LinkedIn profile and spend the entire day doing just that. The next day, work on something else. Can you see the logic?

Find A Partner Or Two. (Or Three)

I hear from Bill B—— every single day. If not by email then by phone and at least once a week in a face-to-face over lunch. Bill is my good friend and he and I have joined forces to provide leads, support, connections, ideas, and all other things positive to make the misery of the search a bit more palatable, and at times dare I say, a bit more fun. Having two or three partners is a very good thing because the collective effort of people working together is infinitely better than the individual efforts of a soloed existence. The isolating misery of the search does nothing to help our state of mind and there is no medal given out for going the battle alone. I can assure you that Bill ____ has been there for me in a host of ways, and at times, for the occasional 10:00 PM call to express my rage and frustration. Please consider trying this because I really believe it can help in a very big way. Remember, suffering is mandatory but misery is optional. Can you see the value in a partner?

Get A Coach.

I have had more coaches in my life than anyone I know. I have had them for my public speaking life, my writing life, my clarinet playing life, my trying to learn the piano life and at endless junctures in my career. I seldom venture out and do new things unless I get some ideas and counsel from others. Do I always listen? No. Do I always agree? No again, but I get perspective and insight from those individuals who I trust and it helps me to fight my natural inclination to believe that I have all of the answers and am the smartest guy in the world. This is painful at times but necessary if you are in the reinvention business, because regardless of what it is you are trying to accomplish, those who are already doing it can help you big time. For example, you are a CPA who wants to become an Actuary. Find an actuary and get the lay of the land. Tell them what you expect. Tell them your plan and explain where you want to be and how you intend to get there. Then listen really hard to the things with which they might disagree and find out why. You might just learn something and soon afterwards, become the smartest person in the world, just like me.

Help Others.

How sad that number five is the last bullet, but in reality it should be the first. Helping others to get what they need is as old as time. Helping others does not stand so tall in importance because it is a nice thing to do. It stands tall in importance because it is a necessary thing to do. It is a requirement of being human. It is, as Mohamed Ali once said, “The rent you pay for the place you inhabit on this earth.” As a rule, I try to help everyone possible with all that I can do to support them. Is this easy? No but I have gotten far more in return than I have given out and that seems to be a very good deal. Is there the occasional person who never reciprocates? Of course but they are far and few between and in reality, who cares? Zig Ziggler once said, “you can go as far in life as you want to go if you are just willing to help enough people get what they need in life.” This seems like a very good deal to me.

I can assure that the reinvention of you and quite frankly, of me, is not going to be fun or easy anytime soon. It is a day-in and day-out practice of working smart, imagining the possibilities and sharing the journey with others. I struggle to reinvent myself every single day by saying “yes” to the magic that can arise from hard work and hope. Honestly, it really is not too late, to seek a newer world.

Written by: Howard Adamsky

(About the author: A consultant, writer and public speaker, Howard Adamsky, works with organizations to support their efforts to build great companies and coaches others on how to do the same. He has over 20 years’ experience in identifying, developing, and implementing effective solutions for organizations struggling to recruit and retain top talent.

An internationally published author, he has written Hiring and Retaining Top IT Professionals/The Guide for Savvy Hiring Managers and Job Hunters Alike (Osborne McGraw-Hill) and Employment Rage (Norlights Press.) He is a regular contributor to ERE.net. )

TalentCulture World of Work was created for HR professionals, leadership executives, and the global workforce. Our community delves into subjects like HR technology, leadership, employee engagement, and corporate culture everyday. To get more World of Work goodness, please sign up for our newsletter, listen to our #TChat Radio Channel or sign up for our RSS feed.

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#TChat Recap: The Culture Advantage. Quantified.

April 17, 2014/Archives /by Maren Hogan

Building a Cultural Advantage with Tim Kuppler

Culture has long been thought a nice to have by stakeholders and HR pros alike, but how much of a business advantage is it really? Last night, the bright minds and leaders of #TChat worked together with special guest Tim Kuppler to answer THAT very question.

We started at the top…literally asking how leaders knew that cultural change was in order.

@TalentCove said:

A1. When they see their employees only doing the bare minimum and not going the extra mile. #TChat

and

@marksalke said:

A1: If every action requires someone’s approval, you might need a culture makeover. #TChat

Isn’t that the absolute truth?

These #TChatters are preaching to the choir, so how to get the message of real culture change to everyone? In fact, where would one start changing an entire culture?

A2. Monitoring employee engagement on a regular basis will help you discover what works and what doesn’t. #tchat said HerdWisdom, quickly echoed by Clear Company who stated:

A2. Monitoring goals closely and rewarding for the completion of them. #tchat

Okay, that makes sense. Goals and engagement are both extremely important, not only from the perspective of changing the culture and really making employees feel heard.

But coming down like a hammer was NOT recommended by our culture warriors:

@lotus-yon said: A3 A punitive environment is detrimental to innovation. Leaders at all levels should empower employees to take risks. #tchat

#TChatters Agreed That…

Leadership is ultimately responsible for cultural change.
Each employee could take responsibility for their own “corner” of culture.
Confidence is essential for culture building
Failure must be allowed
Employees must be allowed to take ownership and lead in some cases

Want to see the #TChat replay?

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Tim Kuppler, co-founder of The Culture Advantage and CultureUniversity.com for taking us on this company culture overview! Click here to see the preview!

#TChat Events: What is the Cultural Advantage?

#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 Engagement and Putting Thanks.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on the workplace talent frontier? 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!

We want to see you on TalentCulture! Become a contributor NOW! (ummm, click)

WHAT’S AHEAD: Next week at #TChat Events, we’ll be talking about building a cultural advantage and how they can help both engagement and workplace happiness. Sign up for the newsletter to get the scoop on next week’s guest, topic and questions!

Save the date: Wednesday, April 23!

The TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels!

HR and EAPs: From Safety Net to Safe Haven

April 11, 2014/Archives /by Kevin W. Grossman

Everyone deserves a safety net and a safe haven, even at work, and especially if you’re part of the 24% of women and 12% of men who reported at least one lifetime episode of intimate-partner violence.

According to statistics gathered by the Corporate Alliance to End Partner Violence — The most comprehensive study of its kind, released in 2007, found that violence costs the United States $70 billion annually. Most of the $70 billion in costs associated with violence were from lost productivity ($64.4 billion), with the remaining $5.6 billion spent on medical care.

And think about this as well: The cost of domestic violence to the US economy is more than $8.3 billion. This cost includes medical care, mental health services, and lost productivity (e.g., time away from work).

Flashback to 1972 — there really weren’t any resources for my mother back then. She worked as a secretary for the local school district where I grew up, and every time my birth father beat her, she would wear clothing to cover the bruises and marks, constantly avoiding other’s stares and whispers, calling in sick quite a bit.

There were no domestic violence or workplace violence programs where she worked, no employee assistance programs offering counseling or shelter referrals, no assessment and action plans from human resources. She also kept it as much of a secret as she could from family and friends.

Don’t ask, don’t tell. The fear and shame that comes with abuse and intimate partner violence is overwhelming enough (intimate partner violence is another name for domestic violence) – you don’t want your employer to know for fear of losing your job. Employers don’t want to know for fear of potential violence in the workplace.

For my mother and countless others, continuous prayer and faith, support from others, and finally the personal strength to get out of the violence is what it took. Thankfully today there are so many more resources available and more and more companies have workplace violence, intimate partner violence programs, and/or EAPs (employee assistance programs).

In fact, according to EAP data from The Employee Assistance Trade Association (EASNA), “most researchers and industry experts now believe that there is enough solid evidence from high-quality research studies to ‘make the business case’ for providing greater access to mental health services in general and to workplace-based services in particular.”

This has been documented over the course of many EAP case studies and their outcomes (i.e., absence, productivity, health care costs, disability) that include companies such as Abbott Laboratories, America On Line (AOL), Campbell Soup, Chevron, Crestar Bank, Detroit Edison, DuPont, Los Angeles City Department of Water & Power, Marsh & McLennan, McDonnell Douglas, NCR Corp, New York Telephone, Orange County (Florida), Southern California Edison, the US Postal Service, and the US Federal Government.

But consider these unfortunate EAP obstacles:

The most common reason women didn’t contact their EAP for intimate partner violence is that they didn’t think about it or didn’t think it was appropriate.
Employee utilization of intimate partner violence EAP services is very low.
The number one concern of battered women before contacting an EAP is confidentiality — they’re afraid other employees will find out.
Most EAPs don’t have standardized evaluations or codes for intimate partner violence.

And consider these unfortunate executive blinders:

A recent survey of CEOs found that most believe domestic violence to be a serious issue, yet 71% did not believe it is a problem in their company. (The reality is that approximately 21% of fulltime working adults report being a victim of domestic violence.)
Over 70% of United States workplaces have no formal program or policy that addresses workplace violence.
Of the approximately 30% that have formal workplace violence policies in place (usually binders on shelves gathering dust), only 13% have domestic violence in the workplace policies and only 4% provide training on domestic violence in the workplace (Bureau of Labor Statistics from 2006).

Only 4%. Seems like one helluva short trip from 1972.

Although overall intimate partner violence in the workplace has declined somewhat, there’s still much work to be done even in 2014, and thankfully human resources, security professionals, EAPs and workplace violence non-profits have all made huge strides in working together to address intimate partner violence and workplace violence.

HR can and should take the lead in providing these programs. Executive management should require these kinds of programs. We need to go:

From Safety Net. We’ve come a long way from 1972. With all the organizations like CAEPV and many others as well as EAPs, HR and leadership at all levels weaves the safety net for victims of intimate partner violence and other security threats in the workplace. In fact, if you haven’t seen the domestic violence documentary, Telling Amy’s Story, and how it impacts the workplace, and how companies can help prevent it, I highly recommend you buy it and share it with your organizations, friends and families.
To Safe Haven. Everyone deserves one, just as everyone deserves a voice and a support system. Family members, friends and colleagues usually hear first when someone they know is a domestic violence victim. Being supportive and acknowledging that it’s happening to them and that it’s not okay is a start. Ensuring that there’s a safe haven for them that provides assistance, whether from the national domestic violence hotline, a company EAP or a local domestic violence shelter or support group, is where we can all help.

For more information I recommend downloading Domestic Violence: Workplace Policies and Management Strategies. (This article about domestic violence and the workplace appears courtesy of the American Bar Association Commission on Domestic Violence. It was written by CAEPV Executive Director Kim Wells and Stacey Pastel Dougan, Esq.)

God bless you, Mom. You made it, and you are missed.

Photo Courtesy of Bigstock Photo.

The Road To Organizational Transparency [Infographic]

April 9, 2014/Archives /by TalentCulture Team + Guests

The past few weeks, #TChat has been focused on leadership and the best ways to keep an organization running like comfortable clockwork. Whether it be wholehearted, authentic or optimistic leaders, one characteristic #TChatters valued was that of transparency. A majority of employees (60%), however, feel as though they aren’t receiving enough feedback.

Of course, transparency goes beyond the honesty of CEOs and managers. Sometimes it comes right down to goal alignment and communication. Only a small portion of companies (14%) have employees who understand the organization’s strategy, goals, and direction. When a company or organization doesn’t have set in stone guidelines, employees have little direction and, in turn, could lack involvement.

ClearCompany compiled this infographic demonstrating the rocky, but pivotal road to organizational transparency.

This infographic was originally posted on the ClearCompany blog on April 3, 2014.

photo credit: -Reji via photopin cc

Make Your Meetings More Successful (And Shorter!)

April 9, 2014/Archives /by Maren Hogan

It’s 9:15 a.m. and you’re just getting into the rhythm of your day. The phone rings, and on the other end of the line, one of your colleagues unexpectedly asks you to attend a meeting that starts in 45 minutes. Although you respect your colleague and would like to support her, you had plans for your morning and are getting closer to a few deadlines of your own. How would you respond to the meeting invitation?

Stick to your existing plan and graciously say “no.”
Be a “team player” and let your colleague know that you’ll attend the meeting, but clearly set a boundary that you won’t stay longer than one hour because of your own deadlines.
Ask a few questions about the anticipated goals and importance of the meeting, then evaluate whether your own priorities match and if the specific contributions you could make are likely to impact the outcome of the meeting. Make a committed yes/no decision based on those factors.

If you chose response one or two, you may be an over-collaborator. Response three is the preferred answer because it focuses your decision around two critical factors: your highest priorities and your value-added contributions. To get more done at work, these are the two factors that can help you escape the inertia of unnecessary collaboration and join your efforts with others only when it counts.

Routine collaboration drains time

Of course, collaboration by itself isn’t bad. Problems occur when routine collaborative efforts and unclear mandates produce a toxic sludge known as meeting soup. On a bad day, we may view meetings as the biggest waste of time in our working lives. On a good day, we may look at meetings as the chance to connect with people and discuss important matters. The reality for most of us is that the quality of our meetings falls somewhere in the middle of these two extremes. According to most estimates, managers and employees spend anywhere between 25 and 80 percent of their time in meetings. (Click here to tweet this stat.)

For a full-time employee, this translates to time spent in meetings that ranges from 520 hours to 1,664 hours (or 65-208 full working days). What’s the rationale for all the meetings? It’s the “need” for collaboration.

Selective collaboration boosts performance

To reduce your meeting clutter, make it a priority to collaborate in the right way, at the right time, with the right people. This kind of selective collaboration is about intentional partnering that boosts the chance of success by aligning the required strategic skill or resource with the essential contributors in the simplest way.

Think of selective collaboration as a career move for you, not just a chance to escape the unproductive, routine meetings and conversations that fail to push your goals forward.

Moving away from routine collaboration — even when professional or cultural norms dictate it — can deliver a greater return on your efforts because it aligns with your highest priorities and features your value-added contributions. Getting great work done by delivering clear and consistent contributions is one of the best ways for you to stay at work.

The first step is learning how to choose when, how and who you collaborate with. Yes, you’ll have to learn how to say no. Yes, there may be some short-term negative reactions to this. But your elevated contributions to top priorities should ease those concerns quickly.

Instead of relying on partnerships that are dictated by circumstance and opportunity, you’ll seek out collaboration opportunities that serve a specific purpose.

Sometimes the missing piece is motivation, and that can be found through a partnership with some individual or group who’s driven, focused and inspired. Other times, the missing piece may be technical, strategic or organizational. In these instances, the mix of skills, abilities and access to resources serves as the driver for selective collaboration.

Selective collaboration gives you a tool to accomplish tasks that otherwise wouldn’t be feasible alone. The restraint of choosing high-potential collaboration allows you to avoid wasting time when collaboration itself is a substitute for lack of creativity, vision or accountability.

There’s reciprocity with this as well. When invited to collaborate with others, accept the invitation only when the best mix of skill and contribution can be aligned in an effective way. It’s not about being selective because you “have better things to do”; you choose the moments where your impact can be the greatest.

When in doubt, you can use the following list to confirm the opportunity for selective collaboration. If you can agree with each item, it’s time to schedule a meeting.

I have identified a clear learning and performance outcome for this collaborative effort.
The outcome will clearly support one of my priorities.
I know what I can contribute to make the collaboration a success.
I understand what my collaborator(s) can deliver and their contributions make it better than going it alone.

Jesse Sostrin is the author of Beyond the Job Description. He writes, speaks and consults at the intersection of individual and organizational success. Follow him @jessesostrin and visit his site here.

Photo Credit: fmgbain via Compfight cc

7 Questions To Ask Yourself When Making A Difficult Career Decision

April 8, 2014/Archives /by Maren Hogan

Your 20s are an important time. We’re told the personal and professional choices you make during this decade set the foundation of your adult life.

No pressure, right?

A good problem you’re likely to face is which job to take: The one that promises security or the one that promises experience? The higher-paid one or the one with fast growth opportunity?

Or, your significant other wants to move across the country to pursue her dreams — do you quit your new job, pack up and follow her? Or do you follow your dreams, even when they’re hazy and sometimes change by the time you wake up?

These choices can’t be made with a simple pros and cons list. You can find yourself longing for a crystal ball that can make the decision for you.

A personal story about taking a big career risk

Staring down my late 20s, I had already faced a fair share of these complicated decisions. One of the most recent came three years after college graduation. I was 25, leading an internal sales consultancy at a publicly traded company. I was fairly happy, well-paid and had opportunities rare for someone my age. Even though I wasn’t looking for a new job, I received an offer to work for a small healthcare startup.

After endless conversations with peers and mentors, dozens of pro/con lists and multiple sleepless nights, I made the first instinct-driven decision of my career.

I’m still unable to provide a definitive reason why, but I vividly remember launching from bed at 1:47 a.m. knowing I had to take the new job offer. Despite the advice of friends and family, I accepted the position.

A year later, I still work for that startup. And I love it. We provide healthcare organizations with a predictive modeling platform by analyzing their data to help clinicians make the best decisions for their patients. Fundamentally, these models help assess and weigh risks.

Wouldn’t a predictive model like this be useful for those big decisions in our early careers?

Based on my daily work using data to determine risk, I’ve developed a list of seven questions that can provide you with the data you need to consider when faced with life-changing decisions:

1. Does it motivate you to learn something new?

We’ve long been instructed to specialize — college majors, career trajectories, company ladders, etc. But specializing early at the expense of cultivating experience and contextual knowledge can limit your potential and stunt your self-discovery.

A familiar, comfortable job in a young career can be insidious. If an option you’re weighing will challenge you to stretch your concept of career, your long-term professional benefit will likely outweigh the short-term risk.

2. Does it push you to learn something about yourself?

Relative to risk, there’s usually no better time for self-discovery through work than your 20s. When considering a new opportunity, give more weight to the exploration and development possibilities of the role, rather than the job title or immediate responsibilities. Your early career experiences should give you room to grow and try something new.

My intended path was within the entertainment industry. I may never have discovered my passion for healthcare, technology and analysis without an openness to explore it.

Remain open to opportunities outside your original vision of career. You may have a hidden talent or interest that’s waiting to be discovered.

3. Does it scare you, just a little?

We grow most from those moments and experiences that force us to stretch beyond our limits. (Click here to tweet this thought.) Be unapologetically ambitious, even when logic and security suggest an alternate route.

4. Does it scare your friends and family, just a little more?

Naturally, those who love you most want to protect you. Because of that instinct, they may steer you towards a safe choice to limit your risk of loss or failure. Although their intentions are pure, their influence can be stifling.

If your near-and-dear are directing you away from an opportunity, consider the loving biases that they carry. Many times, the best decisions for our personal and professional growth are difficult for others to understand.

5. Does it change the way you evaluate success?

If you only measure your success by 401k balances, promotions and bonuses, you’ve mistakenly focused your attention on byproducts instead of the personal and professional experience along the way.

Give yourself opportunities to find what’s meaningful to you, and give yourself room to grow your ideas of success.

6. Will it surround you with passionate people?

Passion is contagious and powerful. Surround yourself with energy and innovation, and you’ll adopt the same vigor.

That fervent energy transforms our world every day. If you’re deliberating what’s best for you, consider the people who will teach you when you get there.

7. Does it excite you to talk about it?

Notice if you can’t stop rambling to your friends and family about the opportunity in question. It means something! Enthusiasm and buy-in is critical in an opportunity’s potential success.

Tally the number of times the opportunity organically comes to mind. Pay attention to what you’re thinking. Is it the experience? Earnings potential? Outcomes? There’s no wrong answer, but understanding your own drivers and interests will give you insight into what’s most important about your potential next step.

With every decision, embrace the privilege that you can chart your own path. But also allow that path early in your career to help shape you, too.

Originally posted on Brazen Careerist’s blog on March 14, 2014 by Cash Forshee.

Cash Forshee is a healthcare technology professional who serves as the Senior Vice President of Medalogix, a Nashville, Tenn., based startup that equips post acute health operators with custom predictive modeling platforms to enable optimal patient care decisions. A Belmont University graduate, Cash is a Better Health 4Kids board member and a 2014 “Nashville Emerging Leader.”

Photo Credit: Judy ** via Compfight cc

Live Your Dreams On Your Own Dime

April 7, 2014/1 Comment/Archives /by Maren Hogan

One of the most difficult skills for a young professional is handling money. It’s not about balancing your checkbook or keeping up on student loan payments, but about strategically setting up your assets to get somewhere.

Most of us get out of college, find a “real-world” job and figure out a way to cover our costs while remaining as comfortable as possible.

This type of stagnant attitude is what left our parents waking up at age 45 and going to the same old job with little to show for their time. It’s not what our generation is about. We’re reaching for financial independence and the freedom to pursue our real interests full-time.

To do that, we have to figure out how to get there. Here are a few actions you can take today to get ahead tomorrow:

1. Earn money

Think of your job as a start-up capital-generating engine. Every extra penny you can make or save today can mean dollars in your pocket down the road. (Click here to tweet this thought.) Life can be expensive, but for most of us, it doesn’t have to be.

Making a habit of taking small side jobs can also add up quickly. That can be as simple as house-sitting or as involved as launching a freelance writing career or a small business. Whatever you choose to do, an extra $100 per week means thousands of dollars in your pocket every year.

Work hard, amass savings and learn about how to make your money grow on its own. At the end of the day, what gives you real independence is passive income.

2. Learn to grow money

The only way to be financially free is to use your money to make more money. Do this by investing in assets that grow in value over time. But the problem with investing is that if you want to make a significant profit, you have to take on a certain amount of risk, which is greatly exacerbated if you don’t know what you’re doing.

Learning how to invest intelligently takes a lot of study and experience. The solution? Invest fake money. The best time to learn how to invest your money is before you have money to lose.

Getting started is pretty easy; read up on how stocks and currency markets work and get a theoretical understanding of what happens to your money when it’s out in the mysterious, money-making ether.

Then go and open a free practice account on one of the sites for that purpose. It won’t make sense until you’ve spent time staring at the numbers, even if you know what’s going on in theory.

Spending months or years watching those markets and learning how to grow a fake investment portfolio will make you much more likely to succeed down the road when you’re using real money. Put time in now to reduce your risk later and make your success more secure.

3. Figure out your goals

You could quit your job as soon as your money grows faster than you spend it, but that’s assuming your goal is retirement. We like to talk a lot about getting a great job and building wealth, but we won’t have any satisfaction if we don’t have anywhere to go or anything to do with it.What can you do with your life once your job doesn’t have to come first anymore?

Anything. It’s a scary word, but you can do it. Financial freedom, besides relieving the stress of getting your bills paid, also gives you a lot of time in your day.

Figuring out what to do with it is tricky, and it’ll seem a lot like it did back in high school when you were trying to figure out what to do with your life. Resist the temptation to avoid doing anything and instead think about what matters to you and what you’ve dreamed of doing in the past.

Being financially independent means you don’t have a strict time limit you need to meet, which makes it much more attractive to start a new business. Not being tied to your profit margin gives you the opportunity to pursue riskier ideas other entrepreneurs can’t afford to consider.

If you don’t want to do anything that too closely resembles work, find a personal project to pursue. Invest in local businesses, travel the world, volunteer or find a socio-political movement to get involved with.

Originally posted on Brazen Careerist’s blog on February 26, 2014 by Micha Boettiger. Micha Boettiger is a freelance writer who writes about life, travel and money. Check out his personal blog and follow him on twitter @prowriterlife.

photo credit: Images_of_Money via photopin cc

Employee Engagement Is No Picnic

March 24, 2014/Archives /by Maren Hogan

Seriously, employee engagement isn’t spurred by casual Fridays or company picnics. Effective engagement efforts aren’t perks thrown at the workforce dartboard in hopes of hitting a bull’s eye. Employee engagement takes constant communication, change and growth.

We can talk about the benefits of employee engagement all day; but what it all boils down to in business, is the Engagement Profit Chain, as outlined by Forbes contributor and serial entrepreneur, Kevin Kruse (@K_Kruse).

Engaged Employees Lead to…

Higher service, quality, and productivity, which leads to…
Higher customer satisfaction, which leads to…
Increased sales (repeat business and referrals), which leads to…
Higher levels of profit, which leads to…
Higher shareholder returns (i.e., stock price)

I believe that’s an end goal that we can all agree on, but many are going about it the wrong way. Picnics aren’t necessarily doing anything in the way of harming employee engagement efforts, but to be honest, they aren’t exactly doing anything to build it either. You can throw all the perks in the world at an employee and they’ll probably stay, but those perks alone won’t increase engagement.

Stop confusing engagement with happiness.

Too many employers are walking around believing that employee satisfaction and employee engagement are synonymous; and they’re definitely not. This is a critical distinction for employers to make. They can have a workforce of the happiest folks you’ve ever met, that doesn’t mean that any one of them are engaged in their work.

Ryan Scott, blog author on CauseCast, a corporate philanthropy and volunteering platform said:

“A satisfied employee might be perfectly content to punch in and out, performing his assigned job and nothing more. Alternatively, an engaged employee is emotionally invested in the success of her organization and brings a certain level of passion and commitment to her job. An engaged employee looks for meaning in her work and strives for a legacy of achievement.”

Now does that sound like something a picnic, or company logo t-shirt will do? Nope, sure doesn’t.

It is measurable.

So many employers are left in such a predicament. How, oh, how will we ever figure out our employee engagement issues? As a professional in the employee engagement field for some years now, I will share with you the most helpful and best kept secret about measuring employee engagement. Are you ready? Ask!

Employee engagement is completely measurable, with continuous feedback. That’s right –ask questions, collect data and make changes based off of it.

This always makes me think of the little kid who doesn’t want to mow the lawn. They don’t know how to get it started. It’s too big. They don’t know how to make it go. Many of the organizations that I have worked with in the past, don’t take on serious engagement efforts because they are concerned about just how big of a project they’re taking on. Then they start the mower, and realize it’s not all that bad.

It shouldn’t all come from the top.

No offense, but the top is usually where the “throwing perks at the workforce dartboard” tactics come from. Workers and managers at all levels of the organization should be involved in engagement initiatives. While it’s important for execs to lead they way, they could do a much better job at that with some real, front-line insights. Ideas that will make a change in the middle- and lower-level workforce, are going to come from them.

Employee engagement speaker Dave Zinger outlined 21 contemporary employee engagement tools and concepts. He recommends co-creating survey questions with employees. This practice will not only generate more relevant questions, it will also ensure that questions are not phrased or crafted to sway, or influence the answers.

Speaking metaphorically, employee engagement is definitely a picnic –a feast, in fact! However, company picnics aren’t getting us there. Employee engagement efforts can’t be a shot in the dark at making a few people happier, they have to be strategic and purposeful in order to be effective.

photo credit: Florian SEROUSSI via photopin cc

8 Leadership Lessons from Billionaires

March 4, 2014/6 Comments/Archives /by Maren Hogan

Being rich doesn’t mean you’re wise, and it doesn’t mean you’re good. All it means for sure is that you’re rich.

With that caveat firmly in place, let me share some of my favorite leadership tidbits. I’ve gathered these nuggets of wisdom from some of our most famous business leaders with the notion that you can learn something from anyone. Often, all you need is one truly useful lesson, not the person’s entire worldview. Some people on this list fall into that category.

Titles don’t mean squat.

John Rockefeller never owned controlling interest in Standard Oil, and his official job title was vice president. Yet his partners deferred to him in all things. Why? Because they knew this Robber Baron’s business savvy was what was making them rich, and they were lucky to have him. I meet with leadership teams all the time, and I love to gauge the room for all the unspoken cues that tell me who the real leader is. It’s only occasionally the guy or gal with the title.

Promote talent to partner.

Think about your organization. Think about all the levels between the C-suite and the frontline workers. Now think about what life would be like if the CEO regularly elevated a particularly excellent worker-bee past all the managers, directors, vice presidents, and Chief-you-name-it-Officers to make them her peer. Sound unimaginable? Well, not to Andrew Carnegie, another Robber Baron who vied with Rockefeller for status as World’s Wealthiest Person. If you want a little success, don’t do this. If you want massive success, make this a regular part of how you do business. Elevate your talent before your competitor does.

Make decisions in 15 minutes or less. Then move on.

I’m not advising you to emulate Larry Ellison, the CEO of Oracle, in most ways. But I really admire this one thing he is alleged to do. You may have noticed that Oracle buys a lot of companies – seems like ten a week, though that may be exaggeration. Story has it that Ellison will discuss a potential purchase with his staff for fifteen minutes, never more. They’ll either decide to buy or decide not to. Then, it’s on to the next topic. What could you accomplish if you took his cue and limited all your decisions to fifteen minutes?

Don’t gamble. Invest.

Warren Buffett is probably America’s most-beloved billionaire. Barring any skeletons in his closet I’m not aware of, this man is living proof that good karma is, indeed, very good business. And one of the many things he does that I admire is, he doesn’t buy stocks for a short-term gain and then sell them for a quick profit. Instead, this leader buys companies – to own. He isn’t a leech on the system, as so many speculators are. He’s a businessman. Full stop.

Work on your business, not in your business.

Richard Branson is my favorite example for what this saying means. Very early in his business career, Branson stopped going to the office and began holding meetings on his houseboat, away from headquarters. Often, he would just pick someone’s brain one-on-one for an hour or more, without interruption – and without interrupting his staff, either. This move doesn’t get the prominence it deserves in the Virgin story, but I’m absolutely convinced it’s how he built a teenager’s magazine experiment into an empire that today includes more than 400 distinct businesses. Owners, this is for you: let your staff do what you hired them to do, and get your hands off daily operations! It worked for Branson because he has attracted the right people, professionals he could trust to run his companies, and then he trusted them to run them!

Pay your fair share of taxes. It’s your duty as a citizen.

That’s Buffett again. See why I love the guy? How many business leaders do you know today who talk about duty and the moral imperative of good citizenship – or any moral imperative, for that matter?

Respect people. Love them, even!

That’s Oprah Winfrey. You can really tell she just plain likes people – all kinds of people. No one could fake a deep and abiding care for others that much for that long: signs would show if she were faking it. Oprah does not love people because that’s good for business. She’s good at business because she loves people. How do you feel about your fellow human?

Have fun.

In business as in life, if it isn’t fun you’re doing it wrong. I’ll defer to Branson again for this one. The man is pretty much always jolly, isn’t he? I can’t even say his name without smiling! Heck, he even named his business Virgin because, as he put it, “We were virgins at business.” How fun is that? People want to be around Richard Branson, to soak up some of his optimism, joy, and sense that life is one great adventure – this desire includes folks who buy from him, invest in him, and working for him!!

Do you have any lessons you’d like to share from the billionaires (or millionaires, or that guy in your neighborhood that has a Benz), something you’ve picked up that I missed? My favorite aspect of blogging is that it’s the best way I know to gather more stories – and leadership is nothing if not having the right story at the right time, and knowing how to use it. So I’m very eager to read what you’ve got to share in the comments below! Hit me: What is YOUR favorite leadership lesson?

Going Social: Learning In Action #TChat Recap

November 22, 2013/2 Comments/Archives /by Chantal Bechervaise

“Learning is more effective when it is active rather than a passive process.”
– Euripides

One of the most active learning environments I know is #TChat.

In fact, sometimes it’s truly hyper-active, as the TalentCulture community meets on the Twitter stream to exchange ideas about the world of work. That’s certainly how it felt this week, as we gathered to celebrate three years of #TChat events and continuous online knowledge sharing.

It was fitting that our conversation focused on social learning. And it was equally fitting to welcome an HR executive who’s responsible for (among many other things) leveraging social tools and techniques to foster learning across her fast-paced, global organization.

Our guest this week was Ambrosia Humphrey, VP of Talent at HootSuite. And the insights she shared on #TChat Radio are instructive for any organization striving to elevate its learning culture.

(Editor’s Note: See full event highlights and resource links at the end of this post.)

Social Workplace: Learning Everywhere

As social media weaves itself deeper into daily life, organizations are searching for effective ways to blend social behaviors with learning methodology. There are good reasons for all the interest.

Social channels remove the hierarchy found in most organizations. With traditional roles de-emphasized, everyone has more freedom to contribute, interact, experiment and develop personally and professionally. It’s collaboration at its best. When organizations channel this collective energy, there’s great potential to boost innovation and business performance.

However, many companies are still only testing the waters in their cultural commitment to social learning. Twitter chats such as #TChat provide a low-risk model outside organizational walls; bringing together experts and talent-minded professionals to discuss today’s workplace — what works, what doesn’t, and how to address key issues.

#TChat: Social Learning Slice Of Life

As #TChat proves, social tools and techniques are an attractive way to develop and sustain learning communities. The immediacy, flexibility and availability of social media make it possible for people with common interests to connect and contribute easily in real-time, from all corners of the globe.

Imagine the possibilities when this approach is applied within organizations! Employees feel more appreciated and valued for their input. Engagement increases. And employers signal a commitment to employee development and growth. It’s a win-win. Companies gain a more engaged, productive workforce, and in turn, employees are challenged and become more competent.

This is why I look forward to many more wonderful years for #TChat and TalentCulture — an open, ongoing learning environment that is helping us all shape the world of work for the better!

#TChat Week-In-Review: Online Communities and Professional Growth

Watch the #TChat hangout now

SAT 11/16:

#TChat Preview: TalentCulture Editorial Director, Kathleen Kruse framed this week’s topic in a post that features a special 3rd Anniversary #TChat hangout video with co-founder, Kevin W. Grossman. Read the Preview: “We’re Turning Three! Let’s Celebrate Community.”

SUN 11/17:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro looked at 7 ways leaders can foster a high-octane social workplace culture. Read: “7 Characteristics of a Social Leader.”

MON 11/18 — THU 11/21

WED 11/20:

Listen to the #TChat Radio show now

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman spoke with guest Ambrosia Humphrey , VP HR at HootSuite, about why and how organizations benefit by committing to social learning initiatives. Listen to the radio recording now!

#TChat Twitter: Immediately following the radio show, Meghan, Kevin and team Hootsuite joined the entire TalentCulture community on the #TChat Twitter stream, as I moderated an open conversation that centered on 5 related questions. For highlights, see the Storify slideshow below:

#TChat Insights: The Growth of Online Learning

[javascript src=”//storify.com/TalentCulture/from-the-virtual-wilds-the-growth-of-online-learni.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Ambrosia Humphrey for sharing your perspectives on social learning and organizational culture. We value your time, enthusiasm and expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about social learning in the workplace? 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, #TChat Events go quiet, as we celebrate the Thanksgiving week in the U.S. However, we’ll be back on December 4th, with a special double-header, featuring two of our community’s most beloved HR experts, Dave Ryan and Donna Rogers! Look for more details next weekend.

Meanwhile, the World of Work conversation continues. So join us on the #TChat Twitter stream, our LinkedIn discussion group. or elsewhere on social media. The lights are always on here at TalentCulture, and we look forward to hearing from you.

See you on the stream!

Image Credit: Stock.xchng

Community Heart + Soul: #TChat Favorites

November 21, 2013/Archives /by Kevin W. Grossman

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:

New To #TChat? We’re Just Getting Started

If you’ve only just discovered #TChat, welcome!

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.

The conversation starts…wait for it…here!

This is an exciting milestone for #TChat — and we have all of YOU across our wonderful community to thank. So thank you again. We look forward to moving forward with you all!

Image Credit: Pixabay

We're Turning Three! Let's Celebrate Community #TChat Preview

November 17, 2013/Archives /by Meghan M. Biro

(Editor’s Note: Looking for complete highlights and reference links for the week’s #TChat Events? Read the #TChat Recap: Going Social: Learning In Action.)

What does #TChat mean to you?

To me, it’s so much more than metrics. But the numbers do tell a story of their own…

#TChat By The Numbers

3 years
100+ radio shows and hangout video interviews
150+ high-intensity Twitter chats
550+ blog posts
1 simple goal

Those of us who plan and produce #TChat social learning forums hope that TalentCulture community events educate, energize and enrich everyone who participates. We’re grateful for your involvement — which educates, energizes and enriches us all, in return.

This metaphor for the social workplace isn’t just a random fluke of Twitter nature. It’s an intentional human exchange that continuously flows and shifts in ways that are now bigger than the sum of its parts. Still, each of us is an essential element — with a unique voice that adds depth and texture to the fabric of our talent-minded “tribe.”

#TChat Turns Three: Learning Through Community

So, during this 3rd Anniversary #TChat week, let your voice be heard. Let’s gather on social channels to celebrate the individual, mutual and collective growth that every community of purpose strives to achieve.

This week’s #TChat guest, Ambrosia Humphrey

Who better to help us celebrate the value of digital learning communities and collaboration than a valued friend of #TChat, who is also an expert at social media strategies in the world of work?

Our guest this week is Ambrosia Humphrey, VP of Talent at HootSuite! Team Hootsuite will be celebrating along with us as well. Social engagement in action.

As a special treat for this week’s “sneak peek” video, we asked our own Community Manager, Tim McDonald, to compare notes with Kevin W. Grossman about the meaning and value of #TChat. The resulting video is a delightful journey into the minds and hearts of two men who are walking examples of community spirit! Watch the hangout now:

Share Your #TChat Story! The Conversation Starts Here

Tim and Kevin aren’t the only ones who are talking about TalentCulture’s role in their professional and personal lives. We’re gathering a collection of quotes and videos from all over the community landscape, and sharing that feedback on #TChat Twitter and other social channels this week.

We’re also launching a special “Buzz!” page right here at TalentCulture.com, to highlight community comments now and in the future. We invite you to share your thoughts — in whatever form you wish.

So, please join this week’s conversation about the power of social learning communities, and tell us what this particular community means to you. The #TChat channel is always “on” and everyone is welcome to participate in whatever way is most beneficial for you. Don’t be shy!

#TChat Events: Online Communities And Professional Growth

#TChat Radio — Wed, Nov 20 — 6:30pmET / 3:30pmPT

Tune-in to the #TChat Radio show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Ambrosia Humphrey about the evolution of social communities in the world of work — and the road ahead. Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Nov 20 — 7pmET / 4pmPT

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

Q1: What are the key ingredients for online learning communities? Why?
Q2: Why do you participate in Twitter chats like #TChat?
Q3: How can organizations capture learning community magic internally?
Q4: What’s the future of Twitter chats in building communities?
Q5: What topics would you like #TChat to explore in 2014?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!

We’re Turning Three! Let’s Celebrate Community #TChat Preview

November 17, 2013/3 Comments/Archives /by Kathleen Kruse

(Editor’s Note: Looking for complete highlights and reference links for the week’s #TChat Events? Read the #TChat Recap: Going Social: Learning In Action.)

What does #TChat mean to you?

To me, it’s so much more than metrics. But the numbers do tell a story of their own…

#TChat By The Numbers

3 years
100+ radio shows and hangout video interviews
150+ high-intensity Twitter chats
550+ blog posts
1 simple goal

Those of us who plan and produce #TChat social learning forums hope that TalentCulture community events educate, energize and enrich everyone who participates. We’re grateful for your involvement — which educates, energizes and enriches us all, in return.

This metaphor for the social workplace isn’t just a random fluke of Twitter nature. It’s an intentional human exchange that continuously flows and shifts in ways that are now bigger than the sum of its parts. Still, each of us is an essential element — with a unique voice that adds depth and texture to the fabric of our talent-minded “tribe.”

#TChat Turns Three: Learning Through Community

So, during this 3rd Anniversary #TChat week, let your voice be heard. Let’s gather on social channels to celebrate the individual, mutual and collective growth that every community of purpose strives to achieve.

This week’s #TChat guest, Ambrosia Humphrey

Who better to help us celebrate the value of digital learning communities and collaboration than a valued friend of #TChat, who is also an expert at social media strategies in the world of work?

Our guest this week is Ambrosia Humphrey, VP of Talent at HootSuite! Team Hootsuite will be celebrating along with us as well. Social engagement in action.

As a special treat for this week’s “sneak peek” video, we asked our own Community Manager, Tim McDonald, to compare notes with Kevin W. Grossman about the meaning and value of #TChat. The resulting video is a delightful journey into the minds and hearts of two men who are walking examples of community spirit! Watch the hangout now:

Share Your #TChat Story! The Conversation Starts Here

Tim and Kevin aren’t the only ones who are talking about TalentCulture’s role in their professional and personal lives. We’re gathering a collection of quotes and videos from all over the community landscape, and sharing that feedback on #TChat Twitter and other social channels this week.

We’re also launching a special “Buzz!” page right here at TalentCulture.com, to highlight community comments now and in the future. We invite you to share your thoughts — in whatever form you wish.

So, please join this week’s conversation about the power of social learning communities, and tell us what this particular community means to you. The #TChat channel is always “on” and everyone is welcome to participate in whatever way is most beneficial for you. Don’t be shy!

#TChat Events: Online Communities And Professional Growth

#TChat Radio — Wed, Nov 20 — 6:30pmET / 3:30pmPT

Tune-in to the #TChat Radio show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Ambrosia Humphrey about the evolution of social communities in the world of work — and the road ahead. Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Nov 20 — 7pmET / 4pmPT

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

Q1: What are the key ingredients for online learning communities? Why?
Q2: Why do you participate in Twitter chats like #TChat?
Q3: How can organizations capture learning community magic internally?
Q4: What’s the future of Twitter chats in building communities?
Q5: What topics would you like #TChat to explore in 2014?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!

Age Bias At Work: Bad Business #TChat Recap

October 10, 2013/Archives /by Chantal Bechervaise

“Discrimination due to age is one of the great tragedies of modern life. The desire to work and be useful is what makes life worth living, and to be told your efforts are not needed because you are the wrong age is a crime.” —Johnny Ball

Who wouldn’t agree with that statement, in theory? But in fact, age discrimination persists. Why? And what should talent-minded professionals do about it? These were the core issues we tackled at this week’s #TChat Twitter forum.

To help us take a collective look at the impact of age discrimination on today’s workforce, two of the HR community’s sharpest thought leaders joined our moderator, Cyndy Trivella:

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

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

Here are some top takeaways, followed by resource links and the #TChat highlights slideshow:

Ageism “Sniff Test”

Age discrimination is often not as overt as other forms of bias. When interviewing for a position, older candidates may be told that they’re not the right “fit” for an organization, or they’re “overqualified” for a job. Younger job seekers may be told to pursue unpaid internships to “gain more experience.” Either scenario may be appropriate — but when a pattern emerges, it’s most likely a systemic problem. Similarly, if employees “of a certain age” are consistently left out of communication loops, meetings and business decisions, discrimination is a likely culprit.

Ageism can be a factor at any stage in our lives — and tension seems to be mounting at both ends of today’s workforce, as the economic slowdown continues and more employees are retiring later in life.

What’s The Source?

Discrimination based on age (or other arbitrary criteria) stems from our need to categorize the abundance of information that surrounds us each day. Classifying information helps us process the world more efficiently — but not always effectively.

Fear seems to be a common factor in age discrimination. We tend to feel more comfortable with things that are familiar, and we fear things that we don’t know or understand. An older worker may fear that a younger counterpart is more energetic, or offers more creative ideas. While a younger worker may fear that an older employee contributes more depth of knowledge in a particular area, or resists fresh ideas. These feelings may not be rational, but the fear can be very real. Yet, ironically, no one likes to be stereotyped.

Keeping Age Discrimination Out Of The Office

To move past age discrimination, we need to embrace diversity, in all of its forms. A culture of inclusion starts with leaders who leave age at the door. Smart leaders know that a diverse workforce contributes to innovation, and adds to a company’s value in the marketplace. It creates a “virtuous cycle” effect that encourages more collaboration among teams and employees. On the other hand, a one-dimensional workforce can breed “group think” that weakens a company’s competitive position.

How Can Leaders Foster Workplace Diversity?

Start with the hiring process. Hire the best candidate for the job. Use performance based hiring to avoid age discrimination. Consciously strive for a fair, inclusive, transparent recruitment process.

Create a cross-mentoring program. This makes sense for employers in the face of today’s talent shortage. It encourages knowledge sharing and helps support succession planning. It can also boost employee engagement.

What Can Each Of Us Do?

Consider listening and inquiry your personal weapons in the war against age discrimination. Never stop learning — no matter what your age. Embrace technology and use it as a tool to network with others and learn from them. Look for opportunities to grow personally and professionally, and share ideas with others at social forums, like #TChat Twitter — where diverse thinking is always welcome!

For more inspiration, see resource links and #TChat event highlights in the Storify slideshow below. If this post inspires you, be sure to add a comment below or jump into the #TChat stream any time. In our world of work, everyone is welcome, at any age!

#TChat Week-In-Review: Age Discrimination Perception + Reality

SUN 10/6:

Watch the #TChat Preview video now

#TChat Preview: TalentCulture Community Manager Tim McDonald set the stage for this week’s event in a preview post that featured a fun G+ hangout video with guest Steve Levy. Check it out: “Old Dogs + New Tricks: Will HR Learn?”

TUE 10/8:

Related Post: This week’s other special guest, Heather Bussing, offered a very human perspective on discrimination in a post at HR Examiner. Read: “Why Age Discrimination Should Matter to You.”

WED 10/9:

Related Post: TalentCulture CEO, Meghan M. Biro outlined 5 steps that business leaders should take in overcoming workplace age stereotypes. Read: “How To Break The Age Bias Habit.”

#TChat Twitter: This week, we by-passed #TChat Radio. Instead the entire community set the #TChat Twitter hashtag on fire, as our guests joined moderator Cyndy Trivella in a lively discussion about 6 key age discrimination issues. The hour flew by, as thousands of ideas and opinions hit the stream. For highlights, see the Storify slideshow below:

#TChat Highlights: Age Discrimination Perception + Reality

[javascript src=”//storify.com/TalentCulture/tchat-insights-age-discrimination-in-the-workplac.js?template=slideshow”]

GRATITUDE: Thanks again to Steve Levy and Heather Bussing for shining a light on workplace age discrimination. We welcome your enthusiasm and perspectives anytime!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about age in the workplace? We’d love to hear your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week we focus on next-generation workplace leadership with our special guest, YouTern CEO, Mark Babbitt! Watch for more details in the coming days.

Meanwhile, the World of Work conversation continues! So join us on the #TChat Twitter stream, on our LinkedIn discussion group. or elsewhere on social media. The lights are always on here at TalentCulture, and your thoughts are always welcome.

See you on the stream!

Image Credit: Tim Tyrell-Smith at flickr

How To Break The Age Bias Habit

October 9, 2013/Archives /by Meghan M. Biro

Want to know a deep, dark secret? OK then. Just between us — there’s some truth in all those stereotypes that swirl around about Baby Boomers, Millennials and other generations. That’s actually why they became stereotypes in the first place.

But wait. There’s another truth that no one in the workplace can afford to ignore. Discrimination is a career killer. Age bias may be as old as the hills, but that doesn’t mean it’s acceptable or even legal to let it poison your company culture. And in today’s transparent world of work, that kind of behavior is bound to be exposed, sooner or later. So let’s step back and re-frame this issue.

Smart Leaders Know Age Is Not A Factor

Today’s global economy is highly competitive. Successful organizations need all the creative, useful ideas they can get. It doesn’t matter if the source is old, young or in between. As French playwright Moliere said, “I take my good where I find it.”

Yet the labels persist. You’ve heard it before: Gen Yers are lazy, entitled, and preoccupied with digital connections. Gen Xers are cynical, alouf, and make lousy team players. Baby Boomers are stodgy, inflexible, and can’t relate to younger people. Can you find individuals who perfectly fit these descriptions? Sure you can. But can you find many other people who smash these cliches to pieces? I certainly hope so! I’m one of them.

Removing Age From The Workforce Equation

If you’re serious about your success — as well as your organization’s success — you’ll reach to the best and brightest no matter how old or young they are. But how can you avoid the trap of generational stereotypes? Here are 5 steps to consider:

1) Be aware and be vigilant. Take a quick personal inventory. Do you see some signals that shouldn’t be there? You’re not alone. All of us let age stereotypes creep into our thought patterns and behavior. It happens more than most of us want to admit. Come on. Own up. Face it by formalizing it. List the age-related assumptions you make about people. Become mindful. You can’t stop stereotyping until you’re willing to recognize how you do it.

2) Disprove the stereotype. Now that you have your list, find people who make a mockery of it. The Gen Xer who has worked 80 hours a week at the same company since college; the Gen Yer who created a cohesive, winning team; the Boomer who invented a wildly exciting new technology product.

3) Retrain your brain. Now that you know who and how you stereotype, and you know how false and limiting your “reality” is, train yourself to stop believing the lie. Be prepared to practice. Making snap judgments about people based on obvious attributes is deeply ingrained in us all. Unlearning this behavior takes time, but every step is a move in the right direction. When you meet someone, pay attention to your internal response — both intellectual and emotional. If you stereotype them, consciously tell yourself to look past it, and instead look at other characteristics that are more relevant.

4) Be open to “see” the person “in 3D.” There’s a word for someone who doesn’t measure individuals by their unique strengths and talents. That word is “fool.” You’re working to build a successful career, project, or enterprise. Why in the world would you limit yourself by refusing help from willing and able contributors? Embrace the talent that is available to you. Judge people by their past performance and potential to add value in the future. Age is irrelevant in that context. You need everyone to deliver their best effort. Stay open to possibilities and reach out.

5 ) Make it a habit. The goal is to build a network that transcends stereotyping. Make a conscious effort, at least once a week, to spend time with someone whom you would have stereotyped in the past. If you’re a Gen Yer, take a Boomer out to lunch. Listen to their story and soak up lessons from their experience. If you’re a Boomer, seek out a Gen Yer to mentor. Ask what’s on their mind and how you can help. Then listen closely to how they respond. No matter what age you are, be willing to discuss personal limitations and ask for input and feedback. Too often we assume it’s a sign of weakness if we admit our concerns and shortcomings. But actually it’s a strength. As Moliere suggested, take your good where you find it. I’m not sure how old he was when he penned that advice, but honestly, it doesn’t matter!

Bottom line: In the workplace and in every other aspect of life, stereotyping is self-destructive. It denies our basic humanity, and the ability we all have to transcend superficial categorization. Smash stereotypes, celebrate individuality, and you will learn, grow, and build stronger relationships. You’ll also be a business leader that others will want to follow.

(Editor’s Note: Join the TalentCulture community tonight, Oct 9 from 7-8pm ET, at #TChat Twitter, where we’re discussing age-based discrimination in the workplace. Everyone is welcome! Learn more in the preview post…)

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

Image Credit: Pixabay

Crowdsourcing: Hot Mess or High Art? #TChat Recap

August 2, 2013/2 Comments/Archives /by Kathleen Kruse

Do you ever wonder what unsuspecting people think when they stumble across a #TChat event in-progress? Do they mistake it for some sort of wild, unchained idea orgy?

I can see why the uninitiated might assume that a magical “meeting of the minds” has spontaneously sprouted in a random social media moment.

After all, for 2+ years on Wednesday nights, the #TChat hashtag has consistently trended on Twitter, as the stream lights up in a blaze of 140-character glory about workplace culture. We’re creating our own gravitational pull with all those tweets. Could a TalentCulture zip code be far away?

But seriously, those of us who participate in #TChat conversations know that it’s not crowdsourcing’s answer to a flash mob. This isn’t just a way to fill an hour with social serendipity that evaporates when we turn out the lights. At least, that’s not the intent.

Instead, I like to think of TalentCulture as a living learning laboratory — or as Meghan Biro puts it, a metaphor for the social workplace. And each week’s events are carefully planned and presented with the goal of creating something bigger than the sum of its parts. Ideally, each of us can find something useful to ponder and apply in our professional lives, between those intense #TChat conversations.

For me, the most memorable and meaningful idea this week came from learning expert, Justin Mass:

A question is the greatest learning technology. #tchat

— Justin Mass (@jmass) August 1, 2013

What was your top takeaway?

Most likely, it was one of the brilliant thoughts from our guest, Nick Kellet. As co-founder of List.ly, a service that makes it easy for people to organize and share information through social channels, Nick deeply understands the art and science of digital discovery, curation and collaboration. His #TChat insights were so varied and powerful, I’m inspired to write a separate post that showcases those ideas. But in the meantime, here’s the “Nick” tweet that garnered the most retweets this week — with good reason:

You next connection could be your new best friend, you new collaboration, the answer you were looking for – be open to change #tchat

— Nick Kellet (@NickKellet) July 31, 2013

So, in that spirit of discovery and sharing, we invite you to review other comments from Nick and the entire #TChat tribe in the “highlights” slideshow below. There’s an abundance of wisdom in this crowd, and we’re grateful for your contributions. Let us know how these resources help you gain a better perspective on tools and techniques can improve your world of work. We’re always open and interested in your thoughts!

#TChat Week in Review: Learning Through Collaboration

SAT 7/27

Watch the G+ Hangout with Nick Kellet

#TChat Preview: Our Community Manager, Tim McDonald, framed the week’s topics in a post featuring a brief G+ Hangout with Nick. Read the Preview Post: “Social Learning: Making Connections Count”

SUN 7/28

Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered advice about how organizations can create more value from collaborative endeavors. Read “5 Leadership Secrets of Collaboration Success.”

TUE 7/30

Related Post: Our guest, Nick, contributed a fascinating post about blog content analysis, inspired by a benchmarking tool he has created with Listly. To learn more and to request a free audit of your blog site, read “Web Content: What Does It Say About You?”

Listen to the #TChat Radio show

WED 7/31

#TChat Radio: Just prior to our weekly Twitter chat event, Nick joined TalentCulture founders and radio hosts, Meghan M. Biro and Kevin W. Grossman for a thoughtful look at why and how collaboration tools and techniques are redefining how we live, work and play. Listen now to the radio show recording.

#TChat Twitter: Immediately following the radio show, the entire TalentCulture community came together for an open discussion on the #TChat stream. In case you missed the action, check out the highlights in our Storify slideshow below:

#TChat Twitter Highlights: Social Learning Through Collaboration

[javascript src=”//storify.com/TalentCulture/tchat-insights-social-learning-making-connections.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Nick Kellet for sharing his extensive understanding of core issues and opportunities surrounding learning in today’s networked business environment. Your passion and depth of knowledge inspire us to keep pushing the collaborative envelope.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about social learning tools, techniques or implications? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, we welcome workplace learning and innovation expert and author, Marcia Conner! Stay tuned to TalentCulture social channels for details.

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

See you on the stream!

Image Credit: Punkrose via Flickr Creative Commons

Web Content: What Does It Say About You?

July 31, 2013/1 Comment/Archives /by TalentCulture Team + Guests

Written by Nick Kellet

In today’s digital world of work, all of us are content consumers and producers. Our personal brands are defined by the thousands of ways we express our preferences and communicate our personal values. Our choices become us.

This is the power of social media in the age of self-expression. We can be anything we choose. We’re defined both by our inputs and outputs:

• We are what we create.
• We are what we consume.
• We are what we share.

What’s more, our experiences with content reveal how we learn, across multiple dimensions:

• What we know and aspire to know;
• What we like and dislike;
• What sources of information we trust;
• Who we know and want to know.

It’s useful to see how, why and where we share ideas, because this helps us understand the social learning process. I’m particularly fascinated by this “social” side of learning, because my company (Listly) exists to help others easily find, organize and share meaningful information on the web.

Let’s Look Closer at Digital Content

Recently I analyzed popular content networks like YouTube and Slideshare — comparing them to social networks like Facebook and Twitter. I concluded that both types of content sources have their own unique advantages. (For details, see my posts about Content Networks and Social Networks.) I also concluded that there are 6 key types of “sharable” digital content: Video, Audio, Slides, Lists, Graphics and Documents.

Shareable Content: Content Networks

(Infographic: Courtesy of Visually)

We can freely create and embed these types of content in blog posts. We can also share them directly with others on social media and through private communication channels. It’s now easy to track and measure activities involving any of these content types, so we can understand what works best in various scenarios. The metrics also help us decide which content is worth consuming.

I took the analysis one step further and devised a quick way to perform a blog content audit. This enables us to generate a “snapshot” of any blog’s content mix, and compare that profile with others. The results appear in a customized “trading card” for each blog.

Big Names / Top content – Video vs Audio vs Slides vs Lists vs Graphics from Nick Kellet

This initiative began by focusing on 22 top blogs, but because we’ve received such a strong response, we’re now expanding that scope and deepening our analysis.

Sample Blog Analysis: TalentCulture

To illustrate how the process works, let me explain how I audited TalentCulture.com. I reviewed the site’s most recent 25 posts, and simply tagged posts that include videos, slides and other content elements. If a post contains more than one type of embedded media, all the content elements are counted. Here are the results, in our “trading card” format:

Interpreting Results

So what does this all mean? Relative to other blogs we’ve analyzed, TalentCulture very frequently features lists, with videos as a secondary form of content. Audio, slides and graphic content play a much less prominent role, compared to benchmark sites.

What is the perfect mix of “sharable” content elements? That’s a hard question to answer, because each blog serves a different audience. However, here are results from 70+ blogs analyzed thus far:

Key Takeaways

Here are some recommendations worth noting, based on our findings to-date:

1) Consider “mixed media” a strength. There’s clearly a trend toward posts that include multiple content types.

2) Include slides and video where possible/applicable. (Don’t just embed your own content — shine a light on the work of others.)

3) Transform existing content into other forms of media, when appropriate. (For example, turn a blog post into a slidedeck or a video.)

4) Make sure you integrate some audio content — whether it’s a podcast or simply a recording of an author reading post content aloud.

5) Lists are the most frequently used form of content. Blog posts that include a list in the title are usually popular, simply because they imply that the content will be easy to skim.

6) Include “Pin-friendly” images, with meme-worthy quotes in your posts. This lends itself to sharing — images with text are much more meaningful than isolated images without written context.

7) Use embedded content to break-up your copy visually. This makes your body copy more approachable and easier for visitors to digest.

8) Consider performing a similar content audit of blogs from competitors or from thought leaders who have creative blogs that your admire.

9) Be aware of your content mix, and follow a weekly or monthly format that repeats themes. This makes it easy to manage your mix.

In summary: You are a reflection of not only what you write, but also of the content that you include in your digital space. Aim to help people think of your content as fun and easy to consume. It will create a more inviting experience for visitors, and will add a more authentic human personality to your web presence and your brand image.

(Editor’s Note: To request a content audit of your blog, “like” Nick’s “Top Content” post at Slideshare and add your URL in the “comments” area of that post. We look forward to hearing about your score!)

(Author Profile: Nick Kellet is co-founder of social curation platform Listly. He believes that effective curation is as much about listening and engaging as it is about publishing and the tools themselves. A serial innovator who loves to jump domains from board games to business intelligence, Nick also believes that passion in the company of friends and community is an unstoppable force.

Connect with Nick on Twitter, on LinkedIn and on G+, and follow his writing via his other guest posts and on his blogs at NickKellet.com and at blog.list.ly.)

Social Learning: Making Connections Count #TChat Preview

July 28, 2013/2 Comments/Archives /by Tim McDonald

(Editor’s Note: Want to see a full overview of this week’s event’s and resources? Read the #TChat Recap: Crowdsourcing — Hot Mess or High Art?)

Learning. It’s fundamental to human personal and professional growth. And increasingly, corporations recognize its critical contribution to overall business growth.

But how is the learning process changing in today’s more connected, “social” world of work? Are we making the most of opportunities to collaborate? How can we leverage personal and professional networks to be smarter and more effective in every aspect of our lives?

This week, our “Summer Restart” series moves beyond last week’s crowdsourcing event, to focus more specifically on how to get more out of tools and techniques designed to curate and share collective wisdom.

Our guest brings unique, first-hand understanding of how and why collaborative learning can enrich our lives, improve professional performance and drive business innovation.

Nick Kellet is a pioneer in applying purposeful collaboration to business challenges and opportunities. He is co-founder of List.ly, a service that empowers people to create, manage, share and engage with the web’s best lists.

Nick helped me frame this week’s events by discussing his perspective on social learning in a brief G+ Hangout:

#TChat Events: Connecting Collaboration and Success

This week’s topic is destined to shift your collaborative spirit into high gear. So be sure to join us on Wednesday, July 31, for a dynamic #TChat double-header. Bring your questions, concerns, ideas and suggestions, and let’s talk!

#TChat Radio — Wed, July 31 at 6:30pmET / 3:30pmPT

Tune-in to the #TChat Radio show

Nick joins our hosts, Meghan M. Biro and Kevin W. Grossman for a thoughtful look at why and how collaboration tools and techniques are redefining how we live, work and play. Listen live and dial-in with your questions and feedback!

#TChat Twitter — Wed, July 31 at 7pmET / 4pmPT

Immediately following the radio show, we’ll go wide with Nick for an open-mic community discussion on the #TChat stream. We welcome anyone with a Twitter account to join us, as we explore collaboration and learning together, with these questions as a guide:

Q1: Social learning — what exactly is it and why is it exploding?
Q2: What soft skills are needed to facilitate collaboration online and offline?
Q3: How do collaboration and knowledge sharing enrich our integrated work/life lives today?
Q4: Nick says “We are what we consume, produce and share.” Agree? Why/why not?
Q5: What technologies enable social learning and collaboration today? What’s missing?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

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Related Reading:

#TChat Events: Employee Engagement And Putting Thanks In The Bank

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Help Others.

#TChatters Agreed That…

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#TChat Events: What is the Cultural Advantage?

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Save the date: Wednesday, April 23!

Routine collaboration drains time

Selective collaboration boosts performance

A personal story about taking a big career risk

1. Does it motivate you to learn something new?

2. Does it push you to learn something about yourself?

3. Does it scare you, just a little?

4. Does it scare your friends and family, just a little more?

5. Does it change the way you evaluate success?

6. Will it surround you with passionate people?

7. Does it excite you to talk about it?

1. Earn money

2. Learn to grow money

3. Figure out your goals

Engaged Employees Lead to…

Stop confusing engagement with happiness.

It is measurable.

It shouldn’t all come from the top.

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Titles don’t mean squat.

Promote talent to partner.

Make decisions in 15 minutes or less. Then move on.

Don’t gamble. Invest.

Work on your business, not in your business.

Pay your fair share of taxes. It’s your duty as a citizen.

Respect people. Love them, even!

Have fun.

Social Workplace: Learning Everywhere

#TChat: Social Learning Slice Of Life

#TChat Week-In-Review: Online Communities and Professional Growth

#TChat Insights: The Growth of Online Learning

Closing Notes & What’s Ahead

Healing Power: Community To The Rescue

Best of #TChat

New To #TChat? We’re Just Getting Started

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