“What motivates dozens, thousands, even millions of people to come together on the Internet and commit their time to a project for free?”
That’s a good question! It was posed by a brilliant professor (Clay Shirky) in a fascinating “TED Radio Hour” program on NPR called, “Why We Collaborate.”
I suppose occasionally all of us who participate in TalentCulture #TChat events ask ourselves that same question. But this week, we didn’t need experts to tell us why.
1) To gather input for a new “Resources” section on this site;
2) To capture feedback that will help us map topics for future #TChat Events.
In other words, in the spirit of Dorie Clark’s recent “Reinventing You” 360 brand review advice, it was an ideal time for a reality check from our trusted community members. So, rather than inviting a special guest to share expertise, we tapped into our crowdsourcing roots, asking for your thoughts. And, of course, you blew our minds with thousands of comments and recommendations! (See highlights in the Storify slideshow below.)
But Wait, There’s More
Now we have a rich “starter” collection of reference ideas and guidance for #TChat planning. And unexpectedly, we’ve learned something else — how much our participants value the community relationships they’ve developed, over time. I think Steve Levy and Dave Ryan said it best:
A5 its not the topics, its the people; think of #tchat as an online skunkworks operation
— ???????????????????? ???????????????? (@LevyRecruits) July 24, 2013
A5 It is not the topics It's the #tchat ers that have helped me the most. #Community
If the medium is the message, then at #TChat, the connections are the content! Thanks to each of you for generously participating, so that together, we are better, indeed.
#TChat Twitter: A diverse crowd of participants hopped on the Twitter stream, as social learning expert, Dr. Nancy Rubin led us through questions designed to capture “best of…” ideas, from books and blogs, to helpful tools and thought leaders who are active on social media. For a taste of the action, watch the slideshow below:
#TChat Twitter Highlights: “Where Do You Find Ideas And Insight — And Why?”
NOTE TO BLOGGERS: Did this week’s events prompt you to write about your experience as a community member or your favorite “go to” resources? 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 at #TChat events, we’ll continue our crowdsourcing discussion with special guest Nick Kellet of Listly fame. Check for details in a preview post this weekend.
In the meantime, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.
https://talentculture.com/wp-content/uploads/2013/07/wheat-8244_1920.jpg350700Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2013-07-26 06:51:392020-05-25 17:40:47Lessons From a Free-Range Learning Community #TChat Recap
One of the most powerful benefits of professional communities like TalentCulture is the ability to tap into individual minds in real time, for the benefit of all. That’s a primary reason why I’m drawn to community management. It’s exhilarating and very rewarding to be part of a collaborative learning process. And this week at our #TChat Twitter forum, we’re taking that concept in a special direction.
Instead of asking guest experts to discuss their insights with us on #TChat Radio and Twitter, we’re asking YOU to share YOUR wisdom. Specifically, we want to know what sources of professional information and ideas are most beneficial to you…and why. (See our 6 key questions below.)
The guest moderator this week is our very own LinkedIn Group Manager, Dr. Nancy Rubin, Director of Online Learning/Social Media Technologies at Columbia University School of Continuing Education.
Let me kick-off the conversation with an example from my life. Earlier this year, I read a book that deeply resonated with me, as someone who’s life revolves around connections. The book is “Your Network Is Your Net Worth,” by Porter Gale. To understand more about why I recommend it, read a post from my blog, or watch my #TChat “sneak peek” video below…
Your Opinions Matter!
Every answer you share with us will help kick-start a new “Resources” section for TalentCulture.com. And, of course, your feedback about #TChat topics will help us shape the community throughout the coming year.
So don’t be shy — we welcome your ideas this week, and every week!
#TChat Twitter: What Informs And Inspires You — And Why?
A Very Special Conversation: Wed, July 24 at 7pmET / 4pmPT
Join us on the #TChat stream, as we gather your ideas and recommendations, based on these 6 questions:
Q1: What 1-2 “must read” books would you recommend to a business peer? Why? Q2: What 1-2 blogs are most indispensable to you, professionally? Why? Q3: What 1-2 socially active thought leaders are most influential in your life? Why? Q4: What are your 1-2 “go-to” tools for managing social connections or information? Why? Q5: What prior #TChat topics have helped you most? Why? BONUS: What topics would you like #TChat to explore in the future?
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 recommendations — before, during and after the Wednesday event.
We’ll see you on the stream!
(Also This Week: Catch TalentCulture CEO, Meghan Biro at a special “Recruiting Insights” webinar with Achievers on Thursday July 25. Learn more…)
https://talentculture.com/wp-content/uploads/2013/07/TimM_WhatInspiresYou-TChat.jpg387637Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-07-21 15:05:212020-05-25 17:40:02Where Do You Find Ideas and Insight? #TChat Preview
In college, one of my teachers regularly told me that the room with the coffee maker is the most important place in an office, because it’s where people learn the most. At the time, I thought that this guy was perhaps a lazy coffee addict who was definitely in the wrong job.
However, 10 years later, I realize that he was right. The space near the coffee machine was where people gathered to briefly put work pressures aside and open up in an informal way — sharing what was on their minds, getting advice from peers and even generating new ideas.
The New Coffee Room
Today, there’s a whole new world of coffee rooms out there — it’s called social media. Whenever people tweet, retweet, read, share or like, they are contributing to something bigger — the social learning community. One of the most important platforms for social learning is Twitter, where many business people “gather” to share information and ideas on an ongoing basis. These behaviors are studied by companies like Leadtail, a social analytics platform vendor, which published a detailed Social Insights Report last week, focused on the Twitter activities of HR professionals.
That report deserves attention because the HR community is vital in transforming workplace culture, defining social business policy, and driving workforce development. In short — talent-minded executives, recruiters and training professionals are shaping the future of social learning.
What Is Social Learning?
For those who aren’t familiar with it, think of social learning as a process where people rely on digital tools to connect with one another, and exchange information with a specific purpose in mind — typically to expand their knowledge, to develop their competence, or to collaborate in resolving a common challenge. In contrast to formal classroom training, where an instructor “lectures” to a group, social learning is characterized by a two-way communication flow. Thanks to advances in mobile, web and collaborative technology, most of us can engage in social learning whenever and wherever we want. And Twitter is one of the most powerful engines of social learning — with information flowing on the stream 24x7x365.
Who Helps Recruiters Learn?
At the request of ERE.net, Leadtail also drilled down within the HR realm to focus on Twitter behavior among recruiters — looking at engagement, reach and sources of influence from March-June 2013. During that time, recruiters shared 55,576 tweets with a total of 835,336 followers. And, as the graphic below reveals, Meghan M Biro, founder and CEO of TalentCulture, is the HR personality that recruiters most often retweeted.
When you recognize that Meghan has attracted almost 56,000 Twitter followers to-date, the reach and importance of her Twitter presence becomes clear. A single tweet immediately can touch 56,000 people. But her impact doesn’t stop there. As the “most retweeted” recruiter resource, her Twitter “multiplier effect” is astonishing. For example, even if only 10% of her followers see and read a tweet, and only 4 followers retweet that item to their followers … and so on … and so on … you get where this is going. Even one tweet has the potential to get attention from thousands of people, over time. (Example below.)
The ERE.net Leadtail report features several other key metrics — top 25 media content sources, leading brands that attract recruiter attention, and recruiters’ favorite hashtags. Among those hashtags is #TChat – a moniker that many people associate with Meghan M Biro. Anyone can use the #TChat shorthand to “tag” information of interest to talent-minded professionals. It’s also the tag used to drive the TalentCulture community’s weekly interactive Twitter chat events. Bottom line: It’s hard to move around the Twittersphere and not bump into Meghan or TalentCulture in some form!
Social Learning Hot Spot
As these examples show, Twitter is becoming a magnet for social learning — by facilitating informal knowledge exchange, topic-driven chat events, or even backchannel for industry conferences (as recruiters discovered recently when rallying around the #SHRM2013 hashtag). The attraction is easy to understand. It’s a simple, low-cost, immediate way to engage with people — and it’s a natural extension of social recruiting best practices.
Many recruiters are now at the forefront of social learning on Twitter. And as a recent Huffington Post article suggests, people like Meghan M. Biro are leveraging Twitter to engage the HR community in a way that not only positions her as an expert, but also boosts the credibility and visibility other HR professionals, as well.
What’s Your Social Learning Hot Spot?
Are you a recruiter or HR professional? How are you using Twitter or other social tools to expand your expertise? What challenges and opportunities have you experienced? Let me know in the comments below, or share your perspective on the BetterWeekdays website!
(Editor’s Note: Mona Berberich is a Digital Marketing Manager at Better Weekdays, a Chicago-based company that has developed a platform to help HR leaders source, screen and develop talent based on job compatibility. She is a researcher and writer covering HR, career growth, talent management and leadership development. Contact Mona on Google+ or LinkedIn or Twitter.)
https://talentculture.com/wp-content/uploads/2013/07/1340436_74260312.jpg348700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-07-02 17:42:022020-05-25 17:34:30Recruiters On Twitter: Rise of “Coffee Talk” Learning
In college, one of my teachers regularly told me that the room with the coffee maker is the most important place in an office, because it’s where people learn the most. At the time, I thought that this guy was perhaps a lazy coffee addict who was definitely in the wrong job.
However, 10 years later, I realize that he was right. The space near the coffee machine was where people gathered to briefly put work pressures aside and open up in an informal way — sharing what was on their minds, getting advice from peers and even generating new ideas.
The New Coffee Room
Today, there’s a whole new world of coffee rooms out there — it’s called social media. Whenever people tweet, retweet, read, share or like, they are contributing to something bigger — the social learning community. One of the most important platforms for social learning is Twitter, where many business people “gather” to share information and ideas on an ongoing basis. These behaviors are studied by companies like Leadtail, a social analytics platform vendor, which published a detailed Social Insights Report last week, focused on the Twitter activities of HR professionals.
That report deserves attention because the HR community is vital in transforming workplace culture, defining social business policy, and driving workforce development. In short — talent-minded executives, recruiters and training professionals are shaping the future of social learning.
What Is Social Learning?
For those who aren’t familiar with it, think of social learning as a process where people rely on digital tools to connect with one another, and exchange information with a specific purpose in mind — typically to expand their knowledge, to develop their competence, or to collaborate in resolving a common challenge. In contrast to formal classroom training, where an instructor “lectures” to a group, social learning is characterized by a two-way communication flow. Thanks to advances in mobile, web and collaborative technology, most of us can engage in social learning whenever and wherever we want. And Twitter is one of the most powerful engines of social learning — with information flowing on the stream 24x7x365.
Who Helps Recruiters Learn?
At the request of ERE.net, Leadtail also drilled down within the HR realm to focus on Twitter behavior among recruiters — looking at engagement, reach and sources of influence from March-June 2013. During that time, recruiters shared 55,576 tweets with a total of 835,336 followers. And, as the graphic below reveals, Meghan M Biro, founder and CEO of TalentCulture, is the HR personality that recruiters most often retweeted.
When you recognize that Meghan has attracted almost 56,000 Twitter followers to-date, the reach and importance of her Twitter presence becomes clear. A single tweet immediately can touch 56,000 people. But her impact doesn’t stop there. As the “most retweeted” recruiter resource, her Twitter “multiplier effect” is astonishing. For example, even if only 10% of her followers see and read a tweet, and only 4 followers retweet that item to their followers … and so on … and so on … you get where this is going. Even one tweet has the potential to get attention from thousands of people, over time. (Example below.)
The ERE.net Leadtail report features several other key metrics — top 25 media content sources, leading brands that attract recruiter attention, and recruiters’ favorite hashtags. Among those hashtags is #TChat – a moniker that many people associate with Meghan M Biro. Anyone can use the #TChat shorthand to “tag” information of interest to talent-minded professionals. It’s also the tag used to drive the TalentCulture community’s weekly interactive Twitter chat events. Bottom line: It’s hard to move around the Twittersphere and not bump into Meghan or TalentCulture in some form!
Social Learning Hot Spot
As these examples show, Twitter is becoming a magnet for social learning — by facilitating informal knowledge exchange, topic-driven chat events, or even backchannel for industry conferences (as recruiters discovered recently when rallying around the #SHRM2013 hashtag). The attraction is easy to understand. It’s a simple, low-cost, immediate way to engage with people — and it’s a natural extension of social recruiting best practices.
Many recruiters are now at the forefront of social learning on Twitter. And as a recent Huffington Post article suggests, people like Meghan M. Biro are leveraging Twitter to engage the HR community in a way that not only positions her as an expert, but also boosts the credibility and visibility other HR professionals, as well.
What’s Your Social Learning Hot Spot?
Are you a recruiter or HR professional? How are you using Twitter or other social tools to expand your expertise? What challenges and opportunities have you experienced? Let me know in the comments below, or share your perspective on the BetterWeekdays website!
(Editor’s Note: Mona Berberich is a Digital Marketing Manager at Better Weekdays, a Chicago-based company that has developed a platform to help HR leaders source, screen and develop talent based on job compatibility. She is a researcher and writer covering HR, career growth, talent management and leadership development. Contact Mona on Google+ or LinkedIn or Twitter.)
https://talentculture.com/wp-content/uploads/2013/07/1340436_74260312.jpg348700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-07-02 17:42:022020-05-25 17:34:49Recruiters On Twitter: Rise of "Coffee Talk" Learning
(Editor’s Note: We’re thrilled to welcome Nick Kellet to TalentCulture as a guest blogger. For more information about Nick, see his profile at the end of this post.)
For many members of the TalentCulture community, there’s only one conference this week — SHRM13, the Society for Human Resource Management annual meeting in Chicago. But I’d like to focus on another conference that happens on Tuesday. It’s called TomorrowsFutureToday (TFT).
At first blush, TFT may not seem relevant. The topic is IT service management. But TFT’s business model deserves a closer look. Founder Chris Dancy is leading a movement to rethink every aspect of conference design and management — including how speakers are recruited, how content is created and shared, and how participants engage during live sessions and beyond.
This fascinating story lives at the intersection of social business, content strategy and technology. It’s a disruptive model that signals the growing power of crowdsourcing, expert networks and personal branding. It touches on many of the same issues and opportunities that are redefining the “world of work.” And from that perspective, it’s an inspiring example for TalentCulture.
Snapshot: What Sets TFT Apart
TFT is a semi-annual, one-day “follow-the-sun” virtual conference, where 24 experts from around the globe speak for an hour each. Unlike classic conferences, the speakers are selected by professional practitioners and peers (via Listly). This replaces the “old-boy” model, where conference organizers control the agenda. Very cool.
Even cooler, all the speakers are paid. Yes, all of them. What’s more, the content “lives” long after the conference. Presentations are recorded and automatically converted into trans-media assets (slides, video, audio and transcribed text) that are reusable across a wide spectrum of digital channels. (This is accomplished via Zapier.)
Speakers are encouraged to redistribute content anywhere they wish, indefinitely
Access to all content is absolutely free to anyone who is interested, forever
The overall event experience — before, during and after — has a big impact on its perceived value
Similar to TED Conferences, the agenda development process ensures superior quality speakers and content. No pressure.
Implications for Personal Branding
The first TFT conference occurred in December 2012. That inaugural event demonstrated not only strong community engagement that won sponsorships, but also helped boost awareness and credibility of its speakers. Fact: since their appearance in December, half of the speakers have moved on to bigger and better professional roles.
So, what does that say about the power social media exposure, and its influence on personal brands? Chris Dancy took several moments to discuss this and several other related questions:
1) How do collaboration and social community relate to personal brand building?
“Collaboration and social community are the foundation of personal branding. Both depend on systems of attention, influence and altruism. Personal brands don’t transfer in hyper-digital economies without conscious consumption of community content. By serving the community first as a consumer, you then have the ability to understand the needs of that system. You have two ears, one mouth and 10 fingers — talent observes before it offers suggestion.”
2) Can you really crowdsource your way to a “brand” new career? How can others do so?
“I don’t believe you can crowdsource your ‘brand.’ You can crowdsource your values. If those values are stronger than the habits of a community, then your brand and career will reflect these systems. Others suffer from being overwhelmed by information, tech and connections. We must first teach people to make healthy tech and information choices. Healthy information diets are to the 2020’s what Tab cola was to the 1970’s.”
3) Did the speakers who landed new careers imagine this would be the outcome from a virtual conference culture?
“None of the speakers on TFT who transitioned to different careers imagined the vault in their careers. The speakers at TFT12 and TFT13 never considered it a virtual conference. In large part, speakers felt honored to be selected by their peers. It was that empowerment that moved their careers. To feel worthy of attention and time in a climate short on both, is the brand found inside of confidence and outside of hubris.”
The next LIVE round-the-clock event is tomorrow, Tuesday, June 18, 2013. Click here to follow the action in real time, or check back anytime to find content after-the-fact. You can also follow the conference backchannel at #TFT13.
In the meantime, let me know what you think about this business model. Could this work for your business domain? And how could you shape and enhance your personal brand while sitting in front of your computer?
Interesting questions — and enterprising people like Chris Dancy are helping us fill in the blanks. Share your ideas below, or connect with me on Twitter @NickKellet.
(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.
https://talentculture.com/wp-content/uploads/2013/06/PinkTheatre-by-djnorway_httpwww.sxc_.huprofiledjnorway.jpg349700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-06-16 15:15:192020-05-25 17:26:37Reboot: Personal Brands and the #TFT13 Conference
Work environments need not feel like a military camp or a ruthless command-and-control operation. The process of work should be fun, innovative, creative and very engaging. I believe that the best way to create a connected and engaged organization is by invoking a “Flat Army” mindset. Why? Let’s unpack that analogy:
To be flat is to be on a level surface, not in a hierarchy. To be in an army (from armata, the Latin term referenced in 1533, meaning a flotilla of vessels) is to be part of a large group of people who are committed to similar aims or beliefs.
An organization with a Flat Army ethos benefits from an unobstructed flow of coordinated, constructive, creative behaviors that arise from the common interests of employees, leaders, partners and customers. It is a shift from “me” to “we,” using collaborative, participative and growth behaviors. Flat Army is a playbook that moves organizations toward increased engagement and innovation.
Profile Of A Flat Army Leader
In our Flat Army model, a harmonious, connected leader creates a situation where both the team and the leader are as open as possible to performing business tasks and achieving objectives. In an environment where even mundane day-to-day tasks are conducted in this open manner, there is harmony among all contributors, regardless of rank.
Openness — both as a quality of the leader and an expectation of the team — fosters a harmonious relationship among all parties. It’s arguably a step in the right direction towards higher levels of engagement, productivity and business results. A harmonious, open leader connects with the team — parlaying the culture as if it can only be successful when all parties are united, equal in nature and committed to openness. And if we agree that leadership is for all, we also wish that everyone in an organization will participate as a harmonious, open leader.
Getting Under The Hood With Open Leaders
I define open leadership as the act of engaging others to influence and execute a coordinated and harmonious conclusion. Therefore, open leadership is essential for every Flat Army organization.
A.G. Lafley comes to mind when I think of stellar Flat Army leadership. His name may not ring a bell, but I can assure you, he sets a standard of excellence for openness and collaboration. Between 2000 and 2010, Mr. Lafley was the highly successful president and CEO of Procter & Gamble (P&G) — the consumer products conglomerate with over $80 billion in revenue and over 125,000 employees worldwide.
Throughout his decade at the helm, he helped double total sales and quadruple profits, while increasing P&G’s market value by over $100 billion. Furthermore, he helped grow P&G’s portfolio of billion-dollar brands (such as Gillette, Pampers and Tide) from 10 to 24. How did he do it?
Open architecture is the organizing principle that enables a business and its people to open themselves up to get ideas from anywhere at any time. P&G collaborates with anybody, anywhere, anytime. P&G likes unusual suspects. It will even compete with a company on one side of the street, and cooperate with it on the other. In an open innovation system, anything out there is fair game, even if competitors are sitting on it. And that’s fine with both partners because it works.
At P&G, Lafley opened up everything. He wanted his leaders to be more collaborative, and just as importantly, he wanted his employees to be open. As a results, magic happened. He branded this open architecture “Connect and Develop” or “C&D.” The framework reached across all employees, regardless of title, and it drove not only revenue and profitability, but also employee engagement.
Lafley and Charan explain:
The single characteristic of C&D is the willingness of all people at P&G to be psychologically open and to seriously consider new ideas, whatever the source, thus building a truly open global innovation network that can link up — and be first in line — with the most interesting thinkers and the best products to “reapply with pride.”
Lafley’s leadership example demonstrates what’s possible when a harmonious environment is created through a culture of open initiative. That is Flat Army in action. And perhaps that’s a key reason why P&G just rehired Lafley last month to lead the company forward.
The Open Leader Toolkit
Hopefully now the concept of open leadership is clear. But what are these social business and collaboration tools everyone keeps talking about? An open, Flat Army environment can’t thrive if leaders suffer from technology blindness or ignorance. In truth, tools for communication and collaboration are as integral to a Flat Army mindset as they are to employee engagement and productivity.
If your organization doesn’t embrace tools that support dynamic exchange of knowledge and ideas, then be a catalyst for change. Look for ways to integrate capabilities such as blogging, micro-blogging, expert networks, discussion forums, video sharing or instant messaging into existing platforms and workflows. Start using them to demonstrate that you are a connected, collaborative and participative leader who assists your team (and your organization) in achieving their goals and objectives — even as you strive for a high level of employee engagement and customer satisfaction.
What are you doing to help your organization embrace a Flat Army ethos? I invite you to share your ideas and experiences.
(Author Profile: Dan Pontefract is the the author of “Flat Army: Creating a Connected and Engaged Organization.” He is also Head of Learning & Collaboration at TELUS where he is responsible for the company’s overarching leadership development, learning and collaboration strategy. Visit www.danpontefract.com for more about Dan’s professional experience, and his thoughts on the future of leadership and organizations.)
https://talentculture.com/wp-content/uploads/2013/06/catania-89807_1280.jpg9101280TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-06-05 11:23:352020-05-25 17:20:29Future Of Work: An Army Of Open Leaders
“Every person is defined by the communities she belongs to.” ―from “Speaker for the Dead” by Orson Scott Card
I imagine that anyone who participates in the TalentCulture community agrees with this quote. Whenever any of us invests time or talent in #TChat events, social channels or this blog, a bit of our identity becomes connected to something larger than ourselves.
Of course that’s not unusual. The rise of the Internet has made community membership a common occurrence. In fact, “community” has become a buzzword for any group of people that uses digital technology to interact. But many business-related communities are much more than just loosely connected people. They are, like TalentCulture, communities of practice or purpose.
Here’s how social learning expert, Etienne Wenger, defines Communities of Practice: “Groups of people who share a concern or a passion for something they do — and who learn how to do it better as they interact regularly.” It’s important to keep in mind that this proccess of continuous learning isn’t necessarily intentional. It’s also important to remember that, although communities may start as a flash of inspiration, they must be cultivated. They require consistent presence, clear communication and sufficient resources to function and flourish.
Not every virtual community is a community of practice. What differentiates them from others? According to Wenger, there are 3 critical components:
DOMAIN = shared topics of interest (e.g. today’s “world of work”)
COMMUNITY = members + their relationships (e.g. #TChat/TalentCulture social media connections)
PRACTICE = channels and collective body of knowledge (e.g. chat archives, video and audio interviews, blog commentary)
Want deeper insight into how you can get value from a community of practice? Watch this energetic, idea-packed video by Nancy White, who is passionate about the care and feeding of communities!
How do these community of practice concepts extend to enterprise communities? For insights and inspiration, check out our stash of resources from this week’s #TChat Forums. Throughout the week, experts challenged us to think in new ways about familiar community concepts.
#TChat Week in Review
SAT 5/25
Watch video interviews in the #TChat Preview
#TChat Preview + Sneak Peek Videos: Our Community Manager, Tim McDonald, framed the week’s topic in interviews with our special guests, Maria Ogneva, Director of Product Marketing at Salesforce Chatter Communities, and Jeff Willinger, Director of Collaboration, Social Computing and Intranets at Rightpoint consulting. See the preview: “Finding Value in Enterprise Communities.”
SUN 5/26
Forbes.com Post: TalentCulture CEO, Meghan M. Biro considered how business organizations can effectively apply community management principles and practices in her Forbes column, “5 Ways Leaders Empower The Social Enterprise.”
#TChat Twitter: As we do each Wednesday, #TChat-ters took to the Twitter stream to share ideas, concerns and opinions — this week about enterprise community best practices, with Maria and Jeff leading the way. Were you in on the action? If not, or to review highlights, watch the slideshow below:
#TChat Twitter Highlights: “Finding Value in Enterprise Communities”
SPECIAL THANKS: Again, thanks to our guests, Maria Ogneva and Jeff Willinger. We’re inspired by your insights and passion for cultivating purposeful business communities!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about digital communities? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week — we’re shifting gears to look at the hiring process from the candidate’s perspective. How have employers improved about the hiring process — and what could be improved? You won’t want to miss it!
But until then, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.
See you on the stream!
https://talentculture.com/wp-content/uploads/2013/05/CommunitiesJPG.jpg329660Nancy Rubinhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngNancy Rubin2013-05-30 20:29:022020-05-25 17:19:36Communities of Practice and Purpose: #TChat Recap
If you know me, then you know that I’m passionate about communities — digital and otherwise.
My interest in cultivating communities is what drives me as manager at HuffPost Live and TalentCulture, and as the founder of My Community Manager. It’s incredibly gratifying to help people build useful relationships, and to facilitate an ongoing exchange of ideas that is bigger than the sum of its parts.
Digital communities aren’t just a nice idea. They’re also a huge potential source of business value for enterprise organizations, according to management consulting firms like McKinsey. Yet large companies often struggle with how to connect the social dots among their various constituents — employees, leaders, customers, business partners, and beyond.
What Makes a Great Enterprise Community?
Of course, great networking and collaboration tools are helpful in creating and sustaining any kind of social community. But it takes much more than a solid infrastructure. What doesit take? That’s the focus of our TalentCulture #TChat forums in the coming week. And we’ve invited two experts to lead the conversation:
Jeff Willinger, Director of Collaboration, Social Computing and Intranets at digital consultancy, Rightpoint.
#TChat Sneak Peek Videos
Both guests briefly joined me for a G+ Hangout to set the stage. First Jeff defined key terms — explaining how enterprise communities differ from other social networking groups:
And then Maria explained why communities are essential in today’s business environment:
#TChat Events: Why and How Enterprise Communities Work
Need I say more? As you can tell from their interviews, these two experts are just as passionate as I am about exploring the benefits of business-oriented communities. And they’re eager to exchange ideas with a circle of like-minded professionals. So please join us next week, and add your unique perspective to this very special “community” conversation!
#TChat Radio — Tuesday, May 28 at 7:30pmET / 4:30pmPT —Maria and Jeff join our hosts, Meghan M. Biro and Kevin W. Grossman, for a LIVE 30-minute discussion about enterprise community issues and opportunities.
#TChat Twitter — Wednesday, May 29 at 7:00pmET / 4:00pmPT — Calling all #TChatters to join us for an open online discussion on the #TChat stream. Come on over and share your thoughts. The more, the merrier!
Q1: What are the differences between social and enterprise communities?
Q2: Why has community development and management been more difficult for the enterprise?
Q3: What are best practices for enterprise community management?
Q4: What can business leaders and internal champions do to facilitate quality enterprise communities?
Q5: What community & collaboration technologies make sense for today’s enterprise?
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!
https://talentculture.com/wp-content/uploads/2013/05/Maria-and-Jeff.jpg350700Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-05-24 13:22:422020-05-25 17:19:02Finding Value in Enterprise Communities #TChat Preview
Why in the world of work would anyone sit online for an hour and share serious answers to a list of questions – along with random bits of wit and wisdom that come to mind?
No, I’m not talking about watching “Game of Thrones” and tweeting with my friends. I’m talking about our chat — #TChat — the weekly Twitter chat where TalentCulture community members come together to talk about today’s “world of work.”
Learning Together: A Surprise Inside
No subject is off limits, except maybe “Game of Thrones” (which, by the way, trended lower than #TChat on Twitter last night). No offense to that show, or to this week’s historic #MarriageEquality trend line (which also was less active than #TChat during our session last night). In fact, we’re honored to trend with both of these popular topics.
But I digress. Once again, I ask, why would anyone devote an hour each week to a Twitter chat like ours? I remember asking myself that question when we launched #TChat over two-and-a-half years ago. I never thought it would last a month. I love telling that story because, well, I couldn’t have been more wrong.
Collective Knowledge: Sharing Adds Value
This week, the TalentCulture community dug deep into the concept of “learning.” In particular, we’ve been exploring social learning — that amorphous, organic, continuous, “knowledge sharing” activity that was originally ignited in the Garden of Eden. (“Adam, would you like a bite of this juicy apple?”) Or if you prefer, that point in human evolution when our frontal lobes sparked cognitive thought, we began hunting for information, exchanging it with others, and making decisions on behalf of ourselves and those in our social circles.
Social learning can be as simple as a single moment: an incremental yet transformative interaction where one person shares a piece of information that another receives, absorbs, adopts and applies in a new context that propels him or her forward. This process of information exchange, reinforcement and transformation lights up pleasure centers in the brain, as ideas pass from one person to another in an “additive” way. With each hand-off, information evolves, and is modified by the next person who absorbs, adopts and applies…
Layers of Learning That Live On
And so it goes. This is the beauty of social learning. And this is why I participate in #TChat forums.
It is why I’ve found value in showing up nearly every week for over two-and-a-half years. Participants offer ideas that continue to build on one another. As I step back and look at this community’s body of work it’s similar to the formation of rock over a geological span of time.
To dig deeply into organizational learning and talent development issues this week, we joined forces with two brilliant experts: Michael Clark, CEO of ReCenter, and Justin Mass, Sr. Manager of Learning Technology & Design at Adobe. The richness of their contributions added tremendous value throughout the week.
We invite you to revisit insights on this topic anytime! Just follow the links below…
TUE 3/26#TChat Radio: “The Social Learning Show.” Our hosts joined forces with organizational development experts, Michael Clark, and Justin Mass, to examine social learning innovation and its role in optimizing talent in today’s workplace. It’s a fascinating 30-minute session for anyone interested in improving professional and organizational performance through learning.
WED 3/27#TChat Twitter: Justin and Michael gathered around the Twitter stream with hundreds of other participants to expand and amplify key issues in workforce learning and development. See highlights from the conversation in the slideshow below…
#TChat Twitter Highlights Slideshow: Igniting Social Learning
SPECIAL THANKS: We extend our gratitude to Michael Clark, and Justin Mass for leading our community through the social learning discovery path this week. Your expertise in learning tools and techniques is inspiring and invaluable.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about social learning and talent development? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we move to yet another level of talent discovery, as we explore the notion of “Humans as a Service (HaaS), with Jason Averbook, Chief Business Innovation Officer at Appirio, and Richie Etwaru, Group Vice President of Cloud and Digital Innovation at Cegedim Relationship Management.
Until then, we’ll continue to tackle World of Work conversation each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of this redesigned blog/community website. TalentCulture is always open and the lights are always on.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-03-28 14:45:322020-05-25 16:30:44Digging Deep into Social Learning #TChat Recap
Social learning. Two simple words with so many meanings.
The TalentCulture community understands one meaning very well. After all, we exist is to encourage social learning among talent-minded professionals. But this week, we want to look more expansively at the role of learning in today’s social business environment.
Our mission is to unpack this concept collaboratively – sharing ideas and information about how and why social learning can make a meaningful difference for individual careers, as well as organizations.
We even have some heavy-hitter experts to help us see how leading-edge learning tools and techniques can transform business.
What’s Your Learning Goal?
Yesterday, I started the conversation on Forbes.com by thinking aloud about 5 ways anyone can jump-start social learning. As I fleshed-out these thoughts, a key question kept coming to mind: When you pursue learning, what’s your purpose?
Are you learning, so you can teach?
Are you teaching so you can learn?
Are you learning for learning’s sake?
Or do you have other intentions?
What’s more, does your goal really matter? I think it does. Arguably, the most powerful learning experiences are fueled by purpose-driven passion.
Truth is, learning should propel us not just through school, not just through work, but through life. And when our personal quest for knowledge, skill and competence aligns with business goals, the results can make a meaningful difference.
#TChat Focus Topic: Let’s Get Social About Learning
Life is a continuous process of learning and skill development. And by nature, learning is a social activity. Throughout our lives we look to others – parents, teachers, mentors, managers, experts, peers and others – for information, instruction, insight, guidance and validation. It’s all part of the learning process.
So, what does it mean to apply emerging social tools and techniques to the process of continuous learning? And why does it matter? Let’s talk about it!
#TChat Radio
#TChat Radio – Tuesday, March 26 at 7:30pm ET / 4:30pm PT
Tune-in online and discover new ways to ignite professional and organization learning, as we interview Michael Clark, CEO of ReCenter, and Justin Mass, Sr. Manager of Learning Technology & Design at Adobe.
#TChat Twitter
#TChat Twitter – Wednesday, March 27 at 7pm ET / 4pm PT. Join our weekly online forum, and share your thoughts with others about these key questions:
Q1: How & why should we define social learning & talent development in the world of work? Q2: How can we bridge today’s skills gap by connecting business with education? Q3: We equate social learning with online learning, but is that view complete? Why/why not? Q4: What are the most important technology platforms for social learning today? Q5: What critical metrics should leaders should use to measure social learning & talent development?
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-03-25 13:47:122020-05-25 16:29:58Igniting Social Learning: #TChat Preview
Engagement performance. It’s a key to learning in today’s world of work. But exactly what is it, and how can we leverage this concept to achieve desired business results?
As Michael Clark, CEO of ReCenter, suggests in this video, it starts by aligning engagement with business goals, and applying social tools that help us perform more effectively.
Michael views “engagement performance” almost as one word – performance is everything that happens after the moment we decide to engage. And in today’s social workplace, it means that individuals and organizations can transform the way they conduct business in profound ways.
During the coming weeks, TalentCulture will explore this concept and offer opportunities for hands-on social learning skills development.
Join us this week, and let’s explore the potential of social learning skills together:
#TChat Radio – Tuesday, March 26 at 7:30pm ET / 4:30pm PT
“Talent is always conscious of its own abundance, and does not object to sharing.”—A. Solzhenitsyn
It was a full house last night in the TalentCulture community, as our #TChat Twitter forum celebrated two years of weekly chat events.
The celebration actually began on Tuesday night, with the return of #TChat Radio. Hosts Meghan M. Biro and Kevin W. Grossman discussed learning and social-media driven communities with three recognized #TChat contributors – ChinaGorman, Founder and CEO of CMG Group; Justin Mass, Learning, Technology and Design Manager at Adobe, and Vala Afshar, Chief Customer Officer and CMO at Enterasys.
This conversation extended to the #TChat Twitter community on Wednesday, as we shared stories about what originally attracted us to #TChat, and we discussed the value of being part of an online community. Personally, I believe that learning occurs in communities; the practice of learning is the participation in the community. Learning is the conversation between members of the community.
I can tell you that the stream activity was blazing so fast and furiously that we trended on Twitter! There were many great responses to this week’s questions, many of them personal. Following is just a representative sample …
(To see more complete highlights from the #TChat session, watch the Storify slideshow at the end of this post.)
FYI: A Note to Newcomers Are you new to TalentCulture? If so, you’re probably asking “What is #TChat?” It’s actually two valuable community resources available through a single Twitter hashtag. It’s both a weekly talent/career-oriented discussion forum, and it’s an “always on” knowledge-sharing channel. Both are freely available to anyone with a Twitter account. As founder @MeghanMBiro says, #TChat helps participants learn and grow personally and professionally. Why? “Because Community Matters!”
What attracts people to #TChat?
“This chat, more than any other, truly spans the world at work & shares a passion for making it great.” @AlliPolin
“Great info, embracing community, inspiring leading and learning.” @TranslationLady
“I started about a year ago and developed my own community out of the experience to pay it forward.” @gingerconsult
What is the value of online learning communities?
“The power of online communities is the diversity of knowledge, experience and values. Communities are force multipliers.” @ValaAfshar
“The value lies in the diversity of ideas and practices all in one congenial environment.” @EnZzzoo
“The strength of your network has never been a more important resource to draw from.” @jmass
“Online learning communities are made up of professional colleagues that share & challenge = amazing learning.” @AlliPolin
“Online learning communities allow professionals to interact with each other no matter the distance or time zone.” @MZProhov
Why should you join #TChat on Wednesday nights?
“This is a true community that inspires conversation & thought. More like friends than strangers.” @GabieKur
“I started to make more smart friends in our space. Simple. Follow the brilliance!” @ChinaGorman
“#TChat is a learning-living platform. Community of insight, exploration, answers + growth.” @justcoachit
“Some of the best hearts and minds are freely sharing transformational insights online.” @ReCenterMoment
“The best part of #tchat is that you know you aren’t alone… others know exactly how you feel and share solutions.” @DawnRasmussen
Ultimately, a community is only as viable as its participants. We value the thousands of smart, supportive business professionals who have contributed to TalentCulture. As long as you continue to show up at #TChat, this community will continue to be a source of inspiration, insight and support for us all. I’ll be there. I hope to see you, too, as we continue to tackle timely and important topics affecting today’s World of Work.
# # #
NOTE: To see complete highlights from yesterday’s “communities and learning” #TChat anniversary session, see the Storify slideshow at the end of this post.
SPECIAL THANKS to this week’s inaugural #TChat Radio guests – who bring depth, humor and relevance to everything they touch. ChinaGorman, Justin Mass, Vala Afshar: you are a TalentCulture dream team.
NOTE TO BLOGGERS: If this #TChat session inspired you to write about social learning or the value of online communities, we’re happy to share your thoughts. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in the #TChat community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: You’ll want to make time for next week’s double feature! It’s all about productivity, prioritizing, and time management in today’s active World of Work. Tune in to #TChat Radio on Tuesday, Dec 4 at 7:30pm ET, when work/life experts Judy Martin and Cali Williams Yost talk with Kevin and Meghan. Then join the #TChat Twitter discussion on Wednesday, Dec 5, 7-8pm ET to share your ideas and opinions. Look for a full preview early next week via @TalentCulture and #TChat. Thanks!
00Nancy Rubinhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngNancy Rubin2012-11-29 17:10:332020-05-25 15:59:50Reflections on Community and Learning: #TChat Recap
Birds aren’t known to be mental giants. After all, does anyone really want to be called a “bird brain?” Yet, when it comes to communities, perhaps one of the smartest things you can do is to think like a bird.
At least that’s one way to summarize the wisdom shared at last night’s #TChat, where the discussion focused on the role of leadership and social media in empowering successful communities. These comments sparked my imagination:
“When birds migrate south they take turns being the leader. Drafting is tough.” @DavidSmooke
“And from afar the shape looks the same. The opportunity to lead as one.” @DavidSmooke
Similarly, human birds of a feather flock together in online communities. But the model must be sustainable. It’s essential for members to contribute individually, so the group can move forward collectively — whether the community is intended purely for the pleasure of social exchange, or for professional networking and talent development. As some #TChat-ters noted…
“Both social and talent communities are about learning, connecting and engaging.” @susanavello
“More similarities between talent and social communities than differences, it seems…” @YouTernMark
“Communication, connection and collaboration: a trio that works well…” @TaraMarkus
Just as with winged migration, every community has a purpose. Birds don’t fly for the sake of movement. They are en route to a destination, using both individual skill and collective strength to move the flock to its goal.
So, what are the implications for online community leadership? What’s the best approach to move a human flock forward in a loosely-coupled, but sustainable way? Some suggested that it requires a particular type of leadership, one that doesn’t easily fit into the classic command-and-control mold:
“The leader’s sweet spot is with the community – not behind or in front but listening & pointing the way.” @AlliPolin
“Leadership within talent communities is inclusive, open and dynamic.” @ReCenterMoment
On the other hand, some participants underscored the need for social leadership that carries over from the best real world organizational settings:
Regardless, for a loosely coupled talent community to thrive, its leaders and participants must embrace the community’s interests. Just as with birds of a feather who aim to reach a distant destination together, sustainable communities require individual skill, combined with collective engagement, and awareness of a common purpose.
Technology can provide tools to connect us in real time. Leadership can offer guidance and direction. But ultimately, the power to propel a community forward rests in the hands of those who show up.
Want to learn more? For complete insights from the discussion stream, see the highlight slideshow at the end of this post.
# # #
Highlights & What’s Ahead on #TChat
Did you miss the #TChat preview? Go here. Are you looking for the highlights slideshow? Keep scrolling to the end of this post.
NOTE: If you’re a blogger, and this #TChat session inspired you to write about social communities, we’re happy to share your thoughts with others. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in the #TChat community — with many ideas worthy of sharing. So let’s capture as many of them as possible!
We hope you’ll join us next Wednesday at 7pm ET / 4pm PT for another #TChat. We’ll be exploring issues related to military veterans in the workforce. Look for the preview early next week via @TalentCulture and #TChat. Enjoy your weekend!
Last week, the World of Work community looked at talent in online communities, and boy, did we hit an HR, Leadership and Social Business nerve. In the #TChat preview, I conflated talent, online communities and social communities.
It turns out people have very strong feelings about the differences between social communities, talent communities and the meta-themed online communities. This is why I love #TChat: I learn from our talented, social, online community every time we get together.
Of course the words talent and social describe different aspects of the core concept of online communities, which can be built around brand, talent, social interaction, or all of the above. The key for me — for all the #TChat-ters — is how communities are managed to benefit participants. We may all have slightly different definitions — e.g., how does a talent community differ from a social community — but we all agree community is a good thing, especially with a committed leader who’s absolutely clear on what he or she is doing as leader of the community.
So this week we’ll go back to communities and dig a little deeper. Does technology help or hinder community development? How do community managers lead? When should they lead, and when should they stand aside and let the community blaze the trail? What is this new, emerging category of leader’s sweet spot? Here are this week’s questions:
Q1: What does a talent community mean to you & how is it different from a social community? #TChat
Q2: Within talent communities, how does leadership differ from and resemble leadership elsewhere?
Q3: How can a leader give a talent community direction & help it thrive? How does technology help & hinder?
Q4: How can multiple leaders manage their inter-dynamics & lead together within a talent community?
Q5: When is it best to follow or walk alongside? What is the talent community leader’s sweet spot?
Whether your preference is for brand, talent or social community, we hope you’ll join in on Wednesday, Oct. 31, at 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are), the Halloween edition of #TChat — a totally spooky re-animation of the community manager–community theme. Have your candy bowl and your thoughts at the ready.
Bringing his smarts to the conversation will be this week’s moderator and #TChat co-founder, Kevin W. Grossman (@KevinWGrossman), whose work as director of product marketing at Brave New Talent intersects with Wednesday’s topic in ways that promise for a teeming discussion. Yours truly (@MeghanMBiro) and the rest of the #TChat gang will be there — and you are part of the gang, too. Tweet with us!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-30 13:53:112020-05-25 15:46:28The Talent Community Leader’s Sweet Spot: #TChat Preview
Verb: The act of giving one thing and receiving another (esp. of the same type or value) in return.
Give to get. It is a concept as old as civilization. And it is a dynamic that lives at the core of every successful community — large or small, business or otherwise.
During a single hour of speed sharing, nearly 400 contributors exchanged 2,900 #TChat tweets — which in turn generated 17.3 million impressions across the Twitter universe. Now that’s proof of social media’s power to enable community engagement and outreach! (To see highlights from the session, scroll through the Storify slideshow below.)
Of course, as many in the community know, #TChat’s gravitational pull doesn’t stop on Wednesday nights. It continues throughout each week, as contributors apply the #TChat hashtag to ad-hoc posts and informal discussion threads.
It may seem like a small thing, but those cumulative posts add up! In fact, on HRMarketer’s latest list of top 100 hr-related Twitter hashtags. #TChat actually ranks #2 — behind only #HR itself.
Community: “What’s In It For Me?”
Hashtags aren’t communities, of course. They’re only evidence that a strong social community exists, and that begs the question: What do smart, talent-minded professionals receive in return for their contributions each Wednesday — and throughout the week? Several participants offered their feedback last night:
“Has anyone coined the expression “Crowd-Learning”? Because that’s what it feels like being on this chat!” @bcoelho2000
“I’m new to community management, reading you guys chat and discuss and going to your links is really helping me — thank you all.” @JuFriendlyChat
Do the strongest communities generate spontaneously and grow organically?
Under what circumstances do “manufactured” communities work, if ever?
Regardless of a community’s source, what is required to sustain a cohesive agenda and a sense of momentum?
Community: Postcards From the Edge
Because many #TChat participants are involved in talent or brand communities, this topic tends to spark debate and deep conviction. Best practices are a work-in-progress, but #TChat-ters are leading the way. Consider this taste of eloquent ideas, plucked from yesterday’s stream…
“Social media is NOT Community. It’s communication.” @Historian
“It’s hard to build a relationship with a corporation. Community managers humanize.” @joetatulli
“Community Manager is the connector, conversation starter, information resource, listener, marketer, moderator, promoter, salesman.” @TimJBarry
“Leaders hear this: Community Managers have the power to guide, inform, teach, and inspire. MAJOR ROI for brands.” @jocelynaucoin
“Individuals may cause the movement, but the community sustains the momentum.” @ValaAfshar
“Too much control on a community becomes a cult – no organic development – no change.” @IncentIntel
“We can learn a lot from cmtys of practice experience: nurture rather than manufacture; light touch-not control.” @4km
Want to learn more? For complete insights from the discussion stream, see the highlight slideshow at the end of this post.
SPECIAL THANKS are in order for our guest moderator this week, Tim McDonald (@tamcdonald), community manager at HuffPost Live, founder of My Community Manager, and co-organizer of #cmgrUN. The breadth of Tim’s knowledge and expertise brought wonderful depth and dimension to this week’s discussion.
# # #
Highlights & What’s Ahead on #TChat
Did you miss the #TChat preview? Go here. Are you looking for the highlights slideshow? Keep scrolling to the end of this post.
NOTE: If you’re a blogger, and this #TChat session inspired you to write about social communities, we’re happy to share your thoughts with others! Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in the #TChat community — with many ideas worthy of sharing. So let’s capture as many of them as possible!
We hope you’ll join us next Wednesday at 7pmET/4pmPT for another #TChat. We continue our focus on communities, as we discuss technologies that enable community development and management. Look for the preview early next week via @TalentCulture and #TChat. Enjoy your weekend!
#TChat INSIGHTS Slide Show: Social Communities by Sean Charles (@SocialMediaSean)
[javascript src=”//storify.com/TalentCulture/tchat-insights-the-sound-of-a-talent-community.js?template=slideshow”]
#TChat INSIGHTS: The Sound of a Talent Community
Storified by TalentCulture · Thu, Oct 25 2012 07:32:18
#SoLike it’s a “T” for #TChat. #Duh http://pic.twitter.com/QwBdSgz2jocelynaucoin
Q1: What is the connection between a social community and a company’s brand? #tchatTim McDonald
A1. community managers do more than just marketing efforts- they are the personality, customer service, and conversationalists #tchatAshley Lauren Perez
#tchat A1 It’s about having an audience interested in what you have to say and you can actually LISTEN to their needs and desires!Bruno Coelho
A1: Opposite of brand amplification is possible, too: silence. Plus, amplification isn’t always good. Cultivate. #TChatBrent Skinner
A1. The Social Community is the face of your brand to many people who are not on TV, Radio, Billboards #tchatRob Garcia
a1. The community manager is the master of real-time brand engagement with cyberspace. #tchatMichael Clark
A1 A community is the people behind the brand; engaging, learning, sharing, on behalf of … #TChatClaire Crossley
A1: Someone said it’s an intersection. Yes, that’s so true. The connection is the impact: brand amplification. #tchatBrent Skinner
a1. Community managers have to fearless in the flurry of energy and information coming customers. #tchatMichael Clark
A1: Social community = brand accountability squad #TChatLaTonya Wilkins
A1: The social community would seem to be crafted from unstructured parts in order to mold it to the company brand. Loyalty is earned #TChatTom Bolt
A1. community managers do more than just marketing efforts- they are the personality, customer service, and conversationalists #tchatAshley Lauren Perez
#TChat A1 – To engage the community, the brand needs to engage in convo’s, not be one sided. This will equal success & add valueMichael!
A1) The connection is only as strong as the effort the org puts into the community. More attention & care = stronger connection #tchatCate Conroy
A1. Social communities are leverages, and have an influence on the company. At best, it should be a trust connection #TChatLilian Mahoukou
A1: It’s about the communication between the company and the stakeholders. #tchatRob McGahen
A1: Social community is about connection, interaction, shared values – not corporate messaging. #tchatAlli Polin
A1 Community can form a new brand, change an old brand, or destroy any brand #tchatPaul Hebert
A1. The social community is like the company brand’s president & chief, it has powers to enact and veto the value of the brand #tchatSalima Nathoo
A1: The connection is the behavior…people executing on brand promise. #tchatBill Cushard
A1 The community can be a source of nutrients to grow the brand #TChatAlice MacGillivray
A1 – A social community is a ‘tribe’ of shared interest around a brand #TchatLeAnna J. Carey
A1: The brand is alive through its community members #tchatJen Olney
A1: I would hope that the social community is a dialog, not one way. #TChatTom Bolt
a1. The strength of the connection determines the quality of an organization’s life. #tchatMichael Clark
A1. Companies & industry that rely on community engagement must leverage society’s social networks to maintain relevancy. #tchatChris Fields
A1) It’s simple customer service. By respecting and listening to the online community the business can learn and build evangilists. #tchatAmy Gaerlan
A1 #Tchat The connection between a Brand and its Social Community is that you ARE who your followers ARE AND reputations are now built on itALEX BOTTOM
A1: The Internet <- how's that for seemingly glib, but actually not? #tchatBrent Skinner
A1: A business’ online community exemplifys the brand’s ethos through their engagement. #tchatSam Fiorella
A1 social community is both listening post and divining rod for the company #tchatKeith Punches
A1 it is so important and essential to a community’s success #TChateSkill
#tchat A1: the social community represents the brand without boarders- for good or bad it speaks out #organicMegan Rene Burkett
A1: If brand is a promise, then it is the promise delivered to the community, consistently, openly, and interactively. #TChatJon M
A1 Community is required to be a brand – a brand without community is a just a brochure #tchatPaul Hebert
A1. social community speaks to the customers/fans… not at them… it creates communication and, ultimately, engagement #tchatAshley Lauren Perez
a1. No community manager, no connection, no brand, no organization. #tchatMichael Clark
A1) The social community can become ambassadors, evangelists and your marketing force. How effective that is depends having a #cmgr #tchatTim McDonald
#tchat A1 It’s about having an audience interested in what you have to say and you can actually LISTEN to their needs and desires!Bruno Coelho
A1. social community creates a way to communicate, define, and clarify a brand to their “fans” #tchatAshley Lauren Perez
a1. Now demands high-speed, high definition, instant real-time connections. #tchatMichael Clark
A1: The social community ideally is an extension of the brand. Brings powerful energy & hopefully synergy #tchatAlli Polin
A1: The community symbolizes the bond with the brand #tchatJen Olney
A1: It isn’t a connection. It is an intersection of brand & social community – the meeting place. #TChatJon M
A1 A social community is (can be) the mirror of the brand but a mirror that influences how the brand is seen ~ #tchatCASUDI
a1. The better the connection, the more successful the organization. #tchatMichael Clark
A1 Community is the mirror of the brand #tchatPaul Hebert
A1: A company’s community SHOULD PERSONIFY its brand! #tchatSam Fiorella
Q2: What is the role of “community manager” and what’s the future of this role look like? #tchatTim McDonald
A2: TO communicate brand values through creating & curating content that is relent to community #TChatSean Charles
#tchat A2: future- a model demonstrating the ROI of a community manager ahhMegan Rene Burkett
A2: The community manager’s primary role is to be the hub, the #leader of the band. Be the gravity. #tchatBrent Skinner
A2 is it pragmatic to have one person be the CM or spread the role out…w/n the community? #tchatKeith Punches
A2 Internal / External messages must mesh or brand is not consistent across all media. #TChatTom Bolt
A2 Community Manager is the connector, conversation starter, information resource, listener, marketer, moderator, promoter, salesman #tchatTim Barry
A2: How do you manage an organic thing? That’s the dilemma. You gotta define the role, though; otherwise, mayhem. #tchatBrent Skinner
A2: Internal com sooo important. Not casting stones but I can reach one company over #SoMe before I can get answer from tech 800 line #TChatTom Bolt
A2 Community Managers are real people, building real relationships with other real people who want to interact with the brand. #TChatJoseph Tatulli
A2. The community & the company may go into diff maturity stages. The community manager facilitates the growth of the relationship #TChatLilian Mahoukou
A2 – CM are sails in the wind – adjusting and using the community to get where they need to go… #tchatPaul Hebert
A2: Th
e future is bright for the #cmgr. Conversation is shifting from do we need to which one do we need #TChatSean Charles
A2. customers/fans are savvy and smart. community managers better have conviction or they’ll see right through it #tchatAshley Lauren Perez
A2. The role of the community manager is to help the company and the community achieving their top goals, in the long run #TChatLilian Mahoukou
A2 Seems to be quite a lot of responsibility – #TChatMarla Gottschalk PhD
A2 hearing aid #tchatKeith Punches
A2) Community management is about knowing not only the voice of the company but the voice of the customer. Among other things! #tchatAmy Gaerlan
a2. Community managers communicate the thoughts and emotions of the brand. #tchatMichael Clark
A2 Comm Managers should have a direct relation to how messages are shared (words & format) which is key for audiences #TChatClaire Crossley
A2 – community managers can be the “glue” to pull people together culturally and to launch and nuture SoMe campaigns #tchatRichard S Pearson
A2: Most value is in the conversation not the content. #cmgr responsible to moderate & encourage #TChatSean Charles
A2 – CM needs to be both strategic and tactical – separate signal from noise #tchatPaul Hebert
A2 #Tchat The Community Manager validates thoughts & every employee is a Brand Ambassador while aggregating all relevant quality informationNEOGOV
A2. a CM’s role is to get people pumped up to the point where they also want to pass on the positive message about your company/brand #tchatAshley Lauren Perez
#tchat A2: my prediction- community manager will soon be an academic major!!Megan Rene Burkett
A2: Still thinking about what it *is*; in the meantime, a community manager’s role *is not* to be a dictator. #tchatBrent Skinner
A2 Community manager = grand parents…respected by community, lived by the young…they are everything to everyone. #tchatEnzo Guardino
A2: Community managers will move in the future to the forefront of customer service and sales #tchatJen Olney
A2 – the goal of a community manager is to create the feeling of “user driven” that creates more value for a co. #TChatLeAnna J. Carey
#tchat A2 A community manager sets the example of what the brand really stands for and why should people care about it!Bruno Coelho
A2. Community managers are the finger on & the pulse of a brand and curate how it breathes in open social waters. #tchatSalima Nathoo
#TChat A2 Community Manager facilitates the brand’s conversation. Directs and guides but does not own it.Philip Turnbull
A2 CM need to be looking for new ways to engage – can’t just use yesterday’s tools #tchatPaul Hebert
#tchat A2: someone who connects and identifies with the brands industry an culture- a conversationalist- A LiStEnErMegan Rene Burkett
A2: #cmgr Celebrates the community and its members #TChatSean Charles
A2. A community manager will be a brand’s spokesperson, your customer service lead. Cheerleader & Problem-Solver #tchatGarick Chan
A2. it’s not just about being strategic in marketing efforts, its about knowing HOW to speak to your audience to make it successful #tchatAshley Lauren Perez
a2. In the future, every employee will be a 24/7, 365 brand ambassador and community manager. #tchatMichael Clark
A2: role of “community manager” is a moving target, so keeping up is critical – as Yoda says: “Always in motion the future it is.” #TChatSylvia Dahlby
A2: Customer service watch dog! #TChatSean Charles
My bold projection: A2) In the future, most employees will be community managers. THE community manager will report to the CEO. #tchatTim McDonald
A2: Community managers are facilitators of conversation, community engagement and they are the face of brand to community #tchatJen Olney
A2: New term – Brand Facilitator. No negotiating (un-ambassador). Just listening, exchanging, acting, giving, building. #TChatJon M
A2 First and foremost, a community manager is a connector. #tchatJoe Sanchez
A2 Community Managers can have roles both internal or external to Brand & are Key Champions to bridging both/all #TChatClaire Crossley
A2. Community Manager should own the publications and communications pieces. They will champion org social identity and engagement #tchatChris Fields
“@samfiorella: A2: Community Mngrs will move beyond- coordinating content/people/ideas across organization. #tchat” conceptualizeMegan Rene Burkett
A2. community managers have to stay passionate for the company/brand for the greater good, no matter what. #tchatAshley Lauren Perez
a2. Due to connection, engagement, reach, speed, community managers may be the most powerful people in the organization. #tchatMichael Clark
A2: To facilitate & spark conversation with current & future members of the community #TChatSean Charles
A2) The community manager is the voice of the brand, and I think soon every role in an org will have a lil’ community manager in it! #tchatCate Conroy
A2 Future = increasingly important as we head into the Age of the social #tchatCASUDI
A2: Community Manager is the future, must have his/her hand on the pulse and understand the trends. #TChatRobert Rojo
A2: Community Manager is an ambassador, a missionary, a visionary. #TChatTom Bolt
A2 It’s going to evolve – a little qualitative research perhaps? #TChatMarla Gottschalk PhD
A2 The community leader is the glue that holds it all together & the catalyst that helps it grow. #tchatCASUDI
A2 a manager of single-family home subdivisions, townhouses, or mixed-use development (but all on-line ;-) #tchatKeith Punches
A2.community managers’ roles are to keep customers “in-the-know” in real time. Works with with our instant gratification expectations #tchatAshley Lauren Perez
#tchat A2 The community manager must always remember that the reason he exists is because of each and every member of the tribe!Bruno Coelho
A2 Community managers are the eyes and ears – need to be watching and directing appropriate responses #tchatPaul Hebert
A2: The community manager is the brand ambassador – engaging people & ideas #tchatAlli Polin
A2) The #cmgr is teh conduit for communication between the brand and the community and back again #tchatMuse Seymour
a2. Community managers establish organizational presence and tone in cyberspace. #tchatMichael Clark
A2: “community manager” morphed from brand manager + marketing concept and will probably evolve further in the future. #TChatTom Bolt
#tchat A2 He also must realize that leadership isn’t something you do TO people but WITH them! It’s a shared fulfillment journey!Bruno Coelho
A2: Community manager’s role is facilitator, listener, and the future looks extremely bright! #TChatJon M
A2 CM Teach others about how they can participate in the community #tchatPaul Hebert
a2. Community managers build bridges between the inside and outside of organizations. #tchatMichael Clark
A2: Community Mngrs will move beyond social engagement to coordinating content/people/ideas across organization. #tchatSam Fiorella
A2) The role of the community manager is the voice of the brand to the community and voice of the community to the brand. #cmgr #tchatTim McDonald
a2 the role is bleak and lack of jobs and HR doesnt understand the role and hire kids under 25 #tchatMichael Hahn
Q3: Why do leaders, companies need social brand ambassadors, community managers? #tchatTim McDonald
a3. Your brand’s story is being written every moment. #tchatMichael Clark
a3. Content creates conversation creates connection c
reates customer. #tchatMichael Clark
Yes @MRGottschalk A3 The customer cannot read your mind share the knowledge and empower the engagement #TChatJohn Kosic
A3 Effective social cmtys are critical to helping brands learn and adapt & therefore, be relevant. #tchatJoe Sanchez
A3 Not a luxury to know your customer base. #TChatMarla Gottschalk PhD
A3 Bottom line – information is always power. #TChatMarla Gottschalk PhD
A3: Plus there is usually some bureaucracy or element of separation btw the user and the org. Commty Mgrs are the face of brand. #tchatChristina Brown
A3 I would think you engage where you “find them”, then build the relationship from there. #TChatMarla Gottschalk PhD
A3: it’s a skill/capability unto itself – everyone can and should play up thri CEO but that doesn’t mean they can own it. #tchatSusan Mazza
A3 large and disconnected worthless small and connected priceless #tchatJohn Kosic
A3: Leaders & strong org brands have disciples. Inspire them by welcoming community. #tchatBrent Skinner
A3 Branding is a beautiful thing that can hold you to a standard of integrity in the community. #tchatWeston Jolly
A3. #cmgrs create the same feeling you get as when you finally get a cust.serv rep after screaming “rep!!!!” 100x in automated system #tchatAshley Lauren Perez
A3 #Tchat The reason for Brand Ambassadors is simple 1 person pushing out all company info does not have the capacity to be omnipresent.HR Cloud
A3 Modernization has made the community manager a necessity like an engine needs oil to stop friction.#tchatEnzo Guardino
A3: to successfully, cost-effectively grow the business – much cheaper than traditional marketing & it’s sticky + immediate feedback #tchatRichard S Pearson
A3. with so many things being annoyingly automated these days, its nice to talk to a human- #cmgrs = human aspect of business #tchatAshley Lauren Perez
a3. Community managers are responsible for one of the most important elements, real-time engagement with the customer. #tchatMichael Clark
A3: Brand Ambassadors bring big value to brand by using their social equity to increase awareness #TChatSean Charles
A3 3 Reasons: ur customers have gone social, ur customers r talkin’bout u on #socialmedia, ur customers expect u to engage via social #tchatRob Garcia
A3: But you eventually want your users to be little social brand ambassadors as well. Make them leaders. #tchatChristina Brown
A3: ‘Cuz trying 2 go it alone’s insanity. Orgs building brand in social communities need community, by def. #TChatBrent Skinner
A3: Because building relationships and gathering feedback is more than a full-time job, as is managing reputation and presence. #TchatTranscend Coaching
a3. Customers live in the moment now more than ever, organizations must engage in the present. #tchatMichael Clark
A3: Because social is the future (and present). It’s best to engage it rather than ignore it. #tchatRob McGahen
A3) You can decide to welcome your community, or they will form without your guidance. Strategy is also more effective. #tchatTim McDonald
A3. i’d rather go for a co that communicates w me & makes me feel appreciated than talk to an email blast with no communication/cmgr #tchatAshley Lauren Perez
A3: CM have their ear to the ground & in the trenches to hear what the word on street is so to speak – leaders implement the feedback #tchatJen Olney
A3: Community Managers humanizes and understands the brand. They know what users and orgs need to thrive. #tchatChristina Brown
#tchat a3: social demands interaction- listening, caring, thinking, and a continual feedback loopMegan Rene Burkett
A3 Key for engaging (int & ext) to understand how others see Brand, which may be different from how you see it, find out #TChatClaire Crossley
A3: We’re in business for a reason > people! Community Mgrs focus on relationship btwn the two #tchatAlli Polin
A3 – Ambassadors create a broad base that shows fulfillment of the brand promise #TChatLeAnna J. Carey
A3. Because #tchat…that’s it…becauseChris Fields
A3. Absence of brand managers, ambassadors, curators is russian roulette. Slim chance public will get it/share it right, unattended. #tchatSalima Nathoo
A3 Leaders need more data points than just what the yes-men say – need community input – Emperor’s New Clothes #tchatPaul Hebert
A3. Because, at the end of the day, an engaged community will have a positive impact on economic metrics #TChatLilian Mahoukou
A3) People want to talk to a person – not a wall or a logo. A little engagement can create a brand evangelist out of a customer. #tchatAmy Gaerlan
A3: Social media is just as important to monitor as email-you get questions and opinions from prospects, customers, candidates, etc. #tchatBright.com
A3) Your community talks about you. Up to you if you want to listen. Power comes to those who listen. #tchatTim McDonald
A3) The ability to find & adapt to new platforms is critical for businesses to connect with others. #Cmgrs make that happen! #tchatCate Conroy
a3. No matter how deep we go into tech, it’s always going to be about the people behind the device. #tchatMichael Clark
A3: Every ship must have a captain that tests the wind, charts a new course and sets the sails. #TChatTom Bolt
A3 Without them you miss an astounding amount of information – #TChatMarla Gottschalk PhD
#tchat A3 When your social ambassador isn’t an employee but a customer who became a raving fan – your Brand wins!Bruno Coelho
A3 – re: Why do leaders, companies need social brand ambassadors, community managers? uh because it’s there? #TChatSylvia Dahlby
A3: Simplistic, but if nobody is in charge, nothing will get done according to plan. #TChatTom Bolt
A3 Leaders should BE community managers too… can’t outsource it IMO #tchatPaul Hebert
A3: they serve as interpreters. #tchatEdgar Diaz
Q4: Can you manufacture online communities, or are they best left to develop organically? #tchatTim McDonald
a4. Organic community building creates energetic connections with a brand. #tchatMichael Clark
#tchat A4 Being at the top of the Empire State building shouting to the crowd that can’t hear you + doesn’t care = buying a communityBruno Coelho
A4: Isn’t part of the benefit of online community to authentically learn customer preferences & feedback? How do U manufacture that? #TChatNancy Barry-Jansson
A4 #Tchat Developing a community takes dedication which is manufactured social amplifies who u are & when u engage they respond organicallyNEOGOV
a4. The biggest challenges of the Social Revolution are releasing control and trusting the employee and customer. #tchatMichael Clark
A4 You have to “spark that movement”… #TChatMarla Gottschalk PhD
A4: it cannot be forced. Facebook works because its ‘cool’ w/ still an element of exclusivity despite 1B users. People want to belong #TChatmatthew papuchis
A4 A little “tinder” (right word?) can’t hurt. #TChatMarla Gottschalk PhD
a4. You can’t have organic and command and control at the same time. #tchatMichael Clark
A4: Community is built by people who share a passion for the same thing – just need to find each other #tchatAlli Polin
A4 Artificial communities divert and die off. Organic, like roots, they divert and spread out, too, but for the good of the tree. #tchatEnzo Guardino
A4 And yet I sometimes have ppl ask for advice such as “My VP wants 2 communities created this quarter; how do I do it?” #tchatAlice MacGillivray
a4. Organic implies care, quality, connection. #tchatMichael Clark
A4.i promote #tchat b
ecause i love the topics, contributions, and am passionate about what i learn from it. i get excited to share it #tchatAshley Lauren Perez
A4: need to at least create the platform that allows it to happen. Can still be organically grown but people need a place to go 1st #TChatmatthew papuchis
A4. Online communities need to start with a leader or group of individuals but need to be cultivated and open. #tchatTerri Klass
A4 Same method as “managing up”. Let them think it’s their idea. May the force be with you. #tchatKeith Punches
a4. People are the organic part to communities. #tchatMichael Clark
A4: Building community takes patience & a strategic plan of action that supports organic growth #TChatSean Charles
A4: U *have* 2 manufacture, at some point. Identify spontaneous flashpoint; build from there, thru authenticity. #tchatBrent Skinner
A4. you can promote, but don’t promote for sake of promoting. it has to be a passion you want to share #tchatAshley Lauren Perez
A4) You can pay for “likes” on facebook (manufactured), but you can’t get them to give a shit about what you’re saying (nurtured) #tchatMuse Seymour
A4 The best communities are organic, but nothing stopping a company from joining and guiding. #tchatDavid DeWald
A4. If you make me choose between organic communities and GMO ones… guess which one I’ll engage with… #Tchat #social #hippieRob Garcia
a4: It’s like when the boss lets go of the agenda and turns it over to the team to talk about what’s on their mind #tchatAlli Polin
a4. We want the community to take ownership of our brands. #tchatMichael Clark
A4. Organically, with some triggers (crafted from the listening activity) for stimulating the community growth #TChatLilian Mahoukou
A4. A little bit of both, you need people t spark interest/spread the word but then let those interested organically build it #tchatAshley Lauren Perez
A4: Define organic development of a community. At some point, doesn’t *somebody* decide they want to nurture it? #tchatBrent Skinner
A4: Communities form organically, but you can catalyze the conversation, and provide a platform that engages. #TchatTranscend Coaching
A4: Sometimes online communities sprout on their own w/o the leadership of an org. Some are social mov’ts. #tchatChristina Brown
a4. Organizations till soil and plant seeds to create communities, customers add water and light. #tchatMichael Clark
A4. Manufactured communities die down quickly (unless u have an endless budget). Communities can only be nurtured to grow organically #TchatRob Garcia
A4: Once the seed of the community is planted, organic growth is possible. #tchatAlli Polin
A4 Organic makes it relevant – and what we want – and what our audience wants is relevance #tchatPaul Hebert
A4. Organically formed online communities seem more vibrant and dynamic. #tchatTerri Klass
A4 Contests and Fun content/interactions I think can go along way. Brands with strong loyalty can skip that part #tchatShawn LaCroix
A4. Manufacture – cookie cutter community, no. But you can cultivate community through shared values & sharing value. #tchatSalima Nathoo
#tchat A4: manufacturing communities is a no go- find a raving fan and interview them for the comm mgr- they are in. #organicMegan Rene Burkett
A4: You can’t fake it on social media, so organic is best – but a good community manager knows how to move things along. #tchatBright.com
A4) There is no such thing as a “manufactured” community. You can nurture a community to develop organically much faster. #tchatTim McDonald
A4 Facilitate & enable online brand cmtys but recognize that there will also be *passion* cmtys that develop on their own. #tchatJoe Sanchez
#TChat – A4 I think the most “authentic” online communities happen organically, however w/some “fertilizer” from the brand to help it along!Michael!
A4 We can learn a lot from communities of practice experience: nurture rather than manufacture; light touch-not control #TchatAlice MacGillivray
A4: You can set up the framework, but the people drive the rest. #tchatRob McGahen
A4 After reading about rebirth of Hush Puppies in the “Tipping Point”, always felt you can help something ignite. CM can do this. #TChatMarla Gottschalk PhD
A4: Like corporations, online communities are people, my friend. So no. #tchatChristina Brown
A4: Organically. But you have to build the foundation first. #tchatJen Olney
A4: Yes, but only through authenticity, having brand disciples already, & having a GREAT community manager. #tchatBrent Skinner
A4. I believe that if you take 15 viral marketers & get them to manage about 8-10 accts each, you can create “truth” on the Internet #tchatGarick Chan
A4 Too much control on a community becomes a cult – no organic development – no change #tchatPaul Hebert
A4) I think there has to be some amount of it grown organically. You can’t force community, but you can try and bring people together #tchatMuse Seymour
#tchat A4 You can’t buy people! It’s not about the number of follower but the number of engagements!Bruno Coelho
#Tchat A4: you lay foundations and then nurture organic growthRussell Klosk
A4 You may need to “seed” the community – then let it grow. #tchatPaul Hebert
Q5: What are the pros & cons social communities as an extension of orgs’ talent attraction, recruiting programs? #tchatTim McDonald
A5 if you ensure that empls (not just commty mgr) are active in community then it will replicate the culture of the comp ensuring fit #tchatTim Barry
A5: It’s good work, if you can get it? But seriously, I see mostly pros. Who’s with me? #tchatBrent Skinner
a5. Get over it! The bus is rolling, you better board now or your organization’s going to be forced to walk in a high-speed world. #tchatMichael Clark
a5. So, you want to block employees from social media and attract the best talent? Good luck with that. #tchatMichael Clark
A5 Pros > Cheap, fast and global. Cons > Apply a lot of filtering to find the cream amongst all the sour milk. #tchatEnzo Guardino
Commty values may not match comp’s MRT @AlliPolin A5: need 2 create commty pple want 2 be a part of or they won’t want to work there #tchatTim Barry
A5. Pro / A great way to humanize the talent brand and facilitate connections between potential candidates and employees #TChatLilian Mahoukou
a5. First get your head-heart-body collaborating, then go be social with others. #tchatMichael Clark
A5: Companies that ban their employees from Social Media but want a thriving community miss the mark #tchatAlli Polin
a5. Leaders, get out from behind your oversize desks, face your fears of being social with employees and customers. #tchatMichael Clark
A5 Not the job of one internal person or team to build the brand, all voices matter & keep it real #tchatAlli Polin
A5: Some voices are more valuabe outside than inside. Know the difference. #tchatMarcio Saito
A5: I don’t think orgs do enough online substainable recruitment. #tchatChristina Brown
A5. Employees should be well-informed about the talent attraction efforts. So, communication’s essential to avoid asymetries #TChatLilian Mahoukou
A5. Pro-can continue to develop your brand; con-can end up being less inclusive unless it is continually welcoming #tchatTerri Klass
A5/ hire community managers that understand what the co is looking for in talent so they can keep an eye out for rockstars #tchatAshley Lauren Perez
A5 Pros: Social cmtys, as an extension of orgs’ talent attraction & recruiting programs, can project authenticit
y & credibility. #tchatJoe Sanchez
A5 I’m forever hopeful that the info presented is authentic. #TChatMarla Gottschalk PhD
a5. Leaders, you better wake-up quick because the world is leaving your organization behind in the cyber-dust. #tchatMichael Clark
A5: Pro – you attract and retain great talent – Con – if it is not monitored, you have a bad brand moment #tchatJen Olney
A5 first and foremost, if u dont have a comprehensive workforce planning and recruiting strategy, talent comms will just create noise #tchatSteve
A5: Org will grow stagnant if there is no diversity of thought. Diverse minds moving together will knit success #TChatTom Bolt
A5) Con – building a social community to promote a brand rather than actively engaging people. #missedthepoint #alienation #tchatAmanda Sterling
A5: Allows candidates to get to know the employer brand & vice versa. Helps filter talent effectively #TChatSean Charles
A5) Only con (which can be overcome) is confidentiality. #tchatTim McDonald
A5. #cmgrs can tell people why it’s a great place to work… but then you have those disgruntled workers that can ruin the brand #tchatAshley Lauren Perez
A5: PRO: People are engaged! CON: They get hired and they feel duped b/c culture doesn’t match community #tchatAlli Polin
A5 Adds to the realistic job (organizational) preview. More info = better matches. #TChatMarla Gottschalk PhD
A5: don’t want brand to be watered down. Want to be inclusive but also want to create a sense of connectedness based on authenticity #TChatmatthew papuchis
a5. The best place to connect with top talent is SoMe. #tchatMichael Clark
A5 – it broadens your recruiting reach – it gives recruits a “taste” of company culture to determine it they “fit” #tchatRichard S Pearson
A5) Now think if you community becomes your recruiting arm in addition to marketing, customer service and sales arm? #tchatTim McDonald
A5: one big plus of social communities as extension of recruiting is improved hiring for cultural fit #TChatSylvia Dahlby
A5: Pros-engagement of that talent! Cons-do it poorly is worse than not at all. #tchatRob McGahen
#TChat A5 con, lack of message control pro: everything ethical is an extension of attract & retain strategyRussell Klosk
A5: You need to create a community that people want to be a part of – or they won’t want to work their IRL #tchatAlli Polin
a5. The Social Revolution is built, created, sustained by the best talent on the planet. #tchatMichael Clark
A5. Pro – a place of mind to deepen connection & broaden ideas. Con – a place of constraint when it becomes unconsciously elitist. #tchatSalima Nathoo
A5) Employees are best referral source for good talent. Encourage them to share socially. #tchatTim McDonald
A5 A zingy community will attract some awesome talent =big plus ~ but what if your community is dowdy……. #tchatCASUDI
A5. talent can learn “the inside scoop” of a company before determining if the culture fits their values. #tchatAshley Lauren Perez
A5. PRO: natural extension of a company’s talent attracting activities… CONS: it can go wrong if your brand is feeble #tchatRob Garcia
A5 Con – too little turnover – too little change #tchatPaul Hebert
A5 Pro – less cultural learning curve – less turnover – less cost #tchatPaul Hebert
A5 Community can help you identify thought and knowledge leaders. Can show talent and skill too. #tchatDavid DeWald
A5 Con – too little diversity #tchatPaul Hebert
A5 Pro – more people that “fit” #tchatPaul Hebert
A5 – IMO online communities can be “manufactured” but only sustained & grown “organically” many examples of this on LinkedIn groups #TChatSylvia Dahlby
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-25 11:28:082020-05-25 15:45:06Care & Feeding of Social Communities: #TChat Recap
Online social communities are the voice of your users, buyers, your sales and recruiting prospects, your employees — anyone who’s involved with your products, services or other offerings. Is this impacting the World of Work or what?
Social communities have more power than the individual customer, prospect or employee because they speak with a VERY LOUD voice, even if they’re not all saying the same thing. It’s not just volume any more; it’s reach and amplitude. And, with the number of channels across which these communities interact, you get to contend with the network effect.
One ticked off person talks to you; a ticked off community talks to you and the world. It works the other way as well, but of course we notice it more when communities are unhappy than we do when they’re pleased. This is a direct metaphor with your workplace culture. It’s tough to deny this fact anymore.
I never get tired of talking about social communities and their impact on brands and the recruiting process for the right talent. To broaden the discussion a bit, this week we’re going to add the notion of community managers to our #TChat Twitter get-together.
More companies and organizations are hiring community managers, and the job’s influence is expanding quickly. Of course some communities may organically grow to encompass the need for a community manager, but these tend to happen more with technical communities, and less so with consumer or B2C brands.
When companies decide to develop communities online, they often take a different course. Organizations need to be prepared to manage the trajectory and understand the personalities of people who fit and are passionate about these roles.
Against this backdrop, here are the questions we’ll be discussing this week:
Q1: What is the connection between a social community & a company’s brand?
Q2: What is the role of “community manager” & what does the future of this role look like?
Q3: Why do leaders & companies need social brand ambassadors & community managers?
Q4: Can you manufacture online communities, or are they best left to develop organically?
Q5: What are the pros & cons of social communities as an extension of orgs’ talent attraction & recruiting programs?
The last question is especially important, I think — we need to realize that there are pros and cons of social communities, and pros and cons for community manager roles.
Bringing much wisdom to the discussion, our guest moderator this week is Tim McDonald (@tamcdonald), community manager for HuffPost Live, founder of My Community Manager, and co-organizer of #cmgrUN. Wow! Joining us, too, will be Kevin W. Grossman (@KevinWGrossman) and the rest of the #TChat gang.
So, be prepared: Please bring your experiences and thoughts this Wednesday, Oct. 24, from 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are). And, be opinionated — you’re part of the TalentCulture World of Work community, after all.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-23 08:08:442020-05-25 15:44:06The Sound of a Talent Community: #TChat Preview
“Anyone who stops learning is old, whether at 20 or 80. Anyone who keeps learning stays young. The greatest thing in life is to keep your mind young.”
No surprise here — the concept of lifelong learning is as popular as mom and apple pie, especially among the progressive business professionals at the core of the TalentCulture World of Work community.
But it may surprise you to discover that old-school Henry Ford is the source of that quote. Arguably one of the most successful business leaders in American history, Ford was relentless about elevating machine efficiency to a management science. And he died more than 60 years ago, when most baby boomers were still only a gleam in their parents’ eyes.
Nevertheless, imagine if Ford had tweeted during this week’s #TChat: His philosophy of continual learning would have aligned with the sentiments of our community’s participants, who shared more than 2,900 tweets this Wednesday — ideas and opinions about “Leaders Young and Old” and the dynamics of reverse mentoring. In the brushstroke of a single blog entry, it’s difficult to do justice to the breadth and depth of perspectives exchanged. A common theme did emerge, however, from the 16.4 million impressions that echoed across the Twitter universe:
The Top Takeaway
Leadership is (appropriately) tied to competence and results – independent of age or seniority.
So what are the implications for today’s business leaders, who must span generations to engage and develop the best talent for a sustainable future? “The Leadership Challenge,” the popular management book, reminds us that “The Best Leaders are the Best Learners.” In other words, by modeling teachable behavior themselves, leaders not only grow professionally, but inspire others to do the same. It’s a next-generation extension of the principles established by business legends like Henry Ford, and it’s a valuable lesson that any of us can learn — at any age.
Living Laboratory
Looking for inspiration? That may be why you’re at #TChat, our forum and community for industry leaders committed to continual peer-to-peer learning. We’re grateful for this now nearly two-year adventure, a microcosm of today’s work world. We rely on digital tools to connect, communicate and collaborate 24-7, on-demand. And it works.
I have no clue how old or young my peers are, and frankly, I don’t care. I’d rather focus on key issues and shared interests. I evaluate insights based on their own merit. My impression of #TChat participants is shaped by the quality of their contributions and the street cred they develop within the community. Age and rank aren’t even on the radar.
Why do I return each week? This forum helps me quickly find relevant, useful ideas — and the smart people behind those ideas — without having to slog through the formalities of organizational structure and protocol. #TChat is a living laboratory for transparency and access in the networked age. And I gain immediate value from participating in this grand experiment.
It stands to reason that if learning is an equal-opportunity endeavor, then leadership is, too. Perhaps this week’s #TChat could add another layer to Kevin’s quote:
“Leading is learning. Learning is doing and doing is knowing. So do.”
Just imagine what Henry Ford would say if he could see us doing this #TChat thing we do!
Did you miss the preview? Go here. We again thank Mark Babbitt (@YouTernMark) for guest moderating this week and for bringing along his super-smart team from YouTern (@YouTern) — e.g., @YouTernDave and @YouTernErica — to tweet alongside all of us. They brought the awesome, and you did, too: Check out the slide show below of your many insightful tweets. We wish you all a wonderful weekend and look forward to seeing you at next week’s #TChat.
#TChat INSIGHTS: Full Smorgasbord of your Tweets: Leaders Young and Old
Storified by Sean Charles · Thu, Sep 27 2012 01:34:51
Can’t we all just get along? #TChat today talking mulit-generational leadership #BringIT [PIC] http://pic.twitter.com/Fk2Z2ri6SocialMediaSean
Hello, #TChat – tweeting to you from Bsquare here in sunny (today) Bellevue, WA w/my #vinylmation Recruiting “helpers” http://pic.twitter.com/g2IVUejmMichaelRecruits
Look! I gotta #TChat stache. Get it? http://pic.twitter.com/m4oBQ2pjjocelynaucoin
Bar & grill in suburbia :) @SocialMediaSean #tchat http://pic.twitter.com/SbHeSJu6Lara Zuehlke
#Tchat outside. Bene of living in NoCA. http://pic.twitter.com/qdKJymlishawmu
@SocialMediaSean Hello from the Conservatory of #music in #Ottawa to everyone at #TChat http://pic.twitter.com/fHvDOfoJnghannoum
Q1: Age was once synchronous with seniority & management roles. How has a multi-generational workforce changed that? #TChatMark Babbitt
A cultural change in business has heightened the realization that influence is not a function of age. #TChatVala Afshar
A1: new gens carry tech insights and older gens carry cultural and industry experience. Organizations must create a leadership mesh #tchatMegan Rene Burkett
A1: More mentoring for young employees + reverse mentoring where they help older workers develop millennial generation skills. #tchatInside Jobs
A1: At the risk of sounding ageist, I think that generation-y can be best for tech jobs because we grew up with technology. #tchatAndrew Bream
A1: However advance the technology might be, the drive &passion to learn &use them has to come from the person &age is not a matter. #TChatPadma Mohanram
A1 w/ rise of networked biz, virtual teams & freelance economy, shift continues toward competence as king not arbitrary factors (age) #tchatExpertus
A1 ever wonder where the phrase “quiet leader” came from and how that person earned that title? #tchatSteve
A1: 15% of GenY workers are currently in management roles. #TChatPayScale Business
A1: Absolutely, leadership has become more based on merit than seniority… #tchatMark Salke
A1: Young or old it’s about being the best version of yourself. Confidence over age any day of the week. #TChatSean Charles
A1 #TChat – as this “new economy” emerges, I think long term will be 5 yrs, no longer 25 yrs w/org. Faster transition time, move quicklyMichael!
A1 Age matters. Experience bring wisdom and perspective. Youth bring optimism and innovation. #tchatSam Fiorella
A1: young mgrs can be effective leaders, but they gotta work at it continuously. Learning to be a leader is hard work. #TChatBill Cushard
A1: years of experience does not necessarily make anyone a good manager #tchatGeorge LaRocque
A1: Mgmt of 2day encourages all generations to collaborate, giving workplace variety of views and showcasing talent no matter the age #tchatEmilie Mecklenborg
A1 if you have the NEED to stay current and relevant you’ll stay current and relevant. #tchatKeith Punches
A1: Younger workers have not experienced stability so we do not value it #tchatLaTonya Wilkins
A1, #TChat – I think as the marketplace, ie tech has shifted, different gens moving up quickly as they seem to adapt faster to the changeMichael!
A1. As for age people see I have gray hair and say but you don’t act old? I take is as a complement. I do have a young mindset #TchatGuy Davis
A1 The big difference is the opportunity to work for yourself at any age #TChatBill Boorman
A1: Younger generations do not even know what “seniority” means. Normal to switch jobs every few years. #tchatLaTonya Wilkins
A1: Young leaders through hard work & integrity of purpose have shown that age does not matter. #TChatSean Charles
A1 Not sure if this age to be honest but my parents gen waited for opportunities while me (39) & my DD (21) seek them #tchatClaire Crossley
A1: Less about age now & more about aptitude. I was promoted quickly at 22 b/c I was willing to step up. Not e’one wants to #lead. #TchatLara Zuehlke
A1: Age does seem matter in the hiring process though. #TChatJanis Stacy
Hellllooo #tchat! A1:Technology means I really have to put an emphasis on continuous learning. Tech is always changing.Rebecca Jo Luke
A1: I’d say technology has had greater impact than multi-generational work force. #tchatSam Fiorella
A1: The workplace has shifted and age is not seen as inexperienced. More weight on knowledge, education & exp – not age. #tchatEmilie Mecklenborg
A1 due to the nomadic trends, ppl only staying for shorter periods, internet gives younger empl an advantage, not intimidated by it. #TChatRobert Rojo
A1. Conscious leadership and ownership of what you rock at and what you’re “not” at, are more important than ever. #tchatSalima Nathoo
A1: The shift offers the opportunity for more knowledge sharing + mentoring possibilities. #tchatInside Jobs
A1: As babyboomers leave #workforce in droves, seasoned mindshare dwindles; younger generations fill gap. #TChatBrent Skinner
A1: The focus in many instances appears to be on skill sets over experience. Sr. Execs have to know how to develop each group. #tchatSalary School
A1: Age hasn’t been a position criteria in forward leaning corps. Judgement and capability makes one ready for higher positions. #TChatJanis Stacy
a1. Managment isn’t just for old ppl anymore – We now allow capable & competent young ppl to do it too! #TchatDave Ryan, SPHR
A1 More ppl than ever before have a college education. This has opened more doors for younger generations. #TchatCyndy Trivella
A1: Many other attributes have compensated for pure longevity…educational level, energy, people skills, drive, etc…. #tchatEarly Careerists
A1) Age aside, reaching upward in an org made much easier through SoMe, virtually flattens hierarchy, bridges stovepipes. #tchatTom Spiglanin
A1: Growing generational spectrum @ work now includes folks who expect less emphasis on position + more on collaboration + results #TChatAndrew Henck
A1: The younger generations are seen as having a fresh perspective rather than not knowing anything #TChatSpark Hire
A1) Gen Y is generally open to learning from everyone… We don’t expect that just b/c someone is older they get to be our boss. #TChatErica Roberts
A1: Age? What does that mean? I’m no longer aging ;-) #tchatKathy Herndon, GPHR
A1. I think technology has allowed younger gen’s to learn and execute so they can move up faster #tchatAshley Lauren Perez
A1 – I think technology has enabled younger generations to make a more immediate impact within their organizations right out of gate #TChatmatthew papuchis
A1: Age is just a number. It doesn’t dictate experience or wisdom. #tchatJen Olney
A1 – age is just a number; the internet itself made it so – we’re in the realm of ideas now – you don’t know if I’m 18 or 81 #TChatSylvia Dahlby
A1: With technology changing as quickly as it does, everyone is on a more even playing field with keeping up. #TChatSimplicant
A1: the challenge of younger leaders managing employees who are older and often more experienced. #tchatShawn LaCroix
A1 age is now synonymous with wondering why others are treated differently than you #tchatSteve
A1: New gens on the workforce expect more than age/time in position to dictate mgmt/seniority potential. #TChatAndrew Henck
Q2: Does leadership come when experience meets the right context of strategy, tactics & soft skills? Why or not? #TChatMark Babbitt
A2. Some ppl are natural leaders & other will never be leadder regardless of training or mentoring #TchatDave Ryan, SPHR
A2 Leaders develop leaders. #tchatJoe Sanchez
Leadership opportunities are available for those who are able to inspire and influence without authority. #tchatVala Afshar
A2 Yes! Any gen mgr must have empathy & mileage to understand whole employee, personality+skills+goals! Then, frame fit in #strategy. #tchatShawna Kelly
A2: I think it also depends on how #leaders are groomed. I came up thru ranks in creative shops & WAY different than tech/corporate #TchatLara Zuehlke
A2 mgr/leadership title are synonymous wth blue ribbons everyone received as kids-just for showing up; but a title isnt leadership #tchatSteve
A2: those are helpful but it also needs #humility #passion and #dedication. #tchat a humanistic meeting of the mindsMegan Rene Burkett
#tchat A2 leadership is about content not experience…Formation
A2: Great leaders don’t create more followers, they create more leaders. Teach employees how to inspire – lead one day. #tchatEmilie Mecklenborg
A2: Strong #leaders use strategy to listen. #TChatJulia Gabor
A2 Great leadership should show up at any time; think crisis situations, ppl you didn’t think ‘had it’ ~ shine! #TChatClaire Crossley
A2: Some ‘bosses’ are so damn smart, but just can’t lead. #ashame #TChatJulia Gabor
A2: A good leader is someone who motivates you, brings out your best – regardless of age. #tchatEmilie Mecklenborg
A2: Leaders motivate. Managers coordinate. It takes skills to do both. #tchatInside Jobs
A2: Being around a true leader is an experience that resonates far beyond title #TChatSean Charles
A2. Experience is always nice but is it RELEVANT, up-to-date, and useful experience that can lead multi-generations? #tchatAshley Lauren Perez
A2 #TChat – Also as the younger gens enter workforce, they are creating their own orgs, therefore as business grows, they are the leaders!Michael!
A2. As a leader you still have a boss, if you don’t respond to micromanaging you likely won’t succeed #TchatGuy Davis
A2 i would add perseverance and the ability to build great teams into the equation #tchatShawn LaCroix
A2: Need exp in diff environments & teams. 90s leadership is different from 2012 and beyond. Now lead via tech & dispersed workforce #tchatLaTonya Wilkins
A2 Leaders must have soft skills & strategy and most often this is gained through experience. #tchatLidia Cords
A2: Workplace is different now, technology plays huge role as does continuous learning. Younger mgrs are already used to the pace. #tchatEmilie Mecklenborg
A2: The RIGHT experience can develop leaders. Any old experience may not. #TChat Got to stay on top of change.Janis Stacy
A2: Doing the right things and doing things right is the difference between Leadership and management. #TChatPadma Mohanram
A2: Years do not contribute to a measurement of leadership, imo. #tchatGeorge LaRocque
A2; Depends on a lot of variables & external factors, i.e. who knows who & what their relationships are. #TChatRobert Rojo
A2: Not always. Ldrshp is pulled from our experiences, background, & willingness to learn. Context reveals r ldrshp effectiveness. #tchatShawn Murphy
A2: If the org culture prizes loyalty, time worked + other criteria not open to “newer” gens, then their leadership is already failed #TChatAndrew Henck
A2 never heard leadership described that way but Yes. Helps me make sense of a situation I had where the context was all wrong for me #TchatGuy Davis
A2 I think leadership comes from experience, self-awareness, passion; once you have those, tactics & strats, easy part #TChatClaire Crossley
A2: Leadership comes about when you have the brains & the will to do difficult things…consistently! #TChatEarly Careerists
A2 you have to want to be a leader. It’s a different mindset. Nothing wrong with being a “worker amongst workers”. Depends. #tchatKeith Punches
A2. Leadership doesn’t happen bc you “paid your dues/put in your time”- you either have it or you dont- its not a privilege #tchatAshley Lauren Perez
A2) Leadership comes when guts, instinct, & confidence meet in right context. Good ldrshp may/may not require experience. #tchatTom Spiglanin
A2: Leaders better have that mindful presence EQ flowin’. I don’t care how good at tactics you are. (That’ll get some calls.) #tchatKevin W. Grossman
A2 seems to be asking whether or not leaders are born, or if circumstances create leaders. It’s a bit of both, yes? #TChatBrent Skinner
A2: Some leaders don’t have years of experience that other seasoned workers have but are strong strategic thinkers, see big picture. #tchatEmilie Mecklenborg
A2) Experience + strategy +tactics + (soft skills) = Leadership <-Sometimes but not always #TchatDave Ryan, SPHR
A2 – #TChat – Not always. Depends on person, do they want leadership? Others see the opps when others have missed seeing it.Michael!
A2: yes and no. Those are helpful but it should also include #humility, #passion, #dedication. #tchat the humanistic componentMegan Rene Burkett
A2 Good leaders also have strong emotional intelligence, which can be shaped by experiences, interactions and outcomes. #TchatCyndy Trivella
A2: Yes – leadership comes from organic growth of knwldge, soft skills. Dsn’t become mgr just as natural progression of current role. #tchatEmilie Mecklenborg
A2: If you ask good questions & solve problems strategy & tactic are less necessary. Come in time. Soft skills are always #1 for me. #tchatLara Zuehlke
A2) Leadership comes whenever its needed. Someone needs to step up or nothing gets done. Hasn’t changed since beginning of time. #tchatTom Spiglanin
A2: Not necessarily, depends on the type of leadership. #TChatRobert Rojo
A2 leadership is more about context #TChatBill Boorman
A2 Yes & No. It depends on the person. Some ppl see opportunities where other ppl don’t. #TchatCyndy Trivella
A2 Many comps offer “fast track” program to new grads that provides mngmnt training early in the new grad’s career,so advance faster. #TchatCyndy Trivella
Q3: Beyond the usual clichés and stereotypes, why is it so hard for workforce veterans to be led by younger managers? #TChatMark Babbitt
A3 In a true team culture, informal/distributed leadership works. #tchatMark Salke
A3: We need get the job done!!. For some, age means outdated and experience can be negative. New, fast, done is important! #TChatJanis Stacy
#TChat – A3 I have had younger than me managers & learned a ton from their perspective. Loved the fresh outlook.Michael!
A3: lack of support and interaction collectively #TChatNissrine Ghannoum
A3: #tchat Younger gen needs to empathize with the veterans feeling threatened. But the veterans need to remember being a young prof too!Rebecca Jo Luke
A3: leadership seems to be 1 of the larger issues in the “skills shortage”. we need all generations to step up in most co’s #tchatGeorge LaRocque
A3: Successful leaders realize that each generation learns differently and taps into each generations strengths. Creates unity, team. #tchatEmilie Mecklenborg
A3 The bottom line is you have to create a culture of #Meritocracy – regardless of age or experience #tchatRobert Moore
A3: Ego, Ego, Ego #TChatSean Charles
A3: Very important that respect goes both ways. <-> Younger managers can learn something from seasoned workers, too. Learn together. #tchatEmilie Mecklenborg
A3: Knowing yourself is critical to know & #lead others. Self-awareness, growth, and authenticity are ageless. #TchatLara Zuehlke
A3. Ego for the older is a sign of earned title/insecurity where for the younger its a sign of entitlement/ambition. #tchatSalima Nathoo
A3: Older workers may view younger workers’ leadership style differences as incompetence #tchatLaTonya Wilkins
A3 one side had to earn their stripes, the other was given theirs just for showing up (yes a bit simplistic); so why all the rancor? #tchatSteve
A3: Orgs who can create environment for diversity and communication values upfront will have an easier time w veterans & young folks. #TChatJulia Gabor
A3: It’s all approach. Some older people should have a problem working with culturally immature leaders #TChatSean Charles
A3 Younger workers tend to stray away from the safety net of what they know works & lean more on vision & make it work. #tchatBeverly Davis
A3: The young and the older need one another! Let work together to bridge gaps. #tchatTara Markus
A3: Experience used to go hand-in-hand with age. Not that way anymore and some have a hard time having an open mind. #tchatEmilie Mecklenborg
A3. It doesn’t have to be that way. With some time and effort on both sides it can be an awesome relationship@TalentCulture #TChat”Garret Meikle
A3: We were sold a bill of goods that the aged breed success, while the youngsters all get trophies. Gotta break ’em down. #tchatKevin W. Grossman
A3: I think so many firms still have the earn it mindset vs. the collaborative mindset. So it’s me vs. you mentality. #TchatLara Zuehlke
A3 Some comps R getting smarter & not looking at tenure & time-on-job. Who’s innovative; works smarter rather than harder, flexible? #TchatCyndy Trivella
A3: Everyone struggles to accept change sometimes. Working for someone younger could be one of those challenges #TChatSpark Hire
A3: There is something exciting about the young dynamic minds & mature ripened minds working together! #tchatTara Markus
A3 do you jump into a raging stream or do you survey the surroundings first? each side has its prefs but both sides are “right” #tchatSteve
A3) Raised on hard work and experience is what makes you climb that ladder, having someone with less experience lead you is daunting. #TChatTim McDonald
A3 Insecurity, esp if org culture encourages this; of losing job, not being the go-to anymore perhaps. Culture matters! #tchatClaire Crossley
A3: So hard for veterans to let their work be seen and viewed by a younger colleague w/out feeling threatened. #TChatJulia Gabor
A3 “Tradition” has it that mngmnt is a position you earn once you’ve paid a certain number of dues in your career. #TchatCyndy Trivella
A3: Great leaders create more opportunities for all. #TChatJanis Stacy
A3: In industries where moving fast is the key to success, like tech, it seems to be more common and accepted. #TChatPayScale Business
A3: Trust & Respect are hard for some people working with younger leaders #TChatSean Charles
A3: Great leaders have respect from their employees because they lead by example and will jump in the trenches w/ them. #tchatEmilie Mecklenborg
A3. Different views of opportunity: Veterans are about borrowed time. Younger generation is about borrowed authority. #tchatSalima Nathoo
A3 Comes down 2 this: communication. When 1 person doesn’t communicate in the way another understands, misunderstandings will ensue. #TchatCyndy Trivella
A3: It could be hard to see today’s jobs as actual skills. Social Media jobs don’t make sense to some members of older generations #TChatSimplicant
A3: Great Leaders don’t see age – they see maturity, wisdom and the courage to celebrate young ideas and people! #tchatTara Markus
A3 The answer may be in the question. Are younger managers managing or leading? There is a difference. #tchatJoe Sanchez
A3 #TChat Not always the older worker, maybe younger managers need 2 take some life lessons from their older workers, rework, move forward!Michael!
A3 #tchat Trust is a rare and precious thing that people give carefully. Developing confidence in a younger colleagues can feel riskyMichael Leiter
A3 Every(every)one suffers from pride and righteous indignation at some point. Question is do you CARE “who moved my cheese” #tchatKeith Punches
A3: it is the cultural mindset the older generation grew up with. It is what they have always known. Change is challenging #tchatMegan Rene Burkett
A3: Sometimes it is hard for #babyboomers to be led by #GenX or #GenY managers because of “old school” thoughts and views. #tchatEmilie Mecklenborg
A3. Older gen’s might see gen y as lacking exp but thats not always the case… sometimes they’re more evolved in other aspects #tchatAshley Lauren Perez
#TChat A3: New technology; new techniques; new rules; new jobs; new authorityAbby
A3: It isn’t harder if the younger leader has authenticity, integrity and actually has believable plans for growth. #TChatJanis Stacy
A3: upbringing that bosses need grey hair #TChatBill Boorman
A3. Sometimes veterans assume that new pros don’t understand the biz (whatever biz) I resist that and collaborate with new pros #TchatGuy Davis
A3: Lack of trust, doubt, fear of being reorganized out. #TChatAndrew Henck
A3, Speaking as an “old white guy” It somehow seems outside the natural order of things #TchatDave Ryan, SPHR
A3 both parties lacking a solid understanding of generational differences and how to appeal to each other #tchatShawn LaCroix
A3. I think its hard to accept change- in other gens you worked hard and put in your time and waited to move up. now its different #tchatAshley Lauren Perez
Q4: What can orgs do better to assess & execute cultural fit… as well as employee & leadership development? #TChatMark Babbitt
A4: I’ve met some really smart people who are smart about getting stuff done. But dumb about #leading people. #Justsaying #TchatLara Zuehlke
A4: My last interviewed, they really believe I have the talent, culture et all, but concerned I’ve become obsolete. Age.. #TChatJanis Stacy
A4: giving every employee access to knowledge, and resources that can potentially be exchanged #TChatNissrine Ghannoum
A4: Who’s got a trendier word for Leader? Feels a bit dated! #TChatSean Charles
A4: Spotting a leader is when you look at the person not their birth certificate #tchatJen Olney
#tchat A4: #socialtech will make culture easier, added transparency, collaboration and cross functional aptitude, builds interconnected orgsFormation
A4: Great leaders can get their team to put their differences aside to work towards a common goal. Reward goals met, deadlines beat. #tchatEmilie Mecklenborg
A4: People and Positive communication come first! #tchatTara Markus
A4: Lateral #leadership helps to break down the emotional barriers that stunt progress. #tchatBrent Skinner
A4 find ways to reward collaboration..up and down the chain. #tchatKeith Punches
A4: Give all your employees a leadership responsibility & see who shines with passion #TChatSean Charles
A4: Focus on accomplishments and acts of innovation & greatness, not so much on yrs of exp or age. #tchatEmilie Mecklenborg
A4. Engage from the core…not top down or bottom up. The dots need to be connected with 360 peripheral vision. #tchatSalima Nathoo
A4: Stop trying to be everything to everybody. Realize not e’one is going to fit in your culture even if they have the experience. #TchatLara Zuehlke
A4 If orgs want to assess fit & development, become a learning culture, supporting ppl working & learning in various ways #tchatClaire Crossley
A4: The culture of a company all comes down to how the employees are treated. #TChatSpark Hire
#TChat A4 – New Economic Culture = more collaboration, lot less micro-managing. generations working together & solving issues.Michael!
A4: Listen & Learn – stretch out & shape new ideas – build relationship & trust. Lead with truth & best of intentions. #tchatTara Markus
A4: Define “Cultural Fit” upfront and understand it is the first step I think. #TChatJanis Stacy
A4: Don’t emphasize the variety of generations in your workforce, focus on the talent. #tchatEmilie Mecklenborg
A4. Make your culture transparent. Flaunt it. Candidates will apply if it matches their values #tchatAshley Lauren Perez
A4: Orgs need to spend time to define their values and understand what contributes to culture. only then can they discern who fits #tchatGeorge LaRocque
A4: Communication. It always comes back to the basics. Management listens to employees and vice versa. #TChatSimplicant
#TChat A4 – I think with the economy changing the workforce, culture is being redefined, even as we speak.Michael!
A4: Increase managers’ understanding of generational characteristics+the impact of their own management practices on these groups. #tchatInside Jobs
#TChat A4: Create an environment where different workers and skills work together and learn together. Otherwise there’s always divisionAbby
A4: Trust your gut. Too many times we rely on BS metrics & fail to listen to our intuition & fail to watch things like body language. #TchatLara Zuehlke
A4: Recognize generations learn differently & are motivated by different things. What works for #babyboomers wn’t work for #GenX, etc #tchatEmilie Mecklenborg
A4. set up networking events for candidates to meet-greet-learn. it’s like a job fair but SOOOOOO much better #tchatAshley Lauren Perez
#TChat A4 – Asking candidates what they want in a company culture, how will they help get the org there? What do they bring to the table?Michael!
A4 I really dont think culture fit is going to mean the same thing in the new world of work #TChatBill Boorman
A4: Need to take full advantage of the knowledge of their experienced workers+rethink paradigms about what work is+how it gets done. #tchatInside Jobs
A4. Only on-board those who fit the culture #TchatDave Ryan, SPHR
A4 how about listen and learn vs following the status quo???? #TchatRebel Brown
Q5: Can technologies help facilitate the older employee/younger manager dynamic… and how? #TChatMark Babbitt
A5: That’s assuming tech’s a barrier! Part of taking time to understand employees is finding HOW to best connect—ask & experiment. #tchatShawna Kelly
A5 you don’t have to lose your edge to old age. Technology is the great equalizer. A yearn to learn is cancer to ignorance. #tchatKeith Punches
A5: Regardless of technology, u should know manual methold for a task. What if power goes out? Learn the basics, appreciate the tech. #tchatEmilie Mecklenborg
A5: #tchat Technology is a tool to enhance relationships. Make sure you do the work to start the relationship off on the right foot.Rebecca Jo Luke
A5: Tech is a great connector. Still comes down to integrity of the interaction, intention of the communication & mutual openness #tchatLara Zuehlke
A5: Anything that gets people talking and recognising each other helps integration #TChatBill Boorman
I think: Knowledge knows no age, only limit is the WANT to get the education at any age! #TChat A5Michael!
A5:Tech provides opportunity 4 experiential moments & productivity btwn any staff. Leaders must set the groundwork for it to happen. #TChatJulia Gabor
A5: #Tech engages all who are willing and interested #tchatKathy Herndon, GPHR
A5: technologies inspire connectivity and community- fueling leadership. Provide tech for open internal dialogue #tchatMegan Rene Burkett
A5: Tech bridges the gap in generation – both young and old are still learning how to adapt to the changing environment #tchatJen Olney
#Tchat A5 Tech has allowed older workers to be active for more years, the young talent helps them stay relevant & this includes leadership.ALEX BOTTOM
A5: I have #GenX friends who don’t have a FB profile, while I also know #Babyboomers who are tech savvy. Age knows no boundaries. #tchatEmilie Mecklenborg
A5 I’m not quite sold that tech is age issue; I know some fine tech peeps, from 3 yrs old (no kidding) to 90yrs. Comfort? #tchatClaire Crossley
A5: Yes, technology brings increased engagement opportunities which builds trust & rapport #TChatSean Charles
A5: Technology erases physical age. Know the technology or become history! #TChatJanis Stacy
#TChat A5: Absolutely. Look at what how we’re communicating right nowAbby
A5 yes, but if done correctly, no differently than enabling other human interactions. It’s an issue of leadership, culture, adoption #TChatBrian Rensing
A5: With workplace technology advances, older/younger employees’ experience & knwldge can compliment ea other. #tchatEmilie Mecklenborg
A5 a time machine seems like it would help out generational understanding. #tchat #billandtedsexcellentadventureShawn LaCroix
A5. each gen needs to embrace it– if used well, it can increase communication and build/maintain relationships #tchatAshley Lauren Perez
A5 Technology is native to younger, a learning curve to older #tchat Young-dont be arrogant, Old-dont be defensiveRobert Moore
#TChat A5::: absolutely, enough said.Formation
A5: Technology bridges a divide that often keeps barriers of position/title based on age/experience. #TChatAndrew Henck
A5 – #TChat – as Tech becomes more “social” older using it, younger get it and are teaching others to use in day to day.Michael!
Attention, #TChat! See #HRTechChat Fri 9/28 @ 2pmET/11amPT -> #HRTech & the Free Agent #Workforce: http://ht.ly/e1iVpBrent Skinner
#HRTechChat: They Used to Pick Up the Telephone for That | Talent Management TechThere’s a technology for that. It’s called the telephone. They should pick it up and call their staff. That’s rich. #HRTechChat Lead Co-h…
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-09-28 09:01:292020-05-22 14:47:52A Legacy of Leadership & Learning: #TChat Recap
At TalentCulture World of Work we love all things culture and all things social, talent, leadership and learning. Imagine my excitement when the notion popped up to combine all three ideas: social, learning, and culture. The trifecta. Talent. Culture. Social Learning. Very cool. It’s nirvana for the geeky side of me.
I’ve been digging in on the #TChat social channel lately about social media – how it’s changing businesses and changing people’s relationships to jobs, family, and friends. It’s also changing the relationship between leaders and employees.
It’s no longer sufficient for leaders to tell employees what to do – now they need to provide context, both business and social. The trick is learning how to infuse social into your culture, and into how you train and teach employees – not just to perform jobs or tasks, but how to think in a way that benefits themselves, clients and the business.
Fast-forward to this week’s #TChat topic: how to build learning cultures for the workplace and social community, relying on social tools and concepts. This week’s questions should stir healthy debate:
Q1 What are the top attributes of a learning culture?
Q2 How can leaders teach employees to learn how to learn?
Q3 How can an organization leverage informal social learning opportunities?
Q4 Why do learning cultures create competitive advantage?
Q5 How do you know whether or not an organization’s culture is conducive to learning?
Social people interested in culture and learning, UNITE. Join us Wednesday night, September 12 th from 7-8 pm ET (4-5 pm PT) to question the value of formal learning, explore the limits of informal learning, and plumb the depths of social learning. Bring your culture-vulture point of view, because learning doesn’t happen in a void – it happens in a learning culture.
We’ll discuss learning – formal, informal and social learning – and provide recommendations for leaders and HR practitioners trying to chart the best path for their organizations and communities. No blue book required – just a Twitter handle and some ideas. We look forward to chatting!
A dear friend of our community and social learner and teacher Joe Sanchez @sanchezjb will be our guest moderator this week. Here’s his timely blog post:
We’re happy and honored to have Joe leading the #TChat tweets on Wednesday from 7-8pm ET (6-7pm CT, 4-5pm PT, or wherever you are), to talk shop with us.
Social Learning IS The heart and Soul of the TalentCulture Community!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-09-11 10:50:062020-05-22 14:46:39A Lifetime of Social Learning Culture: #TChat Preview
If it wasn’t for those pesky, messy, meddling humans, the world of work would actually work flawlessly. We’d work together happily and collaboratively, without deceit, harassment or discrimination. We’d all be accountable and personally responsible and have each other’s backs, we’d have reciprocal respect with our leaders, and reality TV would not be a reality.
We can dream, can’t we?
Consider this: More than 40 companies paid out more than $60 million in settlements or unfavorable court judgments after the EEOC brought systemic discrimination cases in 2011. But there are those who say this kind of law enforcement hampers business growth with burdensome regulations and policies.
Right. And lest we forget the true reality TV of a group of really smart people who wiped billions of financial assets off the face of the earth only a few years ago. My point is that accountability isn’t baked into our DNA, but basic survival is, and unfortunately we’ll do everything we can to fire the pleasure centers in our brains. Screw the pain, baby. Nobody wants that. This is why so much neuroscience research of late shows us why good people make really crappy decisions.
Like hitting on your new employee because she’s been so friendly to you and it feels good to do it. Or leaving racist notes in your co-worker’s locker because you feel he’s been getting preferential treatment, and it feels good to do it.
This is why we have formal onboarding processes in business. This is why we assess and why we screen backgrounds. This is why we throw the employee handbook at employees. This is why we have rules and regulations. This is why we have social media policies. This is why we have sexual harassment and discrimination seminars and workshops and acknowledgement forms to sign off on (and that really don’t help anyway, but it feels good to do it).
I really wish it didn’t have to be this way, that we could onboard employees in companies big and small more freely and effectively, applying agile development techniques, buddy and mentor programs, business cross-training and immediate immersion into the workplace culture that promotes connection, communication, collaboration and business success.
It’s too bad, because it feels so good to do all of the above. And no amount of technology efficiencies make the bad behavior any better (and sometimes not even the good). Thankfully there are those business leaders, HR and recruiting practitioners, and individual contributors who work tirelessly every day to make the bad better.
Amen for those pesky, messy, meddling humans who make it better at work from day one.
Did anyone miss the preview of yesterday’s #TChat? Click on that link. And thank you, Dr. Marla Gottschalk (@MRGottschalk / The Office Blend), for your splendid guest moderation. The tweets came fast and furiously. Below is a slide show of them. We’ll see you all next week.
#TChat INSIGHTS: The Painful Formalities of Informal Onboarding
Storified by TalentCulture · Wed, Aug 22 2012 21:07:01
RT @SocialMediaSean: Favorite tweet of the week by @DaveTheHRCzar: Shopping Sam’s Club thinking of u http://twitpic.com/al1pcx #Bam #TChatDave Ryan, SPHR
Q1: Data shows that informal learning is the best way to know, so why do we throw the “employee handbook” at folks? #tchatMarla Gottschalk PhD
A1: CYA, handbooks seem to be an easy way for companies to cover themselves. #tchatJen Olney
A1: ‘Because that’s the way we’ve always done it.’ – AKA worst reason ever. #tchatRob McGahen
A1: A navigable format is extremely useful. Some think that people read everything that is sent electronically.#tchatCatherine Chambers
I find biz saying “we are social” yet if U don’t adhere to the strict rules U R out= dont understand social biz :-) A1 #tchatCASUDI
A1: handbooks are the ole standby, comp culture isn’t easily defined. #tchatPlatinum Resource
A1. Org’s need to develop a new on-boarding process to engage employees straight out of the gate. Sets good first impressions. #tchatCdna_OrgDev
A1 Most HB are now online so they can be changed without killing trees. #TChatMary E. Wright
A1. Make it fun, visually appealing, and engaging. Otherwise, your message will be lost bc your employees zoned out. #tchatAshley Lauren Perez
A1: An infographic of the onboarding process would be very cool and fresh. Helps create nice visual aid for reference. #tchatFord Careers
A1: An infographic of the onboarding process would be very cool and fresh. Helps create nice visual aid for reference. #tchatEmilie Mecklenborg
A1 – Trial by fire and hands on learning is always the best approach. We learn when we get our hands dirty and make mistakes. #tchatRutterNetworkingTech
A1: Why do we still have books, period? I jest, but the Siren’s song of formality blunts much employee engagement. #TChatBrent Skinner
A1. Employees need to speak with their boss and mentor before they start. Different philosophy #tchatTerri Klass
A1 Someone wrote me about a 600 page handbook. Really? #tchatMarla Gottschalk PhD
A1: they get really interesting when Contractor and FTE manuals get blended #tchatKeith Punches
A1. The onboarding process has to begin way before the first day. #tchatTerri Klass
A1: Lack resources. Handbook should act as just a guide for a proper onboarding employee development program #TChatSean Charles
A1 The culture of the organization should be reflected in all onboarding materials. Missed opportunities… #tchatMarla Gottschalk PhD
A1 A Handbook is an attempt to proactively create a record of what we hope was done in a particular instance. #TChatMary E. Wright
A1: Information is often times outdated if not maintained, informal helps fill in the gaps from updates and revisions. #tchatFord Careers
A1: Information is often times outdated if not maintained, informal helps fill in the gaps from updates and revisions. #tchatEmilie Mecklenborg
A1 How many of your companies have the “handbook” in searchable on-line form? #tchatSteve Woodruff
A1: Good for establishing a foundation but are often subjective & has generalities that informal discussion helps interpret #tchatFord Careers
A1: Good for establishing a foundation but are often subjective & has generalities that informal discussion helps interpret #tchatEmilie Mecklenborg
@RemoteEmploy I agree with that A1 #tchat. We do have to CYA but balance is important as well.Lori King
A1 Consistency. Consistency in application of expectations, benefits and discipline. #TChatMary E. Wright
A1 Valve took a different view of the standard employee handbook! Amazing… #tchatMarla Gottschalk PhD
A1: An employee handbook should be available in an MP3 format and used in conjunction with other learning & communication tools.#tchatCatherine Chambers
A1. I think the employee handbook should be given to the new hires before they start to get basics out of the way. #tchatTerri Klass
A1: It’s larger companies that struggle with agile employee development, but it feels like a renaissance is coming… #tchatKevin W. Grossman
A1 My personal biggest gripe with HR handbook is that it does not account for level of employee Nor their functional job or Team #tchatObjectiveli
A1. EE’s can get the handbook to “cover our arses” to read on their own time. Onboarding can be completely different. #TChatSabrina Baker
A1: Standardization of knowledge. That’s important for building a company culture #tchatYouTern
A1: To put all the employees on the same page #TChatNissrine Ghannoum
A1: CYA, handbooks seem to be an easy way for companies to cover themselves. #tchatJen Olney
A1: Blended learning is best. Formal & informal, static text & visual content.Consult with learning practitioners to get results #tchatCatherine Chambers
A1 Employee handbooks are for liability mostly and probably laziness… #TChatMelissa Lamson
A1 don’t throw book at ’em. Highlight great things about org n how they can navigate.leave the Manual for themTo read n acknowledge #tchatJohn Hudson
A1: Make the #employee handbook FUN at least – Where’s the creativity in the C-Suite? So key….. #TChatMeghan M. Biro
A1: During their “informal training” employees may be exposed to a lot of “its how its always been done” talk – this helps fix that #TChatBarb Buckner
#Tchat A1 Sometimes companies fall back on handbook as the onboarding tool, when in actuality; it’s simply a reference tool.Cyndy Trivella
A1: We expect everyone do their own work. And they should… BUTttttt, they don’t #tchatRayanne
A1: it’s strictly a cover their legal asses (oops! can I say that) but not eff. at all for onboarding – in case something goes wrong #tchatRichard S Pearson
A1 I think structure and data is necessary, informal is key for getting Tacit Knowledge, no handbook has that #tchatObjectiveli
A1: In entrepreneurial companies, the handbook isn’t throw at new employees; new projects are. Better experience! #TChatJon M
A1. It’s easier and faster. The “I’m too busy” excuse certainly plays in onboarding. Plus, who wants to build relationships:) #TChatSabrina Baker
A1: Using the employee handbook as a standalone strategy is fairly common in orgs that do not value people or learning.#tchatCatherine Chambers
A1: to cover our butts! #tchat I think most of the time it’s a formalityCatie Maillard
A1: Some employers still have not grasped the power of social media and its immediacy to interact with employees. #tchatRobert Rojo
A1. We aren’t prepared to offer an alternative process and worried about policies. #tchatTerri Klass
A1 Quicker/easier to just give out handbook? (& old habits die hard) #tchat #workplace #HRGood Business
A1. Employee handbooks are like grilled cheese. Comfort food of the onboarding process. #tchatJocelyn Aucoin
#Tchat A1 The handbook must contain pertinent information on company “Do’s & Don’ts” It should not be distributed as “here read this.” #failCyndy Trivella
A1: For all the company’s policy and regulatory reads that are required. #tchatMelissa Bowden
A1: to cover legal “booty” as long as it’s in writing, shoved at them, can’t be held l
iable. yawn. missed opportunity for engagement #tchatPlatinum Resource
A1: Employee Handbooks help give a consistent message which supports the informal delivery. #tchatFord Careers
A1: Employee Handbooks help give a consistent message which supports the informal delivery. #tchatEmilie Mecklenborg
A1: Employees still need to know guidelines and limits…informal training comes from the job itself – that’s more policy #TChatBarb Buckner
A1: I let them review/sign off on the handbook on their own time. To mitigate some legal risks, I do touch on a few key policies #tchatJoshua Barger
#Tchat A1 Lots of available data 2 support generational differences 4 how ppl prefer 2 receive instructions i.e., technology vs. classroom.Cyndy Trivella
@MRGottschalk A1: in some industries: Compliance. Must show that xyz info has been “imparted” #tchatSteve Woodruff
A1: It is a necessity to cover some policies/procedures if it is possible that failing to abide by them could disrupt the work flow #tchatBright.com
A1: To mitigate the risk of an employee saying they weren’t told some random policy or rule, since they were given the handbook #TChatJess ‘Babs’ Bahr
A1 Lawyers #TchatDave Ryan, SPHR
A1: Too much of a CYA culture, that’s why we default to handbooks instead of relying on common sense #TChatAlex Raymond
#Tchat A1 Sometimes companies don’t take employee preferences into consideration for how individuals prefer training and learning opptys.Cyndy Trivella
A1. Probably so HR feels that they covered their bases by “letting employees know the no-nos” on policies/procedures #tchatAshley Lauren Perez
A1: Because “that’s the way we’ve always done it…” And we are lazy… #tchatRayanne
Q2: How do we embed the behind-the-scenes, impromptu workplace cultural experiences into the onboarding process? #tchatMarla Gottschalk PhD
Awesome. For sure. Let’s expand on @swoodruff: A2: Storytelling is one great avenue #tchatMeghan M. Biro
A2 A co’s “About Us” website link should also provide the co’s history & its *lineage* communicated via rich multimedia. #TchatJoe Sanchez
A2: Got me! There’s always downtime during on-boarding, people need a break & well-thought out reading material can fill a void. #tchatSteve Sisko
VERY Geeky #Culture +1 @jobhunt411: A2 how about QR codes that take you to video snippets, Q&A, etc.? Geeky I know.. #TChatculture_jammer
A2. Preboard them; assign a motivated sponsor from the time they hear “you are hired.” The sponsor interacts and answers questions. #TChatClark Wells
A2 Taught cooking class, ran video of bag of flour dropped & exploding on me. Laugh at self-expose mistakes-humanity shows culture. #TChatMary E. Wright
MT @prgwest A2 group lunches..are a great way to show culture & easy to include newbies #tchat < The power of "breaking bread!"Joe Sanchez
A2: Handbooks should be tailored to each business & Culture. One size doesn’t fit all #tchatNissrine Ghannoum
A2 Interview current employees on a video about job satisfaction and culture. #TChatMary E. Wright
A2: Zen approach may be in order. Identify where impromptu moments take place & make room for them; don’t formalize. #TChatBrent Skinner
A2: Try to stuff them with history and perspective (from top and bottom staff) of last 12-18 months (unless that’s a bad idea) #tchatSteve Sisko
A2: group lunches, traditions are a great way to show culture and easy to include newbies (who’ll think work is a pretty cool place) #tchatPlatinum Resource
BOOM @gingerconsult @JessaBahr: A2 Embed them with different folks from different departments and functions #TChatTalentCulture
A2: Show them where to find things on the intranet that are the FAQs and “how to’s” for the company. #tchatFord Careers
A2: Show them where to find things on the intranet that are the FAQs and “how to’s” for the company. #tchatEmilie Mecklenborg
A2. Depending on your hiring process, they may already have a good idea of culture. #TChatSabrina Baker
A2 Embed them with different folks from different departments and functions #TChatJess ‘Babs’ Bahr
A2: By just getting out there and talking with those in the know, and learning firsthand. #tchatRob McGahen
A2: New employees are nervous enough on their first day – set the right tone by introducing them & letting them mingle to learn #TChatBarb Buckner
A2: One way we want to improve onboarding is letting employees exchange workplace tips (ie, best cafe nearby) before they come on. #tchatTeamalaya
A2 Onboarding also important as your ees move through the organization – critical. This does impact performance. #tchatMarla Gottschalk PhD
A2 – get them out to lunch w/ rest of staff to make them feel part of the org. to informally meet the others #tchatRichard S Pearson
A2: Seems stodgy but give a slew of “CEO Letters to staff,” Award Announcements, & other ‘info material’ ready to read on downtime. #tchatSteve Sisko
VERY Geeky #Culture +1 @jobhunt411: A2 how about QR codes that take you to video snippets, Q&A, etc.? Geeky I know.. #TChatMeghan M. Biro
A2: Start off right with introducing them to the group. Make sure they have the tools needed to start, ie. logins, PC, laptop, etc. #tchatFord Careers
A2: Start off right with introducing them to the group. Make sure they have the tools needed to start, ie. logins, PC, laptop, etc. #tchatEmilie Mecklenborg
MRT @CyndyTrivella: A2 Communication is at the heart of every GR8 onboarding program. Unfortunately, many dont have GR8 com skills. #TChatBarb Buckner
A2 how about QR codes that take you to video snippets, Q&A, etc.? Geeky I know.. #tchatKeith Punches
A2: First impressions are lasting ones…and they actually have monetary value! #tchatEarly Careerists
#Tchat A2 Communication is at the heart of every GR8 onboarding program. Unfortunately, many ppl don’t have GR8 communication skills.Cyndy Trivella
A2 culture can’t be covered in a day. Don’t try to push that or accomplish that. They will get a good sense when back w/ their team #tchatJohn Hudson
Yes-Stay HUMAN @viralheat Why? @TerriKlass: A2. Worst thing is for new hire to not connect with the boss in the first day. #TChatMeghan M. Biro
A2: I’ve also heard that at Nordstrom, the employee handbook is 75 words. It fits on a 8 by 5 inch card. #tchatCatherine Chambers
A2 How about a 2 or 3 minute video of snaps from events, presentations, meetings? #TChatMary E. Wright
A2: For new employees could be done during initial orientation/ in-processing for existing employees during annual briefings. #tchatRobert Rojo
A2 I am still struggling to figure out how to embed a new employee in anything? #TchatDave Ryan, SPHR
A2: Onboarding doesn’t stop after the presentation, it’s how you introduce them to the co., give them the tour, & show how they fit #tchatJoshua Barger
A2: to provide a buddy or mentor that the new employee can engage with. #tchatMelissa Bowden
A2: Onboarding sets the tone for the candidate’s experience – part of their first impression. Great opp to show company culture. #tchatFord Careers
A2: Onboarding sets the tone for the candidate’s experience – part of their first impression. Great opp to show company culture. #tchatEmilie Mecklenborg
A2: Embed with team members. We had new emps sit down w/key members for 1on1 meetings on day one for download of info #tchatJen Olney
#Tchat A2 Providing new employee with access to various corporate communication vehicles is essential for pr
oper integration.Cyndy Trivella
A2 How about setting up a special chat on Twitter for all the folks in the new person’s department? #TChatMary E. Wright
A2. Worst thing is for new hire to not connect with the boss in the first day. #tchatTerri Klass
A2. Employee talking about positive experiences can be a subtle way to display good culture. #tchatCdna_OrgDev
A2: At Southwest airlines, management staff perform humorous orientation skits. A positive mood will enhance learning & retention #tchatCatherine Chambers
A2 We should get rid of or make the behind-the-scenes culture transparent, the clients who’ve done that have really succeeded #TChatMelissa Lamson
A2 – Like DrJ says you’ve got to involve humans – start a mentoring process. Assign a “buddy” to walk with them thru the onboarding #tchatRichard S Pearson
A2 The “social” or any culture should be part of the CO DNA & deffinitely reflected +++ in the “onboarding” process #tchatCASUDI
A2: make sure ppl understand the culture, get outside & internal feedback. find a way to make it actionable for all to participate #tchatPlatinum Resource
A2: Company’s social media can help describe the onboarding process and make it more interactive, ie. Yammer, etc. #tchatFord Careers
A2: Company’s social media can help describe the onboarding process and make it more interactive, ie. Yammer, etc. #tchatEmilie Mecklenborg
A2. Create behind-the-scenes, impromptu workplace setting. #tchatSheree Van Vreede
A2: through informal initiation rituals-welcome breakfast, new employee project (blog post, video, or other creation) etc. #tchatCatie Maillard
A2. Allow your new employees to meet current employees that seem to OOZE conviction of their love of the company. #tchatAshley Lauren Perez
A2 Assign a transitional culture “mentor”. Helps with info about company language, politics, etc. #tchatMarla Gottschalk PhD
#Tchat A2 Hiring mgr. should host a lunch or b’fast for new person so new employee has chance to meet team members and ask questions.Cyndy Trivella
Absolutely! Tell us more Steve > @swoodruff: A2: Storytelling is one great avenue #TChatMeghan M. Biro
A2: Social Video #TChatSean Charles
A2 There is no way to standardize knowledge across say engineering/ R&D and supply chain or accounting #tchatObjectiveli
A2: need to make the whole process more FUN! #TChat why do we have a party when someone leaves, but not when they join?Alex Raymond
A2: Get the new employee integrated into their dept right off the bat…don’t keep them singled out til you go thru the steps #TChatBarb Buckner
A2 every new employee should have a mentor to engage them into culture and company traditions #tchatErin Nemeth
A2: There is only so much BTS culture info you can cover during the formal portion – the tone/voice & the topics discussed can help #tchatBright.com
A2: Storytelling is one great avenue #tchatSteve Woodruff
#Tchat A2 As new employees R brought in, it’s important to expose them to many ppl in first few days so they can begin connecting the dots.Cyndy Trivella
A2 I think thats why Social Media, cannot completely work – as most of it is at the level of teams #tchatObjectiveli
A2 Tacit Knowledge = Teams and Smaller Groups, and not the company/ brand #tchatObjectiveli
Q3: Who’s responsible for cultural acclimation, training & retention at & beyond formal & informal onboarding & why? #tchatMarla Gottschalk PhD
A3: Is it not the entire #leaderships’ responsibility and the company teams’: culture is omnipresent. #tchatLori King
A3: As I always stress with #candidateexperience, be sure internal culture is what you are depicting. No bait/switch with onboarding #tchatSabrina Baker
This!! -> MRT @EmilieMeck: A3: Worst thing you can do: come out w/ bells &whistles &then drop off &leave them feeling abandoned #TChatBarb Buckner
A3. The supervisor is closest to the new employee and can make the biggest impact. #TChatClark Wells
A3: Worst thing you can do is initially come out with bells and whistles and then drop off and leave them feeling abandoned #tchatFord Careers
A3: Worst thing you can do is initially come out with bells and whistles and then drop off and leave them feeling abandoned #tchatEmilie Mecklenborg
A3: leaders take the lead, but not always. it can be other mentors who make a difference. Don’t dismiss your impact on others #tchatPlatinum Resource
A3: This is where having passionate and trained employee brand ambassadors come in handy. #TChatSean Charles
A3: Everyone. We all make our workplace a better or worse place to be. #tchatRob McGahen
A3: Well, depends on the company size and structure, but management (that should include #HR), supervisors, peers, mentors… #tchatKevin W. Grossman
@BrentSkinner has a point – A3: employees need to take ownership as well if they wish to grow with the co or promote #TChatBarb Buckner
A3 it is not HR’s job. It is the job of manager & employee? We are not their parents! #tchatInsight72
A3. Ultimately it’s the individual who chooses to adapt their behavior or not. Sometimes you don’t want them to adopt the culture. #tchatDr. John Grinnell
A3: Managers should ensure that staff have access to resources. A personal interest in learning will increase learning opportunities #tchatCatherine Chambers
A3: Anyone that wants to ensure the employee is successful. #tchatSalary School
A3: Onboarding should be equally beneficial to all those involved – not just the new hire – so I say mix it up with all levels. #tchatSteve Sisko
A3: It is leaders who set a tone. #tchatEarly Careerists
A3 Everyone wld b best answer but not realistic. Mentor takes lead. Shld be appointed responsibility. #TChatMary E. Wright
Yep! MT @TerriKlass: A3. There needs to be ownership by everyone to welcome a newbie – formally and informally. Not just #HR. #tchatJocelyn Aucoin
A3. Leaders. #TchatJoe Sanchez
#tchat A3: Since culture is important to all companies, we believe that it is a year round investment to maintain culture.Teamalaya
“@AshLaurenPerez: A3. Everyone. We all play a major part in the company’s culture. #tchat” spot onSasha Taylor
A3 my best exp w onboarding was meet w HR then 1:1 with leaders of each department. Learned a lot. Networked. Not an unknown body #tchatErin Nemeth
A3: Everyone. Because we all have to strive to make the workplace better. #tchatRob McGahen
A3 – In general, it’s the responsibility of those in “charge”, the leaders of the company should always pave the way! #tchatRutterNetworkingTech
A3: It’s a team effort that requires each member to play their role to ensure the onboard is smooth #tchatJen Olney
A3 This heads towards “Talent Communities” yes? All are responsible #tchatKeith Punches
A3 And there should be another onboarding training for experienced hires (managers) #tchatObjectiveli
A3. There needs to be an ownership by everyone to welcome a newbie both formally and informally. Not just HR. #tchatTerri Klass
A3 it ha to be both the line manager & the individual. 50/50% accountability. We don’t employ children? #tchatInsight72
A3: In a culture of learning vs. a culture of training – we are all responsible. Self Mastery is the foundation of a learning org. #tchatCatherine Chambers
A3: Best onboarding is when New Hire can sit w/ someone from each team – gets great understanding of entire process & their role #tchatFord Careers
A3: Best onboarding is when New Hire can sit w/ someone from each team – gets great understanding of entire process &
their role #tchatEmilie Mecklenborg
#tchat A3: We believe that organizations should invest in these, as it saves money long term. (That’s why we built the platform!)Teamalaya
A3: The “responsibility” goes to the manager. Others are important, but there has to be a steering wheel to keep it on track. #TChatTom Bolt
A3 Team leaders should have a role in this – schedule lunches – help them establish networks. #tchatMarla Gottschalk PhD
A3 Onboarding should be part of the level1 training of all managers. #tchatObjectiveli
A3: Devil’s advocate: When does it become just as much the employee’s responsibility? #TChatBrent Skinner
A3: formally = managers, informally = co-workers. It’s a team effort, and family environment. Help each other, don’t just compete #tchatPlatinum Resource
A3: Starts with HR as a base point for the new employee but batton gets passed to their manager to keep up with it as well #TChatBarb Buckner
A3 Everyone has some part in it #TChatJess ‘Babs’ Bahr
A3: The best onboarding I’ve ever participated in involved a little bit of everyone. Started with #HR and moved on from there #TChatSabrina Baker
A3. In a perfect world *Everybody* Culture is a team sport. #TChatSean Charles
A3. Don’t forget to empower new employees with their own onboarding process. Give them the tools to assimilate how the like. #tchatJocelyn Aucoin
A3: Leadership! It’s incumbent on leaders to bring new team members into the fold. #TChatEarly Careerists
A3: Everyone is responsible, it should be the culture of the agency. #tchatRobert Rojo
A3: first responsibility goes to that person’s boss, then colleagues, and other departments etc #tchatPlatinum Resource
#Tchat A3 It’s important for new employee to seek out answers, assistance and request what is needed. They should not expect to be babysat.Cyndy Trivella
A3: The manager should take point and be aware of how the new EE adjusts. I agree though, everyone plays a role in the process #tchatJoshua Barger
A3 HR for consistency in practices. Manager for accountability and performance ratings. All employees for culture engagmnt #tchatErin Nemeth
A3: Sometimes there is a department mentor or someone who the new hire will shadow for first few months. #tchatFord Careers
A3. HR+Departments+Boss+Mentors are all responsible. It takes a village. #tchatTerri Klass
A3. #HR mostly your on boarding buddy, and everyone else (in that order) #TchatDave Ryan, SPHR
A3: Truthfully? Everyone. All it takes is 1 bad experience to sour someone. #tchatBright.com
#Tchat A3 1st responsibility is on the hiring mgr., then everyone else in the company. Think “it takes a village.”Cyndy Trivella
A3. Everyone. We all play a major part in the company’s culture. #tchatAshley Lauren Perez
Q4: When does formal onboarding make the most sense & why? #tchatMarla Gottschalk PhD
“@ShimCode: A4: IMO, spending the 1st day being talked at by an HR drone & going through ‘enrollment crap’ is a total downer! #tchat” +1Sasha Taylor
A4: Mass hires 4 massive projects necessitate formal onboarding component – e.g., new restaurant hiring entire staff. #TChatBrent Skinner
A4: If fun, and aligned with the actual culture of the org (not just the training room) formal f-t-f onboarding can be great #tchatCatherine Chambers
A4: Blended learning works best. Formal onboarding can be engaging. Formal can = consistent message and positive initial experience. #tchatCatherine Chambers
A4. One thing to remember is not to skip onboarding even if things get busy. #tchatTerri Klass
A4: Candidate was hired for their great skills, they’re not incompetent – just new. Give them resources, provide guidance. #tchatEmilie Mecklenborg
A4 – Face to face may not always be necessary, but it should always be considered. Nothing beats face time! #tchatRutterNetworkingTech
A4: Formal to me means “On Purpose”. In that case all our processes should Formal #TChatSean Charles
Good strategy “@EmilieMeck: A4: Should be a mix of formal and informal onboarding. #tchat”Nissrine Ghannoum
A4 I appreciate access to human beings if I am learning a phone or computer system! #tchatMarla Gottschalk PhD
A4. Informal begins at time of hire and continues throughout. Never stop encouraging informal. #tchatTerri Klass
A4: Formal onboarding does not mean list of “thou shalt not” rules. Informational links to intranet can be instructive. #TChatTom Bolt
A4: Always to start. That way the expectations are always made known before bad habits can form. #tchatRob McGahen
A4: Formal should begin during their initial orientation/in-processing, that will set the tone and expectation. #tchatRobert Rojo
A4 Really does depend on the content – sometimes face to face contact is necessary to relay the information… #tchatMarla Gottschalk PhD
A4: IMO, spending the 1st day being talked at by an HR drone & going through ‘enrollment crap’ is a total downer! #tchatSteve Sisko
A4: Always at the start. The informal stuff comes as they learn the culture. #tchatRob McGahen
A4: Probably makes the most sense when there are large groups of new hires and it isn’t possible to give enough personal attention #tchatBright.com
A4 JUST before you start (FORMAL) ~ informal before that & during recruitment & informal once you start = a workable balance #tchatCASUDI
A4: Formal onboarding s/b occurring from the recruitment process until the end of the first year. Informally after that. #tchatSalary School
A4: Structure to on boarding makes what could be an overwhelming chaotic experience seem more orderly #TChatJess ‘Babs’ Bahr
A4 Define “formal onboarding.” #TchatJoe Sanchez
A4 Some key policies Sexual Harassment, Security, Patents, Communicating outside your group, talking to press etc #tchatObjectiveli
A4. Formal on boarding is best used to prevent internal politics reassigning wrong people to a unit undergoing transformation. #tchatDr. John Grinnell
A4: formal on boarding to get the basic rules, regulations etc down. #tchatPlatinum Resource
A4: Extremely structured & controlled environments where each EE must receive the exact same orientation / training. #tchatJoshua Barger
A4: Should be a mix of formal and informal onboarding. Formal gives it structure & consistency while informal gives it personality #tchatFord Careers
A4: Should be a mix of formal and informal onboarding. Formal gives it structure & consistency while informal gives it personality #tchatEmilie Mecklenborg
A4 – when it’s a very structured position, where the new peep could not know what is expected – a formal process is needed. #tchatRichard S Pearson
A4 Without manager buy-in, onboarding programs will fail. HR can create program, but onboarding is responsibility of hiring mgr. #TchatCyndy Trivella
A4: In highly regulated industries. Mandatory coverage of certain points are necessary, but does not have to be death by PowerPoint. #TChatTom Bolt
A4 Formal onboarding is first week of employment. Informal is everything before and after. Recruiting thru one year review #tchatErin Nemeth
A4: During “group” onboarding sessions – easier to get the info across in one swoop (ideally) #TChatBarb Buckner
#Tchat A4 For any onboarding to be successful, company must train management on process and provide all necessary tools and directions.Cyndy Trivella
A4: There should be a structure to orientation, when you are brand new to an org, you need to have a proper introduction 2the company #tchatJen Olney
A4. Formal onboarding is needed for technical information and company pol
icies that all newbies need. #tchatTerri Klass
#Tchat A4 Technically onboarding begins at the interview stage, but the “formal” begins at the acceptance of the offer.Cyndy Trivella
Q5 Culture simply can’t be automated. However, tech could facilitate “meet ups” and other face to face opps. #tchatMarla Gottschalk PhD
A5: Regardless of automated processes, there should always be an informal, human touch to onboarding. Engage the new hire. #tchatFord Careers
True :) @TalentCulture: YUP @mrgottschalk @RRojo619 @nicoleoch A5 Companies have to embrace the #hrtech. Good luck with that one. #tchatRobert Rojo
YUP @mrgottschalk @RRojo619 @nicoleoch A5 Companies have to embrace the #hrtech. Good luck with that one. #tchatTalentCulture
A5: *Some* #hrtech can facilitate communication thru new channel, but #hrtech plays small role @ best in #onboarding. #TChatBrent Skinner
Interesting** @ShimCode: A5: Unless you’re startup (even then,) recommend against developing deep friendships #tchat topic 4 future chat?Meghan M. Biro
“@ilovegarick: A5 Support a culture of #community building. Foster friendships in the work environment #tchat” +1Sasha Taylor
A5: Unless you’re in a startup (even then,) I’d recommend against developing deep friendships and a soul mate. #tchat topic 4 future chat?Steve Sisko
A5. “You’re hired” starts the preboard. Building informal relationship with sponsor. Onboarding continues the process with the team. #TChatClark Wells
A5: Someone, plz stop us from saying #socialmedia as the answer…again. I’m not sure if #hrtech *can* help “informalize” onboarding. #TChatBrent Skinner
A5. Food can be very helpful during the onboarding process. #tchatTerri Klass
A5: Use #HRTech for onboarding EE’s to introduce them to your internal social networks not just the office #TChatSean Charles
A5: Onboarding informal process could be video of employees of various titles and positions talking abt their experiences w/ company #tchatFord Careers
A5: Onboarding informal process could be video of employees of various titles and positions talking abt their experiences w/ company #tchatEmilie Mecklenborg
A5. HR tech needs to be part of the design for onboarding and collaborate with HR and departments and mentors. A “village” #tchatTerri Klass
A5: Videos that explain procedures & provide insight into org. culture They can be shared in advance & enhance face to face sessions #tchatCatherine Chambers
“@NickKellet: A5 Onboarding should be a celebration. A time to take time out & welcome new people. Time to make them feel valued. #tchat”Chris Gabaldon
A5: Until computers have better instincts than humans, we need to be in charge of the process. #tchatRob McGahen
A5: make connecting on #SoMe a game and comp bonding activity. Get ppl moving & really mtg actively, not passively #tchatPlatinum Resource
A5 technology should not replace human interaction. It’s used for compliance and signing bennies etc #tchatErin Nemeth
A5: Automation is great but sorry to say a lot of ppl still do not have access to it and/or don’t want to embrace it! #tchatRobert Rojo
+++1 “@ilovegarick: A5 Support a culture of #community building. Foster friendships in the work environment #tchat”MeeoMiia™
A5 Each employee associated w nu hire ASKS ~ how can we make your onboarding easier & more fun? what can we do 2 help? #tchatCASUDI
A5 Hire to Retire, ATS & Onboarding systems should be connected for flexbible, adaptable, ~relevant~ content / workflows #tchatKeith Punches
#Tchat A5 Technology is not a replacement for the human touch. It’s there to expedite processes, not hinder communication.Cyndy Trivella
A5: This is another need Teamalaya wants to fill. Formal OB is important, but informal gets your new hires comfortable. #tchatTeamalaya
BAM! @emiliemeck A5: Regardless of automated processes, there should always B an informal, human touch to onboarding. Engage new hire #tchatSean Charles
A5: Offer material on company discounts, fun info facts, etc. #tchatFord Careers
A5: Offer material on company discounts, fun info facts, etc. #tchatEmilie Mecklenborg
A5: Simplified web resources & a #SocMed mindset is great, but have a people component also. #tchatSalary School
A5. Try to have someone take the new employee to lunch (and buy) on their first day #TchatDave Ryan, SPHR
A5: informal onboarding using tech can include; VC; Social Media through private groups like Facebook, Jammer, etc #tchatMelissa Bowden
#Tchat A5 Technology should be used to make processes easier. If it doesn’t, it will only frustrate ppl. Often times it’s user error.Cyndy Trivella
A5: Something as basic as communication. Have the mgr interact with the new EE, bring them up to speed, etc., before they start #tchatBright.com
A5: promote connecting through good ole ice breakers! bingo ice breaker anyone? the prize is connecting through #SoMe #tchatPlatinum Resource
A5: Regardless of automated processes, there should always be an informal, human touch to onboarding. Engage the new hire. #tchatFord Careers
A5: Regardless of automated processes, there should always be an informal, human touch to onboarding. Engage the new hire. #tchatEmilie Mecklenborg
A5 Support a culture of #community building. Foster friendships in the work environment #tchatGarick Chan
A5: Reach technology way into the onboarding process and make it part of the pre-hire process #HRTech #TChatAlex Raymond
A5 Onboarding should be a celebration. A time to take time out & welcome new people. Time to make them feel valued. #tchatNick Kellet
Let’s STAY HUMAN +1 @CASUDI: A5 F2F a prirority #tchatMeghan M. Biro
A5 F2F a prirority #tchatCASUDI
@MRGottschalk A5 Companies have to embrace the #hrtech. Good luck with that one. #tchatNicole Och
#Tchat A5 Informal onboarding can begin as soon as interview process, so technology can be vehicle to convey communication to candidates.Cyndy Trivella
A5: amazing #onboarding, #social perf mgmt, #CRM, #chatter or similar internal social + rewards and recognition #tchatJohn T. Lawrence
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-08-23 10:38:032020-05-22 14:45:57Onboarding: It Feels So Good to Make the Bad Better: #TChat Recap
What’s your morning communications, social media routine like? Mine’s getting more complicated every day. Personally, just email requires checking at least three accounts on three devices. At least one is Gmail, so I green-light Gmail chat and also Google+. Then it’s on to open a Skype window – many clients, friends reach me through Skype instant message. And to make sure I’m truly open, AOL Instant Messenger and Yahoo Messenger are active, too. They’re a bit old-school, but a few of my clients still use them, so it’s not really negotiable in my world. Then it’s on to Yammer to check up on the latest and greatest with my teams.
Twitter comes next. Hootsuite, Old School “regular” Twitter, and TweetChat helps me monitor multiple Twitter streams and also makes it simple to cross-populate Facebook and LinkedIn with content. Another communications tool I’ve been checking out is the open-source Trillian, which automates the management of multiple chat clients on both desktop and phone.
When it comes to corporate communications, it’s a whole new ball of wax, Facebook page admins, several WordPress log-ins, all the email and communications platforms like MailChimp, Constant Contact, AWeber and more. There are even ways to communicate via song (Spotify) and visual interest (Pinterest). Granted, not all of these apply to professionalism, but in our connected world, they sure do influence it.
The new tools can also be overwhelming; it’s a matter of choosing and experimenting. But when do we finally just pick and stop experimenting? What works best for workplace collaboration and productivity? Do you stop communicating? Ever?
Actually, no. Facebook is saved for stolen moments between calls and meetings on my end. I’m trying to use it more frequently, and in a way that does not make my friends have to deal with all my tweets (always a work in progress). Let’s not forget Facebook messaging – again, I’m trying to make it work into my weekly routine. And LinkedIn – the ole social standby – is a great business communications tool, so there’s always a browser tab open for it. Mind you, this is all before my first cup of coffee.
Does your social blend in a way that feels comfortable and consistent yet? Do you sense a theme emerging here? I think many people are trying to determine the very best way to manage communications tools both for business and for pleasure.
The irony: in this flurry of activity, there hasn’t been a single F2F social interaction, not even a cat sitting on the keyboard. Over the past year, actual live phone conversations have dropped off a tad. I’ve been making a point to schedule more meetings in person and to call people via Skype, Google Voice, or cell. Sometimes there is simply no time for in-person meetings. I live my business and social life, increasingly, in the world of social media. Some days it doesn’t seem healthy. Some days it feels just right. Some days I wonder how I ever existed without it. Some days I long for more IRL “In Real Life” contact with people.
In this week’s TalentCulture World of Work #TChat – brought to you through the wonders of social media, of course – we’re looking at the good, the bad and the ugly of social communication and workplace collaboration tools. The beauty of Twitter Chats are clear – hundreds of people worldwide can have a discussion in real time, regardless of physical location – but it’s not clear which other social and workplace communications tools deliver a similar value.
And we have a hashtag where people can show up and share content, insight and fun with us 24.7. It’s become a unique online community and we look forward to continuing the conversation this year. We are going with the connection flow and enjoying every moment.
So let’s come together to explore which communications tools add value and which merely distract us from being productive. Because you can’t use them all. Or can you? Join us Wednesday night on #TChat The World of Work January 18th from 7-8 pm ET (6-7 CT, 4-5 pm PT), where social media and communication topics are in the hot seat. Join me, Kevin Grossman, Maren Hogan, Sean Charles and Kyle Lagunas for a very special #TChat.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-01-16 11:05:052020-05-20 18:06:41#TChat Communication Tools: You Can't Use Them ALL
If so, you’re probably not alone. According to reports, there are some 25 billion registered blogs out there on the world-wide web. However, only 450 million are considered “active.” While that’s less than 1% of what’s registered actually putting out content, it’s still enough to create a lot of “noise” in the blogsphere. And whether you’re a new blogger or the medium is ‘old-hat’ to you, trying to distinguish yourself can still be overwhelming.
It leaves many asking the question, “Why bother blogging to begin with?”
Despite the old saying that there are only 12 original themes, there’s still room on the net for your ideas, too. The difference for many is found in the spin rather than the subject. The subject matter may not be new, but the way that you present the idea can be. You can maintain creativity by mixing things up: use photos, collaborate efforts with other writers or professional colleagues, try a vlog (video blog), etc…
To build sustainability, you need more than regular, fresh and compelling content around a centralized theme – you need patience as well. Your readership won’t likely show up in droves when you put up your “I’m Here!” inaugural post. To gain a respectable following, you’ll have to consistently market your content on other platforms to those that are interested in the subjects on which you have something to say.
You definitely want an idea of what you’re trying to get out of it going in – and the answer ought not be money! At least not directly, anyway. Despite the enticing banners and messages many blogging platforms put out to doe-eyed bloggers; seducing them with the promise and potential of converting their hobby into a money maker, the reality is that there’s very little money to be made directly from a blog (none for most).
That being said, just because you want to have a blog doesn’t necessarily mean you should. There’s a lot that goes into putting together a successful blog that stands the test of time. And many (most, if you look at the massive gap between registered and active blogs) aren’t up to the challenge. Blogging is best suited for “long-form” content sharing. It’s the most effective medium if the message you want to share can’t be adequately expressed in a 5 minute ‘vlog,’ the meaning derived from pictures, or requires more than 140-characters to get across.
Speaking of 140-characters, join us tonight as we explore content, best practices, and the writing equivalents of “What not to Wear” in tonight’s #TChat discussion topic: “Blogging & Beyond.” Here’s a look at tonight’s questions, along with recommended reading:
1) What makes content effective and compelling? Are there universal benchmarks or is it subjective?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-10-26 10:19:042020-05-20 17:56:49Got those Blogging Blues? #TChat Preview
Some technologies are flashy but don’t really change anything at all in how we think about our lives – cloud computing, for example. Unless you’re in the IT industry, odds are you’ve heard a lot about it, but don’t really understand why you should care. Yet you’re using it right now if you are using Salesforce at work to manage customer contacts and information, or Google Docs to share and collaborate on documents, or Dropbox to share and store files with friends and family.
Consumer technology is a different matter. We’ve all changed how we live and interact since mobile phones shrank from suitcase size bricks – a weird indulgence or curiosity – to a powerful, minicomputer-strength must-have. Mobile technology is perhaps the easiest place to observe, both from a business and a consumer point of view, the value of emerging technologies, and the pace of change in technology.
Still, much new technology seems to drive people apart. Even mobile technology can create a barrier to interaction and communication. When was the last time you called instead of texted? Visited in person rather than left a VM? What often happens with technologies is they change the mode of interaction. We lose the one-to-one, person to person interaction and move instead to indirect interactions – transactional, informational or tacit.
But where new technologies have a social component, there’s hope!
Within HR and Recruiting, for example, a new technology is unfolding – one which will, in my opinion, change how people find new careers and how companies recruit. Talent Communities are here, driven by the powerful engines of social media, search, big data, ubiquitous computing and social communities. The term Talent Community is now replacing what many recruiters have traditionally called talent pools. Simply having a database of resumes to sort through to make a talent match has transformed into what we know as social recruiting. Talent Community does not equal a resume database alone – it’s much more than this.
Like all technological waves, Talent Communities can be positive or negative, depending on your attitude, intent, motivation and skill. I see numerous powerful benefits for employer brands and benefits for job seekers. I also see reason for caution if the human touch is not included in a thoughtful way for brands that are in either passive or active hiring mode. I’ve seen a few too many companies fail in this area by automating the candidate experience and not thinking about a real strategy to implement ahead of time. They see social media as the end all be all and just dive in without really thinking. Not a wise idea.
There’s no question Talent Communities are the next wave in talent acquisition. But the technology is immature still, especially for small employer brands which might not be able to field a great community manager and, thus, will rely more heavily on technologies and platforms.
What’s important, from my point of view, is the recognition by employer brands and technology providers that candidates – job seekers active and passive – are looking for a place to belong both in the workplace and in social community, and that requires a human touch at some point and hopefully on a daily basis. Recruiting a relationship driven business after all. Social media has simply given recruiters more options to find and develop relationships with talented people. And talented people are now adopting social media into their daily lives. This will only grow as we move forward.
Social media has made it possible for us to connect using weak bonds, lacking the human touch. Relationships formed via social media tend to occur between people who are sort of like us, or who are friends of friends, or former colleagues, or friends of former colleagues. These are people, and interactions, that are based in part on a shared sense of culture. Personality-culture fit is my topic about which I am passionate, so I have become a strong advocate of social media.
Social media has been working its way into HR. Recruiters and corporate brands are looking for candidates with some history or connections to recommend them, but they want to go beyond their candidate databases and tap into new talent sources (who may or may not be looking) who might be interested in the employer brands they represent. How to do this? Using social media tools, like Talent Communities.
Talent Communities are a way for employer brands to form strong bonds with potential candidates, using a human-mediated but almost purely web-managed set of interactions. Because these interactions come to us via social channels they are trusted – what McKinsey might call tacit interactions. Companies and brand managers create a Talent Community, a virtual community that represents your employer brand. The Talent Community should be managed by a wise human – a community manager, a role the open source software industry relies on – who believes in the brand; attracting new members by relying on social-media sourced recommendations. Voila, a Talent Community arises.
The short story: this is a game-changing use of technology. The long story – like all major technology shifts, some people will be bruised, some brands will be clumsy.
Keep an eye on the topic of Talent Communities. I’ll have more to say at HREvolution – See you in Vegas! Look forward to IRL with everyone. Phew.
It’s the next wave. Get ready to ride. I’m in. Let’s do this.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-09-27 15:27:582020-05-20 17:54:13Emergence of Talent Communities… Not Pools
Just because I like you, doesn’t mean we’re friends. At least on Facebook.
I’m talking about the strange engagement arrangement between companies, associations, non-profits, clubs, professional groups, other groups, events — and their followers. Or, more appropriately, their fans who “like” them by clicking on a thumbs-up tab and then getting streams of information from those groups. Maybe even posting a comment or two at times on those group pages.
It’s not really a town hall meeting, or an intimate community even, although there are sporadic bursts of interactivity, but Facebook is a universe unto itself — and the over 750 million active users.
People spend over 700 billion minutes per month on Facebook.
The average user is connected to 80 community pages, groups and events.
More than 30 billion pieces of content (web links, news stories, blog posts, notes, photo albums, etc.) shared each month.
About 70% of Facebook users are outside the United States.
More than 2.5 million websites have integrated with Facebook, including over 80 of comScore’s U.S. Top 100 websites and over half of comScore’s Global Top 100 websites.
There are more than 250 million active users currently accessing Facebook through their mobile devices.
And the Facebook valuation — what is it now, $100 billion? — doesn’t go without being noticed by a wealthy contingent of investor “friends.” A new study shows that 46% of online users with investible assets of $1 million or more are members of Facebook, up from 26% a year ago. The survey, by Spectrem Group, showed that millionaire’s use of Twitter has declined, from 5% to 3%.
Guess they aren’t participating in #TChat, are they. At least not yet!
Then there’s the revenue streams for Facebook — the advertising, the gaming, the recruiting. The recruiting that’s getting bigger and bigger and bigger. LinkedIn may be the granddaddy career management network with a sweet recent IPO, but I’m hearing more and more how companies are using Facebook to source and recruit applicants. There’s danger in using Facebook to hire, but that doesn’t stop the vast majority of savvy recruiting and hiring managers. There are also dozens and dozens of recruiting apps plugged into Facebook, two of which include BeKnown and BranchOut.
750 million active users. You do the math.
Then there’s my grand fenceless Facebook experiment I wrote about yesterday. There are those who maintain lists, streams, groups, circles, buckets, sandboxes, canyons, firewalls — you name it. And for good reason: cyber warfare, hacking, identity theft, online bullying and child predators are much bigger problems today than they were 10 years ago while the ability for some of us to control our impulses is tenuous, running around our houses naked with the curtains drawn and shades pulled up committing various unseemly, even unlawful acts.
Then there are folks like me. Call me crazy, but my head and heart can’t separate my work and personal worlds; I just can’t fence them off. My grand social media experiment has worked so far for me because I feel I’m connecting with more people as a person, regardless of our connections initially — the great virtual melting pot. What’s interesting is that at a time when I can’t even get my next door neighbors to have a block party, I can connect, collaborate and commiserate virtually with anyone (and any entity) anywhere in the world. But, if anyone doesn’t want to “buy what I’m selling,” then they can turn me off, just like they can turn off other companies and “brands.”
No harm, no foul.
Who knows where Facebook will go in the next 5 to 10 years, but odds are we’ll be more and more assimilated into its universe — mainlining the strange engagement arrangement straight into our veins every minute of every day. Right on.
The #TChat Twitter chat and #TChat Radio are created and hosted by @MeghanMBiro and @KevinWGrossman, and powered by our friends @MattCharney and @CatyKobe, and partners @TalentCulture, @Monster_WORKS, @MonsterCareers, @12Most and of course @Focus.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2011-08-18 10:16:042020-05-20 17:37:36Facebook & the Strange Engagement Arrangement: #TChat Recap
Crowdsourcing is the act of outsourcing tasks traditionally performed by an employee or contractor, to an undefined, large group of people or community (a “crowd”), through an open call (Wikipedia). In theory, the internet should be a great enabler of being able to put a call for talent out to a community and in return receive a great group of qualified candidates that meet the needs of your organization. In reality, this is much easier said than done.
There are great examples of communities that rely on crowdsourced principles:
1. Threadless is a community-centered online apparel store. Members of the Threadless community submit t-shirt designs online; the designs are then put to a public vote. A small percentage of submitted designs are selected for printing and sold through an online store. Creators of the winning designs receive a prize of cash and store credit.
2. Local Motors is an open source automobile company. They co-create vehicles with their community of auto designers, engineers, enthusiasts and customers.
3. InnoCentive is an “open innovation” company that takes research and development problems in a broad range of domains such as engineering, computer science, math, chemistry, life sciences, physical sciences and business and frames them as “challenge problems” for anyone to solve them. It gives cash awards for the best solutions to solvers who meet the challenge criteria
From t-shirt design to automobile to R&D, these communities have shown that crowdsourcing can be utilized in a wide variety of fields for both very simple and extremely complex problems. So, what are these companies doing that is enabling them to leverage a large group of people to develop creative solutions to difficult problems?
Aligned Incentives
In each of these crowdsourced communities, there is some type of reward that is offered to those who develop a winning solution to the problem. Whether it is the most creative t-shirt or a well-designed, all-terrain defense vehicle, those who come out on top receive a clearly designed reward for their efforts. As a result, each person who takes part in the challenge is focused on doing their best work so that they might be selected for the reward. The company also knows that because so many people have submitted their work that the quality of those submissions which bubble to the top should be pretty fantastic. One of the clearest ways to align incentives within the recruiting environment is to offer a referral bonus. If someone within your community connects you with the right person, let them know that you’ll pay them a nice reward. Everyone implicitly understands that every candidate referred will not necessarily be the right fit. But, for the one that is, there will be a great reward for the individual that helped you connect with him/her.
Multiple Opportunities to Get Involved
While there are plenty of people who are focused on winning the big reward, there are an equal number of participants supporting the community along the way. From the members who vote on the submissions to those who ultimately purchase the product, these communities excel at making everyone feel like they have an important role to play. In social media and social networking, most of your community is not necessarily going to have a direct connection with the right candidate. But, with careful management of your community, they may be willing to share your hiring need through a status update on Facebook or a retweet on Twitter. By helping spread the word and thanking people for their participation in achieving your ultimate goal, you create the type of environment in which many people want to be a part of.
Clearly Defined Problems
In order to develop a meaningful solution, the problem must be well understood. So, these communities place a heavy emphasis on letting you know upfront what they are looking for. There is then the expectation that the creativity of the individual, supported by the broader community, will take over to find a path from the problem definition to an elegant solution that will be appreciated by many. In recruiting, this is no different. If you want to get the right slate of qualified candidates, it is important to properly define what you are seeking in terms of experience, skills, and expected roles/responsibilities. By getting this right, you give the community a much better opportunity of finding the right person.
Although social media and social networking have helped digitally bridge the gap among internet users locally and globally, many community building efforts are challenged to truly reap the benefits. While there is still a way to go before we see a scalable, repeatable, crowdsourced recruiting solution, key elements can be incorporated into individual communities being created on Twitter, Facebook, and LinkedIn to increase the participation and ultimate results achieved. What ways has your organization sought to leverage your community to meet your hiring needs?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2011-08-04 09:21:112020-05-20 17:28:53Crowdsourcing Prospective Candidates: Impossible?
While there are many ways you can establish your personal brand online and offline and inevitably stand out from others in your industry, functional area or even job candidate pool, one of the most powerful ways is demonstrating your unique value contribution through thought leadership.
A thought leader is by definition someone who is recognized for his or her innovative ideas, opinions, and/or perspective. However, if you want to be recognized as such, you must actually share your ideas, opinions and/or perspective with others.
Here are the top 20 venues for new and veteran thought leaders to share their value, expand their audience and grow their reputation and personal brand.
LinkedIn Answers:LinkedIn Answers is a unique Q&A forum that allows LinkedIn users to post questions and contribute answers to others’ questions. Getting involved in asking questions, answering questions and sharing insights and ideas related to your chosen industry is an effective way to establish your personal brand in an area of expertise.
Quora:Quora has combined the power of Q&A and Wikipedia into one platform where each question and answer become a living document that users can continuously discuss and update. Quora can be a great way to establish credibility and visibility. It also can be a comprehensive resource for networking and gathering information for future work and content, entrepreneurial ventures and/or personal efforts.
Your Own Blog: Blogging and contributing value-added content to better serve your industry can be an outstanding way to increase your visibility and demonstrate your unique value to potential employers and career stakeholders. Blogs are very easy to get started. There are both free and self-hosted platforms to choose from, including WordPress, Blogger and Typepad.
Guest Posting: If you’re not ready to commit to starting your own blog, consider writing content to contribute to other industry blogs. To find candidate blogs for your posts, do a quick Google search, check out the blogrolls of leading blogs in your area and check Alltop, an online magazine rack that provides a list of all the top blogs by industry or topic category.
Commenting: In addition to writing your own content, don’t forget to respond to the content that others publish on their blogs, as that can help you network your brand with other thought leaders and demonstrates your involvement. Again, use Google, blogrolls and Alltop to identify relevant blogs on which to become active.
LinkedIn Groups: There are thousands of LinkedIn Groups for you to join, including alumni groups, industry-specific groups, special interest groups and more. Start being active and contributing value from Day 1. Share interesting news with your groups, post links to intriguing articles and join in group discussions to show your investment in your industry or area of interest.
Facebook: While Facebook is intended to be more social than professional, this doesn’t mean it isn’t a venue for you to brand yourself. Share your activities and contributions or valuable resources in moderation with your friends, family and connections. They may already know you and your brand, but this will continue to reinforce it.
Twitter: Micro-blogging with Twitter is another way you can network with others, engage people in conversation and contribute value from your own blog, other industry blogs and websites and other thought leaders online.
HARO:HARO is a free personal branding service that connects professionals and students with writers, bloggers and journalists seeking sources for their articles, books, blog posts, etc. This can be a great way to get quoted in industry publications and increase your credibility and visibility among your peers.
Reviews: Writing a thoughtful review demonstrates your opinion of and take on someone else’s ideas and contributions. Leverage sites like Amazon to share your responses to others’ work.
HubPages:HubPages is an online platform where you can share your advice, reviews, useful tips, opinions and insights with hundreds of other authors and visitors without having to host, manage and market your own site or blog.
Squidoo:Squidoo is another platform for creating single webpages on your interests and recommendations, inevitably enhancing your online presence, search engine rankings and personal brand.
Google Knol:Google Knol is another platform where you can create, collaborate on, and publish credible web content without managing and driving traffic to your own website or blog.
SlideShare: Whether you have a presentation you have given before that you want to post, want to create a new presentation for others to view or have a portfolio of work to show off, SlideShare is a great tool that allows you to feature your presentations and documents and demonstrate your expertise and ideas in your chosen field.
Self-Publishing: If you interested in authoring longer works for your industry, consider self-publishing a book through CreateSpace or Lulu. You can also self-publish e-books in pdf format and share them via your blog, Scribd, SlideShare and across your networks.
Publishing: While there is no shame in self-publishing, getting published by a publishing house or publication does carry some prestige and credibility. You may know of publications and/or publishers in your industry to which you may want to send your content, but do check out the Writers Market series, as they provide invaluable resources and directories for writers.
Speaking & Teaching: Getting in front of an audience and sharing your expertise and ideas with them is an effective way to brand yourself as an expert. Identify something on which you can speak or present or even teach to a group of people and offer to contribute to an upcoming industry event or event put on by any associations you have joined. This will obviously take practice and may require you working your way up to bigger venues. You can also host your own events and market them to your local community and network. Promote your events online through LinkedIn, Facebook and Eventbrite. Remember, if you don’t have a physical space, you can also offer teleseminars and webinars which may attract larger audiences from around the country and world.
Video: More and more professionals are leveraging the power of video to market themselves, their expertise and/or their offerings. Sites like YouTube are popular platforms for featuring and marketing your thought leadership through video.
BusinessWeek Business Exchange:BWBX is a networking platform where you can both connect with fellow professionals in your industry and areas of interest, but also where you can share online articles and resources, including your own.
Networking: General career and business networking both online and offline will enhance your personal brand presence and connect you with other thought leaders, career stakeholders and potential followers. Attend in-person events in your industry, join local trade associations and make a point to network with at least one new person every week. Compliment your offline efforts by networking with other professionals online, using tools like LinkedIn, Facebook, Twitter, Networking Roulette by Brazen Careerist, BeKnown by Monster and any other tools or forums within your area of interest.
What are some other top venues where you share your ideas, opinions and personal brand?
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Chris Perryhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngChris Perry2011-07-14 07:00:062020-05-20 17:21:54Top 20 Venues for Thought Leaders
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